BSBHRM506 Manage recruitment selection and induction processes

Learner Instructions 2
(Recruit and select staff)

Submission details

Students Name

Student ID

Group

Assessor’s Name

Assessment Date/s

The Assessment Task is due on the date specified by your assessor. Any variations
to this arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below
for details.

Performance objective

You will demonstrate your ability to recruit and select staff.

Assessment description

Using the case study organisation from assessment task 1, you (as a Department
Manager) will plan to recruit and select a potential employee of your choice (played
by your assessor) for Healthcare United’s new office. You will then recruit and select
the potential employee in accordance with the organisation’s internal and external
requirements, including the policies and procedures for recruitment you developed in
assessment task 1, and relevant legislation.

Procedure

Part A: Plan staffing

1. Determine the company's HR requirements for the next 12 months by surveying

key stakeholders (related roles inside the organization). Gather documentation of the
engagement, such as conference schedules and emails.
Positions Number of Staff Required
Managerial position. 1

Manager of the department. 4

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Supervisors/Team Leaders 6

Health-care providers. 60
Personnel in charge of administration 22

Staff in charge of sales and marketing. 10

Relevant recruitment and selection policies and procedure:

Step 1: Find a vacancy and assess the need.
Departments can use recruitment to match employee skill sets with projects
and goals, as well as to promote departmental and individual growth. The
suitable individual for the job and team will be hired as a result of proper
planning and evaluation of the requirement.
Step 2: Write a job description for the position.
A effective recruitment process begins with a position description. It's used to
create interview questions, interview assessments, and reference check
questions, among other things.
Step 3: Create a recruitment strategy.
Each job must have a written Recruitment Plan that has been authorized by
the business system. A well-structured recruiting plan lays out the plan to
attract and hiring the most qualified candidates, as well as ensuring that
women and visible minorities, such as veterans and individuals with disabilities,
are represented in the application pool.
Step 4: Decide on a search committee.
A winning team is created to guarantee that applicants selected for interview
and final evaluation are reviewed by more than one person to reduce the risk
of political prejudice. In the course of their employment, the recruiting
manager will members agree who'll have indirect contact with the candidate.
Each potential employer must take the opportunity to select a search
committee that reflects the diversity of the company's workforce. The
Affirmative Action and Accountability Consultant will be a participant of the
selection panel who will oversee the positive action components of the
process.
Women and marginalised groups should get an equal chance to serve in
teaching assistantships, with specific efforts made to engage students.
Departments with a diversity problem in their personnel may consider

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recruiting personnel from outside the sector to search teams or developing

other strategies to widen the panel's view.
Evidence of Consultation
a. Meeting agenda
Locations HealthCare united floor 21, 101 collin
St. 3000
Date 27 Aug 2018

Time 1400-1500
Facilitator Smith Mark

Agenda items
Times

2- 2:30pm Employment requirements.

2:30pm -3pm Process of performance appraisal.

Emails:
To: Senior managers, marketing directors, and human resources directors
Invitation to a conference on human resources
Good day, everyone!
I'd like to ask you all to a meeting to decide HR requirements.
Floor 21, 101 Collin Street, 3000
Date:
14####################################
Warm regards,
Human Resources Director

Note: An HR staffing plan has to include the following elements: ensuring transparency or
gaps, identifying key aspects and experts, existing human resource status, recruiting and
selection procedures, and necessary adjustments.

Staffing goals include:

 Recruiting and finding the top personnel in the business.

 Retain the highly qualified personnel.
 Encourage people to be diverse.

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 Planning for Succession.

 Become a preferred employer.

Position No. of staffs Skills/Competency Qualifications Age panels

Senior 1 Strategy MBA/BBA 55yo M

Manager formulation

Departmental 4 Strategy MBA/BBA 35-50yo

Managers formulation
2M2F

Team Leaders 6 The planning of A health 22-35yo

operations. insurance
2M 3F
certificate is
required.

Healthcare 60 Currently A medical 25-50yo

Professionals employed. diploma.
40M 20F

Administration 22 Administrative In this role, you 25-50

Staff expertise. are certified.
10M 10F

Marketing and 10 Communication A business 25-50yo

Sales and problem- degree is
10M 10F
solving abilities are required.
essential.

Part B: Conduct recruitment and selection process

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Letter Template for Unsuccessful Candidate

August 26th, 2018 Unit 20 Lansdowne Road, Saint Kilda East Victoria, 3183 Maria Lim
Greetings, Maria
Thank you for your interest in working as a Healthcare Administrator.
We regret to inform you that your application was not successful after thorough assessment.
We got a large number of applications, with a few of them common mechanism the position's
entry requirements on this occasion. We appreciate your time and work in completing your
applications, as well as your consideration of Healthcare United as a potential employer. We
wish you the best of luck in your future endeavours. Sincerely yours,
James is a man of many talents (Human Resources)
Offer of Employment Sample Letter
Unit 20 Lansdowne Road, Saint Kilda East Victoria, 3183 Andrea Styles
Greetings, Andrea
Following your brief podcast for the post of Healthcare Administrator, I'd want to express my
sincere gratitude. I am delighted to inform you that the firm is interested in making you a
career offer. Healthcare Professional will be your job title. For your convenience, a copy of
the job description is attached.
This is a long-term position. This employment pays $55,000 per year plus an annual CPI
(Consumer Price Index) rise. You will be eligible to 15 days of yearly leave as well as all
federal holidays. From Monday through Friday, the average work hours is 8 hours.
The terms of your employment with the firm are outlined in the accompanying employment
contract and company handbook.
I) This offer is contingent on favourable references (and a medical check if applicable)
• Trustee as proof of necessary credentials (if applicable and if not previously received,
verified and duplicated) are also required as part of this offer.
• Original documentation as confirmation of your eligibility to work in Australia, as required
by the Australian Borders Agency (if not ready or received and copied)
Please call me as quick as practicable at the phone below to confirm your receipt of this offer.
Sincerely yours,
Human Resources, James
Authorization letter
Please find a contract of employment on the internet and attach it to your project.

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Specifications

You must:
 Submit a HR staffing plan
 Submit relevant recruitment and selection policies and procedures
 Submit a Job description that you developed
 Submit evidence of consultation with your Senior Manager (your assessor)
 Submit an action plan for carrying out the recruitment and selection process
 Submit evidence of advertising that you developed
 Submit evidence of conducting recruitment and selection processes
 Meet with your Senior Manager (played by your assessor) to discuss:
o The staffing plan and internal and external requirements, such as
adherence to relevant legislation
o Your planned use of specialists who may assist you
o How you will ensure correct use of position descriptions by managers
o Your role in the recruitment and selection process
This is expected to take no longer than 15 minutes.
 Conduct an interview with the potential employee (played by your assessor).
This is expected to take no longer than 30 minutes.

Your assessor will be looking for evidence of:

 Writing skills to develop plans using appropriate conventions
 Numeracy skills to calculate salary and benefits
 Planning skills to develop logical processes
 Work skills to operate effectively within a constraints set by business strategy
and objectives, policy, and the external legislative requirements

Candidate: I declare that this work has been completed by me

honestly and with integrity and that I have been assessed in a Signature: ___________________
fair and flexible manner. I understand that the Institute’s
Student Assessment, Reassessment and Repeating Units of
Competency Guidelines apply to these assessment tasks. Date: ____/_____/_____

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Position description template

Position title: Account Manager

Position reports to:

Grow Management Consultant’s CEO and Department Head Supervisor

Qualifications – essential
 Master of Business Administration (MBA) (postgraduate degree in business
administration)
 Demonstrated experience in Microsoft word and statistics.
 Certification as a Certified Public Accountant (CPA) is desired.

Key objectives
1. The individual in question would be in charge of the program's fortifications.

2. Handling a variety of finances connected to the governance of the firm.

3. Head groups sales quotas.

4. Launching innovative customer experience and monitoring productivity of the

team.

5. Putting Superior Managerial Skills into Practice in the Workplace.

Key position functions

1. Accounting, investment analysis, and budgeting acumen are all important.

2. Leadership qualities that are second to none.

3. Taking care of a variety of accounts for Management Review.

4. Interaction increases financial targets.

5. Developing new customer relationships and overseeing workplace efficiency.

Key selection criteria

 Experience cognitive financial statement for the company.
 Keeping established measures in place.
 Establish and track month, quarterly, and year-end bookkeeping close-out
processes.

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OHS requirement:
 Follow all requirements for occupational health and safety (OHS).
 Examining employment conditions in accordance with Document witness
statements and keep track of actual analysis.
 On-campus OHS training programmes should be developed and
implemented.
 Verify that all legislation, rules, and procedures are routinely monitored.
 Cooperate to put an end to any dangerous activities or practises that do not
follow OHS rules.

Terms and conditions of employment

 Salaries, perks, superannuation, corporate regulations, dismissal, and non-
compete contracts are all examples of contract terms.
 Managers and employees with in-demand talents typically have some
negotiating leverage in their contract terms.

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