BSBHRM506 Diploma of Business: Recruitment and Selection Project

This project, completed for the BSBHRM506 unit, focuses on managing recruitment, selection, and induction processes within the context of United Healthcare. The assessment includes a case demonstration and a presentation. Task 1 involves analyzing existing recruitment and selection policies, identifying relevant legislation, and proposing improvements to HR practices. The student evaluates United Healthcare's guidelines, addresses technology options for enhancing efficiency, and considers the use of external recruitment agencies. Task 2 requires the student to provide staff induction training and deliver a 10-minute presentation in PowerPoint format. The project covers key areas such as identifying the company vision, evaluating recruitment guidelines, providing an executive summary, reviewing technology options, and developing selection procedures. The student also provides a detailed analysis of the recruitment and selection process, including vacant positions, job descriptions, advertisement, shortlisting, interview preparation, applicant interviews, reference checks, job offers, employment contracts, and feedback to unsuccessful applicants. The project demonstrates the application of recruitment and selection principles and practices within a healthcare setting.

Module 4
Term and Year: Term 2 2019
Qualification : BSB50215 Diploma of Business
Unit Code: BSBHRM506
Unit Title: Manage recruitment, selection and induction processes
Assessment :
Task 1 Case demonstration/ observation
Task 2 Presentation of United Healthcare induction program for new recruits
Student Name:
Student ID No:
Assessor’s Name: Mr Michal Tomcik/ Mr Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name:
Student Signature: Date:
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 1 of 25

recorded.
Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner’s needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner’s needs and, (3) the RTO informs the
leaner about the assessment process, and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module of unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
 All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
 Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
 The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
 Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
 This assessment is to be completed according to the instructions given by your assessor.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 2 of 25

 Students are allowed to take this assessment home.
 Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within 2 weeks of the assessment due date.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
 If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Task 1
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an
organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes.
United Healthcare is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and
NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to
employ 500 workers in three stages.
You will need to obtain support and approval for proposed company’s human resources policies and procedures for human
resources practices through a demonstration/ observation checklist activity.
You also you are to conduct a meeting on the company’s recruitment and selection procedures (building on your answers to Q1-4)
through a demonstration/ observation checklist activity.
Please use the supplementary case materials, i.e. 2000 United Healthcare recruitment guidelines and the 2010 United Healthcare
recruitment and selection policy.
Task 2
You must demonstrate your ability to provide training to persons who are engaged in staff induction and deliver a 10-minute staff
induction session in a PowerPoint format. Upon completion, obtain feedback and approval from HR Director (your trainer will
undertake this role) to note if there is a need to make any amendments to your presentation.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 3 of 25

Assessment Task 1
Using the Recruitment and Selection Policy and Guidelines Report, you are to obtain support and approval for
proposed company’s human resources policies and procedures for human resources practices through a
demonstration/ observation checklist activity on:
1. Identify the company’s vision
2. Evaluate key areas of the Company’s 2000 Guidelines and discuss on how you would further develop on
the Company’s recruitment, selection and, induction policies and, procedures. Provide an Executive
Summary of what this report is all about
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process
What are the considerations for using an external specialist such as a recruitment agency to assist in the
recruitment and selection process
4. Develop a standardized Selection Procedures document for use to be proposed for maintaining quality and
controlling organizational practice
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Obtain support and approval for proposed company’s human resources policies and
procedures for human resources practices
Date
1. Identify the company’s
vision
The health care united recruitment is the company in which the workers are appointed on
the basis of professionals’ health care.
To become the number one position in the health care in Australia
The company aims at providing competent employees of about 1400 widely carrying out
the health care policy.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 4 of 25

2. Evaluate key areas of the Company’s 2000 Guidelines and discuss on how you would further develop on the
Company’s recruitment, selection and, induction policies and, procedures.
2.1 Vacant position
It is based upon the contrary for the policy 2010; here the responsibility is shifted towards
the human resource manager level. In the year 2010 policy the vacant position analysis
creates a huge demand on the recruitment procedure. The vacant positions are controlled
by the manager so as to put the right person in the right position.
2.2 Position description
The description enables the candidate to understand the job roles and responsibilities. The
manager needs to assess the job description properly and determines the exact position of
the candidate. This leads to effective recruitment and selection process.
2.3 Advertisement
The advertisement of the job is necessary in order to attract the candidates for the job This
helps the candidates to know about the job and apply for it. The advertisement can be
done by new letters, websites and social media.
2.4 Short-list applicants
The short-list is done by the recruiter or the manager after the candidates apply for the job.
The short-list can be done on the basis of experience, qualification, extra skills. The
shortlist procedure is enlisted for the candidates who are selected for the next round of
selection.
2.5 Interview preparation
The interview manager and the committee provide proper outlet of interview preparation
for the candidate. The interview preparation is based upon the merits of the applicants The
committee forms the interview preparation in order to select the potential candidates for
the job.
2.6 Interview applicants The candidate who is selected for the interview is referred as the interview applicant. The
interview and selection are based upon the merit of the candidates.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 5 of 25

2.7 Reference checks
The selection of the right candidate comes with reference of some other person for the
particular applicant. This helps the committee to get the candidate based on the merit or
skills. The exact reference helps in getting the suitable candidate for the job.
2.8 Job offer
This is the final step that is assessed by the company. The job offer is decided by the
selection committee for the potential candidates. The job offer mentions the selection news
of the candidate and the company policy is mentioned.
2.9
Employment contract
Appointment
details
The appointment details are mentioned in a document called as appointment letter given
to the selected candidate who will be employed in the organization.
Remuneration
details
The remuneration details means the compensation or pay, it overall includes basic salary,
bonuses, commission and other payments as well.
Terms and
conditions
The terms and conditions are the benefits and responsibilities of a job which is agreed
upon by an employer and the employee at the time of hiring. This usually includes the job
responsibilities, dress code, work hours, vacation, and basic salary and sick days.
To be issued
promptly
To be issued promptly men a contract stars as soon as the offer of the employment is
accepted.
2.9
Feedback to
unsuccessful
applicants
Responding to the rejected candidates who may request for the feedback may encourage
the candidates to apply again future.
Feedback is good it keeps the reputation of the company.
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process
3.1 Select one  Seek.com.au  LinkedIn  Jora.com.au
3.2
Justify which
option would be
best used
Out of the three Linkedln is found to be better and beneficial as it enables to search interviewers,
companies, recruiters and hiring managers which helps the candidate befor submitting the
application and showing up to the interviews. Most companies go for Linkedln in order to recruit
employees.
The coonections are strong in Linkedln.
It develops a positive reputation.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 6 of 25

4. What are the considerations for using an external specialist such as a recruitment agency to assist in the
recruitment and selection process
4.1
Sourcing of
temporary or
casual
employees
In order to recruit or outsource casual employees the external specialist does an assessment of
a pool of job candidates but not the existing staff.
Identifying the recruitment needs
Work with temporary employment agencies.
A temporary job description
Hire as quickly as possible
Developing a temporary staff on boarding process.
4.2
Outsourcing
some or all
recruitment
processes
The external specialist does the same process for recruitment but there is another step the
external recruiter does not involve in the selection process and just short-list the applicants who
have applied for the job.
4.3
Traditional
specialist labour
placements
The traditional specialist labour placement is done usually by the government with all the
Australian labour law rules and regulation, an external specialist is suggested very rare for
outsourcing labour.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 7 of 25
Prepared by
Student’s Name Student’s
signature Date
Management approval
(Trainer please  over boxes) Approved Not approved
Management
(trainer) Name Andrey Loburets Management
(trainer) Initials Date

Building on your answers to Q1-4, you are to conduct a meeting on the company’s recruitment and selection
procedures through a demonstration/ observation checklist activity on:
5. Communicate policies and procedures to relevant staff on the development of a standardized Selection
Procedures document ensure the maintenance of quality and controlling organizational practice
6. Explain the following areas that HR department and line managers can work in collaboration
7. Discuss the importance of providing training and other forms of support to all persons involved in
recruitment and selection process
8. Discuss the requirements of local regulatory and legislation (www.humanrights.gov.au) requirements
9. Discuss how the Fair Work Act 2009 (National Employment Standards Minimum Safety Net) would apply when
preparing an employment offer letter.
5. Communicate policies and procedures to relevant staff
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Conduct a meeting
Date
United Healthcare Meeting Minutes
5.1 Meeting activity Recruitment and selection procedures
Venue
Attendance
CEO Robert Green
Director – Marketing Baldev Singh
Director – Human Resources Jenny Fitzsimmons
Director – Operations Adeline Yeo
Director – Finance Tammy Tran
Manager – Human Resources <Student’s Name>
Absence with
apologies N/A
5.2 Purpose of meeting Conducting effective recruitment and selection process
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 8 of 25

5.3 Develop a standardized Selection Procedures document to ensure the maintenance of quality and controlling
organizational practice. The Selection Procedures should cover the following stages:
United Healthcare Selection Procedures
a. Pre-shortlisting
Pre-shortlisting is done after the candidate has applied for the job and the selection is
done on the basis of qualification and experience.
The pre-shortlisting candidates are taken to the next step for other rounds like written test
and technical round and HR round.
b. Shortlisting
He short-listing must be done after the candidates qualify in written round. The candidates
who qualify for written test are taken forward for other test of the recruitment and selection
process.
c. Testing
The testing process includes the technical round, psychometric test and reasoning test
communication skill test. This is done to ensure whether the candidate is competent
enough to tackle obstacles and challenges in the job.
d. Interviews
The last round is the interview round, this the crucial round in the whole procedure. The
candidate is asked HR questions and the candidate needs to answer promptly, smartly
and actively. The questions are like about the candidate, previous job, why this company,
and questions from the resume.
e. Pre-employment
checks
The pre-employment check refers to the process of investigating the whole background of
the potential employees and is commonly used to verify the accuracy of the candidate’s
claim as well as to clarify if there is any criminal history of the candidate, worker
compensation claims and the employer sanctions.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 9 of 25

6 Explain the following areas that HR department and line managers can work in collaboration:
6.1
Department staffing
Headcount
needed
The number of HR manager and line manager required in a company depends upon the
organizational structure. Usually a line manager seeks advice from the HR manager for
any kind of issues or problems in the organization. In United care there are 20 managers.
Position
description
A line manager is usually responsible for managing the organization employees and the
resources in order to achieve specific organizational goals and functions.
Job
specifications
The qualification required for line manager is master in business in any reputed university,
work experience of 5 years in a job.
6.2 Workforce strategy
The workforce strategy is one kind of asset management; it is meant that to implement
certain activities like retaining, sustaining, developing, motivating and deploying human
capital in an organization. The HR department and the line manager need to fix meeting
and implement strategies so as to retain the employees, the recruitment and selection
procedure need to carefully assess in order to imply those responsibilities.
Analysing the current workforce
Developing an action plan
Implementing those action plans
Monitoring and evaluating and revising the plan.
6.3 Performance
management
The performance management is the process of systematic approach off assessing the
performance of the employees in the organization. The performance of the employees can
be measured by the certain tools such as 360 degree, critical incident technique, and
behavioural anchored rating scale, and human asset accounting method, human asset
accounting method and essay evaluation.
6.4 Conflict resolution
The conflict resolution strategies that can be implemented in organizations in order to
resolve disputes between the employee-employer and employee-employee. The conflict
resolution methods are negotiation, mediation, arbitration, adjudication, facilitation and
many more private and internal strategies.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 10 of 25

7 Discuss the importance of providing training and other forms of support to all persons involved in recruitment
and selection process
7.1
Understanding of
Australian regulatory
and legislation
requirements
The training and other forms of support is necessary for the people who are involved in
recruitment process as they are responsible for recruiting candidates who are the future
asset of the company.
The Australian regulatory and legislation requirements are in order to avoid biasness while
the recruitment process and fair recruitment process is carried out. Relevant statutory
obligations which includes anti-discrimination laws
7.2
Understanding the
company’s
recruitment and
selection policies
The company needs to have certain policies and regulation regarding the recruitment
process it is based upon contractual agreements with the individual employer and a
number of elements of the regulatory framework must be relevant which includes codes of
conduct, state and territory licensing and anti-discriminatory practices.
7.3
Understanding the
recruitment and
selection procedures
The process or the procedure must be assessed properly in order to obtain a clear mirror
image of the candidate’s potential. The recruiter must assess all the process and should
have the proper knowledge on the process.
7.4
Applicant selection
criteria according to
organizational
requirements
The steps must be followed effectively and most importantly those candidates must be
selected who comes under the selection criteria of the company. The number of
candidates required for the particular job and the qualifications, competency and skills
required for the job. The recruiter must be aware of all the information of the recruiting
process.
7.5
Interview techniques
according to
regulatory and
legislative
requirements
There are certain interview techniques:
1.Screening:
2.Traditional
3. Behavioural Interview
4. Situational Interview
5. Stress Interview
8 Discuss the requirements of local regulatory and legislation (www.humanrights.gov.au) requirements on the
following:
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 11 of 25

8.1 Advertising for vacant
positions
According to federal sex determination act of section 86, makes it illegal to publish or
display an advertisement that indicates or somehow shows any kind of discrimination on
the grounds of
Sex
Pregnancy
Marital status
Or in the arrangement of who will get the job, or any other terms for getting the job.
There are financial penalties for corporation breach of section 86.
8.2 Selection procedures
There are disability rights, interviews must abide by laws (no background questions such
as parental status, age and marital status), testing and assessment for example medical or
aptitude (psychometric and psychological) test.
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 12 of 25