Recent Question/Assignment

Module 4
Term and Year: Term 2 2019
Qualification : BSB50215 Diploma of Business
Unit Code: BSBHRM506
Unit Title: Manage recruitment, selection and induction processes
Assessment : Task 1 Case demonstration/ observation
Task 2 Presentation of United Healthcare induction program for new recruits
Student Name:
Student ID No:
Assessor’s Name: Mr Michal Tomcik/ Mr Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these assessment tasks.
Student Name:
Student Signature:
Date:
Assessment submission (new) requirements
Please save this file as PDF format(include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory(S) or Not Yet Satisfactory(NYS). A student can only achieve competence when all assessment components listed under procedures and specifications of the assessment section are Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be recorded.
Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner’s needs are considered in the assessment process, (2) where appropriate, reasonable adjustments are applied by the RTO to take into account the individual leaner’s needs and, (3) the RTO informs the leaner about the assessment process, and provides the learner with the opportunity to challenge the result of the assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted and assessment results are comparable irrespective of the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module of unit of competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
• All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
• Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these details are not present, the assessment would need to be resubmitted again.
• The document is then required to be converted to PDF and uploaded to the student learning management system for assessment.
• Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
• This assessment is to be completed according to the instructions given by your assessor.
• Students are allowed to take this assessment home.
• Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with feedback on your work within 2 weeks of the assessment due date.
• Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
• If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
• Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Task 1
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes.
United Healthcare is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages.
You will need to obtain support and approval for proposed company’s human resources policies and procedures for human resources practices through a demonstration/ observation checklist activity.
You also you are to conduct a meeting on the company’s recruitment and selection procedures (building on your answers to Q1-4) through a demonstration/ observation checklist activity.
Please use the supplementary case materials, i.e. 2000 United Healthcare recruitment guidelines and the 2010 United Healthcare recruitment and selection policy.
Task 2
You must demonstrate your ability to provide training to persons who are engaged in staff induction and deliver a 10-minute staff induction session in a PowerPoint format. Upon completion, obtain feedback and approval from HR Director (your trainer will undertake this role) to note if there is a need to make any amendments to your presentation.

Assessment Task 1
Using the Recruitment and Selection Policy and Guidelines Report, you are to obtain support and approval for proposed company’s human resources policies and procedures for human resources practices through a demonstration/ observation checklist activity on:
1. Identify the company’s vision
2. Evaluate key areas of the Company’s 2000 Guidelines and discuss on how you would further develop on the Company’s recruitment, selection and, induction policies and, procedures. Provide an Executive Summary of what this report is all about
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process What are the considerations for using an external specialist such as a recruitment agency to assist in the recruitment and selection process
4. Develop a standardized Selection Procedures document for use to be proposed for maintaining quality and controlling organizational practice
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Obtain support and approval for proposed company’s human resources policies and procedures for human resources practices
Date
1. Identify the company’s vision

2. Evaluate key areas of the Company’s 2000 Guidelines and discuss on how you would further develop on the Company’s recruitment, selection and, induction policies and, procedures.
2.1 Vacant position
2.2
Position description
2.3 Advertisement
2.4
Short-list applicants
2.5 Interview preparation
2.6
Interview applicants

2.7
Reference checks
2.8 Job offer
2.9 Employment contract Appointment details
Remuneration details
Terms and conditions
To be issued promptly
2.9 Feedback to unsuccessful applicants
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process
3.1 Select one • Seek.com.au • LinkedIn • Jora.com.au
3.2 Justify which option would be best used

4. What are the considerations for using an external specialist such as a recruitment agency to assist in the recruitment and selection process
4.1 Sourcing of temporary or casual employees
4.2 Outsourcing some or all recruitment processes
4.3 Traditional specialist labour placements
Prepared by
Student’sName Student’s signature Date
Management approval(Trainer please ?over boxes) Approved Not approved
Management(trainer)Name Andrey Loburets Management (trainer) Initials Date

Building on your answers to Q1-4, you are to conduct a meeting on the company’s recruitment and selection procedures through a demonstration/ observation checklist activity on:
5. Communicate policies and procedures to relevant staff on the development of a standardized Selection Procedures document ensure the maintenance of quality and controlling organizational practice
6. Explain the following areas that HR department and line managers can work in collaboration
7. Discuss the importance of providing training and other forms of support to all persons involved in recruitment and selection process
8. Discuss the requirements of local regulatory and legislation (www.humanrights.gov.au)requirements
9. Discuss how the Fair Work Act 2009 (National Employment Standards Minimum Safety Net) would apply when preparing an employment offer letter.
5. Communicate policies and procedures to relevant staff
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Conduct a meeting
Date
United Healthcare Meeting Minutes
5.1 Meeting activity Recruitment and selection procedures
Venue
Attendance CEO Robert Green
Director – Marketing Baldev Singh
Director – Human Resources Jenny Fitzsimmons
Director – Operations Adeline Yeo
Director – Finance Tammy Tran
Manager – Human Resources Student’s Name
Absence with apologies N/A
5.2 Purpose of meeting

5.3 Develop a standardized Selection Procedures document to ensure the maintenance of quality and controlling organizational practice. The Selection Procedures should cover the following stages:
United Healthcare Selection Procedures
a. Pre-shortlisting
b.
Shortlisting
c.
Testing
d. Interviews
e. Pre-employment checks

6 Explain the following areas that HR department and line managers can work in collaboration:
6.1 Department staffing Headcount needed
Position description
Job specifications
6.2
Workforce strategy
6.3 Performance management
6.4 Conflict resolution

7 Discuss the importance of providing training and other forms of support to all persons involved in recruitment and selection process
7.1 Understanding of Australian regulatory and legislation requirements
7.2 Understanding the company’s recruitment and selection policies
7.3
Understanding the recruitment and selection procedures
7.4 Applicant selection criteria according to organizational requirements
7.5 Interview techniques according to regulatory and legislative requirements
8 Discuss the requirements of local regulatory and legislation (www.humanrights.gov.au)requirements on the following:
8.1 Advertising for vacant positions
8.2 Selection procedures

8.3 List the required content of an employment contract(list at least 6 items)
9 Discuss how the Fair Work Act 2009 (National Employment Standards Minimum Safety Net) would apply when preparing an employment offer letter.
9.1 Maximum weekly hours of work
9.2 Requests for flexible working arrangements
9.3 Parental leave and related entitlements
9.4 Annual leave
9.5 Personal/ carer’s leave and compassionate leave
9.6 Community service leave
9.7 Long service leave

9.8 Public holidays
9.9 Notice of termination and redundancy pay
9.10 Provision of a Fair Work Information Statement
10 Under Australian WHS/ OHS legislation, provide a list of what businesses are legally obliged to:(list at least 4 items)
Attendance sign-off for recruitment and selectionprocedures Meeting
Name Position Signature Date
Robert Green CEO Robert G Insert date
Baldev Singh Director – Marketing Baldev Singh Insert date
Jenny Fitzsimmons Director – Human Resources JF Insert date
Adeline Yeo Director – Operations Adeline Yeo Insert date
Tammy Tran Director – Finance Tammy Insert date
Student’s name Manager – Human Resources Student’s Signature Insert date
Assessment Task 2
Building on your answers to Assessment Task 1 Q7, you are to conduct a 10-minute presentation(paste PPT slides in the empty cells below as seen in the sample below)through a demonstration/ observation checklist activity on providing training and other forms of support to all persons engaging in staff induction.
The staff induction should be standardized for all departments in United Healthcare to cover:
• Welcome Note(brief introduction of United Healthcare)
• Introduce the new employees to colleagues ( departmental heads and their contact details)
• Orientation to local work area (office location & operation of equipment)
• Building access (out of hours procedures)
• Overview of procedures (flex time; absence reporting; taking leave, regular social activities, celebrating birthdays, etc.)
• Organization chart
• Policies and procedures relevant to the position (job position and responsibilities)
• Goals and priorities of the work (expectations of performance)
• Health, safety & environment (OHS awareness)
• Staff Development (training development scheme)
• Probation (based on timeline and formal reviews)
• Performance appraisal (staff performance review on KPIs achieved)
Upon completing your presentation, you would need to obtain feedback and approval from the HR Director (your trainer would represent this role) for it to be implemented.
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Presentation of United Healthcare induction program for new recruits
Date

Training to conduct staff induction
Slide # 1 – Induction for new recruits cover page (company’s name, title of presentation, name of presenter)
Slide # 2 – Welcome note (provide a brief introduction of United Healthcare)
Slide # 3 –Introduce the new employees to colleagues (departmental heads and their contact details)
Slide # 4 – Orientation to local work area (office location & operation of equipment)
Slide # 5 – Building access (out of hours procedures)
Slide # 5– Overview of procedures(flex time; absence reporting; taking leave, regular social activities, celebrating birthdays, etc.)

Slide # 6 – Organization chart
Slide # 7 – Policies and procedures relevant to the position(job position and responsibilities)
Slide # 8 – Goals and priorities of the work (expectations of performance)

Slide # 9 – Health, safety & environment (OHS awareness)
Slide # 10 – Staff Development (training development scheme)
Slide # 11 – Probation (based on timeline and formal reviews)

Slide # 12 – Performance appraisal (staff performance review on KPIs achieved)
Slide # 13 – Questions and thank you
Prepared by
Student’sName Student’s signature Date
Feedback on the induction process (for trainer use)
Did the induction: Yes No
• Presentation met objectives?
• Content clarity and sufficiency?
• Any amendments required?
If so, please elaborate
HR Director’s approval(Trainer please ?over boxes) Approved Not approved
HR Director’s (trainer)Name HR Director’s (trainer) Initials Date

Criterion Presentation Observation/ Demonstration Marking Rubric (for trainer use)
4 3 2 1 Mark
Visual Appeal There are no errors in spelling, grammar and punctuation. Information is clear and concise on each slide.
Visually appealing/engaging. There are some errors in spelling, grammar and punctuation. Too much information on two or more slides.
Significant visual appeal. There are many errors in spelling, grammar and punctuation. Too much information was contained on many slides.
Minimal effort made to make slides appealing or too much going on. There are many errors in spelling, grammar and punctuation. The slides were difficult to read and too much information had been copied onto them.
No visual appeal.
Comprehension Extensive knowledge of topic.
Members showed complete understanding of assignment. Accurately answered all questions posed. Most showed a good understanding of topic.
All members able to answer most of audience questions. Few members showed good understanding of some parts of topic.
Only some members accurately answered questions. Presenters didn’t understand topic.
Majority of questions answered by only one member or majority of information incorrect.
Presentation
Skills Regular/constant eye contact, The audience was engaged, and presenters held the audience’s attention.
Appropriate speaking volume & body language. Most members spoke to majority of audience; steady eye contact. The audience was engaged by the presentation.
Majority of presenters spoke at a suitable volume.
Some fidgeting by member(s). Members focused on only part of audience.
Sporadic eye contact by more than one presenter.
The audience was distracted.
Speakers could be heard by only half of the audience. Body language was distracting. Minimal eye contact by more than one member focusing on small part of audience. The audience was not engaged.
Majority of presenters spoke too quickly or quietly making it difficult to understand. Inappropriate/disinterested body language.
Content The presentation was a concise summary of the topic with all questions answered. Comprehensive and complete coverage of information. The presentation was a good summary of the topic.
Most important information covered; little irrelevant info. The presentation was informative but several elements went unanswered.
Much of the information irrelevant; coverage of some of major points. The presentation was a brief look at the topic but many questions were left unanswered.
Majority of information irrelevant and significant points left out.
Total
Comments
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Assessor’s initials Date

Assessment Submission Checklist to be completed by the Trainer/Assessor
Unit name: BSBHRM506 Manage Recruitment Selection and Induction Processes
Assessment: Task 1
Did the student complete and provide evidence for the following(please ? ): Yes No
1. Obtain support and approval for proposed company’s human resources policies and procedures for human resources practices?
2. Conducting a meeting to discuss on recruitment and selection procedures?
3. Submit documents within the agreed timeframe?
Has the learner proven they can(please ? ): Yes No
1.1. Analyse strategic and operational plans and policies to identify relevant policies and objectives
1.2. Develop recruitment, selection and induction policies and procedures and supporting documents
1.3. Review options for technology to improve the efficiency and effectiveness of the recruitment and selection process
1.4. Obtain support for policies and procedures from senior managers
1.5. Trial forms and documents that support policies and procedures and make necessary adjustments
1.6. Communicate policies and procedures to relevant staff and provide training if required
2.1. Determine future human resources needs in collaboration with relevant managers and sections
2.2. Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in the recruitment, selection and induction processes
2.3. Provide access to training and other forms of support to all persons involved in the recruitment and selection process
2.4. Ensure that advertising of vacant positions complies with organisational policy and legal requirements
2.5. Utilise specialists where necessary
2.6. Ensure that selection procedures are in accordance with organisational policy and legal requirements
2.7. Ensure that processes for advising applicants of selection outcome are followed
2.8. Ensure that job offers and contracts of employment are executed promptly and that new appointments are provided with advice about salary, terms and conditions

Feedback and result outcome: Yes
Satisfactory
Not Yet Satisfactory
Re-assessment required
Trainer/ Assessor’s declaration: I hereby certify that the above student has been assessed by myself and all assessments are carried out as required by the Principles of Assessments (Clause 1.8 of the Standards for RTO 2015).
Trainer/ Assessor’s Initials Date
Unit name: BSBHRM506 Manage Recruitment Selection and Induction Processes
Assessment: Task 2
Did the student complete and provide evidence for the following(please ? ): Yes No
1. Presented an induction session?
2. Submit documents within the agreed timeframe?
Has the learner proven they can(please ? ): Yes No
3.1. Provide access to training and ongoing support for all persons engaged in staff induction
3.2. Check that induction processes are followed across the organisation
3.3. Oversee the management of probationary employees and provide them with feedback until their employment is confirmed or terminated
3.4. Obtain feedback from participants and relevant managers on the extent to which the induction process is meeting its objectives
3.5. Make refinements to induction policies and procedures
Feedback and result outcome for Task 2: Yes
Satisfactory
Not Yet Satisfactory
Re-assessment required
Assessment Summary Result(please ? )
Task 1 Case demonstration/ observation S NYS DNS
Task 2 Presentation of United Healthcare induction program for new recruits S NYS DNS
Final Assessment Result for this unit C NYC
Feedback is given to the student on each Assessment task YES NO
Feedback is given to the student on final outcome of the unit YES NO
Trainer/ Assessor’s declaration: I hereby certify that the above student has been assessed by myself and all assessments are carried out as required by the Principles of Assessments (Clause 1.8 of the Standards for RTO 2015).
Trainer/ Assessor’s Initials Date
AppealProcess(only formitigatingcircumstances)
Iwould like to appealthe outcome ofthis assessment as perthe appeals procedure inthe Student Handbook
StudentSignature
Date