SITXHRM004 Recruit Select and Induct Staff

Unit Assessment Pack (UAP) – Cover Sheet
Student and Trainer/Assessor Details

Student ID ASLI 2130
Student name Harpreet Kaur
Course and Unit Details

Course code SIT40516
Course name Certificate IV in commercial cookery
Unit code SITXHRM004
Unit name Recruit, select and induct staf
Student Declaration
• I certify that the work submitted for this assessment pack is my own. I have clearly
referenced any sources used in my submission. I understand that a false declaration is a
form of malpractice;
• I have kept a copy of this assessment pack and all relevant notes, attachments, and
reference material that I used in the production of the assessment pack;
• For the purposes of assessment, I give the trainer/assessor of this assessment the
permission to:
o Reproduce this assessment and provide a copy to another member of staff; and
o Take steps to authenticate the assessment, including communicating a copy of this
assessment to a checking service (which may retain a copy of the assessment on
its database for future plagiarism checking).
Student signature: Harpreet Kaur
Date: 13/06/2020
RTO Connect Pty Ltd T/A Australian Study Link Institute Version8.0
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Assessment Plan
To demonstrate competence in this unit, you must be assessed as satisfactory in each of the
following assessment tasks.
Evidence recorded Evidence Type/ Method of assessment Sufficient evidence

recorded/Outcome
Unit Assessment Task 1 Unit Knowledge Test (UKT) S / NS (First Attempt)
S / NS (Second Attempt)
Unit Assessment Task 2 Unit Project (UP) S / NS (First Attempt)
Unit Assessment Task 3 Unit Project (UP) S / NS (First Attempt)
Final result C/NYC Date assessed
Trainer/Assessor
Signature
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Assessment Conditions
Unit purpose/application
This unit describes the performance outcomes, skills and knowledge required to coordinate the
recruitment, selection and induction of new staff members within the framework of existing human
resource policies and procedures. It requires the ability to identify recruitment needs, develop
selection criteria, process and evaluate applications, select people according to their attitude,
aptitude and fit to the position and coordinate induction programs.
The unit applies to senior personnel who operate independently or with limited guidance from
others, including dedicated specialist staff or operational or senior managers.
It applies to all tourism, travel, hospitality and event sectors.
No occupational licensing, certification or specific legislative requirements apply to this unit at the
time of publication.
What the student can expect to learn by studying this unit of competency
• Identify recruitment needs.

• Administer recruitment.
• Select staff.
• Plan and organise induction programs.
Training and assessment resources required for this unit of competency
The student will have access to the following:
 Learner guide
 PowerPoint presentation
 Unit Assessment Pack (UAP)
 Access to other learning materials such as textbooks
The resources required for these assessment tasks also include:
 Access to a computer, the Internet and word-processing system such as MS Word.
 Business related environment area, this can be a:
o Real industry workplace
o Simulated industry environment
 Codes of practice and standards issued by government regulators or industry groups.
Submission instructions
Yourtrainer/assessor will confirm assessment submission details for each assessment task.
Academic integrity, plagiarism and collusion
Academic Integrity
Academic Integrity is about the honest presentation of your academic work. It means acknowledging the
work of others while developing your own insights, knowledge and ideas.
As a student, youare required to:
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• Undertake studies and research responsibly and with honesty and integrity
• Ensure that academic work is in no way falsified
• Seek permission to use the work of others, where required
• Acknowledge the work of others appropriately
• Take reasonable steps to ensure other students cannot copy or misuse yourwork.
Plagiarism
Plagiarism means to take and use another person's ideas and or manner of expressing them and to pass
them off as your own by failing to give appropriate acknowledgement. This includes material sourced
from the internet, RTO staff, other students, and from published and unpublished work.
Plagiarism occurs when you fail to acknowledge that the ideas or work of others arebeing used, which
includes:
• Paraphrasing and presenting work or ideas without a reference
• Copying work either in whole or in part
• Presenting designs, codes or images as yourown work
• Using phrases and passages verbatim without quotation marks or referencing the author or
web page
• Reproducing lecture notes without proper acknowledgement.
Collusion
Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other
people. This occurs when a student presents group work as their own or as the work of someone else.
Collusion may be with another RTO student or with individuals or students external to the RTO. This
applies to work assessed by any educational and training body in Australia or overseas.
Collusion occurs when youwork without the authorisation of the teaching staff to:
• Work with one or more people to prepare and produce work
• Allow others to copy your work or share your answer to an assessment task
• Allow someone else to write or edit yourwork (without rto approval)
• Write or edit work for another student
• Offer to complete work or seek payment for completing academic work for other students.
Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and
academic misconduct in group work please refer to the RTO’s policy on Academic integrity, plagiarism and
collusion.
Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who
engage in plagiarism and collusion as outlined in RTO’s policy.
Proven involvement in plagiarism or collusion may be recorded on students’ academic file and could lead
to disciplinary action
Other Important unit specific Information
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N/A
Unit outcome
• This unit is not graded and the student must complete and submit all requirements for the
assessment task for this cluster or unit of competencyto be deemed competent.
• Students will receive a 'satisfactorily completed' (S) or 'not yet satisfactorily completed (NS)
result for each individual unit assessment task (UAT).
• Final unit result will be recorded as competency achieved/competent (C) or competency not
yet achieved/not yet competent (NYC).
Prerequisite/s
Nil
Co-requisite/s
Nil
Foundation Skills
The Foundation Skills describe those required skills (learning, oral communication, reading, writing,
numeracy, digital technologyand employment skills) that are essential to performance. Foundation skills
essential to performance are explicit in the performance criteria of this unit of competency.
Relevant Legislation
 Australian Human Rights Commission Act 1986

 Age Discrimination Act 2004
 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
 Sex Discrimination Act 1984
 Code of ethics and codes of conduct
 Ethical Principles in the Workplace
 Codes of practice
 The Privacy Act 1988 (Privacy Act) and Australian Privacy Principles (APPs)
 Occupational Health and Safety Act 2004
 Work Health and Safety Act 2011
Principles of assessment and rules of evidence
All assessment tasks will ensure that the principles of assessment and rules of evidence are adhered
to.
The principles of assessment are that assessment must be valid, fair, flexible, reliable . The rules of
evidence state that evidence must be sufficient, valid, current and authentic.
AQF Level
AQF levels and the AQF levels criteria are an indication of the relative complexity and/or depth of
achievement and the autonomy required to demonstrate that achievement.
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All assessment tasks must ensure compliance with the requirements of AQF level and the AQF level
criteria. For more information, please visit http://www.aqf.edu.au/
Further Information
For further information about this unit go tohttps://training.gov.au/Training/Details/SITXHRM004

Additional Information
• This information will be managed by the provisions of the Privacy Act and the Freedom of
Information Act.)
• Students are required to satisfactorilycomplete and submit all assessment tasks that
contribute to the assessment for a unit.
• Studentswillbe provided with one more attempt to complete this Unit assessment pack
(UAP) if trainer/assessor deems them not satisfactorily completed (NS) in any Unit
assessment task (UAT).
• Unit Pre-Assessment Checklist (UPAC) will be reviewed by the trainer/assessor to ensure
the student is ready for the assessment.
• Feedback regarding this Unit Assessment Pack (UAP) can be emailed to the compliance
and quality assurance department/administration department in your RTO for
continuously improving our assessment and student resources.
Feedback to student
Feedback on students’ assessment performance is a vital element in their learning. Its purpose is to
justify to students how their competency was assessed, as well as to identify and reward specific
qualities in their work, to recommend aspects needing improvement, and to guide students on what
steps to take.
Feedback defines for students what their trainer/assessor thinks is important for a topic or a subject.
At its best, feedback should:
• Be provided for each Unit Assessment Task (UAT)
• Guide students to adapt and adjust their learning strategies
• Guide trainers/assessors to adapt and adjust teaching to accommodate students’ learning
needs
• Be a pivotal feature of learning and assessment design, not an add-on ritual
• Focus on course and unit learning outcomes
• Guide students to become independent and self-reflective learners and their own critics
• Acknowledge the developmental nature of learning.
If students have not received proper feedback, they must speak to compliance and quality assurance
department/administration department in the RTO/person responsible for looking after the quality
and compliance services of the RTO.
For more information, please refer to RTO Student Handbook.
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Unit Pre-Assessment Checklist (UPAC)
UAT 1 – Unit Knowledge Test (UKT)
Purpose of the checklist
The pre-assessment checklist helps students determine if they are ready for assessment. The
trainer/assessor must review the checklist with the student before the student attempts the
assessment task. If any items of the checklist are incomplete or not clear to the student, the
trainer/assessor must provide relevant information to the student to ensure they understand the
requirements of the assessment task. The student must ensure they are ready for the assessment
task before undertaking it.
Section 1: Information for Students
• Please make sure you have completed the necessary prior learning before attempting this
assessment.
• Please make sure your trainer/assessor clearly explained the assessment process and tasks
to be completed.
• Please make sure you understand what evidence is required to be collected and how.
• Please make sure you know your rights and the Complaints and Appeal process.
• Please make sure you discuss any special needs or reasonable adjustments to be considered
during the assessment (refer to the Reasonable Adjustments Strategy Matrix and negotiate
these with your trainer/assessor).
• Please make sure that you have access to a computer and the internet (if you prefer to type
the answers).
• Please ensure thatyou have all the required resources needed to complete this Unit
Assessment Task (UAT).
• Due date of this assessment task is according to your timetable.
• In exceptional (compelling and compassionate) circumstances, an extensionto submit an
assessment can be granted by the trainer/assessor.
• Evidence of the compelling and compassionate circumstances must be provided together
with your request for anextension to submit yourassessment work.
• Request for an extension to submit your assessment work must be made before the due date
of this assessment task.
Section 2: Reasonable adjustments

• Students with carer responsibilities, cultural or religious obligations, English as an additional
language, disabilityetc. can request for reasonable adjustments.
• Please note, academic standards of the unit/course will not be lowered to accommodate the
needs of any student, but there is a requirement to be flexible about the way in which it is
delivered or assessed.
• The Disability Standards for Education requires institutions to take reasonable steps to
enable the student with a disability to participate in education on the same basis as a
student without a disability.
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• Trainer/Assessor must complete the section below “Reasonable Adjustment Strategies
Matrix”to ensure the explanation and correct strategy have been recorded and
implemented.
• Trainer/Assessor must notify the administration/compliance and quality assurance
department for any reasonable adjustments made.
• All evidence and supplementary documentation must be submitted with the assessment
pack to the administration/compliance and quality assurance department.
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Reasonable Adjustment Strategies Matrix (Trainer/Assessor to complete)
Category Possible Issue Reasonable Adjustment Strategy
(select as applicable)
 LLN  Speaking  Verbal assessment
 Reading  Presentations
 Writing  Demonstration of a skill
 Confidence  Use of diagrams
 Use of supporting documents such as wordlists
Non-  Speaking  Use methods that do not require a higher level of
English  Reading language or literacy than is required to perform the job
Speaking  Writing role
Background
 Cultural  Use short sentences that do not contain large amounts
background of information
 Confidence  Clarify information by rephrasing, confirm
understanding
 Read any printed information to the student
 Use graphics, pictures and colour coding instead of, or
to support, text
 Offer to write down, or have someone else write, oral
responses given by the student
 Ensure that the time available to complete the
assessment, while meeting enterprise requirements, takes
account of the student’s needs
Indigenous  Knowledge and  Culturally appropriate training
understanding  Explore understanding of concepts and practical
 Flexibility application through oral assessment
 Services  Flexible delivery
 Inappropriate  Using group rather than individual assessments
training and  Assessment through completion of practical tasks in the
assessment field after demonstration of skills and knowledge.
Age  Educational  Make sure font size is not too small
background Trainer/Assessor should refer to the
 Limited study student’s experience
skills  Ensure that the time available to complete the
assessment takes account of the student’s needs
Provision of information or course materials in
accessible format.
Changes in teaching practices, e.g. wearing an FM
microphone to enable a student to hear lectures
Supply of specialised equipment or services, e.g. a note-
taker for a student who cannot write
Changes in lecture schedules and arrangements, e.g.
relocating classes to an accessible venue
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Changes to course design, e.g. substituting an
assessment task
Modifications to physical environment, e.g. installing
lever taps, building ramps, installing a lift
Educationa  Reading  Discuss with the Student previous learning experience
l background  Writing  Ensure learning and assessment methods meet the
 Numeracy student’s individual need
 Limited study
skills and/or
learning strategies
Disability  Speaking  Identify the issues
 Reading  Create a climate of support
 Writing  Ensure access to support that the student has agreed
 Numeracy to
 Limited study  Appropriately structure the assessment
skills and/or Provide information or course materials in accessible
learning strategies format, e.g. a textbook in braille
 Changes in teaching practices, e.g. wearing an FM
 Supply of specialised equipment or services, e.g. a
note- taker for a student who cannot write
 Changes in lecture schedules and arrangements, e.g.
assessment task
Modifications to physical environment, e.g. installing
Explanation of reasonable adjustments strategy used (If required)
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Unit Assessment Task (UAT)
Assessment Task 1 - Unit Knowledge Test (UKT)
Assessment type:
 Written Questions
Assessment task description:

 This is the first (1) unit assessment task you have to successfully complete to be deemed
competent in this unit of competency.
 The Unit Knowledge Test is comprised of twenty-seven(27)written questions
 You must respond to all questions and submit them to your Trainer/Assessor.
 You must answer all questions to the required level, e.g. provide the number of points, to be
deemed satisfactory in this task
 You will receive your feedback within two weeks - you will be notified byyour
Trainer/Assessor when results are available.
Applicable conditions:
 All knowledge tests are untimed and are conducted as open book tests (this means you are
able to refer to your textbook during the test).
 You must read and respond to all questions.
 You may handwrite/use computers to answer the questions.
 You must complete the task independently.
 No marks or grades are allocated for this assessment task. The outcome of the task will be
Satisfactory or Not Satisfactory.
 As you complete this assessment taskyou are predominately demonstrating your written
skills and knowledge to your trainer/assessor.
 The trainer/assessor may ask you relevant questions on this assessment task to ensure that
this is yourown work.
Resubmissions and reattempts:

 Where a student’s answers are deemed not satisfactory after the first attempt a
resubmission attempt will be allowed.
 You must speak to your Trainer/Assessor if you have any difficulty in completing this task and
require reasonable adjustments (e.g. can be given as an oral assessment)
 For more information, please refer to your RTO Student Handbook.
Location:
 This assessment task may be completed in an independent learning environment.
Instructions for answering written questions:
 Complete a written assessment consisting of a series of questions.
 You will be required to correctly answer all the questions.
 Do not start answering questions without understanding what is required from you. Read the
questions carefully and critically analyse them for a few seconds, this will help you to identify
what is really needed.
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 Your answers must demonstrate an understanding and application of relevant concepts,
critical thinking, and good writing skills.
 Be concise to the point and write answers according to the given word-limit to each question
and do not provide irrelevant information. Be careful, quantity is not quality.
 Be careful to use non-discriminatory language. The language used should not devalue,
demean, or exclude individuals or groups on the basis of attributes such as gender, disability,
culture, race, religion, sexual preference or age. Gender inclusive language should be used.
 When you quote, paraphrase, summarise or copy information from the sources you are using
to write your answers/research yourwork, you must always acknowledge the source.
How yourtrainer/assessor will assess yourwork?

 This assessment task requires the student to answer all the questions.
 Answers must demonstrate the student’s understanding and knowledge of the unit.
 If all assessment tasks are deemed Satisfactory (S), then the unit outcome is Competent (C).
 If at least one of the assessment task is deemedNot Satisfactory (NS), then the unit outcome
is Not Yet Competent (NYC).
 Once all assessment tasks allocated to this Unit of Competency have been undertaken,
trainer/assessor will complete an Assessment plan to record the unit outcome. The outcome
will be either Competent (C) or Not Yet Competent (NYC).
 The “Assessment Plan” is available with the Unit Assessment Pack (UAP) – Cover Sheet.
Purpose of the assessment

This assessment task is designed to evaluate student’s knowledge essential to recruitment process in
a range of contexts and industry settings & Knowledge regarding to the following:
 Knowledge to recognise the recruitment needs based on monitoring of service and efficiency
levels in the organisation.
 Knowledge to consult on staffing needs and job descriptions with colleagues.
 Knowledge to obtain approval for requirement according to organisational policies.
 Knowledge to develop clear and concise selection criteria using job description.
 Knowledge to ensure selection criteria incorporates customer service attitude and
experience to ensure a fit to the position.
 Knowledge to choose and organise selection processes and create and disseminate
advertisements for position.
 Knowledge to process the applications of applicants, review against the selection criteria and
choose applicants further for interview.
 Knowledge to inform unsuccessful applicants of decision and provide other recruitment
information using appropriate media within reasonable timeframes.
 Knowledge to identify any special needs and make necessary arrangement for those
progressing.
 Knowledge to document and file records and decision for recruitment based on
organisational policy.
 Knowledge to use merit-based selection criteria adherence to equal employment
opportunity principles and law.
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 Knowledge to participate in selection process and evaluate applicants for customer service
attitude and experience to ensure a fit to the position.
 Knowledge to select people based on their attitude, aptitude and fit to existing
organisational culture.
 Knowledge to communicate selection recommendations to appropriate colleagues.
 Knowledge to make employment offers according to procedures and suggest on employment
details to new employees.
 Knowledge to create and maintain accurate, clear and complete records of the selection
process.
 Knowledge to plan content and format of induction programs with appropriate information
to reflect organisational objectives and policies.
 Knowledge to liaise with operational colleagues to ensure induction programs are
implemented in a manner that minimises operational disruption.
 Reading skills to collect, review, interpret/understand and analyse/review text-based
business information from a range/number of sources.
 Written and oral/speech communication knowledge to organise and deliver information to
effectively communicate recruitment processes to a range of stakeholders/interested people.
 Numeracy/numbers- mathematical knowledge to interpret/understand mathematical data.
 Problem solving knowledge to identify deficiencies in the workplace and resolve by
appropriate means.
 Knowledge of teamwork to coordinate, consult with team members about needs and
solutions.
 Knowledge to analyse relevant/appropriate information to identify scope/range of work,
goals and objectives and to evaluate/review options/other choices.
 Knowledge to use familiar/known digital technology to access/get to information, document
findings/results and communicate them to stakeholders.
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Assessment Task 1 - Unit Knowledge Test (UKT)
Instructions:
 This is an individual assessment.
 The purpose of this assessment task is to assess the students’ knowledge essential to recruit,
select and induct staff in a range of contexts and industry settings.
 To make full and satisfactory responses you should consult a range of learning resources,
other information such as handouts and textbooks, learners’ resources and slides.
 All questions must be answeredin order to gain competency for this assessment.
Question 1: Explain the following forms of employment and what recruitment needs based on
monitoring of service and efficiency levels in the organisation would make employers choose the
different forms. Write your answer in 50-100 words for each.
 Full time employment

 Part-time employment
 Temporary employment
 Casual employment
 Contract employment
 Volunteer
 Full time employment

A full-time job is employment in which a person works a minimum number of
hours defined as such by their employer. Full-time employment often comes with
benefits that are not typically offered to part-time, temporary, or flexible workers,
such as annual leave, sick leave, and health insurance.
 Part-time employment
A part-time job is a form of employment that carries fewer hours per week than a
full-time job. They work in shifts. The shifts are often rotational. Workers are part-
time if they commonly work fewer than 30 hours per week.
 Temporary employment
Temporary work or temporary employment refers to an employment situation
where the working arrangement is limited to a certain period based on the needs
of the employing organization
 Casual employment
Casual employment refers to a situation in which an employee is only guaranteed
work when it is needed, and there is no expectation that there will be more work
in the future.
 Contract employment
A contract employee is an individual retained by a company for a predetermined
time, for a predetermined price. Following this approach, a company is not
responsible for providing a variety of traditional employer benefits, including:
Taxes. Social security. Workers compensation.
 Volunteer
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Volunteers are individuals who freely offer their time, labour, and
expertise. Volunteers often work for schools or NGOs, where they typically receive
training and report to designated senior staff.
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Question 2: Explain why it is important to consult with stakeholders regarding staffing needs and
job descriptions. Write your answer in 50-100 words. List any three (3) persons or departments in a
business with whom consultation can be made.
Consultation enables us to identify and monitor trends, challenges, and perceptions over
time with specific groups of stakeholders. It therefore helps us to: Identify and
track needs and expectations.
Manager
Director
HR Department
Question 3: Most businesses have an organisational recruitment policy. Give an example of what
the process for obtaining approval for recruitment can look like. Answer in 50 – 100 words.
Before you recruit, you should ask yourself:
 What position are you looking to fill or replace?

 Have you planned and budgeted for this role?
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 What skills set/competencies do you require for this role?
 How much are you willing to pay the right person?
 Do you have a clear, precise Position Description (PD) for this role?
 Do you understand that the recruitment process may take a long time?
 Do you have an induction process or plan in place?
 Are there any internal staff members who may be ready or could be trained for the
job?
 Which advertising medium will you use? Seek? LinkedIn? Facebook?
Question 4: Explain the relationship between a job description and a selection criterion in 25 –
50 words. List any five (5) ways on using a job description to develop a clear and concise selection
criterion.
A job description outlines the tasks, duties, and responsibilities of a job. The
person specification details the skills, knowledge and personal qualities
required to perform the job. When writing the position description, it is
important to identify the key selection criteria.
 Choose a Clear, Concise Title for the Position
 Paint a Picture of the Position
 Describe the Work Environment
 Spell Out the Skills That Matter Most to You
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 Include Any Educational Requirements
Question 5: Describe any three (3) selection criteria that incorporate customer service attitude
and experience to ensure the best fit for the position. Answer in 25 – 50 words for each.
 Experience in managing customer expectations and identifying customer needs

 High level interpersonal skills and the ability to deal with distressed or angry
customers
 Find opportunities to co-operate with internal and external parties to improve
outcomes for customers.
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Question 6: Explain how the following selection process and employment checks are used for the
recruitment and selection of a candidate in 2 – 5 lines for each:
 Police Checks
 Reference Checks
 Working with children Checks
 Qualifications Checks
 Evaluation of portfolios
 Exchange of written information
 Presentation to a selection committee
 Skills tests
 Police Checks
In the former case, police officials may select officers from among those on the
eligibility list and, in the case of promotions, have a good deal of input—as we shall see
later.
 Reference Checks
Placing a job advert.

Screening applications.
Candidate interviews.
Verifications and references.
Final selection.
Making a job offer.
 Working with children Checks
Procedure for Prospective Employees, Contractors and Volunteers.
1. Assessment Notice and/or WWC Card to be Presented at Interview.

2. Employment or Engagement Without an Assessment Notice and/or WWC
Card.
3. Holders of Volunteers Assessment Notice and WWC Card.
4. Right of Appeal.
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 Qualifications Checks
The process of attracting individuals on a timely basis, in sufficient numbers and

with appropriate qualifications, to apply for jobs with an organization
 Evaluation of portfolios
Job evaluation is a comparative process of analysing, assessing, and determining

the relative value/worth of a job in relation to the other jobs in an organization.
 Exchange of written information
Job description is generated for fulfilling the following processes −
 Classification and ranking of jobs

 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
 Presentation to a selection committee
Screening starts after completion of the process of sourcing the candidates.

Screening is the process of filtering the applications of the candidates for further
selection process.
 Skills tests
Conducting telephonic or video interviews is the second step of screening
candidates. In this process, after the resumes are screened, the candidates are contacted
through phone or video by the hiring manager.
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Question 7: Explain the following Interview process used during the selection of a candidate
using 3 – 5 lines for each.
 By human resource specialists, department managers or selection committees
 Face-to-face
 Teleconference
 Telephone
 Videoconference
 By human resource specialists, department managers or selection committees
Initial screening is done in this step and all the undesirable applicants are weeded
out. This interview is generally conducted by lower level executives. It is an
important step as it shifts out all the unqualified, not desirable applicants and the
HR manager can then concentrate on the other applicants without wasting time.
 Face-to-face
Face-to-face interview is a data collection method when the interviewer directly

communicates with the respondent in accordance with the prepared
questionnaire. Thus, face-to-face interview method ensures the quality of the
obtained data and increases the response rate.
 Teleconference
Write a list of relevant questions to the job's tasks and responsibilities. This list is
important because it will you not to forget important questions during the
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interview. It also focuses the interview on the main agenda of gauging whether the
candidate is fit for the job.
 Telephone
Telephone interviews are often conducted by employers in the initial interview

round of the hiring process, this type of interview allows an employer to screen
candidates on the candidate's experience, qualifications, and salary expectations
pertaining to the position and the company.
 Videoconference
A video conferencing interview is just like any other face to face interview. The
only difference is the fact that technology bridges the distance between the
interviewer and candidates. Just like a telephone call, a video conferencing
interview has multipoint that allow two or more people in different locations to
take part in the interviewing process.
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Question 8: List any nine (9) types of information that should be part of an advertisement and
which need to be considered while developing and disseminating advertisements for positions.
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 Catchy Job Title
 ‘Must-Haves’ vs. ‘Nice-to-Haves’
 Location of the Position
 Employment Type
 Details on How to Apply
 Include Rewards
 Contact Person for Inquiries
 Description of your company
 Your Company’s Social Media Profiles
Question 9: Explain in steps what the process of reviewing applications and the choice of
applicants to progress to interview can look like. Write your answer in 50-100 words.
1. Identify the hiring need

2. Devise A Recruitment Plan
3. Write a job description
4. Advertise the Position
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5. Recruit the Position
Question 10: Describe ways to inform unsuccessful applicants about the decisions and provide
other recruitment information in appropriate media within reasonable timeframes. Explain in 50-100
words.
When the successful applicant has formally accepted the offer of employment, the
unsuccessful applicants are to be advised of the outcome.
 Applicants who were not short listed, and may not previously have been
informed, should be advised in a timely manner by using the template
letter/email generated from the ANU Recruit system.
 The unsuccessful short-listed applicants should be advised of the outcome of the
process in a courteous manner.
 The Chair of the Selection Committee is responsible for providing feedback.
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Question 11: Why is it important to establish any special needs and make necessary arrangements
for candidates progressing for hiring? Explain the process in 50 – 100 words.
1. It ensures transparency in the hiring process

2. It paves the ways for merit-based hires
3. It provides consistency
4. It lends credibility to an organisation
5. It helps write an appropriate job description
Question 12: Explain the following special arrangements that may be required for an organisation
when conducting the selection procedures. Answer in 2 – 5 lines for each.
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a. Parking access
b. Security clearance access
c. Assistive technology
d. Electronic presentation media
e. Interpreters
f. Special interview techniques for those with disabilities
g. Teleconference
h. Videoconference
i. Visual information and diagrams instead of written material
 Parking access
An Access Control System (ACS) manages the access in and out of a parking facility;
the parker must present a valid parking credential. Revenue control involves
transient and non-transient parker management and includes payment at the time
of parking.
 Security clearance access
Secret clearance is only granted after a reliability status is cleared, with a positive
CSIS security assessment.
This level of clearance will grant the right to access designated and classified
information up to Secret level on a need-to-know basis.
 Assistive technology
Assistive technology is assistive, adaptive, and rehabilitative devices for people

with disabilities or the elderly population.
 Electronic presentation media

Electronic media are media that use electronics or electromechanical audience to
access the content. The primary electronic media sources familiar to the public are
video recordings, audio recordings, multimedia presentations, slide presentations,
CD-ROM, online content.
 Interpreters
An interpreter translates high-level instructions into an intermediate form, which it
then executes. In contrast, a compiler translates high-level instructions directly
into machine language. However, BASIC and LISP are especially designed to be
executed by an interpreter
 Special interview techniques for those with disabilities

During the Interview
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When interviewing a person with disability, speak directly to that person and
maintain eye contact rather than interacting directly with an interpreter or
companion. Use the same interviewing techniques and manner that you usually
do. Speak in relaxed, everyday tones.
 Teleconference
Write a list of relevant questions to the job's tasks and responsibilities. This list is
important because it will you not to forget important questions during the
interview. It also focuses the interview on the main agenda of gauging whether the
candidate is fit for the job.
 Videoconference
A video conferencing interview is just like any other face to face interview. The
only difference is the fact that technology bridges the distance between the
interviewer and candidates. Just like a telephone call, a video conferencing
interview has multipoint that allow two or more people in different locations to
take part in the interviewing process.
 Visual information and diagrams instead of written material
A picture is worth a thousand words. Or in other words that complex idea you are
trying to explain to your reader in several detailed sentences can be better clarified with
one single picture.
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Question 13: Explain why the following records are usually required for the recruitment and
selection process: Answer in 3 – 5 lines for each.
a. Administrative documents
b. Interview schedules
c. Interviewer details
d. Selection panel comments, score sheets and recommendations
e. Record of interview
a. Administrative documents
There are other essential documents that need to be prepared in the process of
recruiting or hiring a new employee. For example, the job description, person
specification, application form, monitoring form and applicant’s resume.
b. Interview schedules
Interview scheduling software frees up recruiters to coach candidates through
the hiring process, providing an exceptional candidate experience at every step.
c. Interviewer details
Interviewer is the person who take the interview. The interview must know who
the interviewer and position of the interviewer in the organisation is.
d. Selection panel comments, score sheets and recommendations
A selection panel is a team of members committed to interviewing and selecting a
person for a position. The selection panel process is beneficial because it provides
varying perspectives, helps to eliminate biased.
e. Record of interview
An interview is essentially a structured conversation where one participant
asks questions, and the other provides answers.[1] In common parlance, the word
"interview" refers to a one-on-one conversation between an interviewer and
an interviewee.
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Question 14: Explain any six (6) key elements of the Equal Employment Opportunity (EEO)
employment laws and how they must be implemented in recruitment and selection processes?
Explain in 2 – 5 lines for each.
1. Race / color.
2. National origin / ethnicity.
3.Religion.
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4. Age.
5. Sex / gender / sexual orientation.
6. Physical or mental disability
EEO does not guarantee that people of underrepresented groups will get hired. The
purpose of EEO regulations is to make sure nobody will face rejection or difficulties
because they are in a protected group.
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Question 15: Explain the importance of using a selection criterion as the basis for selection,
ensuring merit-based selection and adherence to equal employment opportunity principles. Explain
in 50-100 words.
There is considerable flexibility in the tools that can be used to achieve merit
selection. For example, a range of methods may be used to assess applicants including:
 Application
 Psychometric testing
 Interview
 Aptitude testing
 Information sought from referees.
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Question 16: As a hiring manager, what are the benefits of participating in the selection process
and evaluating applicants for customer service attitude and experience? Write your answer in 50-
100 words.
Above everything else, a customer service professional must maintain a positive attitude.
Candidates who come with a positive attitude are always optimistic and respectful in their
interactions with customers.
Question 17: How can attitude and aptitude tests of candidates help to select a candidate fit for
the existing organisational culture? Explain 100-150 words.
To make better hiring decisions and avoid high job turnover rates, organizations often use
ability testing. Companies also use these tests for promoting and training. The goal is to
get the right people, with the right skills, in the right jobs.
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Question 18: List any seven (7) points that should be included while communicating selection
recommendation for any candidate to appropriate colleagues.
 Define the Job Before Hiring an Employee
 Plan Your Employee Recruiting Strategy
 Use a Checklist for Hiring an Employee
 Recruit the Right Candidates When Hiring an Employee
 Review Credentials and Applications Carefully
 Pre-screen Your Candidates
 Ask the Right Job Interview Questions
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Question 19: Explain the steps to make an employment offer and advise the new employee about
employment details according to organisational policy. Explain the process in 100-150 words.
 On their first day, go through the schedule with them. The schedule should explain
when you will be having performance discussions and you will need to ensure that
they understand the key performance benchmarks they are expected to achieve.
 Make sure your new staff member understands your business policies and
procedures and get their signature to demonstrate their understanding and
agreement.
 Educate and train them on your key products, services, and systems – then test
their knowledge
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Question 20: Explain the importance of creating and maintaining accurate, clear and complete
records of the selection process. List any ten (10) records that are maintained during the process.
Explain in 50-100 words.
1. Name
2. Age
3. Birth date
4. Gender
5. Marital status
6. Nationality Blood Group
7. Educational Qualification
8. Permanent Address
9. Passport number
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Question 21: Explain why the following content needs to be part of an induction program plan for
new employee according to organisational objectives and policies.
a. Explain in 3 – 5 lines for each.

 Conditions of employment
 Contact details for various departments or colleagues
 Current organisational focus or initiatives
 Employee:
 Benefits
 Responsibilities
 Rights
 Enterprise:
 Culture
 Goals
 Objectives
 Vision
 Key organisational policies and procedures
 Industrial arrangements for the organisation
Condition of Employment. A condition of employment refers to something that
both the employee and employer agree to at the beginning of a
worker's employment.
Communicating effectively with your colleagues minimises
misunderstandings and maximises work efficiency.
We’ll look at engagement initiatives under the four key factors that relate to employee
engagement:
38
 Leadership
 Enablement
 Alignment
 Development
 Employee
 Benefits
Benefits are any perks offered to employees in addition to salary. The most common
benefits are medical, disability, and life insurance; retirement benefits; paid time off; and
fringe benefits
In general, to (1) obey a lawful, reasonable order within the terms of the contract
of employment, (2) serve faithfully, (3) cooperate with the employer, (4)
perform duties with proper care and diligence, (5) account for all money or property
received, (6) indemnify the employer in appropriate cases,
 Rights
Other important employee rights include: Right to be free from discrimination and
harassment of all types; Right to a safe workplace free of dangerous conditions, toxic
substances, and other potential safety hazards, right to fair wages for work performed
 Enterprise
 Culture
Corporate culture refers to the beliefs and behaviours that determine how
a company's employees and management interact and handle outside business
transactions. Often, corporate culture is implied, not expressly defined, and develops
organically over time from the cumulative traits of the people the company hires.
 Goal
Goals and Objectives. Goals represent the decomposition of the strategy and are
aspirations that the enterprise intends to achieve. They are important because they are
statements that can be used as anchor points for the architecture.
 Objective
objectives are basic tools that underlie all planning and strategic activities.
They serve as the basic for creating policy and evaluating performance’s Some
examples of business objectives include minimizing expenses, expanding
internationally or making a profit.
Common corporate functions of any enterprise involve the efficient management of
organizational resources and entities such as finances, employees, suppliers, customers,
39
partners, and other assets such as equipment, materials, parts, supplies and property.
 Vision
Create a business vision. A vision is a vivid mental image of what you want your
business to be at some point in the future, based on your goals and aspirations. ...
A vision statement captures, in writing, the essence of where you want to take your
business, and can inspire you and your staff to reach your goals
Organisational policies and procedures provide guidelines for decision
making processes and the way that work in an organisation should be carried out. The
result of having clear, well-written policies and procedures are increased transparency,
accountability, uniformity, and stability.
The term ‘industrial organisations’ refers both to employee associations (unions)
and employer associations.
40
b. Explain in 2 – 3 lines for each.
 Orientation of:
 Departmental locations and equipment
 Staff amenities
41
 Off-site operations
 Whole of business premises
 Organisational charts
 Payroll information:
 Awards and applicable pay rates
 Superannuation
 Wage payments
 Policies and procedures specific to the job role
 Work health and safety information.
 Orientation of:
Each of the objectives listed should be addressed for your orientation to be effective.
Prioritize them in order of importance to your department.
Welcome new employees, relieve their anxieties, and make them feel comfortable.
 Staff amenities
Employee orientation is the process of introducing new hires to their jobs, co-workers,
responsibilities, and workplace. It allows employees the chance to feel comfortable
within their new teams, departments, and roles within the company.
of-site - taking place or located away from the site; "an off-site waste treatment operatio
n"
The type of business premises you select will depend on:
the products or services you intend to provide
your customer demographics and location
your financial circumstances
An organizational chart, also called organigram or organogram, is a diagram that shows
the structure of an organization and the relationships and relative ranks of its parts and
positions/jobs.
42
The pay rate of an award and agreement free employee:
must be at least equal to the national minimum wage
may be set by an employment contract.
 Superannuation
Superannuation in Australia are the arrangements put in place by the Government of
Australia to encourage people in Australia to accumulate funds to provide them with an
income stream when they retire.
 Wage payments
Wage Payment Systems are the different methods adopted by organizations by which they
remunerate labour. There exist several systems of employee wage payment and
incentives, which can be classified under the following names
Policies and procedures provide employees with a clear understanding of what is
expected of them. Policies and procedures provide a fair, predictable, and consistent
approach to managing the workplace and workplace issues. Avoiding the need make it up
as you go which in almost all cases will result in a problem.
Occupational safety and health also commonly referred to as health and safety,
occupational health and safety, occupational health, or occupational safety, is a
multidisciplinary field concerned with the safety, health, and welfare of people at work.
43
Question 22: List any five (5) ways to liaise with operational colleagues to ensure induction
programs are implemented with minimum operational disruptions.
1. Get to know your new councillors
2. Set Experience
3. Conduct training & identify development needs
4. Assign a mentor
5. Refresh your culture
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Question 23: Explain any four (4) best practices for effective recruitment and selection practices
that can be followed in an organisation. Answer in 3 – 5 lines for each.
1. Emphasise on Culture
2. Keep Track of Candidates’ Information
3. Ensure Privacy and Security For Candidates
4. Leverage Social Media Platforms
45
Question 24: Provide information on following in 1 to 3 lines for each:
 List any five (5) effective advertising media
 Explain five (5) features of an effective recruitment advertisement.
 Explain the role of the recruitment agencies.
 Methods of linking interview questions to selection criteria
 List any five (5) effective advertising media

1. Newspaper
2. Magazine
3. Radio
4. Television
5. Directories
 Explain five (5) features of an effective recruitment advertisement.

1. Target Right Candidates
2. Qualification
3. Job Describe
4. Grab Reader's Attention
5. Include Salary Information
 Explain the role of the recruitment agencies.
Recruitment agencies are essentially the middlemen between jobseekers and

employers. They work on behalf of employers to find suitable candidates and to fill
their vacancies with the best possible talent. Plus, agencies will work alongside
candidates looking out for possible vacancies.
 Methods of linking interview questions to selection criteria
1. Re-read all the job specifications

2. Imagine you are on the selection panel. What would you
want to know if you were filling this job?
3. What questions would then elicit this information? Examples
46
include:
4. Based on these questions work out what your best examples
are to illustrate each one.
47
48
Question 25: Explain what a Modern Award is in 2-3 lines and list seven (7) elements of applicable
awards based on Modern Awards.
Modern award is a document which sets out the minimum terms and conditions of
employment on top of the National Employment Standards (NES).
1. Pay
2. Hours of work
3. Rosters
4. Breaks
5. Allowances
6. Penalty rates
7. Overtime.
Question 26: Explain the roles and responsibilities of the following personnel in the recruitment
and induction processes who are part of interview panels in 3 – 5 lines for each.
 Hiring Manager
 Human resource Manager
 Team member
 Subject matter expert
 Hiring Manager
It found that base pay and the quality of the manager were by far the two
49
biggest ways to attract and retain talent. Thus, without question, hiring managers are
the key to hiring success; yet, ironically, one of the biggest challenges’ recruiters face is
the hiring manager.
 Human resource Manager
Developing and implementing HR strategies and initiatives aligned with the overall
business strategy. Bridging management and employee relations by addressing demands,
grievances, or other issues. Managing the recruitment and selection process.
 Team member
Decreased risk of talent acquisition team burnout
Better business input leading to better fits
 Subject matter expert

Subject Matter Expert, also referred to as SME, is a person who has special skills or
knowledge on a job or topic. SMEs are highly accessed by instructional designers to
extract intelligence when developing courseware and learning programs.
50
Question 27: Explain the following related to the content of recruitment and human resource
policies in 3 – 5 lines for each:
 Approval processes for advertised salaries and recruitment of new personnel
 Nature and content of job advertisements and communications with applicants
 Required skills profile of potential employees for particular jobs
 Timing and nature of induction programs
 Use of government-subsidised traineeships and apprenticeships
 Approval processes for advertised salaries and recruitment of new personnel
Recruitment Services or your HR Consultant to verify the final candidate’s current salary
and whether he or she is in good standing regarding performance.
 Nature and content of job advertisements and communications with applicants
Product advertisements have one goal: to attract consumers into buying the product
or service. The same goes for job adverts, since they are designed to attract the
suitable candidates for the open position being advertised.
 Required skills profile of potential employees for jobs
Critical thinking
Collaboration
Leadership
 Timing and nature of induction programs
An induction programme is an important process for bringing staff into an
51
organisation. It introduces the working environment and the set-up of the employee
within the organisation. The process will cover the employer and employee rights and
the terms requirements for working at the company and pay attention to the health
and safety of the new employee.
 Use of government-subsidised traineeships and apprenticeships

An Australian Apprenticeship – that is an apprenticeship or traineeship – is a great
way to get a head start in a chosen career or to retrain for the career you have
always wanted. For employers, Australian Apprentices can bring new and valuable
resources and skills into a business.
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53
Unit Assessment Result Sheet (UARS)
Assessment Task 1 – Unit Knowledge Test (UKT)
Unit name Recruit, select and induct staff
Outcome of Unit First attempt:
Assessment Task (UAT)
Outcome (please make sure to tick the correct checkbox):
Satisfactory (S) ☐ or Not Satisfactory (NS) ☐
Date: _______(day)/ _______(month)/ ____________(year)

Second attempt:

Feedback to Student First attempt:
 Second attempt:
Student Declaration  I declare that the answers I have provided are my own work.
Where I have accessed information from other sources,I have
provided references and or links to my sources.
 I have kept a copy of all relevant notes and reference material
that I used as part of my submission.
 I have provided references for all sources where the
information is not my own. I understand the consequences of
falsifying documentation and plagiarism. I understand how
the assessment is structured. I accept that all work I submit
must be verifiable as my own.
 I understand that if I disagree with the assessment outcome, I
can appeal the assessment process, and either re-submit
additional evidence undertake gap training and or have my
submission re-assessed.
 All appeal options have been explained to me.
54
Student Signature
Date 13/6/2020
Trainer/Assessor Name
Trainer/Assessor I hold:
Declaration  Vocational competencies at least to the level being delivered
 Current relevant industry skills
 Current knowledge and skills in VET, and undertake
 Ongoing professional development in VET
I declare that I have assessed this candidate’s submission. The
assessment tasks were deemed current, sufficient, valid, and reliable. I
declare that I have conducted a fair, valid, reliable, and flexible
assessment. I have provided feedback to the above-named candidate.
Trainer/Assessor
Signature
Date

UAT 2 – Unit Project

assessment.
to be completed.
the answers).
• Please ensure that you have all the required resources needed to complete this Unit
55
with your request for anextension to submit your assessment work.

Matrix” to ensure the explanation and correct strategy have been recorded and
implemented.

Background
understanding
to support, text
56
 Provision of information or course materials in
accessible format.
note-taker for a student who cannot write
assessment task
 Modifications to physical environment, e.g. installing
 Limited study
skills and/or
learning strategies
 Numeracy to
learning strategies format, e.g. a text book in braille
57
 Supply of specialised equipment or services, e.g. a note
 Changes to course design, e.g. substituting an
assessment task
Assessment Task 2 –Unit Project
Assessment type
 Unit Project
Assessment task description

 This is the second (2) unit assessment task you have to successfully complete to be deemed
 This assessment task is comprised of a unit project.
 You are required to identify recruitment need by consulting with colleagues, administer
recruitment and select staff in this assessment task.
 You must attempt all criteria to the required level, e.g. Assessment criteria mentioned in the
performance checklist to be deemed satisfactory in this task
 You must prepare a report on recruitment process by following all given instructions, foryour
trainer/assessor to assess your competency in this assessment task.
 You will receive your feedback within two weeks - you will be notified by your
58
Applicable conditions
 This skill test is timed for the interaction session while report / documents writing is untimed
and conducted as an open book test (this means student can refer to textbooks or other
learner materials during the test).
 Time allowed for discussion meeting with colleagues for PR2.2 is 15 to 20 minutes.
 Time allowed for approval meeting with GM and HR under PR2.4 is 5 to 10 minutes.
 Time allowed for interview session under PR2.12 is 25 – 30 minutes.
 You will be assessed independently on this assessment task.
 As you complete this assessment taskyou are predominately demonstrating your practical
skills, techniques and knowledge to your trainer/assessor.
 Trainer/Assessor may ask you relevant questions during this assessment task.
Resubmissions and reattempts

Location
General Instructions for attempting the skills test:
 You will be required to correctly attempt all activities of this assessment task.
 You will prepare required document and conduct meetings and interviews in this assessment
task
 Answers must demonstrate an understanding and application of relevant concepts, critical
thinking, and good writing skills.
How your trainer/assessor will assess your work?

 This assessment task requires you to take on the role of a manager of NGO and identify
recruitment need by consulting with colleagues, administer recruitment and select staff.
 Answers must demonstrate your understanding and knowledge of the unit.
 You need to be briefed on the role play a minimum of 3 weeks prior to the due date as set
out in the delivery and assessment guide for this unit
 If at least one of the assessment task is deemed Not Satisfactory (NS), then the unit outcome
Purpose of the assessment task:
This assessment task is designed to evaluate your following skills and abilities:
 Skill to recognise the recruitment needs based on monitoring of service and efficiency levels
in the organisation.
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 Skill to consult on staffing needs and job descriptions with colleagues.
 Skill to obtain approval for requirement according to organisational policies.
 Skill to develop clear and concise selection criteria using job description.
 Skill to ensure selection criteria incorporates customer service attitude and experience to
ensure a fit to the position.
 Skill to choose and organise selection processes and create and disseminate advertisements
for position.
 Skill to process the applications of applicants, review against the selection criteria and
 Skill to inform unsuccessful applicants of decision and provide other recruitment information
using appropriate media within reasonable timeframes.
 Skill to identify any special needs and make necessary arrangement for those progressing.
 Skill to document and file records and decision for recruitment based on organisational
policy.
 Skill to use merit-based selection criteria adherence to equal employment opportunity
principles and law.
 Skill to participate in selection process and evaluate applicants for customer service attitude
and experience to ensure a fit to the position.
 Skill to select people based on their attitude, aptitude and fit to existing organisational
culture.
 Skill to communicate selection recommendations to appropriate colleagues.
 Skill to make employment offers according to procedures and suggest on employment details
to new employees.
 Skill to create and maintain accurate, clear and complete records of the selection process.
 Written and oral/speech communication skills to organise and deliver information to
 Skill to work independently/freely as well as collaboratively/together to make decisions
about recruitment process.
 Skill to interact/cooperate with others using appropriate conventions/systems when
communicating to, and consulting/discussing with stakeholders/interested parties.
 Ability/skill to sequence/in order and schedule/plan activities and manage communication.
 Skill to analyse relevant/appropriate information to identify scope/range of work, goals and
objectives and to evaluate/review options/other choices.
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Assessment Task 2 – Unit Project
Assessment Instructions
 This assessment task requires you to assume/ take on the role of manager for catering
department of a NGO.
 You must identify recruitment need by consulting with colleagues, administer recruitment
and select staff.
 Your assessor will assess your work according to the given performance criteria/
performance checklist.
 You must include the following particulars in the footer section of each page of the attached
sheets:
o Student ID or Student Name
o Unit ID or Unit Code
o Course ID or Course Code
o Trainer and assessor name
o Page numbers
 You must staple the loose sheets together along with the cover page.
 You must attach the loose sheets chronologically as per the page numbers.
 Correction fluid and tape are not permitted. Please do any corrections by striking through
the incorrect words with one or two lines and rewriting the correct words.
Resources required to complete the assessment task:
 Computer
 Internet
 MS Word
 Skype
 Telephone
 Printer or e-printer
 Adobe acrobat/reader
 Learning management system
Assessment task Instructions

 You must identify recruitment need by consulting with colleagues, administer recruitment
and select staff.
 The activity is broken into three phases. For each phase with interaction / role play (Part A,
Part C), you must schedule a suitable time and get approval of the assessor.
 Under Part A, time allowed for discussion meeting with colleagues for PR2.2 is 15 – 20
minutes.
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 Time allowed for approval meeting with GM and HR under PR2.4 is 5 – 10 minutes.
 Under Part C, time allowed for interview session under PR2.12 is 25 – 30 minutes.
 For the role play portion, you will pair up with Instructor and other students of class,
assigning designated roles to each person. After the scenario, each student will switch with
the other students to ensure everyone experiences each role fully. If there are an insufficient
number of students, the trainer will assume multiple roles for the scenario, rotating roles
after each exercise. If the student is required to participate in multiple roles for the exercise,
they will also switch after each round, of the role play scenario.
 The assessment can be break down into multiple time slots as per instructor’s convenience.
 Assessor/trainer will assess your performance as per the performance criteria and checklist
provided.
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Case study:
You are the new manager for the Catering Department of Zoolog Christian Society, an NGO
supporting various churches in Melbourne city. Funds collected from donors are used for the salaries
of employees. The organisation is providing free food on Saturdays and Sundays to 35 churches who
distribute food to the needy. The churches are in different parts of Melbourne.
Recently, four new churches have been added to the list of Zoolog. With the current employee size,
staff are struggling to manage and are working additional shifts to make up for the increased
demand. Staff have recently complained about working long hours and extra pressure at work which
is causing fatigue, stress, and dissatisfaction.
One of the chefs has recently left, before you joined, after being refused a pay rise. This is adding
extra pressure on the available staff. The previous manager felt that the requested pay rise was too
high, and you have realised after doing your own research online that the wage the employee was
receiving was on par with the industry average. The former staff member was being paid a salary of
$51,000 annually, with the average Chef in the industry being paid$50,000 annually.
You feel that part of the problem with the existing system is that the experienced employees are
expecting too much, which is reflected in the fact that their salaries are higher than the industry
average. You have heard that the government is currently offering subsidies for taking on apprentices
and trainees. You are considering this possibility as such a person may provide better long-term
prospects than an experienced individual with no loyalty to the company. The downside is that it
would take a substantial period to train the apprentice/trainee to the standards required, increasing
the workload of other team members and is likely to result in performance issues in the short term.
The organisation has the following Human Resources policies:

1. All recruitment must be approved by the General Manager, who will authorise a salary with
the Accounts Department. Before this process can begin, an email must be sent to the GM, a
meeting organised, initial approval given and an acceptable salary range set.
2. Once employment has been finalised, the relevant forms are filled by new employee, sent by
HR to the GM and then forwarded to accounts via email.
3. For each advertisement, the nature and job content should be clearly mentioned and should
be advertised in at least two media with minimum of 15 days of the deadline.
4. The organisation has a zero-tolerance approach to discrimination in any form.
5. The organisation believes in equal opportunity and is trying to increase its human resource
diversity.
6. Employees must be chosen based on the required skills in an objective and fair manner.
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7. All interview panels must be gender equal as far as possible and include staff from a variety
of areas. Each panel should consist of 3-5 members. Panels should never be an even number,
to ensure that a deciding vote .
8. At least 7 days of induction process should be followed for any new hire. It can be elongated
up to 1 month based on the requirement.
9. Awards, salary will be based on guideline provided by the Fairwork’s Ombudsman and the
Hospitality Industry General Award.
Part A:
PR2.1. Identify recruitment need based on the case provided above. Justify the need you identified.
S. Identified recruitment need Justification
No
1 Hire efficient manager to We need a new manager to manage all accounts efficiently
manage account
department
2 Need of Cook We need good cook for making lunch and tea for our staff
3 cleaner We need cleaner for clean our office premises
64
Part B
You are thinking to hiring 1 Fulltime Chef, 1 Casual Chef and 1 Volunteer to fulfil the gap.
The motive behind this is:
1 Fulltime Chef – Replacement hire of the full time Chef who has recently left.
1 Casual Assistant Chef– To help existing staffs on handling the demand.
1 Volunteer – To support kitchen as helpers and to transport food to churches.
PR2.2. Conduct a discussion meeting with the colleagues about the staffing need and job
description for each. Present your suggestion on the need and capture the suggestions and
feedback of the colleagues. Trainer (Head Chef) and a student (HR Manager) will act as the
colleagues.
S. Staffing need Job description for staf

No
1 Junior Accountant We need junior account who have at least graduation for
handle bookkeeping
2 Cashier We need cashier for handle our cash in and out
3 Cook We need cook for make tea and lunch for our staff.
65
PR2.3. Prepare an email to the GM and HR for approval of the identified positions. Request for
appropriate time for meeting to discuss the recruitment needs, roles and responsibility and
salary.
To: ABC @gmail.com
Subject: Induction.
Dear Sir,
We need a junior accountant for handle our bookkeeping whose

qualification is at least graduation. Also have an experience of
bookkeeping.
Thank You.
Sign:
PR2.4. Conduct meeting with GM (Trainer) and HR (Student) for final approval on recruitment need,
roles and responsibility and salary for identified vacancies.
Assume that you have got the approval for the purposed recruitments.
Once an organization identifies a hiring need, it should begin recruitment. In the case of
newly formed positions, organizations should clearly identify how the new role aligns with its
goals and business plan. Organizations should also keep relevant internal teams and
employees apprised of the new position at each stage of the hiring process. It is important
that all those involved in the hiring decision agree to the hiring process, steps, and
appropriate communication channels. Recruitment also includes strategizing how to
publicize the new position, both internally and externally; criteria for initial candidate
screening; what the interview process will look like; and who will conduct interviews.
PR2.5. Based on the information collected above, create a basic job advertisement for each new
position that includes the salary range, job description, clear and concise selection criteria
and required skills. Ensure the criteria incorporates customer service attitude and experience
to ensure a fit to the position.
66
Position Job description Selection criteria Skill Salary range
Chef (Full Accountants require Master bookkeeping 30K

time) Experience of 2
years
Assistant Junior Accountant Graduation Graduation 20K

Chef
(Casual)
Volunteer Cook Matric Cooking 15K
PR2.6. Consider and outline three (3) mediums in which this job advertisement will be placed, its
advertising cost and justify why these are appropriate.
Media Advertising cost Justification
Newspaper 500Rs.
We need accountant for bookkeeping
Website Free of cost We need accountant for bookkeeping
67
PR2.7. Choose and list the selection processes for each job taking into account the job skill
requirements. List the resources/employees used in the process and any three (3) skills they
must possess to effectively evaluate the prospective candidates.
Selection process Resources / employees Skill required
Qualification Degree Accountant
Expert And taste of food By tasting the cooked food Good cooking experience
68
69
Part C
Assume you have reviewed the applications against the selection criteria and validated them. Here are the list of selected candidates and their compliance to criteria.
Selection Criteria (Chef)
Candidate Certificate IV Hospitality Ability to work Have a working Strong customer Sound Demonstrated Working knowledge
(Commercial Cooking) or efectively in a team as knowledge of HACCP service focus organizational experience in kitchen of occupational
equivalent well as independently and its application to and ethics skills for more than 5 years health and safety
the workplace
Layla YES YES YES Not Clear Not Clear YES YES
Bobby YES Not Clear YES YES Not Clear YES YES
Sammy NO NO Not Clear Not Clear Not Clear NO NO
Selection Criteria (Assistant Chef)

Candidate Ability to work efectively Have a working knowledge of Strong customer Demonstrated Good oral and written Working knowledge
in a team as well as HACCP and its application to service focus and experience in kitchen communication skills. of occupational
independently the workplace ethics for more than 2 years health and safety
James YES Not Clear Not Clear YES YES YES
Dorthey Not Clear YES YES YES Not Clear YES
Selection Criteria (Volunteer)

Candidate Experience helping in Has Driving licence / owns car Good oral and written Working knowledge of
kitchen communication skill occupational health and safety
Tony YES YES Not Clear Not Clear
P
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Document Type: Trainer Assessment Pack (TAP) Version 8 – Compliance and Quality Assurance Department
Release Date: Feb 2017Review Date: Dec 2018Unit Name: SITXHRM004 - Recruit, select and induct staf
Page | 70 7
0
PR2.8Based on the analysis above, process the application further. Review the applicants against the
selection criteria and choose the applicants for an interview session with the highest number of
matching selection criteria, ensuring Equal Employment Opportunity (EEO) employment laws.
Answer:
Layla
James
Toney
PR2.9Prepare a rejection email for the unsuccessful candidate to inform about the decisions and
provide other recruitment information. Assume that you have rejected Sammy.
To: ABC @gmail.com
Subject: Rejection
Dear Sir,
We feel bad to inform you that you are not stand in our policy and
requirement that is why we cannot move forward your CV further.
Hope a good for you.
Thank You.
Sign:
PR2.10Assume that you have decided to call Layla, Bobby, James, Dorothy and Tony for interviews.
Prepare an email to inform the successful candidates of interview dates, times, locations and ask for
any special need assistance required to conduct the interview.
To: ABC @gmail.com
Subject: Interview
Dear Sir,
Congratulation you are selected for interview the timing of the

interview on Monday sharp at 9A.M.
Thank You. Page | 71
Sign:
Document Type: Unit Assessment Pack (UAP) Version 8 – Compliance and Quality Assurance Department
PR2.11Document and file all the recruitment records and decision made in a hardcopy. Prepare the
interview schedule along with the selection panel and interviewers for each interview.
Candidate Date Time Location Selection panel

Layla 13-6-2020 9:AM At office Attitude and Experience
conference
room
Bobby 13-6-2020 9:30AM At office Attitude and Experience
conference
room
Sammy 13-6-2020 10:00AM At office Attitude and Experience
conference
room
James 13-6-2020 10:30AM At office Attitude and Experience
conference
room
Dorthey 13-6-2020 11:00AM At office Attitude and Experience
conference
room
PR2.12 Conduct the interview session with the selected candidate. Use the selection criteria as the
basis for selection using appropriate interview questions, ensuring merit-based selection and
adherence to Equal Employment Opportunity principles and law. Evaluate customer service attitudes
and experiences to ensure a fit to the position. Fill up the template provided below and note
information about the candidates.
 For the interview, you trainer/instructor will act as various candidates and two students (one
will act as Head Chef, another as Chef) will be part of interview panel.
 Use a face-to-face interview for the new Chef and Assistant Chef.
 Assume the candidate for the volunteer position is out of town and requested a
Videoconference. Use telephone or skype (use the internet) to interview for the volunteer
position.
Page | 72
Fill up evaluation form for each interviewed candidate based on their attitude, aptitude and fit to existing organisational culture.
Candidate Attitude Aptitude Fit to organisational culture Comment / Recommendation
Layla No Yes Forward for further process
Good Attitude
Bobby Yes No Rejected

Bad Attitude
Sammy yes yes Accepted
Good attitude
P
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Document Type: Unit Assessment Pack (UAP) Version 8 – Compliance and Quality Assurance Department |
Page | 73
7
3
James No Yes Forward for further process
Good Attitude
Dorothy Yes No Rejected

Bad Attitude
Tony yes yes Accepted
Good attitude
Page | 74
Page | 74
PR2.13After the interview, discuss amongst the members of the selection panel and select the
candidate based on their attitude, aptitude and fit to the existing organisational culture.
We selected
Tony
James
Layla
Sammy
PR2.14Assume that the performance of the candidate for the volunteer position was not satisfactory.
Discuss the deficiencies in the application and identify and decide on using a different recruitment
method/ re-advertising for the position.
Answer:
The greatest weakness of the traditional recruitment process is that it isn’t always efficient in
terms of attracting the right candidates. Using traditional methods such as posting open
positions on the company website and online job boards, attending recruitment fairs or even
making cold calls or reaching out via networking sites like LinkedIn doesn’t always mean that
the right candidates will see the posting and choose to apply. Whether it’s a matter of they are
already employed, or they simply don’t use the same job boards that you post on, there’s
always a chance that the right person just never saw the ad.
PR2.15Email the evaluation form, along with the selection recommendations to HR and the GM to
maintain clear, accurate and complete records of the selection process.
Answer:
To: ABC @gmail.com
Subject: Rejection
Dear Sir,
Please Create a file of newly hired employees and maintain an

accurate record of all new employees in their files.
Thank You.
Sign:
75
PR2.16Call the past employers of the selected candidates for the Chef’s position to check the
reference and validate the qualification. Your trainer will act as a past employer of the selected chef.
Answer:
Dear Sir,
We hire a new employee who is the past employee of your company please provide us detail about
his/her performance
Thank you.
PR2. 17Prepare an employment offer letter for each selected candidate based on organisational
policy. Include employment details. It should contain:
a. Position offered
b. Roles and responsibilities
c. Wage, Superannuation
d. Awards
a. Position offered
We offer you a junior accountant position in our bookkeeping
b. Roles and responsibilities
Your responsibility is to inform about your daily task to the senior
accountant.
c. Wage, Superannuation
Your monthly salary is 25K per month excluding of perks.
d. Awards
We analysis your monthly performance if you perform good, we
reward you for good performance.
76
Your task must address the following performance criteria/ performance checklist.
S N/S Trainer/Assessor to complete

To be assessed as satisfactory (S) in this
(Comment and feedback to students)
assessment task the participant needs to
demonstrate competency in the following
critical aspects of evidence
a) Recognised recruitment needs based on  
monitoring of service and efficiency levels
in the organisation.
b) Consulted on staffing needs and job  

descriptions with colleagues.
c) Obtained approval for requirement  

according to organisational policies.
77
d) Developed clear and concise selection  
criteria using job description.
e) Ensured selection criteria incorporated  

customer service attitude and experience to
ensure a fit to the position.
f) Choose and organised selection processes  

and created and disseminate d
advertisements for position.
g) Processed the applications of applicants,  

reviewed against the selection criteria and
h) Informed unsuccessful applicants of  

decision and provided other recruitment
information using appropriate media within
reasonable timeframes.
78
i) Identified any special needs and made  
necessary arrangement for those
progressing.
j) Documented and filed records and decision  

for recruitment based on organisational
policy.
k) Used merit-based selection criteria  

adherence to equal employment
opportunity principles and law.
l) Participated in selection process and  

evaluated applicants for customer service
attitude and experience to ensure a fit to
the position.
m) Selected people based on their attitude,  

aptitude and fit to existing organisational
culture.
79
n) Communicated selection recommendations  
to appropriate colleagues.
o) Made employment offers according to  

procedures and suggested on employment
details to new employees.
p) Created and maintained accurate, clear and  

complete records of the selection process.
80
Assessment Task 2– Unit Project

Second attempt:

 Second attempt:
Where I have accessed information from other sources, I have
81
Student Signature
Date 13/6/2020
I declare that I have conducted an assessment of this candidate’s
submission. The assessment tasks were deemed current, sufficient,
valid and reliable. I declare that I have conducted a fair, valid, reliable,
and flexible assessment. I have provided feedback to the above-
named candidate.
Trainer/Assessor
Signature
Date
82
UAT 3– Unit Project

assessment.
to be completed.
the answers).
• Please ensure that you have all the required resources needed to complete this Unit
with your request for anextension to submit your assessment work.

83
Matrix” to ensure the explanation and correct strategy have been recorded and
implemented.

Background
understanding
to support, text
 Provision of information or course materials in
84
accessible format.
note-taker for a student who cannot write
assessment task
 Limited study
skills and/or
learning strategies
 Numeracy to
learning strategies format, e.g. a text book in braille
 Supply of specialised equipment or services, e.g. a note
 Changes to course design, e.g. substituting an
assessment task
85
Assessment type
 Unit Project
Assessment task description

 This is the last unit assessment task you have to successfully complete to be deemed
 This assessment task is comprised of a unit project.
 You are required to plan and organise induction programs in this assessment task.
 You must attempt all criteria to the required level, e.g. Assessment criteria mentioned in the
performance checklist to be deemed satisfactory in this task
 You must prepare a report on recruitment process by following all given instructions, foryour
trainer/assessor to assess your competency in this assessment task.
 You will receive your feedback within two weeks - you will be notified by your
Applicable conditions
 This skill test is timed for the interaction session while report / documents writing is untimed
and conducted as an open book test (this means student can refer to textbooks or other
learner materials during the test).
 Time allowed for induction training for RP3.3 is 20 to 25 minutes.
 You will be assessed independently on this assessment task.
 As you complete this assessment taskyou are predominately demonstrating your practical
skills, techniques and knowledge to your trainer/assessor.
 Trainer/Assessor may ask you relevant questions during this assessment task.
Resubmissions and reattempts

86
Location
General Instructions for attempting the skills test:
 You will be required to correctly attempt all activities of this assessment task.
 You will prepare required document and conduct meetings and interviews in this assessment
task
 Answers must demonstrate an understanding and application of relevant concepts, critical
thinking, and good writing skills.
How your trainer/assessor will assess your work?

 This assessment task requires you to take on the role of a manager of NGO andplan and
organise induction programs.
 Answers must demonstrate your understanding and knowledge of the unit.
 You need to be briefed on the role play a minimum of 3 weeks prior to the due date as set
out in the delivery and assessment guide for this unit
 If at least one of the assessment task is deemed Not Satisfactory (NS), then the unit outcome
Purpose of the assessment task:
This assessment task is designed to evaluate your following skills and abilities:
 Skill to plan content and format of induction programs with appropriate information to
reflect organisational objectives and policies.
 Skill to liaise with operational colleagues to ensure induction programs are implemented in a
manner that minimises operational disruption.
 Written and oral/speech communication skills to organise and deliver information to
 Skill to work independently/freely as well as collaboratively/together to make decisions
about recruitment process.
 Skill to interact/cooperate with others using appropriate conventions/systems when
communicating to, and consulting/discussing with stakeholders/interested parties.
 Ability/skill to sequence/in order and schedule/plan activities and manage communication.
 Skill to analyse relevant/appropriate information to identify scope/range of work, goals and
objectives and to evaluate/review options/other choices.
87
Assessment Instructions
 You must plan and organise induction programs.
 Your assessor will assess your work according to the given performance criteria/
performance checklist.
 You must include the following particulars in the footer section of each page of the attached
sheets:
o Student ID or Student Name
o Unit ID or Unit Code
o Course ID or Course Code
o Trainer and assessor name
o Page numbers
 You must staple the loose sheets together along with the cover page.
 You must attach the loose sheets chronologically as per the page numbers.
 Correction fluid and tape are not permitted. Please do any corrections by striking through
the incorrect words with one or two lines and rewriting the correct words.
Resources required to complete the assessment task:
 Computer
 Internet
 MS Word
 MS PowerPoint
 Printer or e-printer
 Adobe acrobat/reader
 Learning management system
Assessment task Instructions

 You must plan and organise induction programs.
 The activity is broken into two phases.
 First phase requires you to create an induction plan with all appropriate information and
liaise with operational colleagues.
 Second phase consist of actual induction training.
 Time allowed for induction training is 20 – 25 minutes.
 For the role play portion, you will pair up with Instructor and other students of class,
assigning designated roles to each person. After the scenario, each student will switch with
88
the other students to ensure everyone experiences each role fully. If there are an insufficient
number of students, the trainer will assume multiple roles for the scenario, rotating roles
after each exercise. If the student is required to participate in multiple roles for the exercise,
they will also switch after each round, of the role play scenario.
 Assessor/trainer will assess your performance as per the performance criteria and checklist
provided.
89
Assume you have successfully recruited new staff based on UAT 2.
Part A
PR3.1. Prepare a plan and content for the induction program with appropriate information
according to organisational policy. Include time, location, resource person and topics as listed
below in the Induction plan.
Topics in Induction plan
 Employee:
 Benefits
 Rights
 Enterprise:
 Culture
 Goals
 Objectives
 Vision
 Orientation of:
 Staff amenities
 Superannuation
 Wage payments
Answer:
• Conditions of employment
Condition of Employment. A condition of employment refers to something that both the employee
and employer agree to at the beginning of a worker's employment.
• Contact details for various departments or colleagues
90
Communicating effectively with your colleagues minimises misunderstandings and
maximises work efficiency.
• Current organisational focus or initiatives
We will look at engagement initiatives under the four key factors that relate to employee
engagement:
• Leadership
• Enablement
• Alignment
• Development
• Employee:
 Benefits
Benefits are any perks offered to employees in addition to salary. The most common
benefits are medical, disability, and life insurance; retirement benefits; paid time off; and
fringe benefits
In general, to (1) obey a lawful, reasonable order within the terms of the contract of
employment, (2) serve faithfully, (3) cooperate with the employer, (4) perform duties with
proper care and diligence, (5) account for all money or property received, (6) indemnify the
employer in appropriate cases,
 Rights
Other important employee rights include: Right to be free from discrimination and
harassment of all types; Right to a safe workplace free of dangerous conditions, toxic
substances, and other potential safety hazards, Right to fair wages for work performed
• Enterprise:
 Culture
Corporate culture refers to the beliefs and behaviors that determine how a company's
employees and management interact and handle outside business transactions. Often,
corporate culture is implied, not expressly defined, and develops organically over time from
the cumulative traits of the people the company hires.
 Goal
Goals and Objectives. Goals represent the decomposition of the strategy and are aspirations
that the enterprise intends to achieve. They are important because they are statements that
can be used as anchor points for the architecture.
 Objectives
Objectives are basic tools that underlie all planning and strategic activities. They serve as the
basis for creating policy and evaluating performance. Some examples of business objectives
include minimizing expenses, expanding internationally, or making a profit.
Read more: http://www.businessdictionary.com/definition/objective.html

91
Common corporate functions of any enterprise involve the efficient management of
organizational resources and entities such as finances, employees, suppliers, customers,
partners, and other assets such as equipment, materials, parts, supplies and property.
 Vision
Create a business vision. A vision is a vivid mental image of what you want your business to
be at some point in the future, based on your goals and aspirations. ... A vision statement
captures, in writing, the essence of where you want to take your business, and can inspire
you and your staff to reach your goals
• Key organisational policies and procedures
Organisational policies and procedures provide guidelines for decision making processes and
the way that work in an organisation should be carried out. The result of having clear, well-
written policies and procedures are increased transparency, accountability, uniformity and
stability.
• Industrial arrangements for the organisation
The term ‘industrial organisations’ refers both to employee associations (unions) and
employer associations.
• Orientation of:
Each of the objectives listed should be addressed for your orientation to be effective. Prioritize them
in order of importance to your department.
Welcome new employees relieve their anxieties and make them feel comfortable.
 Staff amenities
Employee orientation is the process of introducing new hires to their jobs, co-workers,
responsibilities, and workplace. It allows employees the chance to feel comfortable within their new
teams, departments, and roles within the company.
off-site - taking place or located away from the site; "an off-site waste treatment operation"
The type of business premises you select will depend on:
the products or services you intend to provide
your customer demographics and location
your financial circumstances
• Organisational charts
92
An organizational chart, also called organigram or organogram, is a diagram that shows the structure
of an organization and the relationships and relative ranks of its parts and positions/jobs.
• Payroll information:
The pay rate of an award and agreement free employee:
must be at least equal to the national minimum wage
may be set by an employment contract.
 Superannuation
Superannuation in Australia are the arrangements put in place by the Government of Australia to
encourage people in Australia to accumulate funds to provide them with an income stream when
they retire.
 Wage payments
Wage Payment Systems are the different methods adopted by organizations by which they
remunerate labour. There exist several systems of employee wage payment and incentives, which
can be classified under the following names
• Policies and procedures specific to the job role
Policies and procedures provide employees with a clear understanding of what is expected of them.
Policies and procedures provide a fair, predictable, and consistent approach to managing the
workplace and workplace issues. Avoiding the need make it up as you go which in almost all cases
will result in a problem.
• Work health and safety information.
Occupational safety and health also commonly referred to as health and safety, occupational health
and safety, occupational health, or occupational safety, is a multidisciplinary field concerned with the
safety, health, and welfare of people at work.
PR3.2. Email the induction plan and ask for feedback on timing of the resource person to ensure the
induction programs are implemented in a manner that minimises operational disruption.
Answer:
To: XYZ@gmail.com
Subject: Induction Plan
We are hiring employees for accounting Department who have at least

Master’s in accounting Field. We shortlist you for interview. Please feedback
about your availability for interview.
Sign:
93
Part B
PR3.3. Conduct the induction training to the class / trainer. The induction training should contain
the following information:
 Employee:
 Benefits
 Rights
 Enterprise:
 Culture
 Goals
 Objectives
 Vision
 Orientation of:
 Staff amenities
 Superannuation
 Wage payments
94
Answer:
Before you begin developing a new hire training program, you need to know
where you are going. If your company has never identified exactly what each
new employee should know, now’s the time to do it.
Putting together new employee procedures helps you to articulate the what,
why, when, and how to train new employees effectively. There are five easy
steps to this process.
Identify tasks or procedures employees need to know and break these into
steps: Make these tasks and steps as concrete as possible and have another
person who is not in the role check for clarity.
Identify the best person to complete the training: Not everyone can train
every employee for every skill. Choose the best person for the job.
Allocate resources: supplies and time: Training new hires is essential.

Providing adequate tools and time to learn new procedures and practices (or
not!) can make or break your new hire training program. You simply cannot
expect existing employees to fit training into an already-packed schedule.
Train: This one word encompasses a range of activities, from online training
to microlearning to hands-on practice. Identify the best way to deliver the
information for the best chance of success.
Check for understanding: It is not enough to just offer the information and
hope it sticks. Check employee understanding after training by tailoring
employee assignments to the training they received. This helps you to know
if employees feel confident in what they have learned or if they need more
information.
95
Your task must address the following performance criteria/ performance checklist.
S N/S Trainer/Assessor to complete

To be assessed as satisfactory (S) in this
(Comment and feedback to students)
assessment task the participant needs to
demonstrate competency in the following
critical aspects of evidence
a) Planned content and format of induction  
programs with appropriate information to
reflect organisational objectives and
policies.
b) Liaised with operational colleagues to  

ensure induction programs are
implemented in a manner that minimises
operational disruption.
c) Conducted induction training to new hires.  
96
Assessment Task 3 – Unit Project (UP)

Second attempt:

 Second attempt:
Where I have accessed information from other sources,I have
Student Signature
97
Date 13/6/2020
I declare that I have conducted an assessment of this candidate’s
submission. The assessment tasks were deemed current, sufficient,
valid and reliable. I declare that I have conducted a fair, valid, reliable,
and flexible assessment. I have provided feedback to the above-
named candidate.
Trainer/Assessor
Signature
Date
98

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Unit Assessment Pack (UAP) – Cover Sheet

Student and Trainer/Assessor Details

Course and Unit Details

Student signature: Harpreet Kaur

Evidence recorded Evidence Type/ Method of assessment Sufficient evidence

• Identify recruitment needs.

 Australian Human Rights Commission Act 1986

For further information about this unit go tohttps://training.gov.au/Training/Details/SITXHRM004

For more information, please refer to RTO Student Handbook.

Section 2: Reasonable adjustments

Explanation of reasonable adjustments strategy used (If required)

Assessment task description:

Resubmissions and reattempts:

How yourtrainer/assessor will assess yourwork?

Purpose of the assessment

 Full time employment

 Full time employment

 What position are you looking to fill or replace?

 Experience in managing customer expectations and identifying customer needs

Placing a job advert.

 Working with children Checks

Procedure for Prospective Employees, Contractors and Volunteers.

1. Assessment Notice and/or WWC Card to be Presented at Interview.

The process of attracting individuals on a timely basis, in sufficient numbers and

Job evaluation is a comparative process of analysing, assessing, and determining

 Classification and ranking of jobs

 Presentation to a selection committee

Screening starts after completion of the process of sourcing the candidates.

 By human resource specialists, department managers or selection committees

Face-to-face interview is a data collection method when the interviewer directly

Telephone interviews are often conducted by employers in the initial interview

1. Identify the hiring need

4. Advertise the Position

1. It ensures transparency in the hiring process

 Security clearance access

Assistive technology is assistive, adaptive, and rehabilitative devices for people

 Electronic presentation media

 Special interview techniques for those with disabilities

 Visual information and diagrams instead of written material

 Define the Job Before Hiring an Employee

 Plan Your Employee Recruiting Strategy

 Use a Checklist for Hiring an Employee

 Recruit the Right Candidates When Hiring an Employee

 Review Credentials and Applications Carefully

 Pre-screen Your Candidates

 Ask the Right Job Interview Questions

a. Explain in 3 – 5 lines for each.

 List any five (5) effective advertising media

 Explain five (5) features of an effective recruitment advertisement.

Recruitment agencies are essentially the middlemen between jobseekers and

1. Re-read all the job specifications

employment on top of the National Employment Standards (NES).

Better business input leading to better fits

 Subject matter expert

 Approval processes for advertised salaries and recruitment of new personnel

 Nature and content of job advertisements and communications with applicants

 Required skills profile of potential employees for jobs

 Timing and nature of induction programs

An induction programme is an important process for bringing staff into an

 Use of government-subsidised traineeships and apprenticeships

Date: _______(day)/ _______(month)/ ____________(year)

Outcome (please make sure to tick the correct checkbox):

Unit Pre-Assessment Checklist (UPAC)

Date: ___(day)/ _(month)/ __________(year)

Date: ___(day)/ _(month)/ __________(year)