Answer To: Assessment DetailsQualification Code/TitleSIT40521 Certificate IV in Kitchen...
Bidusha answered on Feb 19 2023
TASK 1:
Answer 1:
- Choosing the Right Employee
- An appealing and creative job posting
- Bibliography
- Creative Selection Method
- Time for Hiring
- Search for "Multi-tasking"
Answer 2:
- Be methodical and objective
- Careful design selection procedure
- Base employment choices on verifiable information
- A careful selection method should be used
- Always choose in accordance with the job description
Answer 3:
- Based on experience
- based on skill set
- Based on education
Answer 4:
- Internet marketing
- Internal promotion
- A job posting by a recruitment firm
- Social media flyer
Answer 5:
- Important requirements,
- education,
– aptitudes,
- information,
- Characteristics,
- abilities and knowledge
Answer 6:
- Business information
- Employment type
- Job description
- Criteria for selection
- Desired expertise
- Applying
Answer 7:
· Social networking (Facebook, Instagram)
· Webpage of the sector
· Employment firm
· Email
Answer 8:
· Well defined work role
· Simple layout
· Specific needs
Answer 9:
The selection of candidates for the organisation that is hiring is the function of recruitment agencies during the hiring process. In other words, the recruiting firm will publicise the position that is open on the organization's behalf, collect applications, evaluate resumes, then choose and interview the top applicant. After being interviewed, provide the company advise on one or two candidates. Because of this, the organisation saves time and receives more applications..
Answer 10:
The activities, obligations, and responsibilities of a certain employment are described in a job description. The selection criteria indicate the essential education, experience, skills, knowledge, and personal qualities that a candidate must possess in order to do a job successfully. To address your question, the relationship is that we can provide the selection criteria after we have a job description.
Answer 11:
1. Recognize the nature of the request. Study the selection criteria carefully and comprehend what each one requires.
2. Use important expressions
3. Separate the necessary and desirable criteria.
4. Make standards quantifiable.
Answer 12:
The interviewer should ask questions to see whether the candidate genuinely meets the selection criteria. The interview should address the selection criteria. For instance, if one of the selection criteria is to have five years of experience, we may ask the applicant questions based on their experience, such what is an example of a crucial event that happened when they first started working, and what has changed since then? Another illustration would be to inquire how you overcame or resolved a conflict at your prior work if the capacity to resolve conflicts is one of the selection criteria.
Answer 13:
Pay rates and payment options.
hours of labour and overtime.
meals between.
numerous forms of vacations and leaves.
Allowances and loading.
For risky or piece work, special fees apply.
Employment.
Answer 14:
An induction program's goal is to assist staff members in adjusting to their new role at a new firm, enterprise, or institution. Create a checklist that details all the paperwork and information new hires will get on their first day of work to ensure the induction programme is effective.
Answer 15:
- Responsibilities and role
- WHS guidelines and practises
- Important phone number
- A no-smoking rule - A list of duties and responsibilities
- Organizational design
- Policies and procedures for fire and exiting
- Phone use guidelines
- Maintaining documents records
Answer 16:
a. Human Resources Manager – to coordinate the induction, create the list, and speak with supervisors and staff about the new recruit
b. New employee’s line Manager – to present the new hire to the company and do the induction with them
c. New employee’s colleagues – to assist the new employee and to welcome them.
Answer 17:
A federal policy known as equal employment opportunity forbids companies from discriminating against workers and job seekers on the basis of certain factors, including age, race, colour, creed, sex, religion, and handicap. It must be implemented in the interview policy and procedure as well as HR policy.
Answer 18:
RECORD TYPE
REASON THEY ARE USED
a. Organisational procedures to be used within these processes
to ensure that the recruiting process is consistent and to make the proper hiring procedure evident to all HR professionals.
b. Lists of who was interviewed and when they were interviewed.
to choose the best candidate and to keep track of interview results for use in the future if necessary
c. Details of the people who conducted the interviews.
We can comprehend the manner in which an applicant was evaluated based on the interviewer's characteristics.
d. Formal rating sheets completed by interviewers during interviews of applicants.
to have a precise number score and avoid personal feedback
e. Notes taken by interviewers during interviews of applicants.
to determine how interviewers see the prospect and complete the recruiting process
Answer 19:
CHECK
REASON THEY ARE CONDUCTED
a. Police check.
In order to ensure that the candidate does not have any records that might affect the workplace or a history of behaviour that could endanger other employees or clients, as well as the workplace.
b. Reference check.
to confirm if the applicant successfully spoke the truth during the interview and to get a second manager's perspective.
c. Working with children check.
To ensure that the recruit has no records that might hurt the workplace
d. Qualifications check.
to confirm that the candidate is given the mentioned qualifications
Answer 20:
To ensure that the candidate meets the requirements of the open post, the appraisal of the candidate's portfolio is crucial throughout the selection process. Personal and important information should be included in a professional portfolio. Personal information, assessments, samples of work, a business portrait, and honours and recognitions should all be included.
Answer 21:
- The interview's date and time
- The interview site
- The interview's reference candidate
- More proof from the candidate
- Identification of documents
- Information on references requested
Answer 22:
INTERVIEW TYPE
SITUATION IN WHICH THEY ARE USED
a. Interview by a selection committee, senior management or an external professional recruitment company.
hiring for manager positions
b. In-person, face-to-face interviews.
most often employed interview for any position
c. Interviews conducted using teleconference facilities.
If the applicant is from another country or for rapid selection
d. Telephone interviews.
To quickly determine the initial details required, do a first interview.
e. Use of videoconference facilities.
If the applicant is from another country or for rapid selection
Answer 23:
PRACTICES
DESCRIPTION
a. Presentation to a selection committee.
A selection committee is a group of individuals with a variety of talents that evaluate candidates based on their own qualifications. This allows for the review to be done from several points of view.
b. Skills tests.
A skills test is an assessment that is designed to provide a candidate's ability to carry out the tasks mentioned in the job description an objective, validated evaluation. A skills exam often includes a number of questions in various forms to gauge a candidate's readiness for the job.
Answer 24:
Special access arrangement
Why they might be made
a. Parking for candidate’s car.
If the candidate needs simple access to the business due to a physical disability If the applicant lives distant from the office
b. Security clearance for the applicant.
If a candidate has to access sensitive information, like HR manager
Answer 25:
Types of Special Arrangement
Description of when it may be needed
a. Assistive technology.
If a candidate has a few disadvantages
b. Electronic presentation media.
Should a presentation occur during the interview
c. Interpreters.
if the interviewer or applicant cannot communicate in English
d. Visual information and diagrams instead of written material.
Should a candidate or organisation be required to provide data throughout the recruitment process
Answer 26:
Utilize presentations, phone interviews, video interviews, and visual aids.
Ask a concise question and tailor the interview to the specific type of impairment.
Answer 27:
Topics covered
Reason for including them
a. Conditions of employment.
To ensure that the new hire is informed of the contract need
b. Contact details for key personnel in the business.
To make the new hire aware of who to contact in case of need
c. Things the organisation is currently focussing its efforts on.
to make sure employees know exactly where to begin
d. Employee benefits.
It's critical that an employee understand their rights.
e. Employee responsibilities.
To inform the worker of the necessary steps
f. Employee rights.
It's critical that an employee understand their rights.
g. Information on the culture of the workplace/organisation.
To ensure that the employee is familiar with the corporate culture
h. Details of the goals and objectives of the business.
To ensure that the employee is aware of the desired outcome for the company
i. Explanation of what the business sees as its corporate responsibilities.
To clarify the organization's goals, operations, and objectives so that the employee is aware of how to advance within the business
j. Vision Statement of the business.
To communicate the company's goals to the employee
k. Organisational policies and standard operating procedures.
To ensure...