Learner Assessment Tasks BSBHRM405 Support the recruitment, selection and induction of staff BSBHRM405 Support the recruitment, selection and induction of staff BSBHRM405_Learner Assessment Task V3.0...

Learner Assessment Tasks
BSBHRM405 Support the recruitment, selection and induction of staff
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BSBHRM405 Support the recruitment, selection and induction of staff
Table of Contents
TableofContents    2
AssessmentInformation    3
AssessmentInstructions    5
Assessment Task1Instructions    6
Assessment Task 1:WrittenQuestions    6
Assessment Task1Checklist    9
Assessment Task2Instructions    10
Assessment Task 2: Recruitmentproject    12
Assessment Task2Checklist    17
Assessment Task3Instructions    19
Assessment Task 3: Interview andappointmentproject    21
Assessment Task3Checklist    24
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BSBHRM405_Learner Assessment Task V3.0 (27june2019)
Richmond School of Business. CRICOS Code: 03717E |RTO Code: 45432
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BSBHRM405 Support the recruitment, selection and induction of staff
Assessment’s Information
The assessment tasks for BSBHRM405 Support the recruitment, selection and induction of staff 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
    Assessment Task Summary
    1. Written questions
    Students must answer all questions correctly.
    
2. Recruitment project
    
Students must complete a series of tasks associated with the recruitment of a Human Resources Advisor.
    
3. Interview and appointment project
    Students must participate in an interview role-play and complete relevant documentation.
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 RTO’s assessment appeals process.
You have the right to appeal the outcome of assessment decisions if they feel they have been dealt with unfairly or have other appropriate grounds for an appeal.
BSBHRM405 Support the recruitment, selection and induction of staff
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:
· Unit Code
· Assessment Tasknumber
· Document title (ifappropriate)
· Student name and Student Id number.
Forexample,    BSBHRM405 -AT2- Interview Questions -Smith-RSB2018XXX
Additional Resources
You will be provided with the following resources you begin each Assessment Task.
Assessment Task 2
· Recruitment Selection and Induction Policy andProcedures
· Position DescriptionTemplate
Assessment Task 3
· Selection ReportTemplate
· Letter of Offer and Employment ContractTemplate
BSBHRM405 Support the recruitment, selection and induction of staff
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 task’s 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 RTO’s re-assessment policy.
Depending on the task, this may include
· resubmitting incorrect answers to questions (such as short answer questions and casestudies)
· resubmitting part or all of a project, depending on how the error impacts on the total outcome ofthe task
· redoing a role play after being provided with appropriate feedback about yourperformance
· being observed a second (or third time) undertaking any tasks/activities that were notsatisfactorily completed the first time, after being provided with appropriatefeedback.
Assessment Task Information
This gives you:
· a summary of the assessmenttask
· information on the resources to beused
· submissionrequirements
· re-submission opportunities ifrequired
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 yourpreparation before beginning the assessment task. It will give you a good idea of what your assessor will be looking for when marking yourresponses.
BSBHRM405 Support the recruitment, selection and induction of staff
Assessment Task 1: Instructions
Task summary
This is an open book test, to be completed in the classroom. A time limit of 1 hour to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and upload your work in moodle.
Required
· Access to textbooks/other learningmaterials
· Computer and MicrosoftOffice
· Access to theinternet
Timing
Your assessor will advise you of the due date of this assessment.
Submit
· Answers to allquestions
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 the 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, the 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 that you have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the 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.
BSBHRM405 Support the recruitment, selection and induction of staff
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 morethings are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphslong.
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 noticeablequalities or features. Generally, you are expected to write a response two or three sentenceslong.
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 brieflydescribe the required information. Generally, you are expected to write a response two or three sentenceslong.
List – when a question asks you to list something, this means that you are asked to briefly stateinformation in a listformat.
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.
BSBHRM405 Support the recruitment, selection and induction of staff
Assessment Task 1 - Written Questions
Provide answers to all of the questions below:
1. Identify and list two types of documents that can be used for each of the following human resources phases:
· Recruitment
In the recruitment process, the two document types that play vital role are the following:
· Job announcement
· Job bulletin
These two types of documents are designed to make the recruitment process highly effective. Both the documents have proven to be beneficial for the organisations in enhancing the success rate of recruiting the suitable candidates.
· Selection
The two documents that hold a substantial position in the process of carrying out selection are:
· Online screening questions.
· Job profile.
During the selection process, the job profile enlists the criteria, skills, knowledge and knowledge necessary for the candidates to possess. This measure primarily assists in the process of selection.
· Induction
The two types of documents that are required during the process of induction are:
· Induction policy.
This document ensures that the selected candidate has experienced an effective and warming induction.
· Induction checklist form.
The checklist is meant for supervising and confirming the completion of the induction process.
2. Explain the concept of the Human Resources Life Cycle and the role of recruitment and selection within the lifecycle.
Human Resource Life Cycle or also known as the Employee Life Cycle signifies the important phases that an employee comes across during the stay in the organisation along with the changing roles adopted by the Human Resource team in each phase.
Recruitment is one of the significant steps in the Human Resource Life Cycle, which is initiated at a time when the organisation is advised and informed about the recruitment process (Hecklau et al., 2016). Selection is meant for absorbing the new candidates in the organisation.
3. Explain each of the 5 main stages of the Human Resource Life Cycle.
The five crucial stages in the Human Resource Life Cycle are:
Recruitment
The success of the business organisation largely depends on recruiting the best candidates, who can upsurge the annual turnover, growth rate, efficiency and productivity. It is significant for the Human Resource department to strategize the packages to attract the suitable applicants.
Education
The process of educating the employees about the company norms and job roles help them to comprehend the level of expectation, responsibilities on them. Training sessions and transparent communication impart the necessary knowledge to conduct the duties.
Motivation
The business leaders who focus on motivating the employees tend to retain the top talents. The Human Resource team can motivate the employees by acknowledging their efforts and contributions. Furthermore, the HR department can introduce new benefits and compensations to keep the spirits of the employees, motivated.
Evaluation
The performance of the employee is evaluated to highlight and comprehend their strong and weak points, such that they can bring improvement. Mostly, constructive criticism helps the employee to rectify their mistakes and focus on upgrading their performance.
Celebration
The final stage is about recognising the efforts of the employees, thanking them and boosting their performance and dedication.
4. Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered to when recruiting and selecting staff for a position. For each Act you identify, why the Act must be adhered to when recruiting and selecting staff.
Three significant Common Wealth Acts that must be complied with during recruitment for upholding anti-discrimination practices are:
· Age Discrimination Act 2004
During the recruitment procedure, many a times, overage candidates, despite their relevant work experience and knowledge are rejected for certain designations. This is a discriminatory practice, where the recruiters give their personal preference instead of selecting on the basis of skills and knowledge.
· Racial Discrimination Act 1975
Often, candidates during the recruitment are subjected to racial discrimination. The recruiters, in such conditions, do not take into consideration the knowledge and proficiency of the candidates and select on the basis of races. Such discriminatory practices are condemned...