BSBHRM506 (Student Version) V.3

BSB51915 – Sep 2018
Assessment Resource Summary

BSBHRM506 – Manage recruitment selection and
Unit Details
induction processes
This is a summative assessment, this assessment

Assessment Type need adequate practice prior to undertaking this
assessment.
Short Question Answers Assessment 1
Project work Assessment 2

Assessment Methods
Project work / Role -

Assessment 5
play
TAS-AT-V3-06092018 © International College of Tasmania P a g e 1 | 55

Assessment Resource | BSBHRM506
Unit Summary
This unit describes the skills and knowledge required to manage all aspects of recruitment selection
and induction process in accordance with organisational policies and procedures.
It applies to individuals or human resource personal 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 process themselves, although this may well be the
case.
Prerequisite Units
There are no recommended pre-requisite units for this competency
ELEMENT PERFORMANCE CRITERIA

Elements describe the essential outcomes. Performance criteria describe the performance needed
to demonstrate achievement of the element.
1 Develop recruitment, selection and induction 1.1 Analyse strategic and operational plans and policies
policies and procedures 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 Description

Criteria
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,  Seeks expert advice and skills
3.3, 3.4 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,  Plans and implements tasks
3.1, 3.2, 3.3 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
Assessment Requirements
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.

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.
VERSION HISTORY
Version Number Date Reason for revision Who Approved By
TAS-AT-V1-05072017 05-07-2017 IBSA Material CEO
TAS-AT-V1.1-11072017 11-07-2017 Contextualized IBSA Material A.C CEO
TAS-AT-V1.2-17072017 17-07-2017 Reflected industry consultation A.C CEO
Values, code of conduct, complain & A.C CEO
appeal policy included in appendix-1
Inclusion of Candidate Evaluation A.C CEO
Matrix in page 4
Instruction provided for Q7 of
Assessment 3.
TAS-AT-V1.3-07112017 07-11-2017 Version Control updated to align with A.C CEO
other material
TAS-AT-V1.4-10032018 10-03-2018 Assessment tool revised on changes A.C CEO
suggested by ASQA
TAS-AT-V2-04062018 04-06-2018 Version Control updated to align with A.C CEO
other material
TAS-AT-V3-06092018 06-09-2018 Re-formatted assessment tool A.C CEO

Re-assessment of Result& Academic Appeal procedures:

If a student is not happy with his/ her results, that student may appeal against their grade via a written letter,
clearly stating the grounds of appeal to the Director of Studies. This should be submitted after completion of the
subject and within fourteen days of commencement of the new term.
Reassessment Process:
 An appeal in writing is made to the Director of Studies providing reasons for re-assessment
/appeal.
 Director of Studies will delegate another faculty member to review the assessment.
 The student will be advised of the review result done by another assessor.
 If the student is still not satisfied and further challenges the decision, then a review panel is formed
comprising the lecturer/trainer in charge and the Director of Studies OR if need be an external assessor.
 The Institute will advise the student within 14 days from the submission date of the appeal. The decision
of the panel will be deemed to be final.
 If the student is still not satisfied with the result, the he / she has the right to seek independent advice or
follow external mediation option with nominated mediation agency.
 Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that
subject.
The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based
on principles of assessment. These principles require assessment to be reliable, fair, practical and valid.
Academic Appeals
 If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through
academic appeals handling protocol.
 To appeal a decision, the person is required to complete the TasCollege- Request for Appeal of a Decision
form with all other supporting documents, if any. This form is available via our website. The completed
Request for Appeal form is to be submitted to the Student Support Officer either in hard copy or
electronically via the following contact details:
Student Support Officer, International College of Tasmania (TasCollege), Level 1, 242 Liverpool Street,
Hobart TAS 7000, Email: complaintsandappeals@tascollege.edu.au
 The notice of appeal should be in writing addressed to the Director of Studies and submitted within seven
days of notification of the outcome of the re-evaluation process.
 If the appeal is not lodged in the specified time, the result will stand, and you must re-enrol in the unit.
 In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical
certificate in support of a deferred appeal. The notice of appeal must be made within three working days
of the concluding date shown on the medical certificate.
 The decision of Director of Studies will be final.
 Student would then have the right to pursue the claim through an independent external body as detailed
in the students’ complaint / grievance policy.
Reasonable adjustments
TasCollege enables reasonable adjustments to be made to assessment procedures for students with special needs,
such as people with disabilities or with language or literacy difficulties. Assessing knowledge is usually assessed
through written or oral, short‑answer tests where assessors seek to determine the extent of the student’s
knowledge. However, you may need to do the following for a student with disability:
• Ask questions orally instead of in a written format

• Provide equipment such as text enlargers, image enhancers, and voice recorders.
• Give the student more time to complete the assessment;

• Allocate a different time for completion of the assessment;

• Offer a separate, quiet room.
• Modifying or providing equipment
• Adapting delivery strategies
• Ensuring that course activities are sufficiently flexible
• Providing additional support to student where necessary
• Customizing resources and activities within the training package or accredited course
• Monitoring the adjustments to ensure student needs continue to be met
“I understand all the above rules and guidelines for the assessment”.
Full Name Signature Date (dd/mm/yyyy)

ASSESSMENT COVERSHEET
Assessor need to complete this form as this will be used to record student final result. All
submission including all checklists are to be attached with this sheet before storing it in student file.
No student result will be uploaded in Student Database until and unless all paperwork related to
unit is complete.
Student Name: Student ID:
Unit Code & Title BSBHRM506 – Manage recruitment selection and induction process.
Subsequent
First Submission □ □
submission
Result
S=Satisfactory
Attach following documents to this sheet. NYS = Not yet satisfactory
NA= Not applicable
Assessment 1 Short Question Answers S NYS NA

Assessment 2 Project work S NYS NA
Assessment 5 Project work / Role - play S NYS NA
Final Result □ Competent □ Not Yet Competent
The Evidence provided is:
□ Valid □ Sufficient □ Authentic □ Current
Student Declaration:
I am aware of TasCollege policy on plagiarism as stated in the TasCollege Student Handbook.

This assignment does not breach those requirements nor has it been previously submitted
for assessment contributing to any other subject or course. The ideas and information that
are not mine have been referenced accordingly.
Student’s Signature: Date:_______/_______/_______

Feedback to Student:
Signature:
Assessor Declaration: I declare that I have
conducted the assessment with this student and
have provided appropriate feedback.
Date:_____/______/_____
Administration use only
Data Entered by Date Initials

Information for Students
Prior to Assessment
Your Trainer/Assessor will advise you of your rights before and after assessments, including the right
to appeal.
Your Trainer/Assessor will provide you with all relevant information relating to the assessments prior
to commencement, and of the appeals procedure that can be utilised if you wish to appeal against the
assessment outcome or make a complaint.
Results
You will be informed of the outcome of your assessment as soon as possible from the date the
assessment was submitted. Prompt feedback will be offered to you on the outcome of the assessment.
Feedback will be delivered in written and where possible, verbal form to you.
AQF Specifications for Assessments
This assessment is set in accordance with the criteria for AQF Level 5. Diploma qualifications must be
designed and accredited to enable graduates to demonstrate the learning outcomes expressed as
knowledge, skills and the application of knowledge and skills specified in the level 5 criteria and the
Diploma descriptor.
Diploma descriptor
Summary
Graduates at this level will have specialised knowledge and skills for skilled/paraprofessional work
and/or further learning.
Knowledge
Graduates at this level will have technical and theoretical knowledge in a specific area or a broad field
of work and learning.
Skills
Graduates at this level will have a broad range of cognitive, technical and communication skills to
select and apply methods and technologies to:
 analyse information to complete a range of activities

 provide and transmit solutions to sometimes complex problems
 transmit information and skills to others
Application of knowledge and skills
Graduates at this level will apply knowledge and skills:
 To demonstrate autonomy, judgement and defined responsibility in known or

changing contexts and within broad but established parameters.

ACSF Specifications and Foundation Skills

The term ‘Foundation Skills’ is currently used to include the core skills defined in the Australian Core
Skills Framework (ACSF) as well as the employability skills identified by employers as critical for
effective performance in the workplace. The core skills of the ACSF include reading, writing, oral
communication, numeracy and learning.
Foundation skills encompass the core skills of reading, writing, oral communication, numeracy and
learning as described by the Australian Core Skills Framework (ACSF), and the Employability Skills/Core
Skills for Work. They exist on a continuum from very basic skills to highly-developed and specialist
skills. The foundation skills have been addressed in this assessment.
Assessment Process
To demonstrate competence in this unit, you must undertake all tasks in this assessment booklet and
complete them satisfactorily and in addition, also satisfactorily complete the practical assessment,
including demonstrating communication skills during the practical activities. If you do not answer
some questions or perform some tasks satisfactorily and therefore are deemed to be ‘Not Competent’,
you may be asked supplementary questions or given alternative activities to determine competence,
which will be documented in your student file. After you have demonstrated consistency in
performance you will be awarded this unit.
As part of the assessment process, you must abide by any relevant assessment policies as provided to
you. If you feel you are not yet ready to be assessed or this assessment is unfair, please discuss with
your assessor all options that are available to you to enable you to complete the assessment.
Submitting Assessments
You should submit assessment tasks with the provided cover sheet.
Assessments should be submitted on or before their due date. Extensions for individual assessment
tasks may be negotiated in specific circumstances. Consultation on this must occur prior to the due
date and extensions due to illness will require a medical certificate. Extensions must be confirmed by
the Trainer/Assessor in writing.
Plagiarism and Referencing
All students are reminded that plagiarism will not be tolerated. Information, ideas etc. quoted or
paraphrased from another source, must be acknowledged with “quotation marks” around the
relevant words/sentences or ideas and cited at the end of the document. Sources of information, ideas
etc. must be provided in alphabetical order by author’s surname (including author’s full name, name
of document/ book/internet etc. and year and place of publishing) or may be included in brackets in
the text.

Assessment Outcomes
There are two (2) outcomes of assessments: Satisfactory and Not Yet Satisfactory (requires more
training and experience).
You will be awarded a ‘Competent’ grade on completion of the unit when the trainer/assessor is
satisfied that you have completed all assessments and have provided the appropriate evidence
required to meet all criteria. If you fail to meet this requirement you will receive the result of Not
Competent and will be eligible to be re-assessed.
Re-assessment
Students will be allowed two (2) further attempts at an assessment for which the outcome is Not
Satisfactory, within the timeframe of a course (unit of competency) and in this time they can request
a coaching session as required. No additional fees will be charged.
Students who require re-assessment beyond the delivery timeframe of a unit or due date of an
assessment, unless it is due to medical reasons, will be given the opportunity to request additional
time to resubmit and in this time, they can also request a coaching session as required. After that
students may be charged a re-assessment fee.
Reasonable Adjustment
RTOs and trainer/assessors are obliged by law to make reasonable adjustment to ensure maximum
participation of students with disability in teaching, learning and assessment activities. This includes:
 ensuring that course activities are sufficiently flexible;

 providing additional support where necessary; and
 offering a reasonable substitute within the context of the course where a student cannot
participate
Reasonable adjustment is defined in section 4 (1) of the Employment and the Disability Discrimination
Act as ‘an adjustment to be made by a person is a reasonable adjustment unless making the
adjustment would impose an unjustifiable hardship on the person’.
Reasonable adjustment as it applies to participation in learning and assessment activities may include:
 customising resources or activities within a training package or accredited course;

 modifying a presentation medium;
 providing additional support;
 providing assistive or adaptive technologies;
 making additional information accessible both before enrolment and during the course; and
 monitoring these adjustments to ensure that the student’s needs continue to be met

Reasonable Adjustment Methods (examples)
Category Possible issue Possible Strategies
• Verbal assessment
• Speaking • Presentations
LLN • Reading
• Demonstration of a skill
• Writing • Use of diagrams
• Confidence • Use of support documents such as word lists
• Culturally appropriate training
• Knowledge and • Explore understanding of concepts and practical
understanding application through oral assessment
Indigenous • Flexibility • Flexible delivery & using group rather than
• Services individual assessments
• Inappropriate training • Assessment through completion of practical tasks
and assessment in the field after demonstration of skills and
knowledge.
• Discuss with the student and supervisor whether
language, literacy and numeracy are likely to
impact on the assessment process
• Use methods that do not require a higher level of
language or literacy than is required to perform the
job role
• Speaking
Non-English- • Use short sentences that do not contain large
• Reading
Speaking amounts of information and clarify information by
• Writing
Background rephrasing, confirm understanding
• Cultural background
• Read any printed information to the student
• Confidence
• Use graphics, pictures and colour coding instead
of, or to support, text
• Offer to write down, or have someone else write,
oral responses given by the candidate
• Ensure that the time available to complete the
assessment, takes account of the student’s needs
• Educational • Make sure font size is not too small
Age background • Assessor should refer to the student’s experience
• Age of the assessor • Ensure that the time available to complete the
• Limited study skills assessment takes account of the student’s needs
• Reading • Discuss with the student their previous learning
• Writing experience
Educational • Numeracy • Ensure learning and assessment methods meet the
background • Limited study skills learner’s individual need
and /or learning
strategies
• Speaking • Identify the Issues
• Reading • Create a climate of support & ensure access
Disability • Writing • Appropriately structured assessment
• Numeracy • Using other’s expertise
• Learning Strategies

An individual’s access to the assessment process should not be adversely affected by restrictions
placed on the location or context of assessment beyond the requirements specified in the training
package. Reasonable adjustments can be made to ensure equity in assessment for people with
disabilities. Adjustments include any changes to the assessment process or context that meet the
individual needs of the person with a disability, but do not change competency outcomes.
When assessing people with disabilities, trainer/assessors are encouraged to apply good practice
assessment methods with sensitivity and flexibility.
The assessment process must:
 Provide for valid, reliable, flexible and fair assessment

 Provide for judgement to be made on the basis of sufficient evidence
 Offer valid, authentic and current evidence
Access and Equity
Please speak to your trainer/assessor if you require assistance with any access and equity concerns
you may have.
Recognition of Prior Learning
If you can demonstrate that you have the skills and knowledge within this unit, you should speak to
your trainer/assessor about this and apply for recognition of prior learning.
Assessments
There are two (5) forms of assessment or evidence gathering methods for this unit of competency.
Students are required to complete them all. Your assessor will advise when assessments are due.
Students may use various sources of information including: text books, learning workbooks, other
documents and the internet and they must list the sources of the information.
Short Question Answers
Project Work
Project Work
Project Work
Project Work & Role-play

STUDENT INFORMATION
Instruction for Student:

Whilst researching and writing your project it is important to:
 Read the Assessment description carefully

 Assessment should be in a Word format
 All work is to be entirely of the Student. General Information for this assessment:
 Read the instructions for each question very carefully.
 Be sure to PRINT your FULL name & LAST name in every place that is provided.
 For those activities requesting extra evidence such as: research reports, ESSAY reports, etc.
The student must attach its own work formatted in double space, Arial 12 pts.
 All activities must be addressed correctly in order to obtain a competence for the unit of
competency.
 If the Student doesn’t understand the assessment, they can request help from the assessor to
interpret the assessment.
 Submit this document along with your assessment

Assessment Task 1: Short Question Answers
Written answer question guidance

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 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.
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.
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.
Evaluate – when a question asks you to evaluate something, you should do so putting 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
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.

Assessment Task 1: Short Question Answers
Student name
Student ID
Provide answers to all of the questions below:

1. Describe five methods of recruiting staff.
2. Describe the purpose of an assessment centre in a recruitment process.

3. Outline three advantages of using an assessment centre to determine a candidate’s

suitability for a position.
4. Explain the concept of human resources outsourcing.

5. Discuss two advantages of outsourcing HR functions.
6. Describe the function and scope of industrial relations.

7. Describe the purpose of an employment contract.
8. Describe how modern awards relate to employment contracts.

9. Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work
Commission web site at: https://www.fwc.gov.au/awards-and-
agreements/awards/modern-awards/modern-awards-list and answer the following
questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
b. If the cook is employed as a regular casual cook, what is the casual loading
that must be paid.
c. If the cook is a regular casual employee at Grade 5 and worked 8 hours from 9
am to 5.30 pm with a 30-minute lunch break, what will be the total amount
paid to the cook.
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and
calculate the annual salary based on this amount.
e. If a cook is required to use their own tools at work, what is the allowance that
the employer must pay per week and how much does this amount to
annually?

10. Explain the purpose of a registered agreement.

11. Summarise the 10 minimum workplace entitlements in the National Employment

standards for a permanent employee of an organisation.
12. State how long must employees’ records be kept for according to the Fair Work Act
2009.

13. Summarise at least four examples of the information that must be kept for each
employee according to the Act above and the Fair Work Regulations 2009.
14. Explain when a pay slip must be provided to an employee and what information must
be included in the pay slip under the Fair Work Act 2009.

15. How much notice must be provided to an employee who is to be dismissed?
16. Who is and who is not covered by unfair dismissal laws?

17. Explain why is important to advise potential employees of the terms and conditions of
employment during the recruitment process?
18. Explain the purpose and relevance of psychometric tests in recruitment.

19. Explain the purpose and relevance of skills tests in recruitment.

Assessment Task 2: Project Work
Student name
Student ID
Submission Details of Assessment

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 instructions below
for details.
Task summary
As the Human Resources Manager for Grow Management Consultants, you are required to identify
the organisation’s objectives for recruitment, selection and induction and develop a briefing report
on this, as well as effective use of technology in human resources.
Following approval to proceed based on your briefing report, you will be required to develop
recruitment, selection and induction policy and procedure, as well as a position description template
and interview guidelines.
You will also provide an information and training session to senior management on the recruitment,
selection and induction policy and procedure and supporting documents
Instructions
Carefully read the following:
Grow Management Consultants is a small management consultancy business specialising in leadership

development services.
Paul Burn, the Principal Consultant, established the company in 2010 and was a sole operator for a
number of years. However, in the last two years, the number of clients has grown, and an increasing
number of staff have been employed. Currently the company employs three senior consultants on an
annual contract basis. The company also employs a full-time Client Relations Manager and an
Administration Officer.
Due to expected continued expansion of the company and therefore staff, the company has recently
employed a Human Resources Manager whose primary role in the first instance will be to formalize
the human resources functions. Currently the only formal document used for human resources is the
staff employment contract template, which is customized according to the staff member employed.
The company does have a new Strategic Plan, which includes objectives for staffing.
As part of the formalisation of the human resources function, you (in the role of the Human Resources
Manager) have been asked as a first step to develop an appropriate recruitment, selection and
induction policy and procedures. This will also involve developing supporting documents, including a

request for position form and a sample position description template that can be used to document
all new positions.
In addition, as part of this work you have been tasked with conducting research into recruitment and
selection methods to ensure that the policy and procedure reflects a range of recruitment and
selection methods that can be used to ensure high quality candidates are attracted to roles and then
selected. You are also required to research technology that can improve the efficiency and
effectiveness of the recruitment and selection process
Complete the following activities:
1. Analyse company information and conduct research

 Review the documents provided to you as resources for this assessment task, the
Strategic Plan, Employment Agreement Template and the Staff Code of Conduct.
 Analyse the information included in these documents to identify objectives for human
resources, existing human resources policies and practices and recruitment needs.
Identify any gaps in the existing human resources documentation.
 Conduct research on the range of recruitment and selection methods that can be used.
You should review as a minimum three recruitment and selection methods. You should
also research the role of assessment centres in recruitment and selection, as well as
outsourcing.
 Conduct research on effective human resources policies and procedures, as well as

supporting forms/documents that need to be developed. Make notes on areas to be
included in a policy and procedures, as well as supporting forms and documents that need
to be developed.
 Conduct research on the effective use of technology in human resources as per your
analysis of the company’s strategic objectives and operational priorities. Make notes for
use in the briefing report that you will develop in the next activity.
 Make notes for use in the briefing report that you will develop in the next activity.
2. Develop a Human Resources requirements briefing report
Use the Briefing Report Template to guide your work on this activity. As a guide, your
report should be approximately 3 – 4 pages.
This part of the assessment requires you to develop a briefing report for the Principal
Consultant that addresses:
 Purpose of the report.
 An analysis of strategic objectives and operational priorities of the organization and an
outline of current and future human resources requirements based on the analysis,
including the need for recruitment of staff.
 An outline of existing human resources policies and practices.
 A review of at least three recruitment and three selection methods, as well as the role of
assessment centres and psychometric and skills testing in recruitment and selection and
the concept of outsourcing.
 Review of relevant legislation, regulations, standards and codes of practice that may affect
recruitment, selection and induction and that need to be addressed within the policy and
procedure.

 An outline of a recommended human resources policy and procedure and supporting

forms/documents required. See also minimum inclusions outlined below.
 A review of options for technology for the human resources function and that will improve
the efficiency and effectiveness of the human resources function.
3. Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a
professional style. It should introduce and summarise the contents of the attachment and
seek their approval to move forward with the project.
Attach your briefing report to the email.
Your assessor, in the role of the Principal Consultant, will review the report and email you
with feedback and approval to proceed to developing the required human resources
policies and procedures and forms.
4. Develop a recruitment, selection and induction policy and procedures.
Use the Policy and Procedures Template to guide your work.
As a guide, your policy and procedures should be at least 3 pages.
It should be written in clear and concise English in order to ensure usability by all.
You may also include other areas as identified through your research, but as a minimum it
should address the following:
 Purpose of the policy
 Scope: who it applies to, as well as relevant Commonwealth and state/territory legislation
addressed by the policy and procedure
 Other regulations, standards and codes of practice that affect recruitment.
 Objectives of the policy and procedure, including equality and diversity
 Roles and responsibilities
 Relevant procedures relating to recruitment, selection and induction.
 A range of appropriate recruitment and selection processes for the organisation.
5. Develop a Position description template
This will support the human resources policies and procedures.
Use the Fair Work Australia Position Description to guide your work.
As a guide, this document should be about one page.
This must include a position description form/template that can be used by managers to
develop position descriptions.
As a minimum, it should include the following headings:

 Job title
 Location
 Reporting responsibilities (who is the manager/supervisor)
 Main duties/responsibilities
 Skills and experience
 Performance goals
The position description form should also provide brief notes under each heading to guide
managers in completing the form.

6. Develop guidelines for conducting effective interviews that could be used to assist
managers in conducting interviews with potential employees.
As a minimum, the interview guidelines should include:
 Developing interview questions
 Note-taking during interviews
 Getting the best out of candidates
As a guide, this document should be about one page.
7. Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate
polite, business-like style.
The email should introduce and summarise the contents of the attachments and seek their
approval to move forward with the project.
Attach the following to the email:

 recruitment, selection and induction policy and procedures
 position description template
 guidelines for conducting effective interviews
Carefully read the following
Paul Burn, the Principal Consultant, has asked you to present the new recruitment, selection and
induction policy and procedures and supporting forms and documents to senior management. You
are to conduct an information and training session with your colleagues.
The focus will be on seeking support for the documents and providing information and training. It will
also be an opportunity to get feedback on the forms and documents that you have developed.
You will then use the feedback from your colleagues to update the documents.
8. Conduct an information and training session

The session will last for approximately 30 minutes and be attended by three staff members
(your assessor role-playing a Senior Consultant and two students role-playing another
Senior Consultant and the Client Relations Manager).
At the information and training session you will need to:

 Carefully explain the importance of the new recruitment, selection and induction policy in
relation to the way the organisation manages its industrial relations.
 Carefully explain the new recruitment, selection and induction policy and procedure you
have developed.
 Carefully explain the position description template and interview guidelines you have
developed.
 Trial the position description you have developed by getting participants to complete it
based on the sample job description you identified.
 Following this activity, discuss any changes that need to be made to the documents,
including the position description template you trialled.

Prior to the information and training session you should source a job description as an
example job description to input into the position description template. Use Seek or any
other source to identify an example. The focus is on providing training to staff, rather than
the job description itself.
Staff members present at the session will ask you questions and provide feedback on the
policy and procedure and supporting documents you have developed. You will need to
incorporate this into the final versions, so you will need to take notes.
You are to demonstrate effective communication skills including:

 Speaking clearly and concisely
 Using non-verbal communication to assist with understanding
 Asking questions to identify required information
 Responding to questions as required
 Using active listening techniques to confirm understanding
Your assessor will advise you of the place, date and time that you will deliver your
information and training session.
9. Update documents
Update your policy and procedure and supporting documents according to the feedback
provided at the session you conducted.
You should make at least one change to each document based on the feedback you
receive.
(polite, business-like) style.
The email should introduce and summarise the contents of the attachments and seek their
approval.
You should do this within 3 days of the meeting. Meeting this timeline is assessable.
Attach your final drafts of the following to the email:
 recruitment, selection and induction policy and procedures
 position description template
 guidelines for conducting effective interviews
You must submit:

 Email with briefing report attached
 Email with the following attached:
o recruitment, selection and induction policy and procedures
o position description template
o guidelines for conducting effective interviews
 Email with the updated versions of the following documents attached:

Assessment Task 3 – Project Work
Student name
Student ID

for details.
Task summary
This assessment task requires you, in the role of the Human Resources Manager, to manage the
recruitment process by arranging the completion of a position description, developing a job
advertisement based on the position description and identifying and reporting on potential
recruitment consultants.
This task will be completed in the simulated work environment at TasCollege.
Instructions
The Principal Consultant has decided that the Recruitment, Selection and Induction Policy and
Procedures requires line managers, rather than human resources personnel to develop position
descriptions.
The Principal Consultant has approached you to discuss the appointment of an Accounts Officer.
As the Principal Consultant was not able to make the information and training session that you
conducted in Assessment Task 2, you are required to meet with them to provide support and training
in completing the position description.
You will provide the template to the Principal Consultant and provide support and training to assist
the Principal Consultant to complete the template with the job role details following your meeting.
1. Meet with the Principal Consultant (your assessor).
The objective of the meeting is to provide support and training in regard to completing the
position description template that you developed in Assessment Task 2.
The principle consultant (your assessor) will be attending the meeting in the role of specialist,
to assist you in developing the template.
At the meeting, provide a printed copy of the position description template that you developed
in Assessment Task 2, and go through each of the areas that needs to be completed, as well
as the level of detail that is expected.

You will be required to demonstrate effective communication skills by speaking clearly and
concisely, responding to questions and active listening.
The Principal Consultant (your assessor) will ask you questions about using the template.
2. Develop an advertisement for the position of Accounts Officer to be placed on Seek.
Following the meeting, you will receive an email with the completed position descriptions for
the Accounts Officer from the Principal Consultant (your assessor). Based on the information
provided, you are required to develop the job advertisement in accordance with the
organisational and legislative requirements as specified in the recruitment, selection and
induction policy and procedure that you developed as part of Assessment Task 2.
You will also need to calculate the remuneration amount as indicated in the position
description sent to you.
Your advertisement must clearly reflect the requirements of the position description, as well as
include brief company information and remuneration details as per your calculations. It should
also meet the requirements as set out in your recruitment, selection and induction policy and
procedures.
Write the advertisement in a newly created Word document and save it as Job Advertisement.
It should introduce and summarise the contents of the attachment and seek their final approval
for the document.
Attach the job advertisement to the email.
You receive the following email from the Principal Consultant.
Dear Human Resources Manager

Thanks for sending the advertisement through. it looks fine. The only thing I am wondering is if we
could remove some of the terms and conditions from the advertisement as I really would like to
negotiate this based on the type of candidate we get.
Let me know your thoughts.
Kind Regards
Principal Consultant


Assume that the recruitment, selection and induction policy and procedures require all terms
and conditions to be clear within recruitment advertisements.
The email text should provide a clear rationale as to why it is terms and conditions are an
important part of the recruitment process.
5. Research recruitment consultants

Find at least two recruitment consultants that could be used, should the Seek advertisement
not attract the right kind of candidate. Identify the services offered by the recruitment
consultants, as well as contact details, and a write a few sentences on each, describing the
company and the claims that it makes about itself.
Create a new Word document for this activity and save it as Research Document.

The email should explain that you have conducted research into using recruitment
consultants, and why it may be necessary to use these consultants.
Attach your research document to the email.
You must submit:

 Email with job advertisement attached
 Email giving advice on the recruitment process
 Email with research document attached

Student name
Student ID

for details.
Task summary
selection process as set out in the company’s Recruitment, Selection and Induction Policy and
Procedures.
Instructions
Grow Management Consultants have the following procedure for staff selection:
1. Human Resources department receives applications from candidates.

2. Human Resources department advises relevant line manager that applications have been
received and provides copies to line manager.
3. Human resources department reminds line manager of selection procedures to be followed.
4. Line manager shortlists candidates and then meets with Human Resources department to
discuss and confirm.
5. Human resources department contacts shortlisted candidates to arrange interview.
6. Line managers conduct interviews. Human resources department will only be included in the
selection plan for senior management appointments.
7. Human resources reviews selection panel report and endorses decision or otherwise.
8. Successful candidate approached with letter of offer.
9. Unsuccessful candidates informed.
The Human Resources department has now received a number of applications for the position of
Accounts Officer, and you need to manage the selection process to ensure that the above selection
procedures are followed.


1. Send an email to the Principal Consultant
Your email should indicate that applications have been received and that the files are available
for the Principal Consultant to review. In your email, you should use the opportunity to remind
the Principal Consultants of the selection process.
You should provide a brief overview of the selection procedures in your own words as set out in
the information above.
2. Develop a script for contacting shortlisted candidates to arrange an interview
Review the selection procedures above and arrange interviews via telephone with the
successful candidates.
The proposed interview date is 6 October, and interview times are 10am, 11am, 2pm and 3pm.
Each interview is expected to take 1 hour, and candidates will be asked set questions which
they must reply to. The location of the interview will be at Head Office, Level 1, 10 Martin Street,
Newcastle. There will be two interviewers, yourself as the Human Resources Manager and the
Principal Consultant.
Develop a suitable script for your role-play call, including introducing yourself, your position and
the company, advising that the candidate has been successful in obtaining an interview and
giving them the date and time as well as advising them about the interview process. Give the
candidate the opportunity to indicate their preferred time.
When you have developed your script, practice it for use during the role-play with your
assessor.
3. Role-play contacting shortlisted candidates to arrange an interview.
You are required to complete the role-play at the time and date advised by your assessor.
During the role-play, you will need to demonstrate effective communication skills, including
speaking clearly and concisely, responding to questions and active listening.
The role-play will be conducted over the phone with your assessor playing the role of the
candidate.
4. Complete the selection report
Assume that the interviews have been conducted. You need to review the Selection Report
produced by the selection panel following the interview for the position of Accounts Officer and
decide whether to endorse or not endorse their selection of the preferred candidate for the role
of the Accounts Officer.
When you have read the Selection Report and the Selection Approval Policy, make a decision
as to whether you should endorse the selection panel’s decision or not.
Complete the highlighted sections of the Selection Report to show your decision.
Save this document as Reviewed Selection Report.

The text of the email should be in grammatically correct English and written in a professional
style.
It must provide a summary statement to say whether you are endorsing or not endorsing the
Panel’s decision.
Attach your reviewed selection report to the email.
6. Develop a letter of offer for the selected candidate.
This letter will be for the new appointment, so it has to advise of salary and terms and conditions
of appointment.
Use the Letter of Offer Guidelines to guide your work.
Include the basic employment terms and conditions as per the National Employment Standards.
You will need to research these standards in order to input the information.
You will also need to explain the purpose of the employee contract to the new employee.
You will be assessed as to whether your letter of offer includes all the relevant information
based on the position description given.
7. Develop a standard letter to be sent out to all unsuccessful candidates.
Your letter to unsuccessful candidates must be clear and concise, and you will be assessed on
this.
Save this document as Rejection Letter.
It should introduce and summarise the contents of the attachments.
Attach your Letter of Offer/Employment Contract and your rejection letter to the email.
Send this email immediately following your confirmation of the selection report so as to
demonstrate that you have attended to this matter promptly.
You must submit:

 Email indicating that applications have been received
 Email with reviewed selection report attached
 Email with Letter of Offer/Employment Contract and rejection letter attached.

Assessment Task 5 – Project work and Role-play
Student name
Student ID

for details.
Task summary
induction process.
This will include developing an induction checklist and providing training for the Principal Consultant
on the use of the checklist and induction processes to be followed. You will also be expected to
provide feedback to the new Accounts Officer as part of the probationary process, then update the
induction processes and check that induction processes are followed across the organisation.
Instructions
It is two weeks later and Maggie, the new Accounts Officer, will be commencing her employment the
following week.
Assume that you have decided to implement an induction checklist to be used by all staff as part of
the induction process to ensure that the induction process is comprehensive and systematic.
When you have finished developing the checklist, you are required to provide training to the Principal
Consultant on the use of the checklist, as he will be inducting Maggie the following week.
Complete the following tasks:
1. Develop an induction checklist
Research and develop an induction checklist that could be used by Grow Consultants to
support the induction process for any new staff member.
The induction checklist should be between one and two pages long.
Your checklist should cover the following:

 Explanation of purpose of new induction checklist.
 Overview of the induction process as per the recruitment, selection and induction policy and
procedure
 Outline of each of the checklist items and clearly explain requirements.
 Duration (how long it should take to fill the checklist out).

It should also include brief guidance to managers about completing the checklist.
You will be revising the checklist following a discussion with the Principle Consultant, so save
this version of the document as Draft Induction Checklist.
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
It should introduce and summarise the contents of the attachment and ask for the place, date
and time of a meeting to discuss it.
Attach your draft induction checklist to the email.
3. Train the Principal Consultant in the use of the induction checklist at a short meeting.
The Principal Consultant will soon provide Maggie’s induction, so explain the use of the
induction checklist to the Principal Consultant (your assessor) first.
During this short meeting (about 15 minutes), you are to provide an overview of the induction
process as set out in the recruitment, selection and induction policy and procedure. You
should also indicate that you are able to provide ongoing support regarding the induction
process and at least one way in which you will provide this.
You should bring a printed copy of the draft induction checklist to the meeting to provide to the
Principal Consultant, as well as a copy for yourself.
During the meeting, you are required to demonstrate effective communication skills including:
4. Update your induction checklist
The changes that you make should include the feedback given to you by the Principal
Consultant during the meeting.
Save this document as Updated Induction Checklist.
The text of the email should be in grammatically correct English and written in a professional
style.
It should introduce and summarise the contents of the attachment.
The text should include a summary of the changes made to the induction checklist.
Your email should indicate that ongoing support can be provided as required.
Attach your updated induction checklist to the email.

Read carefully
It is a month later, and you meet with the Principal Consultant to discuss the performance of the
new Accounts Officer, Maggie, as she is on a 3-month probation.
The Principal Consultant indicates that while he is happy with Maggie’s performance overall, she
doesn’t seem to be as productive and motivated as he would like. He explains that she sometimes
seems to be waiting for direction instead of getting on with things. He would like you to meet with
her to discuss this.
6. Develop a script for providing feedback to a probationary employee and to seek feedback on
the inducting process
Develop a suitable script for your roleplay meeting with Maggie (your assessor), including the
purpose of the meeting, probationary terms and feedback to be provided.
You will be using the meeting as an opportunity to gain feedback on the induction process so
as to determine whether the process is meeting the required objective of ensuring all
employees understand their job role and responsibilities.
Ensure that your script allows for Maggie to provide feedback.
Save this document as Probationary Employee Script.
Your assessor will advise you of the date and time of the meeting.
7. Send an email to your assessor.
It should introduce and summarise the contents of the attachment and ask for the place, date
and time of the meeting.
Attach your Probationary Employee Script to the email.
8. Meet with the probationary employee.

Meet with your assessor, roleplaying Maggie, to discuss her performance using the script that
you have developed.
During the meeting, you are required to demonstrate effective communication skills including:
You will need to demonstrate appropriate non-verbal communication skills to show that you
are open to Maggie’s views, as well as being empathetic.
9. Send an email to the company’s Managers (your assessor).
Given Maggie’s feedback on the induction process, assume that you have also decided to
review the induction process and seek feedback from managers on the extent to which the

induction process is meeting its objectives. So, the objective of the email is to obtain feedback
from managers on the induction process.
10. Develop recommendations for improving the induction process
Assume that you have received feedback from staff as documented in Induction Processes
Feedback. Use the outcomes of the meeting with Maggie, as well as the Induction Process
Feedback to develop recommendations for improving the induction process.
In addition, conduct research on best practice induction processes.
Your report should also recommend changes to the induction section of the recruitment,
selection and induction policy and procedure you developed in Assessment Task 2 based on
the feedback and research on best practice induction processes.
Save this document as Induction Process Improvements Report.
11. Send an email to the Principal Consultant (your assessor) about the feedback gathered.
Your email should be in grammatically correct English and written in a professional style.
The text of your email should include your recommendations for improving the induction
process as specified in the Induction Processes Improvements report.
It should also ask for approval to update the recruitment, selection and induction policy and
procedures.
Attach your Induction Process Improvements Report to the email.
12. Update the company’s recruitment, selection and induction policy and procedures.
When you have received approval from the Principal Consultant (your assessor) for your
amendments, update the induction process in the Recruitment, Selection and Induction
Policy and Procedures you wrote for Assessment Task 2, activity 4.
13. Write an email to all staff (your assessor).
It should introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.

Read carefully
You have received a report from human resources (Induction Data Report) that gives information on
inductions that have been conducted, and that you want to check that they have been conducted
according to the required timeframe, which is within one week of the employee’s commencement of
employment and then a further follow up induction within one month of the employee’s induction.
14. Check that induction processes are being followed
Review the Induction Data Report and the Recruitment, Selection and Induction
Policy and Procedures to identify whether the induction processes are being completed as
required
15. Send an email to the responsible staff member (your assessor)
The text should outline the issues, restating timelines and offering further training and ongoing
support as required.
It should also introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.
You must submit:

 Email with draft induction checklist attached
 Email with updated induction checklist attached
 Email with probationary employee script attached
 Email regarding feedback on induction processes
 Email with Induction Process Improvement Report attached
 Email with updated Recruitment, Selection and Induction Policy and Procedures attached
 Email about meeting induction processes

Assessor Checklist
Assessment Task 1 – Short Questions / Answers
Student’s Name
Assessment Date/s
Satisfactory
Did the student given satisfactory answers to the following questions:
Yes No
1. Describe five methods of recruiting staff?
2. Describe the purpose of an assessment centre in a recruitment process?
3. Outline three advantages of using an assessment centre to determine a

candidate’s suitability for a position?
4. Outline three advantages of using an assessment centre to determine a
candidate’s suitability for a position?
5. Discuss two advantages of outsourcing HR functions?
6. Describe the function and scope of industrial relations?
7. Describe the purpose of an employment contract?
8. Describe how modern awards relate to employment contracts.

9. Access the modern award Hospitality Industry (General) Award 2010 on the
Fair Work Commission web site at: https://www.fwc.gov.au/awards-and-
agreements/awards/modern-awards/modern-awards-list and answer the
following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
b. If the cook is employed as a regular casual cook, what is
the casual loading that must be paid.
c. If the cook is a regular casual employee at Grade 5 and
worked 8 hours from 9 am to 5.30 pm with a 30-minute
lunch break, what will be the total amount paid to the
cook.
d. Identify the minimum weekly wages for a kitchen
attendant grade 1 and calculate the annual salary based
on this amount.
e. If a cook is required to use their own tools at work, what
is the allowance that the employer must pay per week
and how much does this amount to annually?
10. Explain the purpose of a registered agreement?
11. Summarise the 10 minimum workplace entitlements in the National

Employment standards for a permanent employee of an organisation?
12. State how long must employees’ records be kept for according to the Fair
Work Act 2009?
13. Summarise at least four examples of the information that must be kept for
each employee according to the Act above and the Fair Work Regulations
2009?
14. Explain when a pay slip must be provided to an employee and what
information must be included in the pay slip under the Fair Work Act 2009?
15. How much notice must be provided to an employee who is to be
dismissed?
16. Who is and who is not covered by unfair dismissal laws?
17. Explain why is important to advise potential employees of the terms and
conditions of employment during the recruitment process?
18. Explain the purpose and relevance of psychometric tests in recruitment.
19. Explain the purpose and relevance of skills tests in recruitment

S NYS
Task outcome
Assessor feedback
Assessor signature Date
Student signature Date

Assessor Checklist
Student’s Name
Assessment Date/s
Outcomes
Satisfactory
Did the student submitted:
Yes No
 Email with briefing report attached
 Email with the following attached:

 Email with the updated versions of the following documents attached:
Performance Criteria, Performance Evidence and Knowledge Evidence
Satisfactory
Did the student:
Yes No
Analyse and report on strategic and operational plans and human resources
policies to accurately identify existing human resources policies and practices
and objectives that impact on human resources?
Describe suitable recruitment and selection methods?
Describe assessment centres and the concept of outsourcing?
Summarise relevant legislation, regulations, standards and codes of practice

that may affect recruitment, selection and induction?
Explain the relevance of psychometric and skills testing programs to
recruitment?

Review and report on options for using technology to improve the

efficiency and effectiveness of the human resources function, namely
social media in human resources?
Based on analysis and review, outline required human resources policies
and practices for approval?
Develop an appropriate recruitment, selection and induction policy and
procedures in accordance with the strategic objectives and operational
priorities of the business?
Develop supporting forms/documents for human resources including a
position description and interview guidelines?
At the session:
Clearly explain policy and procedure and supporting documents to provide
information and to obtain support?
Provide information and training on policy and procedure and supporting
documents?
Trial position description template at the session?
During the meeting, demonstrate effective communication skills including:

Update policy and procedure and supporting documents based on
feedback received?
Submit updated documents within 3 days to demonstrate ability to meet

timelines?
Provide all documents in clear and concise English?
Task outcome S NYS
Assessor feedback


Assessor Checklist
Student’s Name
Assessment Date/s
Outcomes
Satisfactory
Yes No
Email with job advertisement attached
Email giving advice on the recruitment process
Email with research document attached
Satisfactory
Did the student:
Yes No
Provide training and support in relation to the completion of the position

description?
Demonstrate effective communication skills during this meeting, including:
 Clearly explain information i.e. were the instructions clear.
 Answer questions about the documents developed
 Active listening techniques to confirm and clarify information and
suggestions?
Develop the required job advertisement for use on Seek?
Identify specialist recruitment consultants as required and explain why it

may be beneficial to use these specialist consultants?

Task outcome S NYS
Assessor feedback

Assessor Checklist
Student’s Name
Assessment Date/s
Outcomes
Satisfactory
Yes No
Email indicating that applications have been received
Email with reviewed selection report attached
Email with Letter of Offer/Employment Contract and rejection letter

attached.
Satisfactory
Did the student:
Yes No
Demonstrate the ability to follow selection procedures by verbally advising

shortlisted candidates of interview details and processes?
Demonstrate effective communication skills when informing candidates of
the interview details including:
 Responding to questions
 Active listening techniques to confirm and clarify information?
Demonstrate the ability to follow selection procedures covering reviewing

and completing the selection report?
Demonstrate the ability to follow selection process covering the letter of

offer?
Demonstrate the ability to follow selection process covering

communication with unsuccessful candidates?

Demonstrate clear writing skills?
Task outcome S NYS
Assessor feedback

Assessor Checklist
Assessment Task 5 – Project work and Role-Play
Student’s Name
Assessment Date/s
Outcomes
Satisfactory
Yes No
Email with draft induction checklist attached
Email with updated induction checklist attached
Email with probationary employee script attached
Email regarding feedback on induction processes
Email with Induction Process Improvement Report attached
Email with updated Recruitment, Selection and Induction Policy and

Procedures attached
Email about meeting induction processes
Satisfactory
Did the student:
Yes No
Provide training and support to staff to assist them to implement the

organisation’s induction process?
Clearly explain the induction process and checklist and respond to

questions as required?
Offer ongoing support regarding induction process and indicate how this
can be offered?

Trial the induction checklist and update as per feedback provided?
Provide feedback to Maggie about her performance during the probationary

period?
Seek feedback from Maggie regarding the extent to which the induction
process met its objectives?
During the feedback session, demonstrate effective communication skills:
 Responding to questions
 Active listening techniques to confirm and clarify information
 Non-verbal communication skills
Seek feedback from managers as to whether the induction processes are
meeting objectives?
Refine the induction process as based on feedback from managers and

participants?
Inform all staff of revised recruitment, selection and induction process?
Check that induction processes are followed across the organisation and
take appropriate action to ensure processes are being followed?
Task outcome S NYS
Assessor feedback

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BSB51915 – Sep 2018

Assessment Resource Summary

This is a summative assessment, this assessment

Short Question Answers Assessment 1

Project work Assessment 2

Project work Assessment 3

Project work Assessment 4

Project work / Role -

TAS-AT-V3-06092018 © International College of Tasmania P a g e 1 | 55

ELEMENT PERFORMANCE CRITERIA

1.4 Obtain support for policies and procedures from

1.5 Trial forms and documents supporting policies and

1.6 Communicate policies and procedures to relevant

2.2 Ensure current position descriptors and person

TAS-AT-V3-06092018 © International College of Tasmania P a g e 2 | 55

others involved in recruitment, selection and induction

2.3 Provide access to training and other forms of

2.4 Ensure advertising of vacant positions complies with

2.5 Utilise specialists where necessary

2.6 Ensure selection procedures are in accordance with

2.7 Ensure processes for advising applicants of selection

2.8 Ensure job offers and contracts of employment are

3.2 Check induction processes are followed across the

3.3 Oversee management of probationary employees

3.4 Obtain feedback from participants and relevant

3.5 Make refinements to induction policies and

Skill Performance Description

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legislative and business

Writing 1.2-1.6, 2.1, 3.3-3.5  Demonstrates clear writing skills

Numeracy 2.8  Analyses numerical information

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 describe recruitment and selection methods, including assessment centres

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Assessment must be conducted in a safe environment where evidence gathered demonstrates

 an appropriate range of documentation and resources normally used in the workplace

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Re-assessment of Result& Academic Appeal procedures:

• Ask questions orally instead of in a written format

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• Allocate a different time for completion of the assessment;

Full Name Signature Date (dd/mm/yyyy)

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Student Name: Student ID:

Assessment 1 Short Question Answers S NYS NA

I am aware of TasCollege policy on plagiarism as stated in the TasCollege Student Handbook.

Student’s Signature: Date:_______/_______/_______

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Information for Students

AQF Specifications for Assessments

 analyse information to complete a range of activities

Application of knowledge and skills

Graduates at this level will apply knowledge and skills:

 To demonstrate autonomy, judgement and defined responsibility in known or

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ACSF Specifications and Foundation Skills

Plagiarism and Referencing

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Student’s Signature: Date:___/_/_____