Recent Question/Assignment

Knowledge Assessment (Written Tasks 1)
Assessment: 1
Submission details
The Assessment Task is due on the date specified by your trainer. Any variations to this arrangement must be approved in writing by your trainer.
Instruction:
• To be prepared on an individual basis.
• Assessment answer needs to be typed
• You must provide detailed answer for every question along with relevant examples
• Word limit 150-200 but answer for every question should be reasonable and addressed all required parts.
Please answer all questions:
Question 1
In the case of a vacant position, the first Question for an organisation is to determine whether the vacant position really needs to be filled. If the organisation is large, such a process will usually be carried out by a human resources manager in consultation with the managing director. If small, the Question will usually be done by the managing director or their nominee.
a. Describe how a human resources manager will assess and determine whether a vacant position needs to be filled.
b. Why is it important to clarify recruitment timelines?
Question 2:
a. Explain what a job analysis is.
b. Describe five key factors that need to be considered when conducting a job analysis.
Question 3
Consultation is required to develop and prepare both a job analysis and a job description. Identify & explain at least three office holders within an organisation that a human resources manager may consult in developing either a job analysis or a job description.
Question 4
List and describe three Australian laws or codes that play a part in the recruitment and selection process.
Question 5
a. Explain how the short listing process of job applicants works.
b. Describe two documents that can be used to shortlist applicants.
Question 6
a. Explain the importance of reference checking in the recruitment process.
b. Who should conduct reference checks on job applicants?
Question 7
Explain what an industrial award is and why a human resources manager should be aware of this document.
Question 8
Describe what a selection report is and how it should be used in the recruitment process.
Question 9
On completion of the selection process, a human resources manager will have a number of documents. These may include: a job description, application forms, resumes, an interview schedule with answers, personality tests and referee checks.
Explain what legislation would dictate how you handle these documents now that you are finished with them?
Question 10
List and describe five things that a successful candidate should be told by H.R. during the induction and contracting process.
Assessment Outcome
? Satisfactory ? Unsatisfactory
Comments:
Trainer’s signature _____________________________ Date ______________________
Student Signature: ______________________________ Date ______________________
Skills Assessment (Practical Tasks 2)
Submission details
The Assessment Task is due on the date specified by your trainer. Any variations to this arrangement must be approved in writing by your trainer.
The Trainer/Assessor may further prompt and question in order to receive answers of appropriate quality or if further clarification required and to validate authenticity of your submitted work.
Instruction:
• To be prepared on an individual basis.
• You must provide detailed answer for every question aligning them with the fact in the given scenario.
• Assessment must be typed.
• Students are required to keep a copy of all work submitted.
• There is no word limit, but answer must be sufficiently detailed & relevant
Scenario:
Makro - a South African company with a branch in Australia.Bruno van de Wit, the human resources manager at Makro (Aust), has just been handed a resignation letter from Mark the Operations Manager. Mark plays a critical role in the distribution of the company’s products. Without him the company performance will be badly affected.
The Managing Director, Bruno's boss, instructs him to hire a replacement for Mark within 2 weeks. Bruno has to ensure that the new appointee meets all of the selection criteria which are:
1. five year experience in operations management
2. an university degree
3. three year experience at management level
4. a thorough understanding of the principles of logistics
Bruno's boss gives him a few notes about the position so that Bruno can create a job description. Bruno will also need to make sure that the job description does not contravene any legislative requirements for example, Anti- Discrimination, OH&S and Employment Equity laws.
Bruno is also instructed to speak to the Distribution Manager, the Fleet Manager, and the Finance Manager to find out if there are any other requirements that the new appointee might need to know in order for them to be successful in the job. Once you have completed all the necessary tasks you have to meet with the Managing Director to get the final approval and sign off for the recruitment process to start.
The boss's notes for a job description:
- Operations Manager
- Department of Operations & Logistics
- 5 staff report to him
- OM reports to me
- weekly meetings & written reports
The operations manager runs the day-to-day operations of an organisation or business. Their sole purpose or primary function is to find ways to make the company more productive by providing effective methods for its business operations.
An individual in this position usually prepares program budgets, facilitates several programs around the company, controls inventory, handles logistics and interviews and supervises employees. A person interested in operations management needs to have a strong leadership background and must know how to handle problems quickly and efficiently. In addition, they must have great communication skills.
One of the duties an operation manager has to perform is to provide a work environment that engenders positive energy, creativity and teamwork among employees. To ensure that this goal is achieved, operations managers try to reach compromises with employees by conducting meetings, listening to each department’s issues and concerns, and setting a professional example by showing leadership qualities.
In order for a department to run smoothly, an operations manager has to set rules and procedures for employees to follow. This includes setting policies in the workplace to ensure effective implementation and adherence among each and every employee in the organisation.
An operations manager usually handles a company’s operating budget to determine how much the company has spent and what it can purchase in the near future. Being an operations manager is all about serving customers; therefore the individual needs to know how much money is in a company’s budget to provide the products and services that will retain customers.
Operations managers are also representatives at committee meetings and functions. The manager will be a spokesperson for the company and will need to discuss the various objectives and plans the organisation has in store to make its business more successful.
Handling issues is also a top priority among operations managers. Many issues that operations managers have to face include risk management, shipment delays, client dissatisfaction and employee problems. This is when leadership skills come into play, as operations managers have to make effective decisions that will not only help the company run smoothly but also serve to prevent difficult situations in the future.
Operation managers are also responsible for hiring employees inside an organisation, as well as supervising and evaluating employees and their job performance. In addition to being a recruiter, operations managers give directions to employees on certain job tasks, resolve problems concerning employees, ensures work performance, establishes procedures and creates work schedules.
Question 1
Where would you advertise and why?
Question 2
Before going ahead and placing the ad, who should Bruno show it to?
Question 3
Instead of advertising, what are two options available to Makro for filling the vacancy? Give your justification?
Question 4
Why should a human resources manager consult other managers and staff when developing interview questions? Legislative requirements need to be addressed in this question
Question 5
Why is it important to notify the job applicants of the upcoming interview and related information well ahead of time?
Question 6
In organising the interviews of applicants, who would you invite from the company to sit on the interview panel & why?
Question 7
List five details related to a job that should be communicated through an offer of employment.
Question 8
Who should Bruno, the human resources manager approach to get approval, prior to publishing this advertisement?
Question 9
Why is it important to get approval before publishing an advertisement? And how can it help in the selection processes.
Question 10
Who are the people at Makro who should be introduced to the successful applicant during the induction process.
Assessment Outcome
? Satisfactory ? Unsatisfactory
Comments:
Trainer’s signature _____________________________ Date ______________________
Student Signature: ______________________________ Date ______________________
Task 3: Project
Submission details
The Assessment Task is due on the date specified by your trainer. Any variations to this arrangement must be approved in writing by your trainer.
Project
Instruction:
• To be prepared on an individual basis.
• You must provide detailed answer for every question aligning them with the fact in the given scenario.
• Assessment must be typed.
• Students are required to keep a copy of all work submitted.
• There is no word limit, but answer must be sufficiently detailed & relevant
Scenario:
Makro - a South African company with a branch in Australia. Bruno van de Wit, the human resources manager at Makro (Aust), has just been handed a resignation letter from Mark the Operations Manager. Mark plays a critical role in the distribution of the company’s products. Without him the company performance will be badly affected.
The Managing Director, Bruno's boss, instructs him to hire a replacement for Mark within 2 weeks. Bruno has to ensure that the new appointee meets all of the selection criteria which are:
1. five year experience in operations management
2. a university degree
3. three year experience at management level
4. a thorough understanding of the principles of logistics
Bruno's boss gives him a few notes about the position so that Bruno can create a job description. Bruno will also need to make sure that the job description does not contravene any legislative requirements for example, Anti- Discrimination, OH&S and Employment Equity laws.
Bruno is also instructed to speak to the Distribution Manager, the Fleet Manager, and the Finance Manager to find out if there are any other requirements that the new appointee might need to know in order for them to be successful in the job. Once you have completed all the necessary Questions you have to meet with the Managing Director to get the final approval and sign off for the recruitment process to start.
The boss's notes for a job description:
- Operations Manager
- Department of Operations & Logistics
- 5 staff report to him
- OM reports to me
- weekly meetings & written reports
The operations manager runs the day-to-day operations of an organisation or business. Their sole purpose or primary function is to find ways to make the company more productive by providing effective methods for its business operations.
An individual in this position usually prepares program budgets, facilitates several programs around the company, controls inventory, handles logistics and interviews and supervises employees. A person interested in operations management needs to have a strong leadership background and must know how to handle problems quickly and efficiently. In addition, they must have great communication skills.
One of the duties an operation manager has to perform is to provide a work environment that engenders positive energy, creativity and teamwork among employees. To ensure that this goal is achieved, operations managers try to reach compromises with employees by conducting meetings, listening to each department’s issues and concerns, and setting a professional example by showing leadership qualities.
In order for a department to run smoothly, an operations manager has to set rules and procedures for employees to follow. This includes setting policies in the workplace to ensure effective implementation and adherence among each and every employee in the organisation.
An operations manager usually handles a company’s operating budget to determine how much the company has spent and what it can purchase in the near future. Being an operations manager is all about serving customers; therefore the individual needs to know
how much money is in a company’s budget to provide the products and services that will retain customers.
Operations managers are also representatives at committee meetings and functions. The manager will be a spokesperson for the company and will need to discuss the various objectives and plans the organisation has in store to make its business more successful.
Handling issues is also a top priority among operations managers. Many issues that operations managers have to face include risk management, shipment delays, client dissatisfaction and employee problems. This is when leadership skills come into play, as operations managers have to make effective decisions that will not only help the company run smoothly but also serve to prevent difficult situations in the future.
Operation managers are also responsible for hiring employees inside an organisation, as well as supervising and evaluating employees and their job performance. In addition to being a recruiter, operations managers give directions to employees on certain job Questions, resolve problems concerning employees, ensures work performance, establishes procedures and creates work schedules.
Based on the scenario given above answer following questions:
Question 1
Write an advertisement with selection criteria for the operations manager vacancy at Makro. Ensure that the ad does not contravene any legislation, that it is as short as possible to save money, but covers the important roles and responsibilities of the position.
Question 2
Write a job description.
Question 3
Create a schedule of topics and questions that have to be covered in interviews.
Question 4
Assuming your interview panel and the applicants are able to come and you have a free hand with appointment times, draft two schedules of interviews; one for five candidates and one for ten candidates.
Question 5
Write a pro forma letter template advising applicants that they have failed to be
shortlisted.
Question 6
Write a pro forma letter template advising shortlisted applicants that they have failed to be selected.
Question 7
Write a pro forma letter template requesting a reference check on shortlisted applicants.
Question 8
Write a congratulatory letter for the successful applicant. The letter should tell them when and to whom to report and confirm whether the applicant is intending to accept the offer of the position.
Question 9
Create a contract of employment for the successful applicant including information on national standards, legislations and WHS issues
Question 10
Create a checklist of interview questions for the panel, making it clear who asks what.
Observation Checklist
Observation Criteria S NS
Demonstrated ability to identify documentation required for recruitment, selection and induction
Demonstrated ability to select and uses digital technology to access, enter, store and retrieve information in accordance with security requirements.
Demonstrated ability to
• ask questions and listens carefully to gather, interpret or evaluate information
• Uses appropriate vocabulary to present ideas or persuasive arguments
Demonstrated ability to systematically identify an implement learning opportunity for others.
Demonstrated ability to explain human resources life cycle and the place of recruitment and selection
Demonstrated ability to coach and mentor to provide support to colleagues
Demonstrated ability to
? identify legislation relevant to recruitment, selection and induction of staff
? describe channels and technology to advertise vacancies
? explain a range of interviewing techniques and other selection processes and their application.
Demonstrated knowledge of facilitation techniques to encourage team development and learning
Assessment Outcome
? Satisfactory ? Unsatisfactory
Comments:
Trainer’s signature _____________________________ Date ______________________
Student Signature: ______________________________ Date ______________________

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