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To use this file, please download the cover sheet to your computer (File >
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Save your work with the filename <Name_StudentID_SubjectName_AsstNumber>, answer
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completed.

Family Name:

Do Espirito Santo Correa

Given Name:

Marcos Vinicius

Student ID: Course:

S40072412 Diploma of Project Management

Subject: Trainer’s name:

HR MANAGEMENT Online Subject

Declaration: I certify that this assignment is entirely my own work. I have provided full referencing to
the work of others. The material in this paper has not been submitted before.

IMPORTANT – READ THIS FIRST

PLAGIARISM: You must compose your answers in your own words. Simply pasting text from the
Internet OR the APC workbook may result in a failing grade. It is better to write your own thoughts in
your own words – even if your English is not perfect – rather than copy word-for-word the thoughts of
someone else.

SUBMITTING IDENTICAL ANSWERS: You may discuss your assessments with other students, but
submitting identical answers to other students may result in a failing grade. Your answers must be
yours alone.

TUTORIALS: Tutorials are run every week to help you answer the assessments. The schedule for
tutorials will be announced during the first week of term. You are urged to attend the tutorial that
pertains to your online subject.

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Assessment 1 – Case Study/Practical

1. This activity will require you to document a hypothetical recruitment,
selection and induction process.
• Write a basic job advertisement.
• Note the criteria for the role in terms of personality and skills and
knowledge.
For each point, note why this is required/desirable.

• Write a letter to the successful applicant, informing them of their next

steps, including outlining the induction process.

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Dear James,
We are happy to offer you the position of a waiter with us at
The Brazilian Restaurant, where we hope you enjoy your role
and make a significant contribution to the success of the
business. This offer is subject to The Brazilian Restaurant to
validate references and character references, which require the
employer to confirm the names and addresses from which the
reference was taken and write to them. You also need to prove
your legal rights to work in Australia. Therefore, you must bring
an ID, visa (if you are not an Australian), and these documents
will be taken to our records. You will be doing a probationary
period of 3 months during your performance, and your condition
will be assessed. During this time, you will receive counselling,
training, and guidance to help you become familiar and
competent to do your assigned job. The position is subject to
the adequate completion of the Probationary Period, which in
turn is subject to termination during any phase, by either party,
by (one week's notice), or by payment instead of notice. The
work will start on 06/20/21 at 56 Collins St, CBD Melbourne.
The initial salary will be Au $ 2,000.00 monthly in arrears by
credit transfer. The Terms and Conditions written with this letter
will form an employee engagement contract. If you wish to
accept this job offer, please sign the attached copies of this
letter and the job description and return them to us by
01/07/2021. If you have any questions about this letter, please
let us know as soon as possible and do everything possible to
answer them.
• Graciously,
• Marcos Correa, ManagerGive some written example feedback to
the employee (after theirprobationary and induction period).

The Employee Was Rude to a Co-worker

Jane asked me to chat with you about something you said earlier, I do
not think she was comfortable saying anything, so I offered to do it. I
am wondering what happened; can you let me know? I am assuming it
was a misunderstanding, but of course, I want us all to get along. If it
were me, I’d wait until the end of the day and then apologize to her,
maybe ask to eat lunch together to talk about it.
The Employee is not polite with the customers.
James, I know sometimes the rule can bit a bit stressful, but politeness
with the customers is a must. Yesterday, I had gotten some complaints
about you coming from the clients, and they told me you were not nice
to them. Are you all right? There are some things you want to talk
about?
The Employee Doesn’t Take Initiative
I notice that you are not taking as much Initiative as you used to be.
That makes me feel your work quality has decreased.
Positive feedback
He has got strong work ethics and sets an example with his perfect
attendance. He is very particular about the attendance of his team
members, which contributes to the team's productivity levels and the
organization. The employee has grown in the last few months by giving
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promising result through a steady performance. The growth path is

positive.

Write some examples feed This activity will require you to document
hypothetical recruitment,selection, and induction process.
Back that the employee could submit, highlighting an issue and explain
what you will do to resolve this.
• Setting unlikely goals and an overly ambitious attitude did not
have a positive impact on team members. He should talk to his
employees and explain how he runs the Restaurant and how all
employees can achieve the goals.
• Works with your attitude when something makes you feel upset.
Tell the staff that you will work on your temper because you
know that sometimes you're mistaken.
• Needs to be open to learn from employees to ensure
productivity and efficiency in the staff. Give more participation in
meetings to employees and encourage the opinions of them.
• Reports late changes in methods or procedures and without
training. Communicate changes in processes or procedures and
do training before that the change happened.
• Should not generate pressure as threatening workers Could
evaluate every position to see if that is enough for workers or
start hiring staff.

2. How do operational plans affect operational policies in terms of recruitment?

Organisational plans will affect recruitment and selection; new intake needs to
be done with the future in mind to ensure the best for the recruits and the
business. Intake should match the organisation’s strategy. Strategies may
involve expanding, downsizing and the business changing hands.
3. Why might organisations have a recruitment policy?
An employment and selection policy is a statement of principles that describes
how
your organization must conduct its recruitment and selection process.
This policy aims to ensure that a transparent and impartial environment
recruitment and selection process is followed; the one that results in
nomination of the best candidate, based solely on merit and that best suits his /
her
values, philosophy and organizational objectives.
There are five good reasons for having this policy in place:
• Job descriptions meet business requirements
• Candidates are evaluated according to selection criteria consistent with
• all phases
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• The recruitment process is legal

• The candidate can be sure that it is a genuine job offer
• All interested parties can follow the process.
4. Identify one aspect of the recruitment process that is done through the use of
technology. How could this be achieved without any technology, or how was it
achieved before technology?
The process has changed considerably over the past few years. There is a
varied selection of technology accessible to aid and
implement the recruitment process. Opportunities are often posted and found
online, which is hugely convenient and effective in the modern world, as it
allows from anywhere in the world,
Recruitment
With digital advertising, applicants can apply through electronic means, such as:
• Emailing resumes
• Online application form
• Telephone
• Teleconference
• Email.
Online application form undoubtedly has changed the way of recruiting. No
matter if you are a kilometre away from the job of your dreams, with a simple
click, you can access it. On the other hand, using software programs the
Companies have made them more accessible and quicker in the recruitment
process.
However, the ideal candidate can be ignored. Candidates excluded by
software, instead of a human recruiter, often feel bitter about the lack of
constructive feedback to help them prepare for the next application. Yet,
some companies are getting it right with transparent and straightforward online
procedures, application forms and fixed screening periods that include
feedback for
candidates.
Before technology becomes so crucial in the recruitment process,
most agencies worked only with a paper pad, a corded phone and a file
closet full of paper resumes. Candidates would look for jobs in the newspaper
and
window displays of street agencies. Much of a recruiter's time was spent
meeting people face to face; interaction in the physical world was once every
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day
speaking to companies, participating in networking events and personally
interviewing candidates was just part of every day before technology began
a new era of recruitment.

5. Suggest a way you could communicate information on policies and

procedures to relevant staff.
Communication in a company plays an essential role on all sides.
Therefore, it is very significant that both internal communications
within your organisation and the communication skills of your
employees are effective. There are many ways to communicate;
the following are mentioning some of those.
• Training: training is a fundamental concept in the development of human
resources. It is apprehensive with developing a particular skill according to the
desired standard through instruction and practice. Training is a helpful tool that
can put an employee in a position to do his job correctly, effectively and
consciously. Training is the act of increasing an employee's knowledge and
ability to do a particular job.
Specifically, the need for training arises for the following reasons:
Changes Environmental changes
➢ Organizational complexity
Relations Human Relations
➢ To match employee specifications with work requirements and
organizational needs
Changing job assignment
There are many types of training to follow, some of them:
• Induction training
• Work instruction training
• Training hall
• Update training
• Learning training
Coaching: involves creating an ideal environment for students to have the best
performance possible.
Mentoring: involves regular contact with an individual in a similar or superior
position
Coaching and mentoring can overlap. Coaching involves creating an ideal
environment for students to perform at their best. It allows the student to dissect
a situation and discover its solutions. A coach does not automatically need to
have a similar role to that of the student, although it may well be. Mentoring
involves regular contact with a person in a similar or superior position. The
student will be able to obtain the mentor's experience to help him deal with
problems that arise in the workplace noted:
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– END –

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