Student Assessment Tasks BSBHRM506 Manage recruitment, selection and induction processes Table of Contents Table of Contents2 Assessment Information3 Additional Resources4 Assessment Instructions5...

Student Assessment Tasks
BSBHRM506 Manage recruitment, selection and induction processes
Table of Contents
Table of Contents    2
Assessment Information    3
Additional Resources    4
Assessment Instructions    5
Student Assessment Agreement    6
Assessment Task 1 Cover Sheet    7
Assessment Task 1: Written Questions    8
Assessment Task 1 Instructions    10
Assessment Task 1 Checklist    12
Assessment Task 2 Cover Sheet    13
Assessment Task 2: Human resources needs project    14
Assessment Task 2 Instructions    16
Assessment Task 2 Checklist    21
Assessment Task 3 Cover Sheet    22
Assessment Task 3: Recruitment and selection project    23
Assessment Task 3 Instructions    24
Assessment Task 3 Checklist    26
Assessment Task 4 Cover Sheet    27
Assessment Task 4: Manage selection process    28
Assessment Task 4 Instructions    29
Assessment Task 4 Checklist    32
Assessment Task 5 Cover Sheet    33
Assessment Task 5: Induction project    34
Assessment Task 5 Instructions    36
Assessment Task 5 Checklist    40
Assessment Information
The assessment tasks for BSBHRM506 Manage recruitment, selection and induction processes are included in this Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
    Assessment Task
    Overview
    1. Written questions
    You must correctly answer all questions.
    2. Human resources needs project
    You must analyse company documentation, develop a briefing report and then develop recruitment, selection and induction policy and procedure, as well as supporting documents, as well as provide information and training to staff on these documents.
    3. Recruitment and selection project
    You must develop a job advertisement and identify and report on recruitment consultants
    4. Manage selection process
    You must participate in a role-play to advise candidates of interviews and complete a selection report and advise applicants of the outcome of the selection process.
    5. Induction project
    You must demonstrate their ability to manage the induction process by developing an induction checklist, providing training on the use of the checklist, providing feedback to probationary employees and identifying improvements to the induction process, as well as checking induction processes are followed and taking appropriate action.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals

If you do not agree with an assessment decision, you can make an assessment appeal as per your Alpha Institute.
assessment appeals process.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with unfairly or have other appropriate grounds for an appeal.
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
· Course identification code
· Assessment Task number
· Document title (if appropriate)
· Student name
· Date it was created
For example,     BSBHRM506 AT3 Briefing Report Joan Smith 20/07/18
Additional Resources
The following resources have been attached in the appendix.
Assessment Task 2
Code of Conduct
Briefing Report Template
Strategic Plan
Employment Agreement Template
Policy and Procedures Template
Fair Work Australia Position Description
Assessment Task 4
Selection Approval Policy
Letter of Offer Guidelines
Assessment Task 5
Fair Work Australia Induction Checklist
Induction Data Report
Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each Assessment submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory, your assessor will include written feedback in the Assessment Task Cover Sheet giving reasons why. Your assessor will also discuss this verbally with you and provide advice on re-assessment opportunities as per
your Alpha Institute re-assessment policy.
Depending on the task, this may include
resubmitting incorrect answers to questions (such as short answer questions and case studies)
resubmitting part or all of a project, depending on how the error impacts on the total outcome of the task
redoing a role play after being provided with appropriate feedback about your performance
being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily completed the first time, after being provided with appropriate feedback.
Assessment Task Information
This gives you:
a summary of the assessment task
information on the resources to be used
submission requirements
re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your preparation before beginning the assessment task. It will give you a good idea of what your assessor will be looking for when marking your responses.
Assessment Task 1: Written Questions
Task summary
You need to answer all of the written questions correctly.
Your answers must be word processed. 
Required
· Access to learning materials
· Computer and Microsoft Office
· Access to the internet
Timing
The assessor will advise you of the due date of this submission.
Submit
Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by your Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed your assessor will explain why and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with your assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Written answer question guidance
The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell you how you should answer the question. Use the definitions below to assist you to provide the type of response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in in detail, and identify important points and key features. Generally, you are expected to write a response one or two paragraphs long.
Compare – when a question asks you to compare something, you will need to show how two or more things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or features, and express some form of critical judgement. Generally, you are expected to write a response one or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should do so putting forward arguments for and against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should provide a detailed response with key points and features and provide critical analysis. Generally, you are expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally, you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the main points. Generally, you are expected to write a response a few sentences long.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
Outline five methods of recruiting staff.
     Recruiting internally: Internal recruiting is beneficial for a variety of reasons. First, you can just run an ad for Intranet or Restored Business for less money than an external ad or through agency. Second, having a consistent internal configuration policy provides a solid foundation for its workers. This is great for moral ethics, employee excitement, and employee retention. You can make good progress if they are hidden. Finally, the internal group can help with continuity planning. Their present leaders will soon be gone; therefore, it is a good idea to train existing employees to be their successors.
Advertising externally: The main one is outside advertising. There are several alternatives, but new ones emerge on a regular basis. Every firm, especially one that is developing, should declare on sometimes.
Print advertising: The impression is alive and well. For all procurement techniques on the market, ad printing may be more conventional. They produced advertisements by pulling publications and magazines in the industry and magazines, which was a fantastic method to target a specific group of job searchers.
Web advertising: We have seen the rise of online energy via its growth, and the TV price must be designed where he was the best in 2019. All websites advertise a large, roomy arrival at a reasonable price. Some sorts of employment in the most common staff can be found using Google's work code. It simply takes a few minutes to make an advertisement. You may also post job openings on your company's website; however, this is less visible than on larger sites.
Talent search: In order to find an alternative to the announcement, details of internet jobs were researched. There are dozens of CVS databases where you may look for possible applicants using keywords. There are several sections: The procedure might be lengthy, and the curriculum may or may not be saved. Many recruiting companies also provide database-based specialised research services.
Describe the purpose of an assessment centre in a recruitment process.
     Assessment centre:
The evaluation centre is a multi-attraction meant to evaluate the candidate pool for the skill sets required for similar jobs. The assessment centre is a directly positioned renovation share that comprises a number of exercises to analyse the applicant's meeting. The assessment centre is utilised by major corporations as a larger accumulation measure since it allows them to track changes in activity in terms of exercise and climate. Representation of real-life work conditions. In front of the web application, sessional testing, and video transmission structure, it often vanishes. At this moment, the peak and success in comparison to the register is approximately 5 or 6:1, which implies that if we record 10 posts, we will welcome 50 or 60 years in the assessment community's places. It is common in postgraduate programmes, holidays, and equipment in internal training programmes because, as is typical, it allows a company to analyse a greater number of people while allowing its employees to examine each one individually.
Purpose of assessment centre
Many graduate assessments centre may include:
I. Constant activity
II. Group or collective action.
III. Single activity or thematic research.
IV. Information / presentation / presentation session
V. Social/activity attribute
Interviews with people who have had bad experiences and/or art can be included. The collection of thoughts, decision, or individual action is intended to mimic a genuine corporate environment, and it can be recommended to be sustainable or disciplined in some circumstances. Employers have a higher opportunity of seeing a candidate in a real-life setting related to employment. Depending on the coordination, industry, and employer, it might last a few hours before today. Employers Society of Australia (Age), 62 percent of employers in 2017 exercised “in their hiring process,” according to Achieve. This indicates that you will be invited to a form of form Assessment Centre for two of the three contractual operations that request you to attend.
Outline three advantages of using an assessment centre to determine a candidate’s suitability for a position.
    The benefits of assessment centres
I. As it allows you to utilise a broader variety of ways to decide methods in this process, it is significantly more accurate than the traditional contract procedure.
II. They enable interviewees to assess present performance and forecast future job outcomes.
III. They allow you to evaluate and distinguish between candidates who on paper appear to be quite comparable in terms of quality.
Explain the concept of human resources outsourcing.
    Human resources outsourcing
Outsourcing in human resources refers to the process of an employer's functions and the risk of human resources functions doing these duties for society outside of the company. As human resources functions can take a long time or select a subcontractor or comprehensive logistics information, or part of human resources functions, such as salaries, complicated organisations can take a long time or choose a subcontractor or complete logistics information.
Discuss two advantages of outsourcing HR functions.
     Cost Savings:
Outsourcing might help you save money on maintenance. Personnel that is fully functional as well as staff that is highly qualified and experienced. Small businesses are more lucrative when it comes to subcontracting and human resource tasks, and they do not expand to satisfy the spatial demands of other managers. Subcontracting expenses in Togo are variable and might be lowered if the firm obtains a court ruling.
Efficiency:
It is crucial to keep a productive workplace and producers. Subcontracting human resources improves the efficiency of human resource management systems. Important human resources, such as wage, benefits management, and commitment management, will be improved by a missing human resources technology utilised by sub-service providers. Managers devote less effort to document creation and more time to improving efficiency and effectiveness.
Discuss the functions and scope of industrial relations.
     The Functions of Industrial Relations
Professional relationships are characterised by four fundamental qualities that managers may use to foster strong employee connections.
I. Open Communication
Any connection, including economic ones, requires communication. Because employees spend a significant portion of their days at work, it is critical that they feel at ease with their boss and happy with their performance. This is when the ABC foundation comes in handy. In comparison to personnel, ABS always signifies communication. This is a key concept to remember. The Director must educate his staff that the manager's job is to make the employee's task a little simpler and to assist them as needed. They must also look for what they require. An enquiry every week in which your workers may provide you with anonymous feedback is one method to keep things moving with your team. It assists in maintaining the flow of communication and participation in the media by its employees, which is safe and unfamiliar to them.
II. Recognition
You can explore a long way for anything simple since certain phrases express it all for your staff. The majority of employees want for recognition at work. It matters a lot to them when you express your thanks and appreciation. It is also a type of advertising technique, according to them, that strengthens their wonderful job. What motivates people to accomplish more is what inspires them. But it is not just the private sector that may be hired. As well as for tremendous huge effect, go to the crowd. When you publicly recruit your workers, it motivates the rest of the team. When your staff is recognised for the new bride, a reward and evaluation culture develop between you and your employees, motivating them to strive more in their jobs.
III. Constant Feedback
You must criticise your staff as much as possible. You may compliment them on their excellent work while also offering constructive comments on areas where they can improve. Another aspect of a healthy employee-manager connection is this. Your staff, believe it or not, desire and welcome your feedback. They want to learn more and improve their talents and skills, and they want to feel like they are progressing not only at work but also in life. They will appreciate it if you give them advice on what they need to go where they want to go. Maintain as many comment sessions as necessary, and ensure that your staff are continuously learning and improving your company and themselves.
IV. Investment
You should always demonstrate to your employees who are unfamiliar with you. You must not just look after them as employees, but also as individuals. You should also be aware that you are serious about implementing, both personally and professionally. You will respect and be more engaged in your business and in general if you desire your workers. When an employee is content in his personal life, his job performance is likely to increase. After that, if you want to enhance your team, make little but significant investments in your own life, and you will see significant results. There are several methods to invest in your workers' personal lives. For example, you might create a gym that encourages employees to take care of their bodies and become happy as a result. You might encourage them to pursue their hobbies and engage in a fun outside activity. I can even create time for your company so that you may volunteer.
Scope of industrial relations
I. Collective business
II. Equipment for solving mechanical problems.
III. Permanent controls
IV. Attention is also interested in management.
V. Untrusty work tests.
Outline the purpose of an employment contract.
    Purpose of an employment contract:
The goal of the work contract is to ensure that both you and your company are aware of what is expected of you during the working time. This document can also be used to resolve any disagreements that may arise. To have a better understanding of your legal rights. The employer, like you, must work until the end of notice or modify submissions from any point of view.
Explain the purpose of a modern award, as well as to whom it applies.
     What is the purpose of a contemporary award? Modern rewards are employment minimum requirements that are also utilised for national labour standards (NES). The majority of sectors have a contemporary pricing that applies to all employers and employees in that industry. More information on modern pricing, including how to obtain the best modern rates for its employees, is not available on the Ombudsman's website.
Who is it for? All employees covered by the national workplace relations system are eligible for modern rewards. Modern prices are professional or industrial workers and employers' and employees' need for pricing are covered. The contemporary Terrassa Finance reward is available to you. Mirena The current pricing cannot cover prices or high-income personnel even if the individual belongs to the industry in which they work.
Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work Commission web site at: https://www.fwc.gov.au/awards-and-agreements/awards/modern-awards/modern-awards-list and answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
    The minimum payment cost per hour for cooking 5 Note is $24.77.
b. If the cook is employed as a regular casual cook, what is the casual loading that must be paid.
     Pay as a regular casual cook
The fifth-grade chef gets paid 25% of the minimum payment rate in the clock used frequently if the cook is placed in a random sequence.
c. If the cook is a regular casual employee at Grade 5 and worked 8 hours from 9 am to 5.30 pm with a 30-minute lunch break, what will be the total amount paid to the cook.
     If a typical casual Grade 5 cook works for this amount of time, he will be paid a total of $24.77 if he works Monday through Friday.
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the annual salary based on this amount.
    
e. If a cook is required to use their own tools at work, what is the allowance that the employer must pay per week and how much does this amount to annually?
Explain the purpose of a registered agreement.
     Registered agreement.
A registered agreement is a document that outlines the terms and conditions of a commercial relationship. The Fair Labour Committee should adopt the resolution and record it. There are two types of direct admission: a cumulative agreement and a wish agreement.
Outline the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards.
    The 10 minimum workplace entitlements for a permanent employee of an organisation are:
· Maximum weekly time
· Party holidays and neighbouring rights.
· Annual holidays
· Long service sheets
· Damage
· Community service is issued
· Personal holidays, Mercy holidays, unpaid family, and domestic violence.
· Applications for flexible work agreements.
· Celebration and booking.
· Declaration of equitable work
Identify how long must employees’ records be kept for according to the Fair Work Act 2009.
    In line with the Fair Work Act 2009, employee records are kept for seven years.
Outline at least four examples of the information which must be kept for each employee according to the Act above and the Fair Work Regulations 2009.
    · General entries, including Employer Name, ABN, Employee Name, Start Date, and Function.
· Payment is the payment level, sharp and net amounts paid, and any discount for the total amount, details of any repayment based on catalysts, reward, penalty, or any other cash benefit or reward. Separately specific.
· Witness Work stuffs, for daily or irregular staff, working hours, for other types of staff, have made an additional clock record (but only if it is good or ongoing), a copy of the agreement in writing. If the hours must be average.
· Allow records: license, license, and registration, if waste is provided.
Explain when a pay slip must be provided to an employee and what information must be included in the pay slip under the Fair Work Act 2009.
    Whether a representative is on vacation or not, pay stubs must be completed within one day of work. Below is a step-by-step guide to inserting each payment period:
· Employee name and employee
· Number of Australian worker's business (if any)
· The last date of payment
· Date of settlement
· Overall and net payment
· If the employee is paid for a rate every hour
· Any load, brochures, incentives, motivational payments, free and other paid probes that may be segregated from the employee's usual rate
· the payment level used on the last day of the company,
· Any Payment Company, including
· Any commitment to the superiority of employee benefit
Some super warning shops and/or the number of obligations created under the payment time (or the number of obligations to be taken) name may be responsibilities.
How much notice must be provided to an employee who is to be dismissed?
    When the duration of ongoing maintenance is less than one year, the notice period is one week; 1-3 years, two weeks; 3-5 years, three weeks; and more than five years, four weeks. For longer durations of minimal notification, the price, agreement, or contract can be created (for example, one month instead of one week).
Who is and who is not covered by unfair dismissal laws?
    At the workplace, you just have representatives of national structures who are protected by unfair laws. (According to government regulations, many employees have access to medicines.) Basic workplace connection ideas at a national level include:
· All representatives of Victoria, North Land, or Australian Area.
· Those who were used by a private company in New South Wales Queensland, South Australia, or Tasmania
· Those who used the local government in Tasmania.
· Those used by the Constitutional Foundation in Western Australia (PTY LTD), may include some local authorities.
· Those used by Commonwealth or Commonwealth Powers
· The representative of the ground or the seas or agent of the official flight on the highway or foreign or company.
· Laws do not cover:
· Those who were used by the state government in New South Wales, Queensland, Western Australia, South Australia, and Tasmania
· Those who were used by the local government in New South Wales, Queensland, and South Australia
· Those used by non-constitutional society in Western Australia (only count or association or confidence)
· businessmen
· Staff who go and were not obliged to do as those directly under their director.
· Those who were used according to work contract for one hour by default, a virtual task or period of one chapter by default, which is justified at the time finishing, task or season
· Experts who worked as a predefined term and are justified in the completion of learning.
· However, the staff who have reduced have no significant reduction in their bonuses, their obligations and stay in the use of companies, who fell.
Explain why is important to advise potential employees of the terms and conditions of employment during the recruitment process?
    As a consequence, a potential employee can check the circumstances to determine whether they are permitted and/or compare them to the conditions at their present place. When terms and conditions are established, it implies that all parties are aware of their rights.
Explain the purpose and relevance of psychometric tests in recruitment.
    Individual differences, such as personal traits or cognitive skills (intelligence), can be measured using psychometric tests.
· Serial testing can be used in a variety of situations. Basic research on sessional tests can aid in drawing conclusions about what these results signify in the workplace.
· Performance of cognitive capacity may...