SITXHRM004: Recruit, Select, and Induct Staff - Homework Assignment

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Homework Assignment
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This assignment provides answers to questions related to the SITXHRM004 unit, which focuses on recruiting, selecting, and inducting staff. The questions cover various aspects of the recruitment process, including identifying staffing needs, creating job descriptions, understanding legal considerations, shortlisting candidates, conducting interviews, and ensuring compliance with privacy laws and EEO legislation. Additionally, the assignment addresses the importance of customer service attitude, effective selection criteria, and the use of recruitment agencies. It also explores the key aspects of an induction program, methods for communicating workplace health and safety information, and strategies for accommodating candidates with special needs. The assignment concludes by examining effective advertising methods, conditions of employment, and the importance of maintaining accurate employment records. Desklib offers a platform for students to access similar solved assignments and study resources.
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Unit: SITXHRM004 Recruit, select and induct staff
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Course Code SIT60316 Course Name Advanced Diploma of Hospitality Management
Unit Code SITXHRM004 Unit Name Recruit, select and induct staff
Due Date ________________ Assessment Name A1 – Questions
A2 – Project
A3 – Practical Observation
Student No. ________________ Student Name _____________________________
Student Phone ________________ Student Email _____________________________
Student Declaration
I declare that this assessment is my own work and where my work is supported by documents from my
workplace placement/employer permission has been granted.
Note: This assessment will not be accepted unless all sections have been completed and the front cover
has been signed and dated.
Filling out this coversheet as part of an electronic submission and approving the above information
will operate in the same way as physically signing this cover sheet.
Student Signature ______________________________________________________________
Office Use Only
Date/s Received: ___/___/___ ___/___/___ ___/___/___
Date/s Assessed: ___/___/___ ___/___/___ ___/___/___
Result of Assessment: ___________ ___________ ___________
Entered on Training Plan Moderation Signature
Note for Assessors: Filling out the above Office Use Only section as part of an electronic submission
will operate in the same way as physically signing this cover sheet. If not physically signed, Assessor
must print their name in signature box.
Student Assessment Cover
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Course Code and Name: SIT60316 Advanced Diploma of Hospitality Management
Unit Code: SITXHRM004
Unit Title: Recruit, select and induct staff
Assessment 1
Your task: Answer the following questions. Each question must be completed.
Question 1
List 5 business events that would require you to recruit new staff:
1. Training and development sessions
2. Future planning
3. Seasonal factors
4. Staff turnover
5. Business expansion
Question 2
What is the primary factor in determining staffing needs?
The recruiting method, which again is based on previous and projected performance data, is the most
important aspect.
Question 3
Why should you regularly discuss workload considerations with your staff?
Constant workload assessment between management and supervisors is critical in order to preserve
positive lines of communication, ensuring that task is divided evenly throughout employees, & allow
customers to be inventive as a group.
Questions
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Question 4
List 3 pieces of information you may need to supply to management when making a written submission
for
Approval of a new position.
1. Make a list of problems at hand and describe the importance of the post.
2. Describe the responsibilities of the post and describe about accomplishments in detail.
3. Tell us about your experience with the firm and submit a proposal in writing.
Question 5
List 6 pieces of information a job description should contain.
The job description has enough detail to define primary duties and vital tasks as things currently exist.
Job title, job purpose, job role and activities, needed qualifications, desirable academic credentials, and
workplace circumstances are all included in a position description.
1. Job Title
2. Job Summary
3. Responsibilities and Duties
4. Qualifications and Skills
Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
Clients will then have happy moments with a positive mindset in customers, and thus will leave doing
well for themselves and the company, which will lead to them wanting to do business with the
organization again. Positive customer service people will constantly look cheerful and eager to assist.
Question 7
How do well written selection criteria help the selection process?
The use of selection process can help you discover the elements that are regarded necessary or
advantageous for a candidate to succeed in the job you're recruiting for. Determine what accurate
assessment, capabilities, behaviour, experience, and qualities individuals will need to be succesful in the
job.
Question 8
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When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
1. a contract of employment
2. Scheduling
3. Hours
4. Duration of occupation
5. contract of employment Pay
Question 9
How can an application form help you process applications more quickly?
Forms are simpler to examine than CVs because they all have the same layout. Organizations
deliberately craft the layout and material of their registration forms, eliciting precise replies that inform
them more immediately and effectively about with a complainant's eligibility for the job than that of a
CV can.
The registration form enables the company to ask each candidate a set of detailed questions to which
they must respond. A common approach form speeds up the online processing and makes it easier for
recruiters to analyze candidates. It also makes it easy to exclude individuals who are inappropriate or
underqualified.
Question 10
Describe the process of ‘shortlisting’ or ‘culling’.
Recruiters choose individuals from the applicant pool who best fit the needed and desired requirements
for the job required application, and welcome candidates towards the next step of the recruiting
process, known as shortlisted candidates.
The practise of separating individuals from such a population based on desired or undesirable qualities
is known as culling. It is the procedure of eliminating or separating organisms from a breeding
programme based on a certain characteristic in animal breeding.
Question 11
List 2 pieces of information you should include in a rejection letter:
There have only been two items that must be included: "We got a lot of submissions for both the post
and have concluded that some other applicant is perhaps the most eligible for the vacancy," for
example, or "Humans acquired a lot of requests for the employment and now have established that
some other individual is by far the most prepared for the entrance."
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Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1. Review the job description
2. Learn about company profile
3. Prepare a list for the expected interview questions
Question 13
How can you comply with privacy laws when storing applications?
Make that you also have a privacy policy in place. A standard agreement for a firm that accepts or
processes personally identifiable information is a Privacy Policy.
Create privacy manual
Create some hurdles
Customers should be informed
Question 14
During interview, how does keeping a written record of the candidate’s suitability according to the
selection
criteria assist you in complying with EEO legislation?
Data collection is becoming increasingly straightforward as knowledge becomes more widely
available. Even if your organisation acquires information inadvertently with no purpose of utilising or
interacting with that in any way, it is vital that business recognize your obligations.
Question 15
List 3 checks you may do as part of the selection process.
1. Application.
2. Screening and pre-selection,
3. Screening and pre-selection, followed by an interview and an assessment.
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Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for
the
position.
1. DAT - Differential Aptitude Test This test assesses the following abilities: Reasoning using
words.
2. Aptitude Survey OASIS-3 – This test assesses the following broad abilities: Ability in general.
3. Bennett Mechanical Comprehension Test - The Bennett Dynamical Comprehension Test
assesses three major components of mechanics: Knowledge about machines.
Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1. HR department
2. Marketing Department
3. Finance Department
Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?
The appointment letter would normally include job terms like tenure, pay, and perks, among several
other things. It is normal to not have a formal letter of appointment in circumstances of informal
labour. As a result, this will mostly assist this group. This one will serve as proof of job satisfaction.
Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
Personal information: These are the most fundamental facts that must be kept in order to develop and
assess personnel policies and processes.
Contact information is as follows -
1. Details about the job
2. Details about the position
3. Employment records include
4. Development and training
5. Achievement and awards
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Question 20
List the essential key aspects your induction program should cover.
An orientation to company business but also its important individuals should still be included in the
introduction package, along with a quick historical basis, goal purpose, and business planning;
company workplace rules & regulations, workplace safety material & a presentation of the company.
Question 21
Businesses are required to record proof that workplace health and safety information was
communicated
clearly. What are some ways to achieve this?
Employees may be given health & safety information through face-to-face conferences, memoranda,
public boards, meeting minutes, newsletters, protection manuals, and other methods.
1. Send emails or newsletter.
2. Make sure you have enough signs in your workplace
3. Make use of images and videos
4. Meetings should be held on a regular basis
5. Sufficient training is required
6. Form an integral part of your employee evaluation process
7. Do not really scrimp on safety equipment
8. Safety inspections on a regular basis
Question 22
How does designating a colleague to assist a new employee during the induction process help them?
A new employee induction is a way of providing new workers with crucial information about the firm,
including a review of the company's history, products, and services.
1. a statement about the company's purpose, vision, culture, & values
2. physical positioning
3. organisational alignment
4. Meetings with essential senior workers, any and all, to ensure that they get off to the greatest
possible start in the company.
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Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1. Panel interview
2. Structured Interview
Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
The most common reason for readvertising is to increase the number of applicants available. Check the
progress of their application to see if the interviewer needs any further material from you.
Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit
into
the team?
1. Team building activities
2. Working in group
3. Get together
4. Combine task
Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English
or
has speech difficulties?
Reduce the speed of your speaking. Anyone who is less comfortable with the language will benefit by
communicating at a slower pace.
1. Use voice intonation and enunciate correctly.
2. Make use of the right vocabulary.
3. Be culturally conscious.
4. Make use of your body language.
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Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special
needs?
Employees should communicate any issues with their boss. This may frequently assist to clear up
misunderstanding and suggest answers to the problem.
Employees may want to enlist the help of a friend, family member, or advocate speaking with your
employers concerning the predicament.
Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
1. Websites that post job openings/online job boards.
2. Using Facebook, LinkedIn, as well as other social media platforms to advertise a job.
3. Webpage of the company.
4. Newspaper published in the area.
Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process
yourself?
1. Recruiting time is reduced.
2. Using a recruiting firm will reduce the amount of time it takes to fill available positions.
3. Candidates of higher calibre.
4. Specialist expertise.
5. a higher price
6. There is no cultural fit.
7. Brand image is lacking.
Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time - monetary benefits , allowances, compensations
Part-time - non monetary benefits
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Casual - according to the situation
Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
Better beyond one interviews in terms of evaluation.
1. There is no place for bias or personal preference.
2. A different point of view allows for a more accurate assessment.
3. It familiarises the individual with the team as well as the company's working culture.
4. It's a tried-and-true method.
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