BSBHRM506 Manage Recruitment Selection and Induction Processes
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BSBHRM506 – MANAGE RECRUITMENT SELECTION AND INDUCTION
PROCESSES
1
PROCESSES
1
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Contents
Assessment task 1............................................................................................................................3
Assessment 2...................................................................................................................................8
Assessment task 3..........................................................................................................................16
Assessment task 4..........................................................................................................................20
Assessment task 5..........................................................................................................................24
References......................................................................................................................................36
2
Assessment task 1............................................................................................................................3
Assessment 2...................................................................................................................................8
Assessment task 3..........................................................................................................................16
Assessment task 4..........................................................................................................................20
Assessment task 5..........................................................................................................................24
References......................................................................................................................................36
2

Assessment task 1
1. Outline five methods of recruiting staff and selecting staff.
Five methods of recruiting staff and selecting staff include:
Direct method
Indirect method
Third-party method
Recruitment agencies
Social media channels (Dodson, et. al., 2015)
2. Describe the purpose of an assessment centre in the recruitment process.
The main and prime purpose of the assessment center is to evaluate the candidate for the purpose
of selection with the aid of the various methods such as interviews, IQ tests, etc.
3. Outline three advantages of using an assessment Centre to determine a candidate’s
suitability for a position.
Three advantages in this respect include:
A higher degree of validity
Supports in enhancing the image of the business organisation.
Economical operations (Dodson, et. al., 2015)
4. Explain the concept of human resources outsourcing.
The main concept of human resource outsourcing is to have an effective focus on the
organizations core competencies so as to have better work operations. In addition, it will
assist in the identification of the key areas that can ensure better success.
5. Discuss two advantages of outsourcing HR functions.
Supports in the streamline of the important functions of HR.
Improves the overall effectiveness and efficiency.
3
1. Outline five methods of recruiting staff and selecting staff.
Five methods of recruiting staff and selecting staff include:
Direct method
Indirect method
Third-party method
Recruitment agencies
Social media channels (Dodson, et. al., 2015)
2. Describe the purpose of an assessment centre in the recruitment process.
The main and prime purpose of the assessment center is to evaluate the candidate for the purpose
of selection with the aid of the various methods such as interviews, IQ tests, etc.
3. Outline three advantages of using an assessment Centre to determine a candidate’s
suitability for a position.
Three advantages in this respect include:
A higher degree of validity
Supports in enhancing the image of the business organisation.
Economical operations (Dodson, et. al., 2015)
4. Explain the concept of human resources outsourcing.
The main concept of human resource outsourcing is to have an effective focus on the
organizations core competencies so as to have better work operations. In addition, it will
assist in the identification of the key areas that can ensure better success.
5. Discuss two advantages of outsourcing HR functions.
Supports in the streamline of the important functions of HR.
Improves the overall effectiveness and efficiency.
3
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6. Describe the function and scope of industrial relations.
Scope of the industrial relation is very wide as it defines the relationship between the employer
and employee that emerges with the day to day functioning of the company.
The main function of the industrial relation is to ensure cordial relationship so as to ensure
systematic and smooth operations.
7. Outline the purpose of an employment contract.
The main purpose of the employment contract is to ensure a clear understanding between both
the employer and employee during the terms of the employment (Derous. Et. al., 2016). It also
supports in the understanding of the rights and obligation under the law.
8. Explain the purpose of a modern award, as well as to whom it applies.
The main purpose of the modern award is to have a proper and effective outline of the with
respect to the pay rates and the condition of the employment. This ensures the cordial
relationship between the employer and employee.
9. A. What is the minimum hourly rate for a grade 5 cook?
The minimum hourly rate for a grade 5 cook is $24.77.
B. If the cook is employed as a regular casual look, what is the casual loading that must be
paid?
He will be paid the percentage of the standard weekly rate.
C. If the cook is a regular at grade 5 and worked 8 hours from 9 a.m TO 5:30 p.m. with a
30-minute lunch break, what will be the total amount paid to the cook?
The total amount paid to the cook will be $198.16 per month.
D. Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the
annual salary based on this amount.
4
Scope of the industrial relation is very wide as it defines the relationship between the employer
and employee that emerges with the day to day functioning of the company.
The main function of the industrial relation is to ensure cordial relationship so as to ensure
systematic and smooth operations.
7. Outline the purpose of an employment contract.
The main purpose of the employment contract is to ensure a clear understanding between both
the employer and employee during the terms of the employment (Derous. Et. al., 2016). It also
supports in the understanding of the rights and obligation under the law.
8. Explain the purpose of a modern award, as well as to whom it applies.
The main purpose of the modern award is to have a proper and effective outline of the with
respect to the pay rates and the condition of the employment. This ensures the cordial
relationship between the employer and employee.
9. A. What is the minimum hourly rate for a grade 5 cook?
The minimum hourly rate for a grade 5 cook is $24.77.
B. If the cook is employed as a regular casual look, what is the casual loading that must be
paid?
He will be paid the percentage of the standard weekly rate.
C. If the cook is a regular at grade 5 and worked 8 hours from 9 a.m TO 5:30 p.m. with a
30-minute lunch break, what will be the total amount paid to the cook?
The total amount paid to the cook will be $198.16 per month.
D. Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the
annual salary based on this amount.
4
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Minimum weekly wages for a kitchen attendant grade 1 is $62.10 and annual salary based on this
amount is $3229.2.
10. Explain the purpose of the registered document.
The main purpose of the registered document is to ensure suitable accuracy and validity with
respect to the conditions of the work place (Farndale, et. al., 2018). This will tend to avoid all
sorts of barriers with respect to the legal terms.
11. Outline the 10 minimum workplace entitlements for a permanent employee of an
organization outlined in the National Employment Standards.
Request for flexible working arrangements
Maximum weekly hours.
Annual leave
Community service leave
Parental leave and related enlightens
Long service leave (Farndale, et. al., 2018)
Public holidays
Notice of termination
Fair work information statement
Personal career leave
12. Identify how long must employees’ record be kept according to the Fair Work Act,
2009.
According to the Fair Work Act, 2009, all the records of an employee is required to be kept a
reserve for seven years.
13. Outline at least four examples of the information which must be kept for each employee
according to the activities above and the Fair Work Regulation Act 2009.
Overview of the company
Pay records
Hours of work records
5
amount is $3229.2.
10. Explain the purpose of the registered document.
The main purpose of the registered document is to ensure suitable accuracy and validity with
respect to the conditions of the work place (Farndale, et. al., 2018). This will tend to avoid all
sorts of barriers with respect to the legal terms.
11. Outline the 10 minimum workplace entitlements for a permanent employee of an
organization outlined in the National Employment Standards.
Request for flexible working arrangements
Maximum weekly hours.
Annual leave
Community service leave
Parental leave and related enlightens
Long service leave (Farndale, et. al., 2018)
Public holidays
Notice of termination
Fair work information statement
Personal career leave
12. Identify how long must employees’ record be kept according to the Fair Work Act,
2009.
According to the Fair Work Act, 2009, all the records of an employee is required to be kept a
reserve for seven years.
13. Outline at least four examples of the information which must be kept for each employee
according to the activities above and the Fair Work Regulation Act 2009.
Overview of the company
Pay records
Hours of work records
5

Leave records
14. Explain when a pay slip must be provided to an employee and what information must
be included in the pay slip under the Fair Work Act 2009.
Pay slip must be provided to an employee within one working day. It must include the name of
the business, employees’ name, date of payment, period to which the payment relates, etc.
15. How much notice must be provided to an employee who is dismissed?
The law states that the company is requisite to give at least one month of notice if you are
engaged in the operations with the employer between the periods of one month to 2 years (Jeske
and Shultz, 2016).
16. Who is and who is not covered by unfair dismissal laws?
An employee of a national system employer is protected under unfair dismissal laws. In addition,
Employees not covered in the national workplace relations system are not covered.
17. Explain why is important to advice potential employees of the terms and conditions of
employment during the recruitment process.
It is important to advice the potential employees of the terms and conditions of employment as it
supports and assists in the attraction of the more candidates at the vacant position leading to the
better attainment of the objectives.
18. Explain the purpose and relevance of the psychometric tests in recruitment.
The main purpose and relevance of the psychometric tests in recruitment are to ensure a better
and effective overall evaluation of the candidate for the recruitment (Zaitseva, et. al., 2015). This
will assist in the attainment of the better candidate for the vacant position.
19. Explain the purpose and relevance of the skills test in recruitment.
The main purpose and relevance of the skills test are to assess the relevant information with
respect to the candidate so that he can serve in the best optimal manner leading to the attainment
of the suitable candidate.
6
14. Explain when a pay slip must be provided to an employee and what information must
be included in the pay slip under the Fair Work Act 2009.
Pay slip must be provided to an employee within one working day. It must include the name of
the business, employees’ name, date of payment, period to which the payment relates, etc.
15. How much notice must be provided to an employee who is dismissed?
The law states that the company is requisite to give at least one month of notice if you are
engaged in the operations with the employer between the periods of one month to 2 years (Jeske
and Shultz, 2016).
16. Who is and who is not covered by unfair dismissal laws?
An employee of a national system employer is protected under unfair dismissal laws. In addition,
Employees not covered in the national workplace relations system are not covered.
17. Explain why is important to advice potential employees of the terms and conditions of
employment during the recruitment process.
It is important to advice the potential employees of the terms and conditions of employment as it
supports and assists in the attraction of the more candidates at the vacant position leading to the
better attainment of the objectives.
18. Explain the purpose and relevance of the psychometric tests in recruitment.
The main purpose and relevance of the psychometric tests in recruitment are to ensure a better
and effective overall evaluation of the candidate for the recruitment (Zaitseva, et. al., 2015). This
will assist in the attainment of the better candidate for the vacant position.
19. Explain the purpose and relevance of the skills test in recruitment.
The main purpose and relevance of the skills test are to assess the relevant information with
respect to the candidate so that he can serve in the best optimal manner leading to the attainment
of the suitable candidate.
6
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Assessment 2
1. Analyse company information and conduct research
In the Grow management company, only formal documents are used. The employees who are
hired by the company they provide them with the copy of policies and procedures of the
company. After reviewing strategic plan, employee agreement and the code of conduct for the
staff it has been analysed that these documents assist employees to know the objectives and
purpose of the company and direct them to take corrective action on right time and to stick to the
policies and procedures.
These documents cover policies framed for the employees such as values, objectives, vision etc.
of the company however there is a lot of flaws or gaps in the human resource documentation
such as the policies contain ambiguity and the objectives of the company are not portrayed
properly. The areas to be included in the policies and procedure of the company are employee
benefits, use of tools, disciplinary actions, and complaint procedure.
There is multiple uses of technology in human resource. Technology can be used in recruitment,
training and development, performance management, increment in efficiency etc. technology
play a major role in the management of all the functions and operations of the business.
2. Develop a human resource requirement briefing report
Purpose of the report Identification of the organisation’s objectives
and use of technology for recruitment,
selection, and induction
Analysis of strategic objectives and
operational priorities
The objective of the company is to expand the
business and for the expansion of the business
hiring of talented and skilled staff.
Existing human resource policies Existing human resource policies include
workplace policies, confidentiality and
termination policies.
8
1. Analyse company information and conduct research
In the Grow management company, only formal documents are used. The employees who are
hired by the company they provide them with the copy of policies and procedures of the
company. After reviewing strategic plan, employee agreement and the code of conduct for the
staff it has been analysed that these documents assist employees to know the objectives and
purpose of the company and direct them to take corrective action on right time and to stick to the
policies and procedures.
These documents cover policies framed for the employees such as values, objectives, vision etc.
of the company however there is a lot of flaws or gaps in the human resource documentation
such as the policies contain ambiguity and the objectives of the company are not portrayed
properly. The areas to be included in the policies and procedure of the company are employee
benefits, use of tools, disciplinary actions, and complaint procedure.
There is multiple uses of technology in human resource. Technology can be used in recruitment,
training and development, performance management, increment in efficiency etc. technology
play a major role in the management of all the functions and operations of the business.
2. Develop a human resource requirement briefing report
Purpose of the report Identification of the organisation’s objectives
and use of technology for recruitment,
selection, and induction
Analysis of strategic objectives and
operational priorities
The objective of the company is to expand the
business and for the expansion of the business
hiring of talented and skilled staff.
Existing human resource policies Existing human resource policies include
workplace policies, confidentiality and
termination policies.
8

Recommended human resource policies The company needs to include the following
policies and procedures
employee benefits
use of tools
disciplinary actions
Complaint procedure.
Documents and forms which need to be
included are :
hiring form
accommodation request form
Handbook acknowledgements.
Review of options for technology that will
perk up the efficiency and effectiveness of the
employees
The options for technology that will assist to
enhance the productivity of the employees are
as follows:
1. Human resource management information
system.
2. Recruiting software
3.Payroll service
4. Employee engagement tools
5. Performance evaluation of software
4. Develop recruitment, selection and induction policy, procedure and supporting
documents
Recruitment, Selection and induction policy
1.0 Purpose
The purpose of development of recruitment, selection and induction policy, procedure and
supporting documents is to provide a framework that describes steps to be followed in selection,
recruitment and appointing administrative and academic staff.
2.0 Scope
9
policies and procedures
employee benefits
use of tools
disciplinary actions
Complaint procedure.
Documents and forms which need to be
included are :
hiring form
accommodation request form
Handbook acknowledgements.
Review of options for technology that will
perk up the efficiency and effectiveness of the
employees
The options for technology that will assist to
enhance the productivity of the employees are
as follows:
1. Human resource management information
system.
2. Recruiting software
3.Payroll service
4. Employee engagement tools
5. Performance evaluation of software
4. Develop recruitment, selection and induction policy, procedure and supporting
documents
Recruitment, Selection and induction policy
1.0 Purpose
The purpose of development of recruitment, selection and induction policy, procedure and
supporting documents is to provide a framework that describes steps to be followed in selection,
recruitment and appointing administrative and academic staff.
2.0 Scope
9
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These policies and procedure apply to all the human resource working in the company.
3.0 Objectives
1. Providing assistance to a human resource that best policies and procedures are implemented
for the appointment and development of the staff.
2. To create a transparent and consistent procedure for the appointment of the human resource or
workforce.
3. To remove the ambiguity in the policies and procedures of the company.
4.0 Implementation
4.1 initiation of the Recruitment process
The managers of human resource firstly need to fill a detailed description of the position of the
staff. The description will include all the information related to the position of the post, why the
staff is needed, the type of vacancy, qualification, salaries and the date effective date (Hitt, et. al.,
2012).
4.2 selection process
4.2.1 The application and screening and selection process
For only the open position the applications will be selected. The human resource manager will
create a screening matrix for the staff outlining the minimum meeting criteria. People who meet
the criteria will be selected for the next round and list will be prepared for the selected people.
Manager and the Dean will prepare some questions for the interview round. In the interview
round the person who will be most appropriate for the post will be selected among all the people.
4.2.2 Appointment
The selected candidate will be offered salaries and remuneration and the policies related to the
post will be discussed with the candidate. If the candidate agrees on salary, other benefits and
policies then that candidate will be appointed on the vacant post.
10
3.0 Objectives
1. Providing assistance to a human resource that best policies and procedures are implemented
for the appointment and development of the staff.
2. To create a transparent and consistent procedure for the appointment of the human resource or
workforce.
3. To remove the ambiguity in the policies and procedures of the company.
4.0 Implementation
4.1 initiation of the Recruitment process
The managers of human resource firstly need to fill a detailed description of the position of the
staff. The description will include all the information related to the position of the post, why the
staff is needed, the type of vacancy, qualification, salaries and the date effective date (Hitt, et. al.,
2012).
4.2 selection process
4.2.1 The application and screening and selection process
For only the open position the applications will be selected. The human resource manager will
create a screening matrix for the staff outlining the minimum meeting criteria. People who meet
the criteria will be selected for the next round and list will be prepared for the selected people.
Manager and the Dean will prepare some questions for the interview round. In the interview
round the person who will be most appropriate for the post will be selected among all the people.
4.2.2 Appointment
The selected candidate will be offered salaries and remuneration and the policies related to the
post will be discussed with the candidate. If the candidate agrees on salary, other benefits and
policies then that candidate will be appointed on the vacant post.
10
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4.2.3. Induction
Appointed staff will be given various training related to the work, personality development, code
of conducts and other policies or procedures of the company. for the professional development
initiation of training is crucial (Goldrick, et. al., 2012). To professional development, the staff
will be encouraged to take part in the conferences. Feedback will be given to the employees for
the improvement of the performance.
5.0 Related policies and procedure and guidelines
1. Records management policy
2. Staff development policy
3. Staff performance review guide
4. Recruitment, selection and induction policy
5. Staff promotion and development criteria
6. Academic workloads policy
7. Staff transfer and appeal policy
8. Privacy statement
9. Interview details form
10. Equal opportunity policy
11. Development Framework
12. Appointment of employee policy
13. Interest policy
14. Authority delegation policy
15. Flexible working environment
11
Appointed staff will be given various training related to the work, personality development, code
of conducts and other policies or procedures of the company. for the professional development
initiation of training is crucial (Goldrick, et. al., 2012). To professional development, the staff
will be encouraged to take part in the conferences. Feedback will be given to the employees for
the improvement of the performance.
5.0 Related policies and procedure and guidelines
1. Records management policy
2. Staff development policy
3. Staff performance review guide
4. Recruitment, selection and induction policy
5. Staff promotion and development criteria
6. Academic workloads policy
7. Staff transfer and appeal policy
8. Privacy statement
9. Interview details form
10. Equal opportunity policy
11. Development Framework
12. Appointment of employee policy
13. Interest policy
14. Authority delegation policy
15. Flexible working environment
11

16. Guiding policies
17. Polices related to the resolution of the complaints of the staff
6.0 Accountability
Everyone will be responsible for the work done by them. In case if anyone found guilty of
misconduct then that employee will be punished for misconduct
7.0 Roles and responsibilities
Communication with the seniors and subordinates
Coordinationn with the other staff
Conduction of relevant activities for the completion of the task
Accountable for own work
Performance of function of the task
Induction checklist
Name: ________________________________Assigned person: ____________________
Job title: _____________________________________Date: _______/________/________
Prior to commencement
Induction activity
Date
Completed
and by whom
All the forms have been completed (e.g. Tax File Number
declaration, superannuation forms)
Keys and any other personal equipment have been arranged
Asked to provide any necessary certified copies of certificates/
12
17. Polices related to the resolution of the complaints of the staff
6.0 Accountability
Everyone will be responsible for the work done by them. In case if anyone found guilty of
misconduct then that employee will be punished for misconduct
7.0 Roles and responsibilities
Communication with the seniors and subordinates
Coordinationn with the other staff
Conduction of relevant activities for the completion of the task
Accountable for own work
Performance of function of the task
Induction checklist
Name: ________________________________Assigned person: ____________________
Job title: _____________________________________Date: _______/________/________
Prior to commencement
Induction activity
Date
Completed
and by whom
All the forms have been completed (e.g. Tax File Number
declaration, superannuation forms)
Keys and any other personal equipment have been arranged
Asked to provide any necessary certified copies of certificates/
12
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