Jawaban BSBHRM525 Assessment 1 Tasks

BSBHRM525
Manage Recruitment and onboarding
Assessment 1 Knowledge Assessment
Student Name: _________________

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CRICOS Provider No. 03444C
Table of Contents
Introduction........................................................................................................................................................... 3
Following assessment Completion............................................................................................................... 4
Right of appeal..................................................................................................................................................... 5
Instructions to the students:............................................................................................................................ 5
Student assessment agreement..................................................................................................................... 7
Student declaration............................................................................................................................................ 8
Assessment for this unit.................................................................................................................................... 8
Assessment Task 1: Knowledge questions.............................................................................................. 10
Information for students................................................................................................................................ 10
Questions............................................................................................................................................................. 11
Assessment Task 1: Checklist........................................................................................................................ 31
Assessor declaration........................................................................................................................................ 33
Feedback.............................................................................................................................................................. 33
Choice Business College Pty Ltd trading as Choice Business College

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Introduction
The assessment task for BSBHRM525 Manage recruitment and onboarding are outlined in the
assessment plan below. These tasks have been designed to help you demonstrate the skills and
knowledge that you have learnt during your course.
The following written questions use a range of “instructional words” such as “identify” or “explain”,
which tell you how you should answer the question. Use the definitions below to assist you to provide
the type of response expected.
 Note that the following guidance is the minimum level of response required.
Analyse: when a question asks you to analyse something, you should do so in detail, and identify
important points and key features. Generally, you are expected to write a response one or two
paragraphs long.
Compare: when a question asks you to compare something, you will need to show how two or
more things are similar, ensuring that you also indicate the relevance of the consequences.
Generally, you are expected to write a response one or two paragraphs long.
Contrast: when a question asks you to contrast something, you will need to show how two or
more things are different, ensuring you indicate the relevance or the consequences. Generally, you
are expected to write a response one or two paragraphs long.
Describe: when a question asks you to describe something, you should state the most noticeable
qualities or features. Generally, you are expected to write a response two or three sentences long.
Discuss: when a question asks you to discuss something, you are required to point out important
issues or features and express some form of critical judgement. Generally, you are expected to
write a response one or two paragraphs long.
Evaluate: when a question asks you to evaluate something, you should put forward arguments for
and against something. Generally, you are expected to write a response one or two paragraphs
long.
Examine: when a question asks you to examine something, this is similar to “analyse”, where you
should provide a detailed response with key points and features and provide critical analysis.
Generally, you are expected to write a response one or two paragraphs long.
Explain: when a question asks you to explain something, you should make clear how or why
something happened or the way it is. Generally, you are expected to write a response two or three
sentences long.
Identify: when a question asks you to identify something, this means that you are asked to briefly

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describe the required information. Generally, you are expected to write a response two or three
sentences long.
List: when a question asks you to list something, this means that you are asked to briefly state
information in a list format.
Outline: when a question asks you to outline something, this means giving only the main points,
Generally, you are expected to write a response a few sentences long.
Summarise: when a question asks you to summarise something, this means (like “outline”) only
giving the main points. Generally, you are expected to write a response a few sentences long.

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Following assessment Completion

As you complete and submit each assessment task, your assessor will mark it and complete the
Assessment Task Cover Sheet. The Assessment Task Cover Sheet will be returned to you with the
outcome of the assessment, which will be satisfactory (S) or unsatisfactory (U).
If your work has been assessed as being not satisfactory, your assessor will also discuss this verbally
with you and provide advice on re-assessment opportunities as per your RTO’s re-assessment policy.
Depending on the task, this may include
 resubmitting incorrect answers to questions (such as knowledge questions and case studies)
 resubmitting part or all of a project, depending on how the error impacts on the total outcome of
the task
 redoing a role play after being provided with appropriate feedback about your performance
 being observed a second (or third time) undertaking any tasks/activities that were not
satisfactorily completed the first time, after being provided with appropriate feedback.
Your assessor will provide you with an appropriate timeframe in which to resubmit your work,
according to your RTO’s reassessment policy and procedure.
ASSESSMENT
ASSESSMENT RULES UNIT OUTCOME
SUMMARY

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 For a student’s performance to  This assessment task  At the successful

be deemed satisfactory for the contains a series of completion of all
whole unit of competence, they problem-solving assessment tasks, a
must demonstrate satisfactory questions designed to Competent result will be
performance in all tasks within allow students to awarded.
this assessment. demonstrate competence  The overall unit result
 If part of a task is not in the unit. and feedback are
satisfactorily completed the  It contains a variety of recorded on the unit
assessor will arrange for the question types to best result summary on LMS.
student to complete further demonstrate the student's
assessment to demonstrate Underpinning Knowledge
competence. of the subject
 Students are permitted three (3)  Performance outcome will
attempts to demonstrate be indicated as
competency. Satisfactory or
 Overall student performance in Unsatisfactory.
the unit is to be recorded as
either Competent or Not Yet
Competent.
Right of appeal
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt
with unfairly or have other appropriate grounds for an appeal.
You should refer to your RTO’s assessment appeals process for more information.
Instructions to the students:
 Complete this page and ensure you accept, sign and date the student declaration on the
You are required to:
Student Learning Management System (LMS).

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 Read through and follow all instructions provided.

 Answer all the questions. Keep in mind you are studying a Nationally Recognised Diploma
level unit of competency
 Your answers must reflect the depth of knowledge and understanding expected of a person
who can work under minimal supervision and competency requires a high level of
judgement and decision making. This assessment is to be conducted in a supervised
classroom environment.
 You must complete your own work without assistance from other persons
 Your assessor will predetermine the timeframe for the assessment
 Submit your assessment to the Student Learning Management System (LMS) by the due
date.
Ensure your submission identifies your name, unit code and title.
PLAGIARISM AND COLLUSION:
Plagiarism is ‘a practice that involves the using of another person’s intellectual output and
presenting it as one’s own’. This includes the presentation of work that has been copied, in
whole or part, from other sources (including other students’ work, published books or
periodicals, the Internet, unpublished works or unauthorised collaboration with other
persons), without due acknowledgement.
CONSEQUENCES OF PLAGIARISM AND COLLUSION:
A student found to have plagiarised material will be instantly graded Not Yet Competent (NYC)
and may be subject to one or all of the following:
 Referral of the matter to the Academic Coordinator for: an intervention meeting, issuing of

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written warning, clarification regarding assessment re-submission requirements and allocation

of additional assessment tasks.
 Referral of the matter to the Director for: official disciplinary action by Choice Business
College and/or suspension from the course.

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Student assessment agreement
Make sure you read through the assessments in your student assessment booklet before you fill out
and sign the agreement below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit?  Yes  No
Do you understand the requirements of the assessments for this unit?  Yes  No
Do you agree to the way in which you are being assessed  Yes  No
Do you have any specific needs that should be considered  Yes  No
If so, explain these in the space below.
Do you understand your rights to reassessment?  Yes  No
Do you understand your right to appeal the decisions made in an  Yes  No

assessment?
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date

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Student declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name
Student ID number
Student signature
Date

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Assessment for this unit
Unit Description
This unit describes the skills and knowledge required to manage all aspects of recruitment and
onboarding processes according to organisational policies and procedures.
The unit applies to individuals who take responsibility for managing aspects of recruiting, selecting
new staff and orientating those staff in their new positions. The individual may be directly involved in
the recruitment processes themselves or coordinating the process.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
BSBHRM525 Manage recruitment and onboarding describes the performance outcomes, skills and
knowledge required to manage all aspects of recruitment and onboarding processes according to
organisational policies and procedures.
For you to be assessed as competent, you must successfully complete this assessment and other
assessments.
 Assessment Task 1: Knowledge questions – You must answer all questions correctly.

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Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired
during the learning phase of this unit. Ensure that you:
 review the advice to students regarding answering knowledge questions in the Business Works
Student User Guide
 comply with the due date for assessment which your assessor will provide
 adhere with your RTO’s submission guidelines
 answer all questions completely and correctly
 submit work which is original and, where necessary, properly referenced
 submit a completed cover sheet with your work
 avoid sharing your answers with other students.
i Assessment information
Information about how you should complete this assessment can be found in Appendix
A of the Business Works Student User Guide. Refer to the appendix for information on:
 where this task should be completed
 the maximum time allowed for completing this assessment task
 whether or not this task is open-book.
Note: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix C of the Student User Guide. However, if your RTO
has provided you with an assessment cover sheet, please ensure that you use that.

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Questions
Provide answers to all of the questions below:
1. Complete the table below with common recruitment and selection methods. You must identify
and explain at least 3 methods in your answer. The first row has been completed as an example
for you to follow.
Method Description
Referrals Referrals are received from other people such as

business associates
Rehiring Past These employees, known as boomerang employees,

previously worked for the company but left on good
Employees
terms. Rehiring previous employees is a good
recruitment strategy because you know their abilities.
Boomerang employees eliminate the risk of a bad
Rehiring Past hire, shorten the hiring process, and lower the cost
per hire.
Employees
Rehiring Past Employees
Employment Exchanges Employment exchanges do not exist in every country.

It is a government-run programme that keeps track
of job-seeking unemployed candidates. You can
participate in the exchange by submitting your open
roles. In exchange, you will receive the contact
information for suitable candidates. Although this
method is inexpensive, it is best suited for blue-collar
jobs.
Structured Unstructured interviews result in hiring decisions that

are based on gut instinct rather than a fair
Employment
assessment. Structured interviews include a list of
questions that each candidate must answer,
increasing the likelihood of a fair assessment.
Interviews
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Method Description
Structured Employment Interviews
OFFICE USE ONLY:

S NYS Assessor to indicate how this professional judgement was made:
2. List some of the key features of recruitment, selection and onboarding policies and procedures.
The Recruitment Policy's Scope. An employee recruitment policy should cover the details of
your full life cycle recruiting methods, from job advertisement to job offer.
Stages of Employee Selection.

Each new employee candidate
hired from outside the
company must go through the
same selection process.
Additional interviews may be
added or removed from the
process, and not all jobs will
require a skills assessment.
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Also, the format of the

interview will vary, with some
companies preferring a panel
or group interview format,
while others prefer strictly
one-on-one
interviews.Employee
Selection Stages. Each new
employee candidate hired
from outside of the
company needs to go
through similar selection
steps. There may be
additional
interviews added or removed
from the process, and not all

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jobs will require a skills

assessment. Also, the type of
interview will vary, with some
companies opting for a
panel or group interview
format, with others
sticking to strictly one-on-
one
interviews.
Stages of Employee Selection. Each new employee candidate hired from outside the
company must go through the same selection process. Additional interviews may be added
or removed from the process, and not all jobs will require a skills assessment. Also, the
format of the interview will vary, with some companies preferring a panel or group interview
format, while others prefer strictly one-on-one interviews.
Identifying Manpower Needs: The number and types of people required in the enterprise
should be identified. If workers are to be hired, they may be classified as skilled, semi-
skilled, or unskilled, and if supervisors are to be hired, the type of qualifications and
experience required should be specified, and so on.
OFFICE USE ONLY:

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3. Complete the table below with a description of the relevant legislation, regulation standards and
codes of practice that may affect recruitment and onboarding. The first row has been completed
as an example for you to follow.
Legislation/Standard/Code Description
Fair Work Promotes a healthy workplace for employees, contractors and

employees alike
Employment Services Code A code of practice is a set of rules which details how people in a
of Conduct certain industry should behave.
The Age Discrimination Act

2004 Prohibits
discrimination in
employment on the
basis
of age
Prohibits discrimination in employment on the basis of age.

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Legislation/Standard/Code Description
Privacy Act 1988 The Privacy Act 1988 (Privacy Act) is the principal piece of
Australian legislation protecting the handling of personal
information about individuals.
National Employment The national minimum wage and the NES make up the minimum
Standards entitlements for employees in Australia.
what is Workplace Health, Workplace health and safety is all about sensibly managing risks
Safety Standards to protect your workers and your business.
OFFICE USE ONLY:

4. Explain the key features of psychometric and skills testing programs for recruitment. In your
answer:
 Describe the reason for using these tests.
 Explain what they can achieve in the recruitment and selection process.
Recruiters use psychometric testing, also known as aptitude tests or cognitive ability tests, to
predict how candidates will perform on the job. These tests provide an objective assessment of
intelligence as well as personality traits, allowing businesses to make more informed decisions

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when hiring new employees. This article will discuss why companies should use psychometric
testing in their hiring processes and how they can use it most effectively to find the right people
for their teams.
psychometric and skills testing programs can achieve the following during the recruitment
process
Psychometric tests can be an evaluative tool in checking if a candidate has the right
competencies to succeed in the role.
Accurate and appropriate: The

results that are obtained in this
method are more accurate and
appropriate in comparison to
the results of only interviews
or other methods such as
reference checks.
Accurate and appropriate: The results that are obtained in this method are more accurate and
appropriate in comparison to the results of only interviews or other methods such as
reference checks.
Cost-effective: Also, the cost incurred by the company as losses due to the non- performance of
staff, high turnover rates, and underrated recruitment are far more than the cost that is tagged
with the psychometric assessment.
OFFICE USE ONLY:

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5. Explain the following key components of a contract of employment.
Component Description
Probation period This outlines the company probation period
Scope of Employment Simply put, this explains what the job entails. It may include the
employee's job title, responsibilities, duties, and workplace
location.
Term and Termination Employment agreements typically last as long as the employee is
employed and are only terminated if either the employee or the
employer violates the terms of the agreement.
Compensation This is a significant issue, particularly when an employee is

compensated in ways other than salary, such as stock options or a
seat on the board of directors.
Benefits This section should specify which benefits the employer will
provide to the employee, such as health insurance, life insurance,
stock options, and disability coverage.
OFFICE USE ONLY:

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6. Identify eight (8) tasks that technology can do to improve efficiency and effectives of the
recruitment and selection process
1. Increased Productivity
2. Reduced Risk of Hiring Wrongly
3. Saves Time and Money
4. Increased Engagement with Applicants
5. It Helps You Be More Strategic with Your Hiring Process
6. It Reduces Paperwork
7. Unbiased Hiring Process
8. Improves Talent Perception of the Organisation
OFFICE USE ONLY:


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7. Nominate eight (8) details that will need to be discussed with senior managers to gain their
support for the development of recruitment, selection and induction policies and procedures
1. The objectives of the policy/ procedures
2. Projected costs of implementing the policy or procedure
3. Costs that might apply if the policy or procedures are not implemented
4. The need for the policy – reasons/ justifications
5. The wording
6. Where and how documents will be stored
7. How and how often they should be reviewed
8. Who should be involved in the review processes?
OFFICE USE ONLY:


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8. Explain why you should analyse strategic and operational plans when developing recruitment,
selection and induction policies
A strategic plan is typically documented, and the organization's management monitors

progress towards achievement. The strategic planning document can be used to
communicate the company's goals and the actions required to achieve those goals to its
employees. Strategic plans are supported by operational plans, which rely on budgets to
ensure that the resources required to complete work are available. In order to accurately
determine staffing requirements, strategic and operational plans and policies must be
examined.
This means that policies or processes that are effective today may not meet the
organization's goals in the next twelve months. The business world and the legislation that
governs it are constantly changing. Process evaluation and revision is an ongoing task that
should be documented in organisational policies and procedures. Your examination of
your company's strategic plans, policies, and objectives may have revealed deficiencies in
employee competency and workforce. Recruitment could be part of your strategy to
address these shortages.
Having a good policy must include the legal requirements for staff selection, such as anti-
discrimination, fairness, equity, and equal opportunity, as well as privacy and
confidentiality. Measures must be put in place to ensure that state and federal laws are
followed.
OFFICE USE ONLY:


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9. Briefly describe the purpose of the following documents to support recruitment, selection and
induction policies and procedures
Supporting Document Purpose

the forecasting of human resource needs in
organizations and designing appropriate actions such
as recruitment, training and career development based
on identified needs.
Human resource plan forecasting and planning for the right numbers and the
right kinds of personnel at the right places and at the
right time to perform activities that will benefit
the organization in accomplishing its objectives and in
helping its members to satisfy their needs.
illustrate the reporting relationships and chains of

Organisational chart
command within the organization.
to establish and document the 'job relatedness' of

Job analysis results
employment procedures such as training, selection,
compensation, and performance appraisal.
recruitment, selection, training, performance evaluation,

and for determining the most appropriate classification.
Job description
It is maintained as the official record of the duties
assigned to the position.
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10. Identify five (5) techniques you could utilise to communicate policies and procedures to
relevant staff
1. Inform employees up-front
2. Ask for feedback
3. Provide training where required
4. Introduce final product
5. Ask employees to review employee handbook or policy manual
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11. Identify three (3) techniques you could use to forecast future workforce needs
1. Simple Moving Average (SMA)
2. Exponential Smoothing (SES)
3. Autoregressive Integration Moving Average (ARIMA)
OFFICE USE ONLY:

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12. Nominate eight (8) inclusions of an effective position descriptor
1. Job title
2. Salary range
3. Statement of purpose or objectives
4. Job description
5. Description of reporting structure as well as the organisational structure
6. Description of essential skills and experience required for the job
7. Description of any other qualities or attributes the ideal candidate should have
8. Details of work location and hours, including any overtime that might be
required
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13. Identify three (3) specialists you may need to utilise during the recruitment and selection
process
1. Head of Human Resources
2. hiring manager
3. direct supervisor
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14. Identify ten (10) pieces of information that should be included in a job offer letter
advising applicants of the successful selection outcome
1. Job title
2. Starting date
3. Work schedule
4. Reporting location
5. Supervisor
6. Salary
7. Benefits
8. Termination condition
9. Privacy policies
10. List of contigencies
OFFICE USE ONLY:


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15.Nominate three (3) training and support strategies you could utilise to ensure human
resource staff are well trained in induction processes
1. Pre-Induction: information provided prior to the new employee starting work.
2. Induction: The first day and subsequent transition into the workplace.
3. Post-Induction: follow-up and adjustment after the new role has started.
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16. Briefly explain the purpose of induction processes
The induction process serves to welcome new hires to the business and help them
transition into their new role; enabling new employees to feel supported while they adjust.
It is considered best practice to provide an induction program to employees. For an
employer, effective induction may also affect employee turnover, absenteeism and
employer brand.
New hires must understand the organisation, the culture, the people, and what is expected
of them in their role, so an effective induction will include a number of interconnected
elements. These elements include legally required health and safety information as well as
practical information about the working environment and facilities. The induction process
should also introduce the new employee to the company's working arrangements,
including time, location, and patterns of flexible working, if available, as well as its culture
and values. It should also include information pertinent to their role.
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17.Nominate your preferred method for ensuring induction processes are followed across
the organisation
1. Prepare an induction checklist.

2. Make them feel welcome.
3. Encourage your whole team to be involved.
4. Discuss your company values and vision.
5. Encourage social interaction with your team.
6. Outline your expectations clearly.
7. Look for creative ways to welcome your new hire.
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18.Discuss an effective process you could implement to manage probationary employees
1. Reporting to work in a regular and timely manner.

2. Scheduled breaks or lunch periods.
3. Reporting sick leave use and other absences.
4. Dress codes/standards.
5. Appropriate conduct.
6. Conducting themselves in accordance with designated safety rules.
7. Departmental work rules.
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19.Nominate five (5) methods you could use to facilitate feedback to probationary
employees
1. Make sure the recipient is prepared for the feedback session.
2. Clearly describe the situation.
3. Present your take on the situation.
4. Give actionable recommendations for improvement.
5. Turn the session into a conversation.
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20.Explain the importance of providing probationary employees with feedback until their
employment is confirm or terminated
Once the probationary period is over, the employee has three options based on his
or her performance. If the employee's performance is satisfactory, the employer may
inform them of their accomplishments and discuss the next steps in their career. If
the employee fails to make sufficient progress during the probation period, the
employer has the option of terminating the employee's contract or extending the
probation period.
If the employer terminates the employee's contract, it is best to do so in a meeting

where they can provide feedback and explain the business decision. This is an
opportunity for a manager or HR representative to show the employee that the
dismissal was fair and in accordance with the Fair Work Act.
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21.Identify three (3) methods of obtaining feedback from participants and relevant mangers
on the effectiveness of the induction process
1. Stay interview
2. New employee survey
3. Employee suggestion box
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22.Nominate four (4) examples of refinements that may be made to induction policies and
procedures after receiving feedback
1. Regular policy and procedure review
2. Organizational changes
3. Changes to laws or regulations
4. An incident or policy violation
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Assessment Task 1: Checklist
Student’s name:
Did the student provide a Completed

sufficient and clear successfully? Comments
answer that addresses
the suggested answer for Yes No
the following?
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15

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Question 16
Question 17
Question 18
Question 19
Question 20
Question 21
Question 22
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:
Date:

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RTO No. 41297
Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Assessor name
Assessor signature
Date
Assessment outcome S NS DNS Resubmission Y N
Feedback
Student result response

 My performance in this assessment task has been discussed and explained to me.
 I would like to appeal this assessment decision.
Student signature
Date
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

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Jawaban BSBHRM525 Assessment 1 Tasks

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Jawaban BSBHRM525 Assessment 1 Tasks

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BSBHRM525

Manage Recruitment and onboarding

Assessment 1 Knowledge Assessment

Student Name: _________________

Following assessment Completion............................................................................................................... 4

Instructions to the students:............................................................................................................................ 5

Student assessment agreement..................................................................................................................... 7

Assessment for this unit.................................................................................................................................... 8

Assessment Task 1: Knowledge questions.............................................................................................. 10

Information for students................................................................................................................................ 10

Assessment Task 1: Checklist........................................................................................................................ 31

Choice Business College Pty Ltd trading as Choice Business College

Choice Business College Pty Ltd trading as Choice Business College

Choice Business College Pty Ltd trading as Choice Business College

Following assessment Completion

Depending on the task, this may include

Choice Business College Pty Ltd trading as Choice Business College

 For a student’s performance to  This assessment task  At the successful

Instructions to the students:

Choice Business College Pty Ltd trading as Choice Business College

 Read through and follow all instructions provided.

PLAGIARISM AND COLLUSION:

CONSEQUENCES OF PLAGIARISM AND COLLUSION:

Choice Business College Pty Ltd trading as Choice Business College

written warning, clarification regarding assessment re-submission requirements and allocation

Choice Business College Pty Ltd trading as Choice Business College

Student assessment agreement

Do you have any specific needs that should be considered  Yes  No

If so, explain these in the space below.

Do you understand your rights to reassessment?  Yes  No

Do you understand your right to appeal the decisions made in an  Yes  No

Choice Business College Pty Ltd trading as Choice Business College

Choice Business College Pty Ltd trading as Choice Business College

Assessment for this unit

Choice Business College Pty Ltd trading as Choice Business College

Assessment Task 1: Knowledge questions

Information for students

 adhere with your RTO’s submission guidelines

 answer all questions completely and correctly

 submit work which is original and, where necessary, properly referenced

 submit a completed cover sheet with your work

 avoid sharing your answers with other students.

 where this task should be completed

 the maximum time allowed for completing this assessment task

 whether or not this task is open-book.

Choice Business College Pty Ltd trading as Choice Business College

Referrals Referrals are received from other people such as

Rehiring Past These employees, known as boomerang employees,

Employment Exchanges Employment exchanges do not exist in every country.

Structured Unstructured interviews result in hiring decisions that

Structured Employment Interviews

OFFICE USE ONLY:

Stages of Employee Selection.

Also, the format of the

Choice Business College Pty Ltd trading as Choice Business College

jobs will require a skills

OFFICE USE ONLY:

S NYS Assessor to indicate how this professional judgement was made:

Choice Business College Pty Ltd trading as Choice Business College

Fair Work Promotes a healthy workplace for employees, contractors and

The Age Discrimination Act

Choice Business College Pty Ltd trading as Choice Business College

OFFICE USE ONLY:

 Describe the reason for using these tests.