ASSESSMENT
Unit description:
Qualification Title SIT50416 Diploma of Hospitality Management
Unit of Competency SITXHRM004 RECRUIT SELECT AND INDUCT STAFF
Assessment Tool Knowledge Test/Project/Observation
Student must fill this section:
Candidate Name: Ferawati
Candidate ID: 6140
Privacy Release Clause: “I give my permission for my assessment material to be used in the auditing, assessment validation & moderation Process”
Plagiarism and Collusion: “I acknowledge that entire assessment work is done by me”
Student signature:
_________________ Date: _____________
Feedback to student:
Assessment Completion Status
Attempt Satisfactory Non-Satisfactory Date Assessor’s Signature
Initial attempt
? ?
2nd attempt/Re-assessment
? ?

Information for Candidate:
• All work is to be entirely of the candidate.
General Information for this assessment:
• Read the instructions for each question very carefully.
• Be sure to PRINT your FULL name & LAST name in every place that is provided.
• Short questions must be answered in the spaces provided.
• For those activities requesting extra evidence such as: research reports, ESSAY reports, etc. The student must attach its own work formatted in double space, Arial 12 pts.
• All activities must be addressed correctly in order to obtain a competence for the unit of competency.
• If the candidate doesn’t understand the assessment, they can request help from the assessor to interpret the assessment.
Re-assessment of Result & Academic Appeal procedures:
If a student at Canterbury Business College is not happy with his/ her results, the student may appeal against their result via a written letter, clearly stating the grounds of appeal to the MSS / DSS. This should be submitted after completion of the subject and within 14 days of commencement of the new term.

Re-assessment Process:
• An appeal in writing is made to the ACC / MSS providing reasons for re-assessment /appeal.
• ACC / MSS will delegate another faculty member of CBC to review the assessment.
• The student will be advised of the review result done by another assessor.
• If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecturer/trainer in charge, the ACC, the MSS and the DSS OR if need be an external assessor.
• The Institute will advise the student of the appeal decision within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final.
• If the student is still not satisfied with the result, the he / she has the right to seek independent advice or follow external mediation option with CBC’s nominated mediation agency.
• Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject.
The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid.
Academic Appeals:
• If the student is dissatisfied with the outcome of the assessment marking process, he/she has a right to appeal the assessment results.
• The notice of appeal should be in writing addressed to the MSS / ACC and submitted within seven days of notification of the assessment results.
• If the appeal is not lodged in the specified time, the result will stand as marked.
• In emergency circumstances, such as in cases of serious illness or injury, the student must forward a medical certificate in support of a deferred appeal. The notice of appeal must be made within three working days of the concluding date shown on the medical certificate.
• The decision of MSS / ACC will be discussed with the DSS and will be final.
For further information please refer to Student Handbook.

“I acknowledge that I have understood all the above rules and guidelines for the assessment
FERAWATI
Full Name Signature Date (dd/mm/yyyy)
Assessment Guidelines
INSTRUCTIONS
Part A
Please complete the student details section.
This short answer assessment is one form of assessment that is used to collect evidence of competency for this unit.
To demonstrate competence you must correctly answer all questions. Any shortfalls or wrong responses may be followed up by your trainer in verbal, written or practical instance.
If more space is required for any answer you may attach a separate page containing name, assessment date, unit title unit code and the assessment task number and attach this page with the current assessment task before submission or alternatively use the back of each paper with a clear reference to the relevant question(s).
Ensure you check your work before submitting.
Please note, once the assessor has marked your work they will provide you with feedback.
You will be required to complete other relevant assessment tasks for this unit as instructed by your teacher or trainer.
Part B Case Study / Project / Observation
Please complete the student details section.
This Assessment consists of 3 Parts:
PART A – Planning the recruitment and selection process
PART B – Planning and organising a induction program
PART 3 this consists of 3 interviews with at least 2 job candidates for the position descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer will observe you during the interviews.
This assessment is one form of assessment type that is used to collect evidence and will count towards gaining competence toward this unit.
To demonstrate competence each part of this project must be addressed.
When you have completed all tasks, check your work before submitting.
Please note once the assessor has marked your work they will provide you with feedback.
You will be required to complete other relevant assessment tasks for this unit.

Assessment
Part A Knowledge Test.
Assessment 1
Your task: Answer the following questions. Each question must be completed.
Question 1
List 5 business events that would require you to recruit new staff:
1.
Question 2
What is the primary factor in determining staffing needs?
Question 3
Why should you regularly discuss workload considerations with your staff?
Question 4
List 3 pieces of information you may need to supply to management when making a written submission for
approval of a new position.
1.
Question 5
List 6 pieces of information a job description should contain.
1.
Question 6
Why is customer service attitude and experience an important part of the selection criteria for TH&E
positions?
Question 7
How do well written selection criteria help the selection process?
•
Question 8
When advertising for staff, there are several legal matters that you must be aware of. List at least 5:
Question 9
How can an application form help you process applications more quickly?
•
Question 10
Describe the process of ‘shortlisting’ or ‘culling’.
.
Question 11
List 2 pieces of information you should include in a rejection letter:
1.
Question 12
List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews:
1.
Question 13
How can you comply with privacy laws when storing applications?
Question 14
During interview, how does keeping a written record of the candidate’s suitability according to the selection
criteria assist you in complying with EEO legislation?
Question 15
List 3 checks you may do as part of the selection process.
1.
2.
3.
Question 16
List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the
position.
1.
2.
3.
Question 17
List 3 departments you may need to contact to help get everything set up for the new position.
1.
2.
3.
Question 18
What is the purpose of a ‘letter of appointment’? What is it often accompanied with?

Question 19
What should be created for a new employee to record the employment process? List 4 things it should
contain.
1.
2.
3.
4.
Question 20
List the essential key aspects your induction program should cover.

Question 21
Businesses are required to record proof that workplace health and safety information was communicated
clearly. What are some ways to achieve this?
Question 22
How does designating a colleague to assist a new employee during the induction process help them?

Question 23
Face-to-face interviews are one type of interview. Name 2 others.
1.
2.
Question 24
Under what circumstances would it be necessary to readvertise the position and start the process again?
Question 25
What do some employers (who require a close team environment) do to ensure the candidate will fit into
the team?
Question 26
How could you adjust your interview technique to accommodate a candidate who speaks little English or
has speech difficulties?
Question 27
What are your obligations under Anti-discrimination law in treatment of a candidate with special needs?
Question 28
For your industry sector and/or department, list 3 effective ways of advertising positions.
1.
2.
3.
Question 29
What is the advantage of using a recruitment agency instead of managing the recruitment process yourself?
Question 30
Describe the conditions of the award the staff in your department area paid under for the following
terms of engagement:
Full-time
Part-time
Casual
Question 31
Name 3 advantages of a panel interview over a one-on-one interview.
1.
2.
3.
Task 2
Your task:
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 required to recruit, select and induct staff for three additional new food and beverage positions, and a volunteer to support events and seminar. The recruitment needs to include consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef, the Events manager 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 4 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)
d. Volunteer, event and seminar support (Thursday and Friday 10 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 links as a reference for positions a-c :
http://www.thejobilove.com.au/category.php?id=15
and for position d:
http://www.thejobilove.com.au/category.php?id=14
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 basic overview of approximate costs.
3. Write a detailed account of how you will process applications as per your organisational policy; review applications against the criteria; and choose people to progress to an interview. Which types of background checks might 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 at interview, including accommodating potential special needs. Provide a sample letter you would send to unsuccessful applicants.
5. Develop a set of interview questions for each position based on the selection criteria and desired customer service expectations. Explain how these must be administered to ensure fairness, and meet EEO requirements including the provisions for people with special needs.
6. Outline the process of selecting and organising an interview panel. Include the instructions and basic documentation you will provide for each panel member so they can evaluate candidate responses to each question you have developed in Question 5 (do this for each position).
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 following the interviews if neither candidate meets the criteria desired for the job? 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, and use this to write one letter to any of the applicants with all details for remuneration based on the current awards, conditions etc.
9. Provide an overview of the legal obligations for all documents required as part of recruitment processes. Which information needs to be filed?
PART B – Planning and organising a induction program
Develop the induction program for the 4 new employees detailed in Part A. Please use all the relevant information as necessary from PART A (planning document) as necessary. The following documentations needs to be included:
1. The Induction 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 employees’ different jobs.
2. The orientation 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.
PART C – Planning the recruitment and selection process
This assessment consists of 3 interviews with at least 2 job candidates for the position descriptions you have developed in Assessment 2, Part A as instructed below. Your trainer will observe you during the interviews.
3 of the following – 1 or 2 plus 3 and 4:
1. 0 Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
Or
2. 0 Restaurant Manager, breakfast shift (part-time position 20 hours per week)
And
3. 0 Room Service Attendant, breakfast shift (casual position 2 days per weekend)
And
4. 0 Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
Role Play - Administer recruitment process and select staff
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position)
Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A
OR
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Room Service Attendant, breakfast shift (casual position 2 days per weekend)
Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A
And
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Restaurant Manager, breakfast shift (part-time position 20 hours per week)
Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A
And
Interview (2x4 mins) + Revision and Final Decision (3 mins)
Volunteer, event and seminar support (Thursday and Friday 10 hours per week)
Ask the relevant interview questions that you have prepared for this position based on your selection criteria and job description that you have prepared in PART A
1. For the purpose of this role play you need to select 2 students to join you on the interview panel.
2. Use the relevant set of interview questions you have developed for the specific position (Assessment 2, Question 4) to be interviewed and brief your panel members on the requirements for interview processes, selection criteria and desired customer service attributes which are sought from candidates.
3. Provide the criteria sheet for each set of interview questions (Assessment 2, Question 5) which allows each panel member to evaluate the responses from candidates during the interview.
4. Clearly brief each panel member on the legal aspects of EEO legislation and the emphasis on making decisions on merit.
5. Select 4 colleagues from your class or workplace as potential job candidates.
6. Provide each job candidate with the selection criteria and job description for each interview they participate in.
7. Conduct the interviews using the developed questions for each applicant.
8. Review the interview process with the panel and summarise the results from each candidate.
9. Discuss the final decision and explain how this was agreed on.
10. Provide feedback to each candidate and make the employment offer to the successful candidate.
11. Record the outcome.
12. Attach all documentations from interviews to this assessment.
Observation Criteria
SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 1
Selects a selection panel
Briefs panel members on relevant selection criteria for position
Briefs panel members on desirable customer service attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to panel members
Explains the requirements of merit based decisions making to panel members
Provides interview questions to panel members and allocates questions
Provides an evaluation/criteria sheet to each panel member
Uses effective communication skills
Interview
Any additional needs/questions are identified and clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or special needs where relevant
The interview process consistently follows the set-out selection criteria during questioning and follow up
The interview process provides applicants with an opportunity to draw on experienced based examples
The interview process is structured and organised
Post interview: Panel
The responses from candidates are evaluated using notes for each criteria
The supporting responses from candidates are considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are identified
Uses effective teamwork skills during evaluation and feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an employment offer
The employment offer outlines the key details of an employment offer in industry.
The outcomes are documented and attached
Feedback

SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 2:
Selects a selection panel
Briefs panel members on relevant selection criteria for position
Briefs panel members on desirable customer service attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to panel members
Explains the requirements of merit based decisions making to panel members
Provides interview questions to panel members and allocates questions
Provides an evaluation/criteria sheet to each panel member
Uses effective communication skills
Interview
Any additional needs/questions are identified and clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or special needs where relevant
The interview process consistently follows the set-out selection criteria during questioning and follow up
The interview process provides applicants with an opportunity to draw on experienced based examples
The interview process is structured and organised
Post interview: Panel
The responses from candidates are evaluated using notes for each criteria
The supporting responses from candidates are considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are identified
Uses effective teamwork skills during evaluation and feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an employment offer
The employment offer outlines the key details of an employment offer in industry.
The outcomes are documented and attached
Feedback

SITXHRM004 Recruit, select and induct staff
Criteria Comment S NYS S NYS
Interview – Position 3:
Selects a selection panel
Briefs panel members on relevant selection criteria for position
Briefs panel members on desirable customer service attributes
Briefs panel members on processes of interview
Clearly explains the EEO legislative requirements to panel members
Explains the requirements of merit based decisions making to panel members
Provides interview questions to panel members and allocates questions
Provides an evaluation/criteria sheet to each panel member
Uses effective communication skills
Interview
Any additional needs/questions are identified and clarified before the interview starts
Uses effective listening skills
Conducts interview in a friendly, encouraging manner
Adapts interview techniques according to cultural or special needs where relevant
The interview process consistently follows the set-out selection criteria during questioning and follow up
The interview process provides applicants with an opportunity to draw on experienced based examples
The interview process is structured and organised
Post interview: Panel
The responses from candidates are evaluated using notes for each criteria
The supporting responses from candidates are considered in final decisions
There is no evidence of anti EEO practices
The final decision considers suitability of candidate based on the desired attributes
The final decision is merit based and fair
Potential weak aspects for final recruitment are identified
Uses effective teamwork skills during evaluation and feedback
The criteria feedback sheets are attached
Post interview: Applicants
Each applicant is provided with constructive feedback
The successful applicant is provided with an employment offer
The employment offer outlines the key details of an employment offer in industry.
The outcomes are documented and attached
Feedback