Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
1 Learner Assessment Pack Produced dd Month 2021
© Precision Group (Australia)
Learner Assessment Pack
BSBH
Coordinate
an
Precision Group (Australia)
Level 13, 269 Wickham St, Fortitude Valley 4006 Email: [email protected]
Website: www.precisiongroup.com.au
© 2021 Precision Group (Australia)
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
2
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
3
Copyright Notice
No part of this resource may be reproduced in any form or by any means, electronic or mechanical, including photocopying or recording, or by an information retrieval system without written permission from Precision Group (Australia). Legal action may be taken against any person who infringes their copyright through unauthorised copying.
These terms are subject to the conditions prescribed under the Australian Copyright Act 1968.
Copying for Educational Purposes
The Australian Copyright Act 1968 allows 10% of this resource to be copied by any educational institute for educational purposes, provided that the institute (or the body that administers it) has given a remuneration notice to the Copyright Agency Limited (CAL) under the Act. For more information, visit www.copyright.com.au.
Disclaimer
Precision Group (Australia) has made a great effort to ensure that this material is free from error or omissions. However, you should conduct your own enquiries and seek professional advice before relying on any fact, statement or matter contained in this document. Precision Group (Australia) is not responsible for any injury, loss or damage as a result of resource included or omitted from this material. Information in this course material is current at the time of publication.
Version Control & Document History
Date
Summary of modifications
Version
19 February 2021
Version 1 final produced following assessment validation.
1.0
8 April 2021
Amended SAQ 3 – Updated the total number of NES requirements to eleven in learner instructions
Updated definition of Casual Employees in Checklist Item 7c in Workplace Project Task 1 Assessor’s checklist
1.1
Table of Contents
Assessment Delivery 5
Learner Information 6
Steps for Learners 8
Reasonable Adjustment 9
Resources Required for Assessment 10
Accessing Intranet Pages 12
Assessment Agreement 13
Assessment Tasks 15
Short Answer Questions 17
Practical Assessment 27
Your State/Territory 28
Workplace Project Assessment 29
Project Overview 29
Task 1: Establish Recruitment Requirements 31
Task 2: Job Descriptions 31
Task 3: Source Candidates 35
Task 4: Conduct Interviews 38
Task 5: Conduct Selection Activities and Skills Assessments 40
Task 6: Reference Check 43
Task 7: Candidate Assessment and Selection 45
Task 8: Provide Selection Feedback to Candidates 51
Task 9: Candidate Contract Signing 53
Task 10: Advise Stakeholders on New Hires and Prepare Administrative Arrangements 54
Task 11: Onboard New Hires 57
Assessment Workbook Checklist 59
Assessment Workbook Checklist 60
Recording 65
Record of Assessment 66
Learner Assessment Pack
Assessment Delivery
Learner Information
This Learner Assessment Pack is designed for you to complete the assessment for BSBHRM415 -Coordinate recruitment and onboarding (Release 1). It may refer to your own workplace/organisation, or to a simulated business provided by your assessor.
The assessment tasks include Short Answer Questions where you need to demonstrate your knowledge and understanding of the unit, and the Practical Assessment, where you need to demonstrate your skills required in the unit. It is recommended that you complete the Practical Assessments in your own workplace/organisation. If you don’t have access to a real workplace, you can complete the assessment in a simulated environment where resources and conditions similar to a workplace must be accessed. Ensure to discuss this with your assessor prior to commencing with the assessment.
Each Learner Assessment Pack is made up of four parts: Assessment Delivery
Learner Information Steps for Learner
Assessment Agreement Assessment Tasks
Assessment Tasks, including:
· Short Answer Questions
· Practical Assessment Assessment Workbook Checklist
Assessment Workbook Checklist Recording
Record of Assessment
Before you commence your assessment, ensure that you have a good knowledge of the subject, have thoroughly read your Learner Resource, and clearly understand the assessment requirements and the expectations of the industry to which the assessment is related.
Assessments are designed to be completed using your industry/organisation, but your Registered Training Organisation (RTO) may assist you by contextualising the unit to be completed in a simulated workplace environment.
You will be required to demonstrate knowledge and skills which must be observed directly by your assessor. Where the observation task may be difficult for the assessor to directly observed, a video recording of the practical observation task must be submitted as supplementary evidence. Verification from at least one third-party signatory, and preferably two or more witnesses is required to confirm your demonstration of these practical knowledge and skills. These witnesses would usually be your current or recent supervisors, or your assessor.
The practical assessment tasks may be completed using your own workplace, a simulated environment, or a mix of both, as instructed by your assessor. To contextualise this assessment to your industry/organisation, you may be asked by your assessor to provide additional information based on your industry/organisation.
Instructions are given for each task. If you have questions, or unclear how to proceed, consult with your assessor.
Records of all aspects of the assessment must be kept in your Learner Assessment Pack
The record of assessment is a legal document and must be signed, dated, and a copy stored as required by your Registered Training Organisation (RTO).
Steps for Learners
Your Learner Assessment Pack:
1. Upon receiving your Learner Assessment Pack, discuss with your assessor the expectations and requirements of this assessment. You may also need to supply contact details of one or two work referees who can confirm your skills in the industry.
Discuss with your assessor if you intend to undertake the practical assessment tasks based on your employing organisation, in a simulated business, or in a mix of both.
2. Your Learner Assessment Pack is where you will get the task information. Complete each task as instructed using either your own workplace, or using a simulated business, as discussed with your assessor.
3. After you complete your assessment, gather and submit your evidence documents as detailed in the task(s) in the timeframe agreed with your assessor.
Your assessor will advise you if there are any further steps for you to take to satisfactorily complete this assessment.
Reasonable Adjustment
Adapted Reasonable Adjustment in teaching, learning and assessment for learners with a disability -November 2010 - Prepared by - Queensland VET Development Centre
Reasonable adjustment in VET is the term applied to modifying the learning environment or making changes to the training delivered to assist a learner with a disability. A reasonable adjustment can be as simple as changing classrooms to be closer to amenities or installing a particular type of software on a computer for a person with vision impairment.
Why make a reasonable adjustment?
We make reasonable adjustments in VET to make sure that learners with a disability have:
· The same learning opportunities as learners without a disability, and
· The same opportunity to perform and complete assessments as those without a disability.
Reasonable adjustment applied to participation in teaching, learning and assessment activities can include:
· Customising resources and assessment activities within the training package or accredited course
· Modifying the presentation medium
· Learner support
· Use of assistive/adaptive technologies
· Making information accessible both before enrolment and during the course
· Monitoring the adjustments to ensure learners needs continue to be met
Assistive/Adaptive Technologies
Assistive/Adaptive technology means ‘software or hardware that has been specifically designed to assist people with disabilities in carrying out daily activities’ (World Wide Web Consortium - W3C). It includes screen readers, magnifiers, voice recognition software, alternative keyboards, devices for grasping, visual alert systems, digital note-takers.
IMPORTANT:
Reasonable adjustment made for collecting learner assessment evidence must not impact on the standard expected by the workplace, as expressed by the relevant unit(s) of competency. For example, if the assessment were gathering evidence of the learner’s competency in writing, allowing the learner to complete the assessment verbally would not be a valid assessment method. The method of assessment used by any reasonable adjustment must still meet the competency requirements.
Resources Required for Assessment
To complete the Practical Assessment tasks, you will require access to:
· Computer with internet and email access, and a working web browser
· Installed software: Word, Adobe Acrobat Reader
· A workplace, or a simulated workplace environment that will allow you access to:
· Information relevant to each position you must recruit for as identified in Workplace Project Task 1
· Organisational policies and procedures on the following:
· Development of job descriptions
· Sourcing candidates
· Conducting interviews
· Implementation of selection activities in Workplace Project Task 5
· Providing feedback on application process to candidates This can include information on the following:
· Timeline to provide feedback after assessment
· Specific templates to use
· Assessing and selecting suitable candidates
· Preparing an employment contract
· Employee records
· Setting up pay records for new hires
· Onboarding
· Workplace templates, including or similar to the following:
· Request for Approval to Recruit
· Job Description
· Screening Checklist
· Reference Check
· Selection Report
· Employee Records
· Pay Records
Learner Assessment Pack
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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· Sources of privacy and confidentiality requirements, such as:
· Legislation (e.g. Privacy Act 1988)
· Organisational requirements
· Legislation and regulations relevant to
· Assessing candidates
· Selecting candidates
· Sourcing and screening candidates
· People, including:
· At least two clients – each must have a recruitment need
Clients refers to individuals or groups who has a job vacancy they need to be filled. Clients can refer to:
· External stakeholders (e.g., employer organisations, clients, recruitment agencies, etc.)
· Internal stakeholders (e.g., department managers, senior management, etc.)
· Relevant stakeholders relevant to the following tasks:
· At least two for each position in Workplace Project Task 10
Relevant stakeholders refer to the individuals or groups within the organisation that each new hire is expected to interact with in accomplishing their position’s work tasks.
· At least two for each position in Workplace Project Task 11
Relevant stakeholders refer to individuals or groups that will facilitate part, if not the whole, onboarding of each new hire.
· Opportunity to:
· Communicate with clients to identify recruitment needs
· Develop job descriptions, selection criteria and interview questions
· Source and interview qualified candidates
· Conduct selection activities and skills assessment
· Conduct reference checks for each qualified candidate
· Prepare a selection report on recommended candidates
· Provide feedback to candidate
· Prepare employment contracts and facilitate contract signing
· Prepare all necessary administrative arrangements for new hires
· Coordinate onboarding
Accessing Intranet Pages
Some assessment tasks may require you to access specific pages from the simulated business, Bounce Fitness. Links to these pages are formatted in Blue Text.
To access these, hold the Ctrl key for Windows users while clicking on these links. For Mac users, directly click the link.
The simulated business, Bounce Fitness, can be accessed by going to http://bouncefitness.precisiongroup.com.au.
Login to Bounce Fitness using the username and password provided by your Registered Training Organisation (RTO).
Learner Assessment Pack
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
12
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
13
Assessment Agreement
Instructions:
Discuss and accomplish this section with your assessor before commencing then sign the confirmation at the end of this Agreement.
Please tick at least one of the following for each section:
Delivery Method
Classroom
Small Group
One-on-One
Online
Other (please describe)
Assessment Pathway (for Practical Assessment)
Learner’s Organisation (Pre-assessment meeting conducted)
Simulated Workplace Environment (Contextualised by RTO)
Assessment Conditions
Skills in this unit must be demonstrated in a workplace or simulated environment where the conditions are typical of those in a working environment in this industry. This includes access to:
Workplace policies and procedures relevant to performance evidence
Position descriptions
Legislation, regulations, codes and standards relevant to staff recruitment, selection and onboarding.
Assessors of this unit must satisfy the requirements for assessors in applicable vocational education and training legislation, frameworks and/or standards.
I confirm that the activities and assessment completed for this unit are my own work, and comply with all relevant copyright and plagiarism rules.
I understand that if there is any doubt in the authenticity of any piece of my assessment submission, I can be orally examined, and the signatory of evidence records may be contacted.
Learner’s name
Learner’s signature
Date
Assessor’s name
Assessor’s signature
Date
End of Assessment Agreement
Learner Assessment Pack
Assessment Tasks
Tasks
Complete all tasks in this assessment as instructed. If you have questions, consult with your assessor.
Contextualisation of Assessments by RTOs
Contextualisation is the process of modifying assessment tools to make learning more meaningful for your learners and their employers.
Precision Group (Australia) recommends that your RTO contextualise the assessment tools to suit particular industry requirements and specific organisational requirements before using them. Contextualisation must retain the integrity of the assessment and the outcome of the unit of competency.
Short Answer Questions
Access the Privacy Act 1988 and answer the following questions. Ensure to access the most current version of the Privacy Act in the series.
Privacy Act 1988
https://www.legislation.gov.au/Series/C2004A03712
Question 1
a. Identify at least three instances wherein an organisation or recruitment agency can collect sensitive information about an individual.
i. It is during one-on-one reunions
ii. When there is a bigger problem of the scenario, where they identify and observe the process to deal with the issue
iii. When they lose during the competitions or when they are gaining something
b. Upon collection of personal information, identify at least four matters that an organisation or recruitment agency must tell the individual.
i. The recruitment agency must provide valuable feedback to the individuals
ii. Give the permission to observe and maintain the highest level of privacy
iii. The company should never use something which is not associated with the business of the company
iv. Discuss on how it echoes about the company
c. Identify at least three situations that organisations and recruitment agencies must protect their collected personal information from.
i. When it is associated with the marriage of the employees
ii. When it comes to the health conditions of the employees and raising voices due to unhealthy conditions
iii. When it’s related with the children of the employees
d. Briefly explain the conditions that must be met before organisations and recruitment agencies can destroy or de-identify the personal information, they have collected
i. If the personal information is very sensitive and there is necessity to take more rigorous steps as there is increase in the quantity of personal information.
ii. Reasonable steps are taken for organization which operates through franchise or dealerships or where it gives access to database or network to the contractors in a centralized organization.
iii. If the personal information handling exercise is outsourced to the third parties.
iv. When it includes huge costs, time-consuming and is inconvenient as well poses excessive burden for maintaining the personal information in all the circumstances
Preliminary Task
Questions 2 and 3 of this Short Answer Questions require you to refer to the regulations and requirements relevant to recruitment of your state/territory.
For your assessor’s reference, indicate below which state/territory you are currently based or located in by ticking the box that corresponds to your answer.
When answering Questions 2 and 3, you must refer to regulations relevant to recruitment of the state/territory you ticked below.
The state/territory where your workplace/organisation is based or located in.
Australian Capital Territory
South Australia
New South Wales
Tasmania
Northern Territory
Victoria
Queensland
Western Australia
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Learner Assessment Pack
Complete the table below:
a. Identify at least two of the following relevant to the recruitment processes of employment agencies and organisations
Recruitment process can involve initial identification of job vacancies up until the onboarding of new hires.
i. Regulations
ii. Codes of Practice
b. For each regulation and standard identified outline at least one requirement that affect recruitment processes.
Question 2
Regulations
Identify the title of each regulation
Requirements that Affect Recruitment Processes
i. Anti-discrimination Act
Must not hire people depending on the character of the candidate. Rather the hiring must be done based on merit
ii. Fair Work Act
According to this policy it must be ensured that there is proper safety and security of the workers in the organization
Codes of Practice
Identify the title of each code of practice
Requirements that Affect Recruitment Processes
i. Equal opportunity Act
It is crucial to observe the candidates who are being considered for the similar position for the new hires without being starting at the same position and without having same responsibilities
ii. Privacy Act 1988
This act is associated with respecting their privacy
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Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Learner Assessment Pack
Answer the questions below about the National Employment Standards (NES).
Question 3
a. Briefly explain how the NES are relevant to the job offer stage of recruitment processes.
The NES or National Employment Standards is the minimum benchmark which needs to be maintained by the organizations with respect to the employment and covers major aspects associated with the recruitment process. The NES standards are applicable for all the employees and is covered by the national workplace relation process. But there are only a few entitlements which are applicable for the casual employees.
b. Complete the table below:
i. Identify at least three of the ten minimum entitlements under the NES
ii. Briefly explain the requirements under each entitlement identified
NES Minimum Entitlement
Brief Explanation of the Requirements for Each Entitlement
1. Annual Leave
The employees working in various organizations of Australia are entitled to 20 days paid annual leave. This is sufficient compared to the leaves provided in other countries.
2. Personal Leave
The employees are entitled to 10 days of personal leave annually. This can be used by the employees when they suffer from illness or there is emergency in the family. They also get 20 days of paid leave due to domestic violence.
3. Community Service Leave
The employees are allowed to get the benefit of unpaid community service leave due to various activities such as volunteer emergency management or duty of a jury with respect to this entitlement.
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Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Learner Assessment Pack
Complete the table below about interview techniques commonly used by interviewers. For each interview technique listed:
a. Briefly describe how the technique is used during interviews
b. Explain why the technique is used
Question 4
Interview Techniques
Brief Description of How Each Technique is Used
Explanation on Why Each Technique is Used
a. Candidate
introduction
The candidates introduce themselves
It begins with a constructive conversation which enables the candidate to feel that they will be able to perform efficiently and provide the information which is required
b. Asking interview questions
The interviewers ask various questions which are associated with the position for which the candidate appears for the interview
It helps to understand more exactly and intensely with respect to the experience and the characteristics of the candidate appearing for the interview
c.
Active listening
The interviewer is able to listen about the presentation provided by the candidate
It is active listening skills which is given undivided attention and is efficiently able to acknowledge the message which is being delivered. Hence, this encourages a good candidate to be confident and well prepared for the interview process
d. Documenting the interview
We must take adequate notes while conducting the interview. This will reflect that the interviewers are considering each employee based on the education and the skills
It also gets to know about the candidate. Further, the candidates are able to know more of the company and any employment opportunities within the company.
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Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Complete the table below by:
a. Identify at least three methods used for sourcing candidates for recruitment
b. Briefly explain how each method is used to source for candidates
Question 5
Method for Sourcing Candidates for Recruitment
Brief Explanation on How Each Method is Used to Source for Candidates
a. Print Media
It is the local newspapers which are considered as a prudent source of information with respect to the local job vacancies. Most of the newspaper consists various types of advertisements in the classified ads section along with some dedicated job supplements on a regular basis. Hence, if someone is looking to get some general employment opportunities, then they can find it here.
b. Internet
The prolific use of internet with respect to recruiting has made easy for the recruitment agencies to select the right candidate along with conducting interviews. It will conduct process which are relevant for the paperwork and essential for hiring and training the candidates. Therefore, it is online recruitment which provides the businesses with an efficient and cheaper method for fulfilling the position.
c. Recruitment agencies
Recruiters or the recruitment agencies tries to choose the right candidate who are trying to hire. They act as a channel between the employees and the companies. The companies try to seek for assistance of the recruitment agencies in order to find good and diligent candidates. This allows the recruiting companies to concentrate on the own business instead on focusing on the hiring process.
Learner Assessment Pack
Learner Assessment Pack
Identify at least three methods commonly used to attract candidates during recruitment.
Methods must aim to attract candidates to choose the presented job offer or job application over other possible opportunities the candidate may be considering.
Question 6
Method for Attracting Candidates
a. Presenting a strong brand of the employer: This must be connected with the organizational values, the strategy of the people and the policies and is also linked to the brand of the company. A key to the organizational culture and values are maintaining the ethical standards which are uphold by the employees by being practiced by the employees
b. Offering benefits: By offering benefits to the employees, it displays that the organization is really concerned not only for the overall health development of the employees but also of their future. Hence, a solid form of employee benefit program can help to attract and retain the best talent. These benefits offered by the organization can help the differentiate themselves from the competitors in terms of business.
c. Further, if the pay rate of the company is good, then it can help to boost the overall job satisfaction of the employees. The workers who feel that they are being lowly paid, will be encouraged and deliver their best in accomplishing the organizational objectives. Further, it is competitive salary which reduce the turnover or attrition rate, increase the morale of the employees and enhances a positive vibe within the employees.
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Access your organization’s procedures for the following:
a. Assessing candidates during recruitment
b. Reporting the results of the candidate assessments
Answer the questions below based on information from your organization’s procedures. You must submit a copy of the accessed organizational procedures to your assessor.
Question 7
a. Identify at least two different methods used when assessing a candidate’s fit for a position.
i. Reference Check: It is reference check which is considered as a part of the hiring process when a candidate gets associated with a hiring company with respect to professional job reference for gathering more information and details of themselves, their work history, job responsibilities and performances.
ii. Psychometric Test: It is considered as an appropriate and scientific method which is designed for assessing the suitability of a candidate with respect to a specific role which is based on their cognitive skills and personality traits. These traits and skills are generally difficult to evaluate while conducting a standard interview.
b. Outline the process used by your organisation to report the results of candidate assessments.
The best way to report the candidate of the organizational result is by email as it is the most efficient and fastest way to communicate with the chosen candidate. This guide is suitable for any recruiter for creating a follow-up email to a candidate irrespective of the industry, sector or the expertise in which they operate.
Access your organisation’s procedures for providing feedback to candidates.
Based on your organisation’s procedures, explain your organisation’s strategies for providing the kinds of feedback listed below.
Strategies refer to the specific plans an organisation has in place when informing candidates about their results.
Ensure to submit a copy of the accessed organizational procedures to your assessor.
Question 8
a. Feedback to successful candidates who pass the job application process.
i. If the candidate passes the interview, then application process: Thanking the candidate for appearing for the interview process, set the time and invite them to further round of interview and receive confirmation that they will attend the next round of interview.
a. Feedback to unsuccessful candidates who did not pass the job application process.
ii. In case the candidate does not passes the interview process: Thanking the candidate for investing their valuable time in appearing for the interview, inform that some other candidates who are much more suitable have been chosen and clearly state them for their success in the future career.
Learner Assessment Pack
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February 2021
© Precision Group (Australia)
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Practical Assessment
The Practical Assessment is a set of tasks that must be completed in a workplace, or in an environment with conditions similar to that of a real workplace.
To be assessed for this unit of competency, you must demonstrate your skills and knowledge to develop and implement strategies to source candidates and to assess their suitability for available positions.
The Practical Assessments in this workbook include:
1. Workplace Project Assessment
A series of tasks assessing the learner’s practical knowledge and skills relevant to the unit of competency. This includes the learner completing workplace documents or similar as evidence of competent performance.
2. Workplace Practical Observation
A set of assessment tasks where the learner must demonstrate practical skills relevant to the unit of competency. These skills are to be demonstrated while being observed by the assessor.
IMPORTANT!
· All signatures/initials in your submissions, including yours, must be handwritten and dated. Submissions with signatures/initials must be scanned.
· The supervisor/observer who completes and signs your evidence submissions must provide their real name, contact number, and email address for your assessor’s reference.
· Should you encounter issue or concerns regarding your assessment, contact your assessor.
Your State/Territory
Some tasks in this Practical Assessment require you to refer to legislation and regulation relevant to recruitment processes applicable to your state/territory.
For your assessor’s reference, indicate below which state/territory your workplace/organisation is based or located in by ticking the box that corresponds to your answer.
When completing these tasks, refer to legislation and regulations applicable to the state/territory you ticked below.
The state/territory where your workplace/organisation is based or located in.
Australian Capital Territory
South Australia
New South Wales
Tasmania
Northern Territory
Victoria
Queensland
Western Australia
Learner Assessment Pack
Learner Assessment Pack
BSBHRM415 - Coordinate recruitment and onboarding (Release 1)
Learner Assessment Pack Produced 19 February...