BSBHRM506 Manage recruitment, selection and induction processes

Assessment Task 1 Cover Sheet

Student Declaration
To be filled out and submitted with assessment responses

 I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded
with any other student(s).
 I understand that if I If I am found to have plagiarised, cheated or colluded, action will be taken against
me according to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these
assessment tasks.

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Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been carried out
according to the required assessment procedures.

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 My performance in this assessment task has been discussed and explained to me.
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AIA-BSBHRM506-AT1-V2018.1 Page | 1
 Assessment Task 1: Written Questions

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 submit to the assessor.

Required
 Access to textbooks/other learning materials
 Computer and Microsoft Office
 Access to the internet

Timing
The assessor will advise you of the due date of this submission.

Submit
Answers to all questions

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 your 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 your 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 you have been dealt with
unfairly or have other appropriate grounds for an appeal.

You are encouraged to consult with your 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.
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 more
things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are
expected to write a response one or two paragraphs long.

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 noticeable qualities
or features.Generally, you are expected to write a response two or three sentences long.

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 briefly describe
the required information. Generally, you are expected to write a response two or three sentences long.

List – when a question asks you to list something, this means that you are asked to briefly state information
in a list format.

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.
 Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Describe five methods of recruiting staff.

The five major recruiting processes for the staff are as follows:

1. One of the most effective recruitment processes is the employee referral.

More over referred new hires are more engaged, more productive and
less likely to quit the job.
2. The possibilities of social media are endless, which includes Facebook,
Instagram, Twitter and LinkedIn. The key for this method knows your
target candidates.
3. Job advertisements on job board are another method of recruitment,
where you include the job description along with the eligibility criteria.
4. Using recruitment agencies as a source is another popular form of
recruiting staff.
5. Conducting campus placements in universities or colleges is also a
method of recruitment where entry-level jobs can have more productive
staff.

2. Describe the purpose of an assessment centre in a recruitment process.

The assessment criteria helps the candidates to explain their skills and
experience to the recruiters and how they can add value to the organization with
their performance and retain ability. It also helps the recruiter to perform the
screening test among a pool of candidates.

3. Outline three advantages of using an assessment centre to determine a

candidate’s suitability for a position.

1. The assessment criteria help the recruiters to assess the knowledge

levels and understanding of the candidate towards the tasks that they
need to perform.
2. It also helps the employer to find what additional training does they need
to give the candidate for more productivity.
3. The most important is recruiter will be able to know how the candidate
can handle the work pressure and add value to the organization.

4. Explain the concept of human resources outsourcing.

It is a process in which the HR activities of an organization are outsourced so as

to focus on the organizations core competencies. Often it is complex and time
 consuming that it will create difficulty in managing other important thrust areas.

5. Discuss two advantages of outsourcing HR functions.

Outsourcing HR functions has many advantages. Some of which include:

1. It is one of most cost effective service as you can easily avoid overhead
cost. Moreover, outsourcing costs are variable and can be expanded or
reduced based on the business requirements.
2. It helps reduce the business risk and outsourcing keeps themselves
abreast of the latest laws and services.

6. Discuss the functions and scope of industrial relations.

Industrial relations include the relationship between employee and an employer

in the course of the running industry. The functions of it include, open
communication, recognition, constant feedback, and investment.

7. Describe the purpose of an employment contract.

The purpose of an employment contract is to ensure that both the employee and
the employer have a clear understanding of what is expected during the term of
employment in that particular organization. It also serves to eliminate any
disputes that can arise in future and make them understand what rights do they
posses under the law.

8. Describe the purpose of a modern award, as well as to whom it applies.

Modern awards are usually industry or occupation-based, which applies to

employers and employee who perform work covered by the award. It is a legal
document, which relates to the conditions of employment covered by a particular
industry.

9. Access the modern award Hospitality Industry (General) Award 2010

on the Fair Work Commission web site at:
https://www.fwc.gov.au/awards-and-agreements/awards/modern-
awards/modern-awards-list and answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
$23.23

b. If the cook is employed as a regular casual cook, what is the casual

loading that must be paid.
25%

c. If the cook is a regular casual employee at Grade 5 and worked 8 hours

 from 9 am to 5.30 pm with a 30-minute lunch break, what will be the total
amount paid to the cook.
$230.20
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and
calculate the annual salary based on this amount.
Weekly Wage = $714.90
Annual salary = $37,174.80
e. If a cook is required to use their own tools at work, what is the
allowance that the employer must pay per week and how much does
this amount to annually?
Per Week = $7.60
Annually = $395.20
10. Explain the purpose of a registered agreement.

Registered agreement is a document between an employee and an employer

regarding the employment conditions. An agreement must be approved by and
registered with the Fair Work Commission. This agreement contains the terms
and conditions of employment and policies of the company.

11. Summarise the 10 minimum workplace entitlements for a

permanent employee of an organisation outlined in the National
Employment standards.

1. Annual leave of four weeks paid.

2. Maximum weekly hours 38 hours for a full-time employee.
3. Requests for flexible working arrangements.
4. Parental Leave of 12 months (unpaid) and related entitlements 12 months.
5. Personal carers leave of 10 days and 2 days of compassionate leave.
6. Public holidays.
7. Long service leave.
8. Notice of termination and redundancy pay.
9. Community service leave for jury service or activities dealing with certain
emergencies.
10. Fair Work information Statement is right for new employee to receive.

12. State how long must employees’ records be kept for according to the Fair
Work Act 2009.

It will be kept for upto seven years.

13. Summarise at least four examples of the information which must be

kept for each employee according to the Act above and the Fair Work
Regulations 2009.

1. Hours of work records like the number of hours worked per week. Clock in
and Clock out timesheet.
2. Pay records, which include the pay rate and the gross and net amounts
paid and any deductions from the gross amount.
3. General records like employer’s name and the employer’s Australian
Business Number (ABN) and the employee’s name and contact details.
4. Leave records like if the employee is entitled to any leaves and how many
leaves been claimed by the employee.

14. Explain when a pay slip must be provided to an employee and what
information must be included in the pay slip under the Fair Work
Act 2009.

Every employee must be given his or her pay slip within one day following the
pay day. In which the following needs to be included:
 Employer’s and employee’s name
 Employer’s ABN
  Pay period
 Date of payment
 Gross and Net pay
 If the employee is paid on hourly rate then the following should be include:
1. Ordinary hour and rate
2. The number of hours worked and total dollar amount of pay at that
rate.
3. Any loadings, allowances and bonuses
4. Any deductions from the employee’s pay.
5. Any superannuation contribution paid for the employee’s benefit.

15. How much notice must be provided to an employee who is to be

dismissed?

1. If the employee has worked for a period of 1 year or less then minimum 1
week notice need to be given.
2. If they worked for 1 to 3 years then 2 weeks notice to be given.
3. If at all they worked for 3 to 5 years then 3 weeks notice should be given.
4. In case if they have worked for more than 5 years then 4 weeks notice
should be given.

16. Who is and who is not covered by unfair dismissal laws?

Unfair dismissal law will cover employee’s who are not covered by the national
workplace system. These type of employee’s include:
 State government employees in New South Wales, Queensland, Western
Australia, South Australia and Tasmania.
 Local government employees in NSW, Queensland and South Australia.
 People employed by Non-constitutional Corporation in Western Australia.
 Those employed by commonwealth or a commonwealth authority.
 A waterside employee, maritime employee or flight crew.

17. Explain why is important to advise potential employees of the

terms and conditions of employment during the recruitment
process?

This helps the employer to regulate the leave entitlements, setting out
performance requirements, include any additional bonus schemes, and protect
an employer’s confidential information and intellectual property. It also helps to
assist the recover of overpayments of an employee in the event of termination.

18. Explain the purpose and relevance of psychometric tests in recruitment.

The aim of this test is to gain an accurate bearing of the candidate’s cognitive
abilities and personality/behavioural style. It also allows predicting based on
objective data, which candidate will be most suitable for specific role.

19. Explain the purpose and relevance of skills tests in recruitment.

This test aims to avoid a bad hiring process and handle high volume hiring. It
helps in differentiating similar candidates to hire the one who is more suitable for
the position and eliminate bias. It also helps in minimising legal risks and
improves the candidate experience.
 Assessment Task 1 Checklist
Student’s name:

Completed Where the student has not

Did the student provide a sufficient and clear
successfully answered the question
answer that addresses the suggested answer
Yes No satisfactorily, include a brief
for:
comment as to why
Question 1

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Question 9a

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Question 9c

Question 9d

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Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

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Date