BSBHRM506 Manage recruitment, selection and induction processes

Assessment Task 5 Cover Sheet

Student Declaration
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 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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Assessment outcome S NS DNS Resubmission Y N

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 My performance in this assessment task has been discussed and explained to me.
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AIA-BSBHRM506-AT5-V2018.1 Page | 1
Assessment Task 5: Induction project

Task summary
This assessment task requires you, in the role of the Human Resources Manager, to manage the induction
process.
This will include developing an induction checklist and providing training for the Principal Consultant on the
use of the checklist and induction processes to be followed. You will also be expected to provide feedback
to the new Accounts Officer as part of the probationary process, then update the induction processes and
check that induction processes are followed across the organisation.

This task will be completed in the simulated work environment at your RTO.

Required
 Computer and Microsoft Office
 Access to the internet
 Induction Processes Feedback
 Recruitment, Selection and Induction Policy and Procedures
 Induction Data Report
 Meeting space
 Roleplay participant (your assessor)
 Printer

Timing
Your assessor will advise you of the due date of these submissions.

Submit
 Draft of an email along with induction checklist
 Draft of an email along with updated induction checklist
 Draft of an email along recommendations for improving the induction process
 Draft of an email regarding terms and conditions of employment
 Draft of an email along updated Recruitment, Selection and Induction Policy and Procedures
 Draft of an email describing induction timelines that have not been met.

Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all
of the assessment criteria. If part of this task is not satisfactorily completed,you will be asked to complete
further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the 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,the 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 that you have been dealt with
unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the 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.
 Assessment Task 5 Instructions

Carefully read the following:

It is two weeks later and Maggie, the new Accounts Officer, will be commencing her employment
the following week.

Assume that you have decided to implement an induction checklist to be used by all staff as part of the
induction process to ensure that the induction process is comprehensive and systematic.

When you have finished developing the checklist, you are required to provide training to the
Principal Consultant on the use of the checklist, as he will be inducting Maggie the following week.

Complete the following tasks:

1. Develop an induction checklist

Research and develop an induction checklist that could be used by Grow Consultants to
support the induction process for any new staff member.
The induction checklist should be between one and two pages

Your checklist should cover the following:

 Explanation of purpose of new induction checklist.
 Overview of the induction process as per the Recruitment, Selection and Induction
policy and procedure
 Outline of each of the checklist items and clearly explain requirements.
 Duration (how long it should take to fill the checklist out).

It should also include brief guidance to managers about completing the checklist.
You will be revising the checklist following a discussion with the Principle Consultant, so
save this version of the document as Draft Induction Checklist.

The below is the attached induction checklist created to help the manager in performing induction to new
employees:

.....................................................................................................................................................................................
(PCBU Name)

Induction Checklist
Employee’s name: .......................................................................................................................................................

Employment start date:.................................................................................................................................................

Position/job...................................................................................................................................................................

Manager/supervisor: ....................................................................................................................................................

Department/Section:.....................................................................................................................................................
Explain your business: Child Protection Policy
The structure Social Media Policy
The type of work Privacy and Confidentiality Policy
List and introduce your key people and their
roles: Sun Protection Policy
Manager/owner
Service Philosophy
Supervisor(s)
Code of Conduct
Co-workers
Governance/reporting arrangements
Health and safety representative(s)
Staff Handbook
Fire/emergency warden(s)
Explain your work health and safety
Explain their employment conditions: administration:
Name of award or agreement (if Consultative and communication
relevant) and award conditions processes, including employee health and
Job description and responsibilities safety representatives
Hazard reporting, including where to
Leave entitlements
find forms
Notification of sick leave or absences
Incident /accident reporting
Out of hours enquiries and emergency procedures, including where to find reporting
procedures forms
Time recording procedures Hazards of work
Work times and meal breaks Policy and procedures
Confidentialy Agreement
Working with Children Check
Employment Declaration Form Roles and responsibilities
Fair Work Information Statement Employee assistance program (EAP)
Employment Contract Workers compensation claims
Show your work health and safety environment:
Safe work procedures (SWPs) List:

1.. ....................................................................................
Explain their pay:
Pay arrangements 2.. ....................................................................................
Rates of pay and allowances
3.. ....................................................................................
Superannuation
Taxation and any other deductions 4.. ....................................................................................
(including completing the required forms)
5.. ....................................................................................
Union membership and award
conditions. Emergency plan, procedures, exits
Service Policies and Procedures: and fire extinguishers
Medical Conditions Policy First aid facilities such as the first aid
kit and room
 Information on workplace hazards and Explain your security:
controls Cash
For each worker and for their personal
belongings
Show your work environment:
Car parking
Eating facilities
Locker and change rooms
Phone calls and message collecting
system
Washing and toilet facilities
Work station, tools, machinery and
equipment used for job
Procedures for the workplace
buildings
Explain your training:
First aid, fire safety and emergency
procedures training
Hazard-specific training (for example,
manual handling, hazardous substances)
On the job training in safe work
procedures
Job-specific training (for example, if a
license or permit is required)
Induction Acknowledgment

Conducted by (Name): ....................................................................................

Signature: .......................................................................................................

Position/Job: ............................................................................

Notes:...........................................................................................................................................................................

......................................................................................................................................................................................

Induction review date: ...............................................................

Conducted by (Name): ....................................................................................

Signature: .......................................................................................................

Position/Job: ............................................................................

Notes:...........................................................................................................................................................................

. ....................................................................................................................................................................................

Conduct a follow-up review:

Repeat any training required or
provide additional training if needed
Review work practices and
procedures with the worker
Ask and answer questions

Comments/follow up action

. ......................................................................................

. ......................................................................................

. ......................................................................................

. ......................................................................................

. ......................................................................................

. ......................................................................................

. ......................................................................................
 2. Prepare a draft of an email to be sent to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
It should introduce and summarise the contents of the attachment, and ask for a meeting to
discuss it.
Submit your draft induction checklist along with this email.

Email:

To: Paul Burn

Principal Consultant
From: Snigdha Gurala

Subject: Staff Induction Checklist

Dear Paul,

Please find the attached copy of staff induction checklist, which includes the following:

 Overview of business
 Introduction of staff
 Outline employment conditions and work health and safety administration
 Explain security and work environment
 Conduct follow-up review
 Employee acknowledgement

Kindly go through the checklist and let me know of any changes to be made prior to issue.

Thanks and Regards,

Snigdha Gurala.

3. Train the Principal Consultant in the use of the induction checklist at a short meeting.
The Principal Consultant will soon provide Maggie’s induction, so explain the use of the
induction checklist to the Principal Consultant (your assessor) first.
During this short meeting (about 15 minutes), you are to provide an overview of the induction
process as set out in the Recruitment, Selection and Induction policy and procedure. You
should also indicate that you are able to provide ongoing support regarding the induction
process and at least one way in which you will provide this.
You should bring a printed copy of the draft induction checklist to the meeting to provide to the
Principal Consultant, as well as a copy for yourself.

4. Update your induction checklist

The changes that you make should include the feedback given to you by the Principle
Consultant during the meeting.

Save this document as Updated Induction Checklist.

(PCBU Name)

Induction Checklist
.....................................................................................................................................................................................
Employee’s name: .......................................................................................................................................................
Superannuation
Taxation and any other deductions
Employment start date:.................................................................................................................................................
(including completing the required forms)
Union membership and award
Position/job...................................................................................................................................................................
conditions.
Manager/supervisor: ....................................................................................................................................................
Service Policies and Procedures:
Medical Conditions Policy
Department/Section:.....................................................................................................................................................
Child Protection Policy
Explain your business:
Social Media Policy
The structure
Privacy and Confidentiality Policy
The type of work
Sun Protection Policy
List and introduce your key people and their
roles: Service Philosophy

Manager/owner Code of Conduct

Supervisor(s) Governance/reporting arrangements

Co-workers Staff Handbook

Health and safety representative(s) Work Health and Safety Policy

Fire/emergency warden(s) Explain your work health and safety

administration:
Explain their employment conditions:
Consultative and communication
Name of award or agreement (if processes, including employee health and
relevant) and award conditions safety representatives
Job description and responsibilities Hazard reporting, including where to
Leave entitlements find forms
Choosing a Super fund form Incident /accident reporting
procedures, including where to find reporting
Notification of sick leave or absences
forms
Out of hours enquiries and emergency
Hazards of work
procedures
Policy and procedures
Time recording procedures
Roles and responsibilities
Work times and meal breaks
Employee assistance program (EAP)
Confidentialy Agreement
Workers compensation claims
Working with Children Check
Show your work health and safety environment:
Employment Declaration Form
Safe work procedures (SWPs) List:
Fair Work Information Statement
Employment Contract 1.. ....................................................................................

2.. ....................................................................................

3.. ....................................................................................

Explain their pay:

4.. ....................................................................................
Pay arrangements
Rates of pay and allowances 5.. ....................................................................................
 Emergency plan, procedures, exits and .....................................................................................................
fire extinguishers
Induction review date: ...............................................................R
First aid facilities such as the first aid
kit and room
Conducted by (Name): ...............................................................
Information on workplace hazards and
controls Signature: ...................................................................................
Fire drill procedures
Position/Job: ............................................................................W
Emergency evacuation plan
Location and use of emergency whistle Notes:..........................................................................................
and alarm
. ...................................................................................................
Location Material Safety Data Sheets
Explain your security: Conduct a follow-up review:
Cash Repeat any training required or provide
additional training if needed
For each worker and for their personal
belongings Review work practices and procedures
with the worker
Show your work environment:
Ask and answer questions
Car parking
Eating facilities Comments/follow up action
Locker and change rooms
. ......................................................................................
Phone calls and message collecting
system . ......................................................................................
Washing and toilet facilities
. ......................................................................................
Work station, tools, machinery and
equipment used for job . ......................................................................................
Procedures for the workplace buildings
. ......................................................................................
Explain your training:
First aid, fire safety and emergency
procedures training
Hazard-specific training (for example,
manual handling, hazardous substances)
On the job training in safe work
procedures
Job-specific training (for example, if a
license or permit is required)

Induction Acknowledgment

Conducted by (Name): ....................................................................................

Signature: .......................................................................................................

Position/Job: ............................................................................

Notes:...........................................................................................................................................................................
 5. Prepare a draft of an email to be sent to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a
professional, business-like style.
It should introduce and summarise the contents of the attachment.
The text should also include a summary of the information discussed at the
meeting. Your email should indicate that ongoing support can be provided as
required.

Submit your updated induction checklist along with this email

It is a month later and you meet with the Principal Consultant to discuss the performance of the new
Accounts Officer, Maggie’s, as she is on a 3-month probation.
The Principal Consultant indicates that while he is happy with Maggie’s performance overall, she
doesn’t seem to be as productive and motivated as he would like. He explains that she sometimes
seems to be waiting for direction instead of getting on with things. He would like you to meet with her to
discuss this.

Email:

To: Paul Burn

Principal Consultant
From: Snigdha Gurala
Subject: Revised Staff induction checklist

Dear Paul,

Please find the attached copy of the updated induction checklist and approve it. It will be great if you could give me
some time to discuss about the performance of Maggie.

I have observed that in her 3 months of probation, she is lacking the initiative skills, which she demonstrated during
the selection process. I would like to discuss in detail regarding this with you.

Regards,
Snigdha Gurala

6. Develop a script for providing feedback to a probationary employee and to seek feedback
on the induction process
Develop a suitable script for your roleplay meeting with Maggie (your assessor), including the
purpose of the meeting, probationary terms and feedback to be provided.
You will be using the meeting as an opportunity to gain feedback on the induction process so
as to determine whether the process is meeting the required objective of ensuring all
employees understand their job role and responsibilities.
Ensure that your script allows for Maggie to provide
feedback. Save this document as Probationary Employee
Script.
Your assessor will advise you of the date and time of the meeting

Probationary Employment Script

Inviting the employee for a discussion and greeting her and start the conversation. Explaining her that this is a
feedback for her 3 months probation period performance. Mention her that she is good at interacting with clients
and performing her tasks.

Ask some open-ended questions about the tasks she is performing.

Wait for her response.

The Principal Consultant has mentioned that he is happy with your performance, but he is concerned with your
productivity. It means he is expecting you to take initiative and motivate others to perform the tasks well for the
success of the business. Ask for any issues in this role that she would like to discuss.

(Wait for her response)

Note any issues or difficulties that she might have been facing and follow-up with them.

7. Draft an email and submit to your assessor.

The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style.
It should introduce and summarise the contents of the attachment and ask for the place, date
and time of the meeting.
Submit your Probationary Employee Script to the assessor

Email:

To: Paul Burn

Principal Consultant
Subject: Probationary Employment Script

Dear Paul,

Please find the attached copy of probationary employment script and kindly let me know of any changes to be
made.

Waiting for your approval.

Regards,
Snigdha Gurala.

8. Meet with the probationary employee.

Meet with your assessor, roleplaying Maggie, to discuss her performance using the script
that you have developed.

During the meeting, you are required to demonstrate effective communication skills including:
 Speaking clearly and concisely
 Using non-verbal communication to assist with understanding
 Asking questions to identify required information
 Responding to questions as required
 Using active listening techniques to confirm understanding

You will need to demonstrate appropriate non-verbal communication skills to show that you
are open to Maggie’s views, as well as being empathetic.

Recommendations for improving the induction process

After considering the outcomes from the meeting, it is evident that one of the major improvements to be made for
induction process is to increase the period of induction from one week to two.
Some of the recommendations that can help in improving our induction process will include:
 The period of induction should be increased for more than one week.
 There should be a periodic review on the performance of new staff by the supervisors during the
probationary period.
 This periodic review should include the following:
 Give a constructive feedback on the employee’s performance and explain the company’s expectations on
them.
 Clear their doubts and assist them in successful completion of the tasks.
 Discuss any concerns
 Also it is suggested that WHS induction need to be carried out in the very first week of the start of
employment.
 It is very important to assign a mentor to every employee and train him or her for perfection during the
probationary period.

The current Selection and induction policy states that:

 Organise induction and training for the new employee’s by providing the induction manual, which
includes Employment agreement, Contract of Employment, and training and professional
development schedule.
 Schedule follow-up for probation assessment and professional development.

9. Draft an email to the company’s Managers (your assessor).

Given Maggie’s feedback on the induction process, assume that you have also decided to
review the induction process and seek feedback from managers on the extent to which the
induction process is meeting its objectives. So, the objective of the email is to obtain
feedback from managers on the induction process.

The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style.
Email:

To: Paul Burn

Principal Consultant
From: Snigdha Gurala
Subject: Recommendations for improving the induction process

Dear Paul,

Further to my meeting with Maggie in regards to discuss about her performance, I have noted the following
concerns. Maggie has indicated that she is lacking proper guidance and mentoring from the supervisors.

It could be as a result of short induction period. I would strongly recommend assigning a mentor to fully train a new
employee during the probation period. After a careful research, I have few recommendations made for training a
new employee, which are included in the attachment.

Kindly take time to review the recommendations for improving the induction process and approve.

Regards,
Snigdha Gurala.

10. Develop recommendations for improving the induction process. Assume that you have
received feedback from staff as documented in Induction Processes Feedback. Use the
outcomes of the meeting with Maggie, as well as the Induction Process Feedback to
develop recommendations for improving the induction process. In addition, conduct
research on best practice induction processes. Your report should also recommend
changes to the induction section of the Recruitment, Selection and Induction policy and
 procedure you developed in Assessment Task 2 based on the feedback and research on
best practice induction processes.
Save this document as Induction Process Improvements Report.

Recruitment, Selection and Induction Policy and Procedures

Purpose
The policies and procedures of the Grow Management consultants will be managed by Recruitment, Selection, and
Induction policy

Scope
This policy is for all the staff working in Grow Management Consultation and also all relevant Commonwealth and
State or Territory legislation addressed by policy and procedure.

Legislation, regulations, standards and code of practice

This policy ensures that the following legislative requirements are met:

 Sex Discrimination Act 1984

 Work Health and Safety Act 2011
 Fair Work Act 2009
 Disability Discrimination Act 1992
 Age Discrimination Act 2004

This policy also ensures that the regulations, standards and code of practices are met:

 Fair Work Regulations 2009

 AHRI Code of Ethics
 Work Health and Safety Regulations 2011

Objectives
In order to ensure that recruitment, selection and induction processes are fair:

 Complaint with legislative requirements and obligation

 Encouraging applications from a pool of candidates meeting criteria
 Fair treatment

Roles and responsibilities

The CEO, Principal Consultants and HR Manager will implement the policy.

Procedures:
 Identifying a vacancy or need for more staff
The need for filling the position must be discussed by strategic and operational plans and considering the
budget.
 Using the position description template to develop a new one
 Review the template in consultation with HR Manager

Recruitment Methods:
 Advertising the job description template is the responsibility of HR Manager. They should advertise it in
required sources.
 The sources can include but not limited to Seek, Social media options, local newspaper or magazines.

Information to be provided to the candidates:

 Information about the company
  Role Requirements
 Required skills and experience
 Position description
 Additional eligibility criteria

Methods of Application:
 Candidates can email or post their applications along with their CV

Shortlisting Procedure:
 Sort the applications according to the requirements and remove the applications that does not include their
CV
 Review the selected applications against the selection criteria
 Contact each candidate through email or phone for an interview.
 Set a date and time and confirm through email or phone
 Interview the candidates take notes
 Select the right candidate
 Offer position
 If the position is filled, then remove the post for vacancy and let the rest of the applicants know.
 Send a letter of offer to the candidate selected.
 Await confirmation then send contract with date and time of joining and induction.

Selection process:
 The process will be chosen by the interviewers and assess the candidates based on how well they
performed in the interview.

Appointments
 The selected candidate will be emailed or posted with a offer for employment and a contract for signing.

Record keeping requirements:

 The records of all applicants will be saved for seven years

Appointment and Induction Process:

 Set the start date for the new employee.
 Organise the induction and training schedule and manual for the new employee.
 The initial induction process is over one week.
 A supervisor should be allotted to mentor the new employee and conduct periodic meetings with them
every fortnightly over three months of probationary period.
 This meeting should include: 1.Provinding constructive feedback on the employee performance and
expectations on that particular role. 2. Provide solutions to them to assist in finishing the tasks successfully.
 Conduct WHS induction on the first week of induction process.
 Complete induction checklist and confirm by getting the acceptance of delivery signed by the employee.
 Provide the employee with: 1. Induction and training manual along with Contract of Employment,
Employment Agreement and training and professional development schedule.
 A schedule of periodic meetings with the mentor.

11. Prepare a draft of an email to be sent to the Principal Consultant (your assessor)
Your draft email should be in grammatically correct English and written in a professional style.
The text of your draft email should include your recommendations for improving the induction
process as specified in the Induction Processes Improvements report.
It should also ask for approval to update the Recruitment, Selection and Induction policy
and procedures. Submit your Induction Process Improvements along with this email.
Email:
To: Paul Burn
Principal Consultant
From: Snigdha Gurala
Subject: Induction Process Improvements
Dear Paul,

Please be advised that the attached copy is the induction process improvements made after considering the
situations happening.

Kindly, acknowledge the report and let me know if any changes to be made.

Regards,
Snigdha Gurala.

12. Update the company’s recruitment, selection and induction policy and procedures.
When you have received approval from the Principal Consultant (your assessor) for your
amendments, update the induction process in the Recruitment, Selection and Induction
Policy and Procedures you wrote for Assessment Task 2, activity 4.

Appointment and Induction Process:

 Set the start date for the new employee.
 Organise the induction and training schedule and manual for the new employee.
 The initial induction process is over one week.
 A supervisor should be allotted to mentor the new employee and conduct periodic meetings with them
every fortnightly over three months of probationary period.
 This meeting should include: 1.Provinding constructive feedback on the employee performance and
expectations on that particular role. 2. Provide solutions to them to assist in finishing the tasks successfully.
 Conduct WHS induction on the first week of induction process.
 Complete induction checklist and confirm by getting the acceptance of delivery signed by the employee.
 Provide the employee with: 1. Induction and training manual along with Contract of Employment,
Employment Agreement and training and professional development schedule.
 A schedule of periodic meetings with the mentor.

13. Prepare a draft of an email to be sent to all staff (your assessor).

The text of the email should be in grammatically correct English and written in a
professional, business-like style.
It should introduce and summarise the contents of the attachment.

Submit your updated Recruitment, Selection and Induction Policy and Procedures along
with this email.
Email:

To: Paul Burn

Principal Consultant
From: Snigdha Gurala
Subject: Updated documentation

Dear Paul,

I have enclosed a draft of the updated version of Recruitment, Selection and Induction Policy and Procedures.
Please kindly go through the document and suggest any changes prior to approval.

Thanks and Regards,

Snigdha Gurala.

You have a report from human resources (Induction Data Report) that gives information on inductions that
have been conducted, and that you want to check that they have been conducted according to the required
timeframe, which is within one week of the employee’s commencement of employment and then a further
follow up induction within one month of the employee’s induction.
 14. Check that induction processes are being followed

Review the Induction Data Report and the Recruitment, Selection and Induction Policy
and Procedures to identify whether the induction processes are being completed

After the approval of the induction process report and policy and procedures updated, the respective supervisors
are undertaking a careful mentoring of new employees at all time. Also, a periodic meeting with new employees by
their supervisors being performed to assist them in improving their performance. A detailed report on the meeting is
directly being submitted to the Principal Consultant.
15. Prepare a draft of an email to be sent to the responsible staff member (your assessor)
The text of the email should be in grammatically correct English and written in a
professional, business-like style.

The text should outline the issues, restating timelines and offering further training and ongoing
support as required.
It should also It should introduce and summarise the contents of the attachment.

Submit your updated Recruitment, Selection and Induction Policy and Procedures along
with this draft email.
Email:
To: Paul Burn
Principal Consultant
From: Snigdha Gurala
Subject: Updated Recruitment, Selection and Induction Policy and Procedures

Dear Paul,

Please be advised that our Recruitment, Selection and Induction Policy and Procedures for new employees
have been revised. From now the induction process for new employees be over a month. Also, according to
the data report, the timeline for the induction is initially one week, followed by a month, including meetings
and support for each employee by their mentor. The second induction should not exceed one month.

If you believe that a further training and support to be conducted for them, please let me know.

I have attached a copy of the policy and procedures for your consideration. If there is any changes or
issues, kindly let us know.

Thanks and Regards,

Snigdha Gurala.
Assessment Task 5 Checklist

Student’s name:

Completed
successfully
Did the student: Comments
Yes No

Provide training and support to staff to assist them

to implement the organisation’s induction
process?

Clearly explain the induction process and

checklist and respond to questions as required?

Offer ongoing support regarding induction process

and indicate how this can be offered?

Trial the induction checklist and update as per

feedback provided?

Provide feedback to Maggie about her

performance during the probationary
period?
Seek feedback from Maggie regarding the extent
to which the induction process met its objectives?

During the feedback session, demonstrate

effective communication skills:
 Speaking clearly and concisely
 Responding to questions
 Active listening techniques to confirm
and clarify information
 Non-verbal communication skills
Seek feedback from managers as to whether the
induction processes are meeting objectives?
Refine the induction process as based on
feedback from managers and participants?

Inform all staff of revised recruitment, selection

and induction process?

Check that induction processes are followed

across the organisation and take appropriate
action to ensure processes are being followed?

Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature

Assessor name
Date