` SITXHRM004 - Recruit, select and induct staff Student Assessment Booklet Version 3.0 SITXHRM004 Student Assessment Booklet Page: 2 of 58 Version: 3.0 Responsibility: Course Coordinator Last...

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` SITXHRM004 - Recruit, select and induct staff Student Assessment Booklet Version 3.0 SITXHRM004 Student Assessment Booklet Page: 2 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 This page is intentionally left blank SITXHRM004 Student Assessment Booklet Page: 3 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 ASSESSMENT RECEIPT FORM STUDENT NAME: STUDENT ID: COURSE CODE: COURSE TITLE: TRAINER’S/ASSESSOR’S NAME: DUE DATE UNIT CODE AND DESCRIPTION SITXHRM004- RECRUIT, SELECT AND INDUCT STAFF NOTE: 1. This form must be stapled on top of the Assessment Workbook upon submission. 2. This Assessment Receipt Form must be dated and signed in. DECLARATION 1. I am aware that penalties exist for plagiarism and academic dishonesty. 2. I am aware of the requirements set by my Trainer/Assessor. 3. I have retained a copy of my Assessment. Student Signature: Date: ASSESSMENT RECEIVED BY RGIT Staff Name: Date: Signature: ================================= Tear Here =========================== Students must retain this as a Record of Submission. Assessment Handed On: ______________________ Unit Code & Description: SITXHRM004- RECRUIT, SELECT AND INDUCT STAFF RGIT Student Assessment Received by RGIT Staff Name: …………..……..………...……... Signature: …...……...……..............…………..…... Student ID: ................................................. Student Signature: …....……………..……. SITXHRM004 Student Assessment Booklet Page: 4 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 This page is intentionally Left Blank SITXHRM004 Student Assessment Booklet Page: 5 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 ABOUT THIS BOOKLET This assessment booklet and tool has been designed for students undertaking face to face mode of study to provide information before students take assessments and contains assessment tools to assess the skills and knowledge required from students to be deemed competent in this unit. This booklet might not be suitable for students taking other modes of study e.g. online or work based. Please read all the information given to you when you receive this assessment booklet. If you do not understand any part of this booklet, please inform your assessor/trainer. The assessment booklet contains two (2) parts: PART 1: Assessments information: This part contains information on assessments for this unit of competency and how assessment will be conducted throughout the unit to achieve the competency. It includes: • Application of the unit of competency. • Purpose of assessment. • Elements, performance evidence and knowledge evidence requirements of the unit. • Conditions, context, required resources and location of the assessment. 
 • Assessment tasks. • Outline of evidence to be collected. • Administration, recording and reporting the requirements including special adjustments, appeals, reasonable adjustments and assessors’ intervention. PART 2: Assessment tasks: This part contains the information to successfully undertake the assessment task. In each assessment task, students will find the following information: 
 • Task instructions. • Role play / Practical Demonstration information. • Information on resources required, where applicable • Appendix1- Assessment resource in RGIT Kitchen SITXHRM004 Student Assessment Booklet Page: 6 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 PART 1- Assessment Information Application of the unit of competency: This unit describes the performance outcomes, skills and knowledge required to coordinate the recruitment, selection and induction of new staff members within the framework of existing human resource policies and procedures. It requires the ability to identify recruitment needs, develop selection criteria, process and evaluate applications, select people according to their attitude, aptitude and fit to the position and coordinate induction programs. The unit applies to senior personnel who operate independently or with limited guidance from others, including dedicated specialist staff or operational or senior managers. It applies to all tourism, travel, hospitality and event sectors. No occupational licensing, certification or specific legislative requirements apply to this unit at the time of publication. Purpose of assessment: The purpose of assessment is to determine competency in the unit SITXHRM004 - RECRUIT, SELECT AND INDUCT STAFF Elements Elements Elements Title 1 Identify recruitment needs. 2 Administer recruitment. 3 Select staff. 4 Plan and organise induction programs. Performance evidence: Evidence of the ability to complete tasks outlined in elements and performance criteria of this unit in the context of the job role, and: • administer the recruitment, selection and induction process for each of the following recruitment needs at least once: - casual, contract or temporary - full time or part-time permanent - volunteer • develop selection criteria for each of the above recruitment needs SITXHRM004 Student Assessment Booklet Page: 7 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 • conduct fair and equitable selection interviews for each of the above recruitment situations • evaluate at least one applicant in each of the above selection processes to select individuals that meet a specific organisational need. Knowledge Evidence Demonstrated knowledge required to complete the tasks outlined in elements and performance criteria of this unit: • specific industry sector: • recruitment and selection practices • formats for and inclusions of selection criteria and job advertisements • effective advertising media • features of an effective recruitment advertisement • roles of recruitment agencies • relationships of job descriptions to selection criteria and ways to develop clear and concise selection criteria • methods of linking interview questions to selection criteria • key elements of applicable awards • nature and role of induction programs and typical content • specific organisation: • roles and responsibilities of different personnel in the recruitment and induction process • required make-up of interview panels • procedures for employment checks • full content of recruitment and human resource policies and in particular: • approval processes for advertised salaries and recruitment of new personnel • nature and content of job advertisements and communications with applicants • participants in interview panels • required skills profile of potential employees for particular jobs • role of different personnel in the recruitment and induction process • timing and nature of induction programs SITXHRM004 Student Assessment Booklet Page: 8 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 • use of different media in the recruitment process • use of government-subsidised traineeships and apprenticeships • key elements of equal employment opportunity (EEO) employment laws and how they must be implemented in recruitment and selection processes • records required of recruitment and selection process: • administrative documents • interview schedules • interviewer details • selection panel comments, score sheets and recommendations • records of interview • selection process: • checks: • police • reference • working with children • qualifications • evaluation of portfolios • exchange of written information • interviews: • by human resource specialists, department managers or selection committees • face-to-face • teleconference • telephone • videoconference • presentation to a selection committee • skills tests • special arrangements required in the organisation of selection procedures: • access: SITXHRM004 Student Assessment Booklet Page: 9 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 • parking • security clearance • using: • assistive technology • electronic presentation media • interpreters • special interview techniques for those with disabilities • teleconference • videoconference • visual information and diagrams instead of written material • information for inclusion in induction programs: • conditions of employment • contact details for various departments or colleagues • current organisational focus or initiatives • employee: • benefits • responsibilities • rights • enterprise: • culture • goals • objectives • responsibilities • vision • key organisational policies and procedures • industrial arrangements for the organisation • orientation of: • departmental locations and equipment SITXHRM004 Student Assessment Booklet Page: 10 of 58 Version: 3.0 Responsibility: Course Coordinator Last Reviewed: November 2020 • staff amenities • off-site operations • whole of business premises • organisational charts • payroll information: • awards and applicable pay rates • superannuation • wage payments • policies and procedures specific to the job role • work health and safety information. Assessment Conditions: To comply with the assessment condition of this unit: RGIT will conduct practical assessment for this unit in its Commercial Kitchen Located either at Level 1, 28-32 Elizabeth Street Melbourne VIC 3000 or Level 3, 162 Macquarie Street Hobart, TAS 7000, Australia with serving internal staff and students as customers. • Kitchen has access to wide range ingredients including Appetisers and salads mentioned in this unit and access to industry-realistic ratios of kitchen staff to customers; This includes ➢ RGIT staff as internal customers invited to taste meals during the assessment process; or ➢ Fellow students and assessor who participate in role of customer practical assessment in RGIT Kitchen ➢ Access to range of documents and equipment found in commercial Kitchen (Please refer Appendix1 at the end of this assessment tool for detailed list of assessment resources). • Knowledge assessment for this unit will be conducted at RGIT classroom at location identified at timetable. • All RGIT assessor those are assessing this unit will have achieved the Certificate III in Commercial Cookery or Certificate IV in Commercial Cookery to assess this unit as part of
Answered Same DayDec 12, 2021SITXHRM004Training.Gov.Au

Answer To: ` SITXHRM004 - Recruit, select and induct staff Student Assessment Booklet Version 3.0 SITXHRM004...

Shefali answered on Dec 17 2021
130 Votes
Running Head: SITXHRM004        1
SITXHRM004        2
SITXHRM004 - RECRUIT, SELECT AND INDUCT STAFF
STUDENT ASSESSMENT BOOKLET
Table of Contents
Assessment Task 1: Knowledge Test    6
1.    6
2.    6
3.    6
4.    6
5.    6
6.    6
7.    6
8.    6
9.    6
10.    7
11.    7
12.    7
13.    7
14.    7
15.    7
16.    7
17.    7
18.    7
19.    8
20.    8
21.    8
22.    8
23.    8
24.    8
25.    8
26.    8
Assessment Task 2: Worksheets    9
Section 1: Identify Recruitment Needs    9
1.    9
2.    9
3.    9
4.    10
5.    10
6.    10
7.    11
8.    11
9.    11
10.    11
11.    12
12.    12
13.    12
14.    12
15.    13
16.    13
17.    13
18.    14
19.    14
20.    15
21.    15
22.    15
23.    15
24.    16
25.    16
26.    16
27.    16
28.    17
29.    17
30.    18
31.    18
32.    18
33.    18
34.    18
35.    19
36.    19
37.    19
38.    20
39.    20
40.    20
41.    20
42.    21
43.    21
44.    21
45.    21
46.    22
47.    22
Assessment Task 3: Activities    24
AT3A-Recruitment and Selection: TASK 1 – Report    24
Introduction    26
Task 2 – Conducting Job Interviews    33
Introduction    33
Body    33
Closure    36
Final Decision    36
Task 3 – Induction Program    38
Introduction    38
Induction Checklist    39
References    40
Assessment Task 1: Knowledge Test
1.
Analyse historic trends, business demands, future bookings, and events
2.
Consult with colleagues and app
ropriate personnel, such as management, HR, and the finance department, to confirm your recruitment needs
3.
An employee requisition form
4.
Purpose and function of position and key objectives
5.
The essential skills, experience, education, and personal attributes as outlined in the person specification
6.
Prepare the job description and person specification based on job analysis and review before commencing recruitment process
7.
Position level (e.g., entry or management), methods of testing to be used to determine suitability and recruitment staff’s experience with recruitment methods
8.
Use an executive search firm or a recruitment agency
9.
Attention, interest, desire, action
10.
Have candidates upload their curriculum vitae to the job board tab on the company’s website
11.
Sifting through applications to create a list of applicants that meet the key selection criteria
12.
Note in the job advertisement that if you do not hear anything, assume you have been unsuccessful
13.
Ensure all key selection criteria is non-discriminatory and develop skills test specific to their needs
14.
When accommodating an applicant with a disability may pose an OHS risk to others
15.
Use an unstructured interview process and ask what you think is relevant to each candidate
16.
Job skills tests
17.
‘What would you do if you disagreed about a decision made by your manager?’
18.
A personality test and background check
19.
Evaluate performance against key selection criteria with other panel members and discuss aptitude, attitude, and cultural fit
20.
Communicate your selection recommendations to appropriate staff and follow company policy on notifying successful candidates
21.
Copies of the job description and person specification that outline position title and scope of the role, including key duties and responsibilities
22.
Telephone the candidate and offer the position. Follow the verbal offer with a written offer and wait for confirmation before advising unsuccessful applicants
23.
Applications forms, résumés, previous employers’ comments, and any opinions expressed by members of the selection panel
24.
You need to complete them quickly. New employees can catch up on paperwork and job skills when they are on the job
25.
Ask them if they have any questions. Allow time at the end of induction for discussion
26.
Communicate and liaise with relevant staff and involve them in the induction planning and delivery where appropriate
Assessment Task 2: Worksheets
Section 1: Identify Recruitment Needs
1.
As mentioned by Ahmad Azmy (2018), human resource department is responsible for planning and undertaking recruitment processes in most medium to large organizations. As informed by James, Namabira and Mrosso (2020), they help in creating policies and coordinate functions of human resource.
2.
Size of the Organization
It affects the recruitment process as the organization planning to increase its activities and expand its business, will think of hiring more people for smooth flow of activities.
Cost involved
Recruitment is always done keeping in mind the cost that employer has to bear. The organizations try to use that source which will bear a lower cost of recruitment to the organization for everyone.
Human Resource Planning
Effective planning needs to be done to determine the gaps prevailing in the existing manpower of the organization. It helps in estimating the number of employees to be recruited and what qualification they must have.
3.
Historic Trends:
Business can have a look at previous sales, bookings held. Historic trends act as a guide to plan for future.
Future Bookings:
The business should look forward that what months are beginning to look busy, technology such as Property Management Systems.
External Factors:
There exist many factors outside the organisation which needs to be taken into consideration. They affect business at the strategic planning stage. It includes economic changes, political changes.
4.
The management need to consulted before commencing recruitment process. The various departments need to be consulted. It is necessary to consult with management, as they will help it aligning with goals of the company; approval is needed for negotiating pay and needs to be discussed on terms of employment. The finance department is needed to discuss on money required for recruiting. One cannot move forward without knowing the budget.
5.
Casual employees have no guaranteed hour of work and they do not get paid sick leave or annual leave. They can leave the organization without any prior notice, whereas, part-time employees get paid sick leave and are expected to work regular hours each week. They cannot leave the organization as and when they want, there is fixed term contract, which exits.
6.
An organization might choose an employee as a part time worker because it helps in cutting the costs in the areas where casual workers will not serve the purpose. Moreover, part time employees cannot leave the organization before the contract expires which will save the recruiting cost of the company. Part time workers helps in making the organization more agile by working flexibly and managing peak demands.
7.
· Long service leave
· Parental leave
· Provision of a fair work information statement
· Community service leave
8.
An employee requisition form contains information such as job title, the job description and start date, name of hiring manager, type of employment, department. It also includes salary, working hours and job qualifications. It helps in reviewing recruitment process as and when needed.
9.
I need to seek approval for recruitment from the human resource department of the organization as it is responsible for all this process. I also need to consult to management before doing anything.
10.
Job description is a written statement telling what the major requirement of a particular job are whereas job specification tells the minimum eligibility requirement for performing a particular job.
Job description includes job title, duties, and responsibilities in a job whereas job specification includes employee’s skills, abilities, and knowledge. Thus, job description describes jobs and job specifications describes jobholders. Job description is prepared from job analysis and job specification is prepared from job description.
11.
a) It should only include essential things. Do not overstate.
b) Job title, purpose and responsibilities should be clearly mentioned.
c) It should also include job qualifications, preferred qualification and working conditions.
d) It should be short and crisp.
12.
Information can be directly picked up from the position description. The key words should be used for keeping selection criteria clear and concise. The skills, experience should be highlighted. One can use Situation Action Outcome approach to mention information about where and when it was carried out, how it was done and what was the results. It should be free from errors and contain information.
13.
a) It should include strong time management skills and reliability
b) True history of customer satisfaction
c) It should also include conflict resolution and problem-solving skills when dealing with customers.
14.
The basic aims of legislation include:
a) Promoting right of everyone to equal opportunities
b) Discrimination should not exist
c) No to sexual harassment. It provides redressal for individuals whose rights have been breached.
15.
It includes age, sex, religion, colour, place of origin, belief, disability, citizenship, ethnicity, and race.
16.
Benefits:
· Saves money and time.
· Reduces onboarding time and fosters employee engagement
Disadvantages:
· It can lead to conflicts among employees.
· It also put a limit on pool of applicants
17.
Size of Organization
It affects the recruitment process as the organization planning to increase its activities and expand its business, will think of hiring more people for smooth flow of activities.
Recruiting Policy
The decision has been made that hiring is to be done from internal source of external source as it completely affects the recruitment process. Recruitment policy gives a structure to the recruitment program that is need of the organisation, organisational objectives, and recruitment costs.
Image of Organization
Organizations having a good reputation in the market can easily attract talented employees. Thus, external source of recruitment can also be used. An organisation having good public relations contributes in enhancing its goodwill in the market.
18.
A) Direct Recruitment:
It is the most suitable method for recruiting low skilled workers. The company can randomly choose the people. A notice is put on factory gate and applicant sees it and apply for the job directly.
B) Employment Exchange:
A company can also use this method because the company need not to put much efforts for hiring low skilled workers. The employment exchange contains information about the job seekers and accordingly worker is given to employer that best fits to his needs.
C) Labour Contractors:
This is also an appropriate method to hire low skilled workers. The company can save recruitment cost. The contractors supply the workers to the company for completion of a specific task. They keep in touch with workers and supply them when the need arises. The contractors get the commission for this.
19.
A company use recruitment agency when they do not have the time to find for skilled people. They hire recruitment agency to find the right people for the position so that the company can only spend time in interviewing the applicant. As informed by Breaugh (2017), the recruitment agency also conducts the interview, check the background of employee, and fill the desired position with the best candidate.
20.
· It should target right set of candidates.
· The qualification needed should be mentioned clearly.
· Make the ad attractive so that it grabs the attention of reader.
· Describe job is concise way.
· It should also include the range of salary.
21.
AIDA stands for Awareness, Interest, Desire and Action. In job advertisements, it traces the customer journey. Its focus is to engage the prospects and create a link between brands to make buying decision. It starts with getting the attention of target audience, creating interest and the desire to purchase and finally the action that is buying.
22.
A company choose to have candidate apply in person rather than sending in a resume because the company is not aware of the person who is sharing resumes over the e-mail but when a person come himself, the company notices him and he also get a chance to introduce himself to hiring manager. The visit can give a good impression and make one different from another candidates.
23.
The short listing of candidates involves a process...
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