SITXHRM501 Recruit, select and induct staff
Project – Preparing the recruitment, selection and induction process
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This assessment consists of 2 Parts.
Part A requires the development of procedures for the recruitment process
Part B requires the development of an induction program
To demonstrate competence each PART must be answered by the student.
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When you have completed all the required tasks check your work before submitting.
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PART A – Planning the recruitment and selection process
Following a restructure of the Food and Beverage services provided by the Ocean Breeze Hotel, an audit has identified that there is a shortage of staff to deliver the quality of service expected from an operation at this level. As a result, in your position as the Human Resources Manager, you are requiredto recruit, select and induct staff for three additional new food and beverage positions in consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef and the Hotel Manager. You have already obtained approval for recruitment as per your organisational recruitment policies from the head office in relation to these positions.
The 3 positions are as follows:
a. Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
b. Room Service Attendant, breakfast shift (casual position 2 days per weekend)
c. Restaurant Manager, breakfast shift (part-time position 20 hours per week)
In order to get recruitment processes organised you are required to develop the following documentation and processes:
1. Establish the job descriptions for each position based on feedback from colleagues in each department and develop a set of selection criteria for each position which must include expected levels of experience and the customer service attitude required to work at Ocean Breeze. To assist you in creating job descriptions you may use the following link as a reference:
2. Design the advertisements to attract the appropriate candidates for each of the above jobs. Include selection criteria in the advertisements in order to narrow the field of applicants. Provide 3 options you could use to advertise these positions for maximum reach, and include a basis overview of approximate costs.
3. Write a detailed account of how you will process applications as per your organisational policy and review applications against the criteria and choose people to progress to an interview. Which checks would you undertake in general and what would these require?
4. Outline the procedures you will put in place to inform successful candidates and arrange for their attendance and potential needs and provide a sample letter of informing unsuccessful applicants.
5. Develop a set of interview questions for each position based on the selection criteria and desired customer service expectations and explain how these must be administered to ensure fairness and meet EEO requirements.
6. Outline the process of selecting and organising an interview panel.
7. You and the panel have interviewed all selected candidates and narrowed the selection to 2 candidates per position. Explain the process to make the final selection for each position. What needs to occur if no candidate meets the criteria desired for the job post interview? Which legal aspects must be considered? What is the importance of merit in this process?
8. You and the panel have agreed on the final candidate for each position and need to make an employment offer to each candidate. What would this involve and which aspects must be considered in terms of budget and awards? Design and attach a template for a letter of appointment:
9. Provide an overview of the filing requirements including legal obligations for all documents as part of recruitment processes.
PART B – Planning and organising a induction program
Develop the induction program for the three new employees detailed in Part A. Please use all the relevant information as necessary from PART A (planning document) as necessary.
1. The program needs to include provisions to introduce the employees to the business, their colleagues, their job. The induction needs to be structured logically, from general information covering information about the business, its practices and its culture to specific information about the employee’s job(s)
2. It should be designed featuring a brief agenda which outlines the activities that will be undertaken, who will be conducting these activities, where these will happen and timeframes for each activity of the induction program. Additional information could include the provision for handouts relating to industrial relations, unions, contacts, etc.