BSBHRM506 Manage recruitment selection and induction processes Learner Assessment Workbook INFORMATION REGARDING THIS ASSESSMENT TOOL 1. General Information 2. Instructions for Students 3. Instruction for Assessors 4 Unit Outline 5. Assessments 6. Student Declaration 1. General Information about this Assessment Workbook Development of this Assessment Tool A Training and Assessment Strategy has been developed for the qualification that contains this unit. This Training and Assessment Strategy outlines the delivery and assessment methodology to ensure consistency with our scope and requirements under NVR regulations and legislations. Furthermore all assessments are written in line with the assessment guidelines of the relevant training package. A professional approach is applied to ensure that these assessment resources are current, valid, fair and flexible assessment tools that accurately relate to the elements and performance criteria to meet competency standards. This Assessment Tool has been reviewed to ensure it meets with the unit of competency evidence requirements. All resources comply with the appropriate training packages, released on www.training.gov.au To ensure they are kept current and fair they undergo several types of formal validation processes. These include: • Industry validation of our programs via an Industry Consultation committee • Industry validation of our assessment tools via an Industry Consultation committee • Trainer/ Assessor validations as scheduled in our programs register • Feedback from our clients and students is also encouraged to maintain currency and reflect any changes within the industry. General information about Assessment There is a combination of formative and summative approaches to assessment designed for a learning environment that enables simulation in workplace environments or employment seeking activities when required. The timeframe for assessment is outlined in each Training Program Outline that is issued and discussed at enrolment; and each student must complete the 'Student Declaration' to verify both their understanding of the unit assessment requirements and their readiness to proceed with the assessment process. Assessment needs to include the full expression of competency which includes assessment of knowledge, understanding, application and performance reliability. Formative/Summative definitions: Formative Assessment: Provides feedback to both trainer and student about progress both of the course program and the individual. It does not necessarily contribute to formal outcomes, e.g. certification. Summative Assessment: Summative assessment is by contrast a high value function that evaluates against a standard; it does contribute to formal outcomes. Resources needed for the assessment The assessments are designed for general classroom delivery with access to: • A relevant simulated environment for the purposes of practical demonstration • Business technology and organisational processes where required - a computer with access to the internet, an email function and a word processing application will generally be provided for the completion of all assessments as required. Assessment process overview When you have completed all Assessments, and you have (if required) made a copy of your completed Assessments; it is time to submit the completed Assessment Workbook to your Assessor. Your Assessor will provide you with feedback, whether this is verbal or written responses, and a judgment of competency will be made. Reasonable Adjustment Students must apply for special consideration and make reasonable adjustment to assessment, as appropriate. Information regarding reasonable adjustment can be found in both the relevant program Training and Assessment Strategy (TAS) Reassessment Process Incomplete Assessments will result in Assessment Workbook being handed back to the student and marking of the respective Assessment(s) will not commence until the Assessment is completed. If there is a Not Satisfactory assessment outcome, the Assessor will discuss and provide feedback to the student on the area/s for improvement and confirm further requirements. At this time a mutually agreed future date for re-assessment will be set. Reassessment Process: • Each student is entitled to 2 assessment attempts at no additional cost • Each re-assessment attempt must be completed within a 48-96 hour maximum timeframe from the previous attempt. • Trainer/Assessor will provide direction to the student on the further learning required for next assessment attempt. • Assessor may apply reasonable adjustment to the subsequent assessment attempts if required • These 2 assessment attempts should be across a maximum period of 2 weeks • At the end of the second unsuccessful assessment attempt, a formal student/trainer counseling session will occur, to discuss the student's suitability to the learning program or fees for re-assessment may apply   2. Instructions to Students How you will be assessed / able to demonstrate competency for this unit To demonstrate competence in this unit you must satisfactorily meet the requirements of this Assessment Workbook. The Assessment Workbook represents 1 (one) complete record of evidence. The Assessment Workbook consists of several different Assessments that may include further pieces of evidence to be developed by the student. Each Assessment is reviewed by an Assessor and an outcome determined for each completed Assessment submission. Assessment Instructions for Code & Title Four Assessment Tasks in this workbook must be completed for competency to be achieved in the unit Assessment 1- Case Study You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes. Assessment 2 – Observation You must demonstrate your ability to analyse the recruitment and selection needs of a business, develop a plan and recruitment and selection systems and processes to meet these needs and train staff to implement them. Assessment-3- Research Project Research, develop and write a set of guidelines for a one-day induction program at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. Your guidelines need to reflect current research and comply with relevant legislation. The induction guidelines need to include: • induction program • training methods and support • overseeing of probationary employees. Research may include examination of existing induction processes, documents, interviewing organisations, consulting experienced Human Resource personnel or managers, reading reference materials and Internet research. Assessment 4 – Written Questions The test will be of 60 minutes (Maximum) duration and comprises of short answers questions. This is an open book test, reference papers, notes, student workbook, past assignments can be used. You will need to be deemed satisfactory in all the given assessments to be competent in this unit Rules for Completing Assessments This Assessment Workbook must be completed in Black or Blue pen. White out must not be used. If you need to amend written information cross it out and rewrite the correct information. Additional sheets maybe attached if required.   Assessment Length Where space/lines have been provided for responding to an Assessment you should not see the size of the space provided as a guide to the length of your answer. If you require extra room for a response, attach a separate page to this Assessment Workbook with the following points included – your name, date the response/s were made, the unit code and Assessment clearly indicated. How are the Outcomes for Assessments Assessed? Each Assessment within this Assessment Workbook will be given an outcome of either Satisfactory or Not satisfactory. What does this mean? Satisfactory Outcome: • The Assessor has reviewed the Assessment Workbook against the requirements of the Assessment and is satisfied that all requirements have been met. Not Satisfactory Outcome: • The Assessor has reviewed the Assessment Workbook against the requirements of the Assessment and is not satisfied that all requirements have been met. If you receive a Not Satisfactory outcome you will be given an opportunity to discuss and review with your Assessor the area/s for improvement and resubmit the individual Assessment as per Assessor's instructions. If you receive a Satisfactory outcome for the individual Assessment, then this outcome forms one part of the requirement used to form a final judgement of competency for this unit. How is Competency Achieved? Competency is achieved when you have (4) four satisfactorily completed Assessments within this Assessment Workbook. The Assessor, understanding the rules of evidence, is also able to make a determination of competency for you the individual student factoring the need for reasonable adjustment as required. Student Please Note: • There is zero tolerance for cheating and plagiarism • If you the student are found to have cheated on any forms of assessment, including plagiarism of another's work, you will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • You must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. You can make and keep copies of all work that you submit. (Optional) Evidence provided by you is retained for our records and not returned to you.   3. Instruction for Assessors Evidence Gathering/Collection required Assessment of a Unit of Competency is based on the review of the Assessments contained within this Assessment Workbook. This Assessment Workbook has been mapped to cover the specifics of the Unit of Competency as per the contents of the Training Package and includes: • Performance Evidence • Knowledge Evidence • Assessment Conditions It is also essential that assessment is conducted with the rules of evidence as a primary focus: • Authentic • Valid • Current • Sufficient How to make a judgement of competency using the Assessments Competency is achieved when you have a combination of (4) four satisfactorily completed Assessments within this Assessment Workbook. The Assessor, understanding the rules of evidence, is also able to make a determination of competency for you the individual student factoring the need for reasonable adjustment as required. Application This unit describes the skills and knowledge required to manage all aspects of recruitment selection and induction processes in accordance with organisational policies and procedures. It applies to individuals or human resource personnel who take responsibility for managing aspects of selecting new staff and orientating those staff in their new positions. It is not assumed that the individual will be directly involved in the selection processes themselves, although this may well be the case. No licensing, legislative or certification requirements apply to this unit at the time of publication. Element Elements describe the essential outcomes Performance Criteria Performance criteria Describe the performance needed to demonstrate achievement of the element. 1 Develop recruitment, selection and induction policies and procedures 1.1 Analyse strategic and operational plans and policies to identify relevant policies and objectives 1.2 Develop recruitment, selection and induction policies and procedures and supporting documents 1.3 Review options for technology to improve efficiency and effectiveness of recruitment and selection process 1.4 Obtain support for policies and procedures from senior managers 1.5 Trial forms and documents supporting policies and procedures and make necessary adjustments 1.6 Communicate policies and procedures to relevant staff and provide training if required 2 Recruit and select staff 2.1 Determine future human resource needs in collaboration with relevant managers and sections 2.2 Ensure current position descriptors and person specifications for vacancies are used by managers and others involved in recruitment, selection and induction processes 2.3 Provide access to training and other forms of support to all persons involved in recruitment and selection process 2.4 Ensure advertising of vacant positions complies with organisational policy and legal requirements 2.5 Utilise specialists where necessary 2.6 Ensure selection procedures are in accordance with organisational policy and legal requirements 2.7 Ensure processes for advising applicants of selection outcome are followed 2.8 Ensure job offers and contracts of employment are executed promptly, and new appointments are provided with advice about salary, terms and conditions 3 Manage staff induction 3.1 Provide access to training and ongoing support for all persons engaged in staff induction 3.2 Check induction processes are followed across the organisation 3.3 Oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated 3.4 Obtain feedback from participants and relevant managers on extent induction process is meeting its objectives 3.5 Make refinements to induction policies and procedures Foundation Skills This section describes language, literacy, numeracy and employment skills incorporated in the performance criteria that are required for competent performance. Skill Performance Criteria Description Reading 1.1, 1.2, 2.2, 2.4, 2.6, 2.7  Critically evaluates and applies content from a range of complex texts to determine legislative and business requirements Writing 1.2-1.6, 2.1, 3.3-3.5  Demonstrates clear writing skills by selecting appropriate conventions and to express precise meaning relevant to context and audience Oral Communication 1.4, 1.6, 2.1, 2.3, 3.3, 3.4  Draws on a repertoire of open questioning and active listening when seeking feedback from others  Uses appropriate terminology and non-verbal features to present information and clarify understanding Numeracy 2.8  Analyses numerical information to determine employees' remuneration packages  Makes basic calculations to ensure work output is delivered in a timely manner Navigate the world of work 1.1, 1.2, 1.5, 1.6, 2.4, 2.6  Understands and adheres to relevant organisational policies and procedures  Develops or updates organisational policies to meet organisational objectives  Considers own role in terms of its contribution to broader goals of work environment Interact with others 1.4, 1.6, 2.1-2.3, 2.5, 2.7, 2.8, 3.1, 3.3, 3.4  Seeks expert advice and skills training where required  Selects appropriate mode of communication for a specific purpose relevant to own role  Uses effective communication skills to liaise with a range of people across the organisation Get the work done 1.1-1.3, 1.5, 1.6, 2.1, 2.3, 2.7, 2.8, 3.1, 3.2, 3.3  Plans and implements tasks required to deliver timely outcomes, negotiating some key aspects with others  Monitors implementation of plans and adjusts as necessary  Considers whether and how often others should be involved, using consultative or collaborative processes as an integral part of the decision-making process  Analyses outcomes of decisions to identify improvement opportunities  Actively identifies systems, devices and applications with potential to meet current and future needs Performance Evidence Evidence of the ability to: • develop or critically analyse a policy and procedures framework for recruitment, selection and induction • identify the need for recruitment • prepare and oversee appropriate documentation required for recruitment • select and advise job applicants appropriately • manage the induction process • comply with relevant legislation and organisational requirements. Note: If a specific volume or frequency is not stated, then evidence must be provided at least once. Knowledge Evidence To complete the unit requirements safely and effectively, the individual must: • describe recruitment and selection methods, including assessment centres • explain the concept of outsourcing • describe the purpose of employee contracts and industrial relations • summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction • explain why terms and conditions of employment are an important aspect of recruitment • explain the relevance of psychometric and skills testing programs to recruitment. Assessment Conditions Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the workforce development – human resource development field of work and include access to: • an appropriate range of documentation and resources normally used in the workplace • relevant organisational policies and procedures • relevant legislation, regulations and codes of practice • business technology.   Assessment One – Report on recruitment and selection processes Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/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 must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes. Assessment description Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages. You will need to write a report that compares the 2000 Healthcare United recruitment and selection guidelines against the newly developed 2010 Healthcare United recruitment and selection policy and relevant legislation. You also need to recommend changes necessary to improve procedures and the overall process, based on current research. You will be given copies of 2000 Healthcare United recruitment guidelines and the 2010 Healthcare United recruitment and selection policy. Your report needs to cite relevant legislation and address the following key areas for each procedure: • timeframes • personnel involved • documentation • training • monitoring and evaluation. Procedure Read the 2010 Healthcare United recruitment and selection policy. Analyse the 2000 Healthcare United recruitment and selection guidelines addressing key areas for each procedure against the current 2010 Healthcare United recruitment policy and relevant legislation. Identify and discuss key areas for each procedure that need revising because they are: • contrary to 2010 policy • outdated compared to current research and practice • do not comply with current legislation. • List your recommendations for revising key areas of the 2000 guidelines. • Write a hard copy of your report of no more than 3,000 words and, if necessary, attach relevant supporting documents. Specifications You must provide: • a hard copy of your written report and any supporting documents to your assessor. Your assessor will be looking for the following in your report. • an executive summary covering off the key findings and recommendations • an analysis of the following key areas for each procedure in terms of the 2010 Healthcare United recruitment policy, the relevant legislation underpinning each procedure and current research: o time frames o personnel o documentation o training and support o monitoring and evaluation. o Procedures to be analysed: o vacant position analysis o position description o advertisement o shortlist o interview preparation o interview applicant o reference check o job offer. evidence and referenced sources, e.g. reading reference materials, internet research and direct research (contacting and interviewing organisations) that support your analysis conclusion discussing overall process a list of your recommendations to revise the 2000 Healthcare United recruitment process a logical, formatted structure with an introduction, body and conclusion or with clear headings for each section.   Healthcare United 2010 – recruitment and selection policy Healthcare United aims to be the number one provider of Healthcare professionals in Australia. Healthcare United is an organisation that currently employs 1500 Healthcare professionals with two sites, in Victoria and NSW and seeks to expand its operations and open another office in Hobart. As an organisation our vision is to provide: • the best qualified and trained human resources available for clients • up-to-date technology in all services for both clients and staff • innovative best practices and procedures from both inside and outside the organisation • best facilities and procedures in a competitive environment. To address the future needs of the organisation, Healthcare United aims to recruit a further 500 of the best possible healthcare professionals available, in three stages, over the next five years. Key tenets of our recruitment and selection policy are: • managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and supporting documentation • HR department will support managers in this role • timeframe for recruitment and selection will be two to three weeks maximum • position analysis will be conducted on all vacant or new positions • all vacant and new positions will be advertised internally and externally for ten working days unless special exemptions apply and be advertised online and in leading national newspapers • special exemptions to internal recruitment must be approved by the general manager • all interviews must be conducted by a trained selection panel • selection of staff is subject to reference checks conducted by the manager • Healthcare United is an equal opportunity employer.   Healthcare United 2000 – recruitment and selection guidelines Policy statement: Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer. Purpose: The purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources available to effectively provide its service. The Healthcare United recruitment and selection process has been developed in line with organisational strategies, relevant legislation and best practice recruitment. Recruitment and selection process The recruitment and selection process involves the following procedures: 1. Vacant position analysis. 2. Position description. 3. Advertisement. 4. Short-list. 5. Interview preparation. 6. Interview applicant. 7. Reference check. 8. Job offer. Analyse the vacant position When a position becomes vacant it is important to analyse the position to determine whether it is still required. Manager Estimated timeframe: Two to three days. When a position becomes vacant the following procedure must be completed. Procedure 1. Manager notifies HR about vacant position and requests 'permission for position form'. 2. Manager completes their section of 'permission to recruit form' stating reasons why position needs to be filled and submits it to HR department. 3. Position needs analysis conducted by HR department who them completes rest of 'permission to recruit form'. Note: HR may need to question manager about position. 4. Completed 'permission to recruit form' to be approved by senior management. 5. Once permission is obtained then HR department explore implications, options, legislative and award requirements. 2. Position description A position description is an important prerequisite to successful recruitment and selection. Estimated development and validation timeframe: three to five days. Procedure 1. Position descriptions are developed by HR department using a position description template and include: a. position title b. key objective c. qualifications required d. OHS component e. terms. f. Note: HR may consult with manager about position description if necessary. 2. Senior management to sign off on position description. 3. Lodge an advertisement Healthcare United's advertising policy: unless there is special authorisation from senior management, all positions must first be advertised internally for a minimum of ten working days in the HU newsletter before being advertised externally for a period of ten working days. The newsletter is distributed via the intranet every Friday morning and hard copies are also placed on noticeboards in offices and lunchrooms. Timeframe: 20–25 working days. Procedure 1. HR department creates advertisement for HU newsletter on intranet. 2. HR sends advertisement to publications department to post on the intranet. 3. HR creates advertisement for authorised external print media. 4. After advertisement has been posted internally for ten working days, HR organises for external print media. 4. Short-list applicants Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed. Timeframe: Five days minimum. Procedure 1. Administration staff to collate all resumes and give to HR department. 2. HR to read over position description and advertisements. 3. HR to read each external applicant's résumé and divide them into 'yes', 'no' and 'maybe' piles. 4. HR to then reread 'yes' and 'maybe' resumes and complete short-list chart for external applicants. 5. HR reads all internal applications and completes the short-list chart. 6. HR then collates all documentation from internal applicants and shortlisted external applicants. 7. HR organises administration staff to send all external applicants not short-listed a standard letter by post. Interview Healthcare United uses the interviewing selection technique with interviews being conducted at head office only. Where possible, Healthcare United requires a selection panel of two HR personnel and a representative from the related department to interview applicants. 5. Interview preparation Timeframe: interview preparation one to two days. Procedure 1. HR requests administration staff at head office to organise: a. comfortable and quiet location b. food and beverages for interview panel c. interview schedule. 2. HR to organise interview documentation which includes: a. position description b. resumes for each shortlisted candidate c. consent to check and release police record form d. standard interview questions for HR members of interview panel e. interview assessment forms for interviewers f. use checklist for documentation. 3. HR organises interview panel: two members of HR department and one staff member from the job-related department with one of the HR members being the chairperson. Note: It is preferable that the staff member from the job-related department is experienced. 4. Chairperson (HR) chooses and advises the staff member of their role as 'expert' and requests that they think of three job-related interview questions. 6. Interview applicants Interviews are to be conducted only at head office. Interviews are to be 30 minutes in duration with a five-minute break in between. No more than 12 interviews should be conducted in a day. Timeframe: scheduled interviews one to two days depending on number of applicants. Procedure 1. Chairperson greets candidate and makes introductions. 2. Chairperson opens interview. 3. HR members of panel ask applicant a series of standard interview questions. 4. Staff member from job-related department asks three questions. 5. Chairperson asks applicant if they have any questions. 6. Chairperson informs the candidate of the process. 7. Panel thank candidate for attending. 8. Panel complete interview assessment. 9. Panel select applicant. 10. Gain approval from senior management – subject to reference check. 7. Reference checks Reference checks are an important part of the selection process. Healthcare United reference checks must be conducted on both internal and external applicants by the HR department. Timeframe: one to two days depending on number of applicants. Procedure 1. Phone workplace of applicant and speak to manager/referee. 2. Introduce self, organisation and purpose of call. 3. Ask standard questions about applicant's knowledge and skills. 4. Ask about applicant's personality. 5. Ask manager for their opinion of applicant's standard of work. 6. Ask manager if there have been any problems with applicant. 7. Discuss references with other HR person on interview panel. 8. Job offer Job offer needs to be made immediately after Reference check. Timeframe: one to five days. Procedure 1. HR department organise written contract to be drawn up with terms and conditions. 2. Administration to post employee contract to applicant. 3. Upon receipt of signed contract HR post new employee advice about induction program. 9. Feedback to unsuccessful applicants Healthcare United requires all unsuccessful internal applicants to be provided feedback in individual meetings with a member of the HR department. Timeframe: one to two days depending on number of applicants. 1. HR department ask administration to schedule 30-minute meeting with each unsuccessful internal applicant. 2. HR department representative to conduct feedback meetings with unsuccessful internal applicants. 3. HR department representative to phone unsuccessful external applicants and offer feedback. 4. HR department to file hard copies of notes about unsuccessful applicants.   Assessment 1 – Case Study Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. STUDENT ASSESSMENT DECLARATION  I have undertaken sufficient activities within this unit of competency and I am ready to attempt the assessment required to demonstrate competency.  I understand the assessment framework and requirements that will be used by an Assessor to make a formal judgement of my competency  The work that I have submitted in this Assessment Workbook is my own  I understand the re-assessment process that will be followed if I am unsuccessful in gaining a satisfactory result in the required Assessments   Assessment Task 2: Recruitment and selection consultation Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/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 must demonstrate your ability to analyse the recruitment and selection needs of a business, develop a plan and recruitment and selection systems and processes to meet these needs and train staff to implement them. Assessment description Many small businesses lack well developed recruitment and selection systems. The resulting poor staffing decisions can cost businesses time and money and lead to worker frustration. Your role is to work as a consultant to a small business. You will need to identify a small business, a business with which you are familiar or a business agreed with your assessor and conduct research into that business' human resources needs (for both now and in the future). You will then develop and implement a plan to address the recruitment and selection needs of the business. Procedure 1. Identify and select a small business as the subject for your project, and explain the task to the business manager to obtain approval. 2. Survey key stakeholders (relevant positions in the small business) and identify the HR needs of the business for the next 12 months. 3. Develop a human resources (HR) plan to address the HR needs of the organisation and have the plan approved by the business manager and your assessor before proceeding further. Note: HR plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current status of human resources, recruitment and selection processes, and recommendations for improvements. 4. Develop job descriptions (see attached template). 5. Develop an advertising policy and procedure, including checklist, which complies with organisational, legal and policy requirements. 6. Develop a selection policy and procedure, including checklists, that complies with organisational, legal and policy requirements for: a. external reference checking b. providing offers of employment (including advice about salary, terms and conditions, probation). 7. Review the procedures with key stakeholders and your assessor before proceeding. 8. Facilitate and evaluate some training on at least two of the procedures developed using a training evaluation form (see attached template). Specifications You must provide: • a brief business profile that outlines: o product and/or services o clients o human resources o location o future direction • survey report • HR plan • position descriptions • advertising and selection policies • advertising, external reference checks, offers of employment procedures, including checklists • training evaluations for two procedures. Your assessor will be looking for the following in your survey report: • a summary of existing HR processes including policies and procedures • a well-designed survey instrument that identifies current and future HR needs • completed survey instruments • conclusion from surveys regarding current and future HR needs. Your assessor will be looking for the following in the HR plan: • key areas that need to be addressed • signed endorsement of the plan by the business manager • identification of key policies and procedures to be developed • job descriptions. Your assessor will be looking for the following in the policy and procedures: • at least three procedures related to recruitment and selection (these can be improvements on existing procedures, or new procedures) • each procedure to include: purpose, policy, step-by-step instructions and checklists • procedures must comply with legal and organisational requirements. Your assessor will be looking for the following in the training evaluations: • suitability of tasks covered • effective methods of training delivery • effective supporting documentation. Option 1: Assessor as observer The learner should conduct the presentation as specified in the Assessment Task, but may require adjustment in reporting, presenting or interviewing, or other situations where the assessor and learner meet face-to-face. • The presentation can be varied to take place by Skype conference. If that is possible, the process followed does not need to be varied greatly. • The candidate should email presentation material (PowerPoint slides) to the assessor prior to the presentation. • Additional evidence (documents, photos, videos) may be required and can be electronic but must conform to the format guidelines provided to candidate. Option 2: Video the presentation The presentation may involve skills that are too active or complex for videoconferencing. This might involve skills or demonstrations of complex tasks. In these cases, the learner may be able to video the presentation and send it to the assessor. Position description template Position title: Position reports to: Qualifications – essential Key objectives 1. 2. 3. 4. 5. Key position functions 1. 2. 3. 4. 5. Key selection criteria OHS requirement Terms and conditions of employment Training evaluation form Task description Competent Not Competent 1 2 3 4 5 Method of delivery (please circle): 1. presentation e.g. lecture 2. workshop e.g. classroom 3. one-to-one instruction 4. online interactive 5. other (please specify). Rate the training using scale: not satisfactory  satisfactory Was sufficient time allowed for session? 1 2 3 4 5 Were there adequate resources? 1 2 3 4 5 Was method of delivery engaging? 1 2 3 4 5 Was instruction clear? 1 2 3 4 5 Was sufficient time allowed for discussion? 1 2 3 4 5 Were supporting documents useful? 1 2 3 4 5 What further training is needed with this task? Are there any other areas/tasks that you would like training for? Please specify: Are you interested in conducting training in any areas? Please specify.   Assessment 2 – Observation Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. STUDENT ASSESSMENT DECLARATION  I have undertaken sufficient activities within this unit of competency and I am ready to attempt the assessment required to demonstrate competency.  I understand the assessment framework and requirements that will be used by an Assessor to make a formal judgement of my competency  The work that I have submitted in this Assessment Workbook is my own  I understand the re-assessment process that will be followed if I am unsuccessful in gaining a satisfactory result in the required Assessments   Assessment Three – Induction process project Submission details Candidate's Name Phone No. Assessor's Name Phone No. Assessment Site Assessment Date/s Time/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 must demonstrate your ability to research and develop a set of guidelines for an induction program that complies with, and addresses, the induction policy and procedures of your subject organisation. Assessment description Research, develop and write a set of guidelines for a one-day induction program at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. Your guidelines need to reflect current research and comply with relevant legislation. The induction guidelines need to include: • induction program • training methods and support • overseeing of probationary employees. Research may include examination of existing induction processes, documents, interviewing organisations, consulting experienced Human Resource personnel or managers, reading reference materials and Internet research. Procedure 1. Conduct research on induction procedures and program content. 2. Draft policy statement, objectives, program outline, procedures and documents for each stage of induction process that suit the organisation and comply with relevant legislation. 3. Consult relevant workplace personnel for feedback on guidelines. 4. Refine and edit guidelines. 5. Ensure all sources are referenced correctly. 6. Write final copy of guidelines following format stated in the following specifications. Specifications Your assessor will be looking for guidelines that are complete, clearly written in plain English with all sources correctly referenced using in-text referencing or footnotes and a bibliography. They must be presented in the form of a bound document and adhere closely to the following format. Format for guidelines: • Title page • Contents • Introduction: • brief organisation profile • induction policy statement and objectives. • Induction program: • program outline with session titles, facilitators, location, times, methods of delivery • induction toolkit contents checklist • induction process checklist • evaluation form. • Induction training and support: • objectives based on organisational policy • training tasks • list of staff and methods for training staff • checklists for facilitating training • training evaluation form. • Overseeing of probationary employees: • objectives based on organisational policy • probation procedure • checklist for procedure • probation process evaluation form. • Appendix: • templates • sample documentation • bibliography.   Assessment 3- Research Project Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. STUDENT ASSESSMENT DECLARATION  I have undertaken sufficient activities within this unit of competency and I am ready to attempt the assessment required to demonstrate competency.  I understand the assessment framework and requirements that will be used by an Assessor to make a formal judgement of my competency  The work that I have submitted in this Assessment Workbook is my own  I understand the re-assessment process that will be followed if I am unsuccessful in gaining a satisfactory result in the required Assessments Assessment Four – Written Questions Instructions The test will be of 60 minutes (Maximum) duration and comprises of short answers questions. This is an open book test, reference papers, notes, student workbook, past assignments can be used. The criteria to be applied in assessing test papers will be the accuracy of submitted answers and demonstrated understanding of the subject matter covered in the unit It is your responsibility to be aware of the requirements for this course and understand that you will have to answer all questions to arise competency in this test You will need to be deemed competent in all the given assessments and the test to pass the unit Make sure you: • Answer all questions • Use a blue or black pen. Assessments written in pencil or other colours will not be accepted. • Ask your assessor if you do not understand a question. Whist your assessor cannot tell you the answer, she may be able to re-word the question for you Do not talk to your classmates as it will be assumed that you are asking for answers. If you are caught talking, you will be asked to leave and your assessment will not be marked. • Do not cheat. Anyone caught cheating or discussing the test will automatically be marked Not Yet Competent for this unit, and will be required to pay a monetary penalty to resist the unit. • There are NO EXCEPTIONS to this rule.   Assessment 4 – Written Questions Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Reassessment Date: Satisfactory Not Satisfactory Trainer/Assessor Initial Confirmation of verbal responses if required Assessor Declaration I declare that the student and I have verbally answered, clarified and provided the responses as listed above Date Trainer Assessor Signature Student Declaration That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature If verbal assessment is required a written responses will be provided in RED pen where relevant. DO NOT amend dates if possible. If you write in the wrong section you need to cross it out and rewrite the correct information. White out must not be used. Please Note: • A zero tolerance to cheating and plagiarism is taken • If a student is found to have cheated on any forms of assessment, including plagiarism of another's work, they will be required to re-sit an alternative assessment under the supervision of an assessor to confirm competence in this unit. • A Student must satisfy the requirements for competency within this Assessment Workbook to achieve a competency outcome. • A Completed Assessment Workbook and any additional evidence provided by the student is retained for our RTO records and is not returned to the student. It is important that all areas of this Assessment Workbook are completed prior to submission to the administration department for final outcome recording. STUDENT ASSESSMENT DECLARATION  I have undertaken sufficient activities within this unit of competency and I am ready to attempt the assessment required to demonstrate competency.  I understand the assessment framework and requirements that will be used by an Assessor to make a formal judgement of my competency  The work that I have submitted in this Assessment Workbook is my own  I understand the re-assessment process that will be followed if I am unsuccessful in gaining a satisfactory result in the required Assessments Student Assessment Record This record sheet is to be completed for each student before the unit commencement and at the end of the unit. Where the student is not deemed competent in an assessment, discuss the issues of the assessment with the student and allow them to be (reassessed at a different date). If the student does not meet competency again, mark as NYC and the student will be required to arrange reassessment with the RTO Coordinator. The record must be kept together with all assessments of the student and submitted to the RTO Coordinator as evidence. Student Name Trainer Name Student Number Term/Year Commencement Date Student Signature Trainer Signature Assessment Outline: All tasks must be completed and a competent result obtained If mark does not achieve competency a reassessment must be undertaken and results recorded. Assessment Type Result Date Reassess (circle) Result Date Satisfactory Not satisfactory Assessment 1 N Y Assessment 2 N Y Assessment 3 N Y Assessment 4 N Y Competent/Not Yet Competent (Enter relevant Unit result) Trainer Comments: PLEASE NOTE: There is an assessment appeals process available to students. Please discuss this with your Trainer or course coordinator Plagiarism, Copying, Cheating, Collusion Plagiarism Failure to acknowledge the work of others contravenes Australian and International Copyright Law. If Students NYC to acknowledge the work of others, they are plagiarising and will be dealt with as per Institute Policy Copying Copying the work of others is NOT ACCEPTABLE. Copying will result in an automatic NYC for the Unit. Cheating Cheating in any form is NOT ACCEPTABLE. Cheating will result in an automatic NYC for the Unit. Collusion Collusion (working with others) for an individual assessment will be regarded as cheating and will result in a NYC for the Unit The following details must be completed by trainer and student Declaration I hereby certify that: That all work undertaken is my own, and I have not participated in Plagiarism, Copying, Cheating or Collusion to achieve these recorded results. Student Signature (Unit Completion/Results) Date Assessor Signature (Unit Completion/Results) Date   Reasonable Adjustment Information Reasonable Adjustment details applied to this student What reasonable adjustment was made: Why this adjustment was made: Administrative use only Entered onto Student Management Database ________________ Date Initials Feedback on this Assessment Workbook Feedback Form Instructions: In an effort to continuously improve our Assessment Workbooks, please feel free to document any feedback or suggestions you may have. Once completed, please remove this page and submit it to your Assessor at any time during your assessment process. This form will then be forwarded to our Program Manager for further review and consideration. Feedback: