STUDENT GUIDE BSBHRM506 Manage recruitment, selection and induction processes SIT50416 Diploma of Hospitality Management / BSB50215 Diploma of Business IMPORTANT NOTE: Students must use this Student Guide for example only but must write their own answers using the ideas and contexts provided. Please extend all answers in your own words, or it will be returned for re-submission. Understanding Assessment Terminology Describe: Give a detailed account by recounting, characterising, outline and relating, in sequence, an event, situation, theory or point. Discuss/Explain: Clarify or elaborate on the facts. Focus on reasons how and why things happen or a why a particular point is important in the relevant context. List: Using dot points, list a series of points, steps or stages that relate to the question. Outline: Leaving out minor details, give an account of thing or a process outlining the main points of a topic. Review: Provide a summary while analysing and commenting on the evidence, argument or other relevant points. Summarise: Identify and interpret the most relevant features of a theory, discuss issue or detail, leaving out the finer details. Develop: Involves the creation of the materials/activities/procedures to achieve the outcome. This is about designing and creating, Implement: After materials/activities/procedures are developed, test all materials/procedures to determine if they are functional and appropriate for the intended audience. Evaluate: ensures that the materials/activities/procedures achieve their desired goals and involves a detailed review including any recommendations for change and reasons. ASSESSMENT TASK 1: WRITTEN QUESTIONS– MODEL RESPONSE Instructions to the assessorTask summary There are twelve (12) questions to answer in this task. The student must answer all questions.Decision making rules Students need to answer all questions correctly to achieve a satisfactory outcome for this task. Where a question contains sub-questions, students must achieve a satisfactory result for each sub-question to achieve a satisfactory result for that question. Students do not need to include the exact words as provided in the model responses and answer guidance unless stated but must cover the key concepts included in the model response.Note: The student must identify the required information to be deemed satisfactory. Students who provide information additional to the model response are to be marked as satisfactory. The model responses are the minimum requirement to achieve a satisfactory result. Record the outcome of this assessment in the Assessment Task 1 – Outcome Record. To assist you in these questions, you may wish to access and review the following relevant legislation, regulations standards and codes; Privacy Act 1988Racial Discrimination Act 1975Age Discrimination Act 1986Sex Discrimination Act 1984Equal Opportunity Act 1984National Employment Standards (NES)Fair Work Regulations 2009Fair Work Act 2009 Fairwork.gov.au Question 1 Describe the purpose of both employee contracts and industrial relations. DocumentDescription of PurposeEmployee ContractsAny one (1) of the followingStudents must NOT copy the answers below or the dot points – PLEASE write your own answers Contains all relevant information about position/ employment conditions Contains position requirements, Rate of pay, hours of service and holidays. Agreement between employee and employer, which outline to terms and conditions of employmentIndustrial RelationsAny one (1) of the followingStudents must NOT copy the answers below or the dot points – PLEASE write your own answers Relationship between the employer and employees. Relationship between labour/trade unions and employer/ organisation/ government. Question 2 Complete the table below. Summarise the following legislation, regulations, standards and codes of practice in relation to the recruitment, selection and induction of staff Legislation/ Regulations/ Standards and Codes of PracticeSummarise in relation to the recruitment, selection and induction of staffFair Work Act 2009Students must NOT copy the answers below or the dot points – PLEASE write your own answersLegislative minimum rates and entitlements.Fair Work Regulations 2009Students must NOT copy the answers below or the dot points – PLEASE write your own answers Rights and responsibilities of Employers Rights and responsibilities of Employees Rights and responsibilities of OrganisationsPrivacy Act 1988 (Commonwealth)Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following: Keeping information private as per privacy principles Non disclosure of privacy information to a thirth party without consentRacial Discrimination Act 1975 (Commonwealth)Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following: The process is free from racial discrimination The process is not based on race of candidate Race of the individual is not a considerationAge Discrimination Act 1986Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following: The process is free from discrimination The process is based on most appropriate for the position regardless of their age.Sex Discrimination Act 1984 (Commonwealth)Students must NOT copy the answers below or the dot points – PLEASE write your own answers: The process is free from sex discrimination Process is not determined by sex of the canidateEqual Opportunity Act 1984Students must NOT copy the answers below or the dot points – PLEASE write your own answers: The process is free from discrimination Process others equal opportunity to all candidates Process based on the most appropriate person for the role regardless of genderNational Employment Standards (NES) List all minimum entitlements of the NESStudents must NOT copy the answers below or the dot points – PLEASE write your own answers: 10 Minimum employment entitlements for all employees Maximum weekly hours Request for flexible working arrangements Partental leave and related entitlements Annual Leave Personal/ carer’s leave, compassionate leave and unpaid famiy and domestic violence leave Community services leave Long service leave Public holidays Notice of termination and redundancy pay Fair Work Information Statement Question 3 Explain why terms and conditions of employment are an important aspect of recruitment Students must NOT copy the answers below or the dot points – PLEASE write your own answers: Removes potential discrimination Reference for applicant, about the role/ organisation Information on rules and requirements Question 4 Explain the relevance of psychometric and skills testing programs to recruitment Students must NOT copy the answers below or the dot points – PLEASE write your own answers: Assist in the selection process of suitable new staff. Shortlist the potential candidates to reduce the need to interview large amounts of staff. Reduces recruitment costs Reduce turnover rates Question 5 Using the Internet, review technology options for the recruitment and selection process. List below three (3) technologies you reviewed, which you believe would best improve efficiency and effectiveness of the recruitment and selection process. #Reviewed Technology for Recruitment and selection ProcessesInformation Source Eg: Website Link1Assessor is to mark satisfactory any recruitment and selection technology they recognise. For any technology identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate technology and mark Satisfactory Confirm it is NOT a legitimate technology and mark Not Yet SatisfactoryStudent to identify information source to review technology2Assessor is to mark satisfactory any recruitment and selection technology they recognise. For any technology identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate technology and mark Satisfactory Confirm it is NOT a legitimate technology and mark Not Yet SatisfactoryStudent to identify information source to review technology3Assessor is to mark satisfactory any recruitment and selection technology they recognise. For any technology identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate technology and mark Satisfactory Confirm it is NOT a legitimate technology and mark Not Yet SatisfactoryStudent to identify information source to review technology Question 6 List below four (4) potential training/forms of support you could provide all persons involved in the recruitment and selection process. You must list a minimum of two (2) training opportunities and two (2) other forms of support Potential Training/ Other Forms of Support for Recruitment and selectionInformation Source Eg: Website LinkTraining Opportunities for individuals involved in the recruitment and section process1Assessor is to mark satisfactory any recruitment and selection training or support they recognise. For any training or support identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate training and mark Satisfactory Confirm it is NOT a legitimate training and mark Not Yet SatisfactoryStudent to identify information source to identify recruitment and selection training or support.2Assessor is to mark satisfactory any recruitment and selection training or support they recognise. For any training or support identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate training and mark Satisfactory Confirm it is NOT a legitimate training and mark Not Yet SatisfactoryStudent to identify information source to identify recruitment and selection training or support.Support Opportunities for individuals involved in the recruitment and section process1Assessor is to mark satisfactory any recruitment and selection training or support they recognise. For any training or support identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate training and mark Satisfactory Confirm it is NOT a legitimate training and mark Not Yet SatisfactoryStudent to identify information source to identify recruitment and selection training or support.2Assessor is to mark satisfactory any recruitment and selection training or support they recognise. For any training or support identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate training and mark Satisfactory Confirm it is NOT a legitimate training and mark Not Yet SatisfactoryStudent to identify information source to identify recruitment and selection training or support. Question 7 Explain below the concept of outsourcing. Students must NOT copy the answers below or the dot points – PLEASE write your own answers: Access to required skills Cost effective Avoid resources and cost of employment Skills on demand as required Access to specialist skills Question 8 In the recruitment, selection and induction process, identify below two (2) circumstances in which you would utilise specialists 12 Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any two (2) of the following: Recruitment processes Selection processes Induction processes Award/ fairwork compliance advise Legal/ legislation compliance advise HR Audit HR Software Resource library WHS Insurance Representation Question 9 How could you ensure selection procedures are in accordance with organisational policy and legal requirements? Students must NOT copy the answers below or the dot points – PLEASE write your own answers: Review organisational policy and procedures/ organisational requirements Review organisations legal requirements Ensure the organsiational policies and procedures match the legal requirements. Question 10 When offering the position to the successful applicant, apart from the employment contract, what two (2) items of advice should the applicant receive? (please select () only one) Information on the Corporate Culture and where the Facilities are.Salary Information and Terms and ConditionsA tour of the Facilities and a copy of the Organisation’s Policies and Procedures. Student response must be: b. Salary information and Terms and conditions Question 11 How you would oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated. How you would oversee management of probationary employeesStudents must NOT copy the answers below or the dot points – PLEASE write your own answers: Induction process for duration of probationary period Assign a mentor to probationary employee Regular meetings during probation period Regular performance monitoring Provide employee with required support KPI monitoringHow you would provide probationary employees with feedbackStudents must NOT copy the answers below or the dot points – PLEASE write your own answers: Written feedback Completed Report Email Verbal Meeting Question 12 Outline below the different recruitment and selection methods: MethodsDescription of MethodAssessment CentresStudents must NOT copy the answers below or the dot points – PLEASE write your own answers: Any one (1) of the following:Assess a large group of candidates at the same time Utilises a range of selection exercises Assists in the recruitment of the right individual for the role Assessment centre make recommendation/s on candidate selectionInternal Recruitment and SelectionStudents must NOT copy the answers below or the dot points – PLEASE write your own answers: Any one (1) of the following:Advertise, Shortlist, interview, reference check, selection, offer. Utilises internal resources to recruit and selection new employees Cheaper and quicker to recruit People already in the business are familiar how it operates and what’s requiredExternal Recruitment and selectionStudents must NOT copy the answers below or the dot points – PLEASE write your own answers Any one (1) of the following:Engage external agency to perform all recruitment activities (Advertise, shortlist, interview, reference checks) They provide recommendations on idea candidate and why Outside people bring in new ideas Access to large established networks Expensive process Uses additional resources not available internally. **** END OF ASSESSMENT TASK 1 **** ASSESSMENT TASK 2: CASE STUDY/ ROLEPLAYS – MODEL RESPONSE Instructions to the assessorGuidance to assessing this task Please use the Outcome Record in the Assessment Record Tool to mark the task and refer to the Assessors model response below. Student responses do not have to be verbatim but must address each concept listed in the Assessors model response. Provide instructions to the students on how to submit their assessment. E.g. printed and hard copy submission.Record the outcome of this assessment in the Assessment Task 2 – Outcome Record. Students Instructions: Case Study – Background Information You are employed at Grow Management Consultants as the Human Resources officer. The organisation has identified that there are gaps in the organisation relating to the recruitment, selection and induction of staff.You have been asked by your manager to Review the Grow Management Consultants HR Strategic Plan and HR Operational Plan so you are familiar with the organisations HR requirements. Activity 1 Student must access the following Grow Management Consultants documents: HR Strategic Plan;HR Operational Plan;HR policies and procedures: Diversity Policy & ProcedureProfessional Development Policy & Procedure Student must analysis these plans and policies and identify at least four (4) objectives relating Human Resources. Organisational Human Resource Objectives1Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any four (4) of the following:Principles of Diversity (Ref: Diversity Policy) Equal Employment Opportunity (EEO) (Ref: Diversity Policy) Reduce staff turnover (Ref: HR Operational Plan) GMC does not have a performance management system (Ref: HR Operational Plan) Ensure adequate human resources to meet the strategic goals and operational plans of GMC; the right people with the right skills at the right time (Ref: HR Strategic Plan) Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector (Ref: HR Strategic Plan) Remain flexible so that GMC can manage change if the future is different than anticipated (Ref: HR Strategic Plan) Provide staff with professional development opportunities (Ref: Professional Development Policy & Procedure)234 Activity 2 After the student reviews the organisational staffing requirements, they need to identify the needs for a new role “Administration Assistant” to join the team, and support the current team. As this is a newly created position in the organisation, the student is asked to develop the following documents, ensuring they meet the organisations policies and legislation requirements: Student must develop three (3) documents Recruitment, Selection and Induction Policy and Procedure. Access and use: Handout – Policy & Procedure Template.Advertisement for a vacant position for a new Administration Assistant staff member (Full-time permanent position). Access and use the Handout – Advertisement TemplateInterview questions for a new Administration Assistant position (at least ten (10) questions) Access and use the Handout – Interview Questions Template ***Attach and submit each of the three (3) documents*** No 1: Recruitment, Selection and Induction Policy & Procedure Policy Outline the Organisations PolicyStudents must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following dot points: Compliance with legislaton Define the recruitment, selection and induction processes Requirements for Grow Managent ConsultingResponsibilities Outline who will have the responsibilities of this policy & ProcedureStudents must NOT copy the answers below or the dot points – PLEASE write your own answers Any one (1) of the following dot points: HR Manager Company Board CEO Department ManagerProcedures Outline procedures for: Recruitment Selection InductionStudents must NOT copy the answers below or the dot points – PLEASE write your own answersEach of the following suggestions: Processess must be free from discrimination recruitment process Selection process Induction process No 2: Advertisment for Admin Assistant Position Our company Grow Management Consultants is a small management consultancy business specialising in leadership development services. We are committed to promoting individual and organisational leadership excellence. We do this by providing mentoring training, coaching, consultation and program evaluation; offering cutting edge tools, resources and expert advice; sharing best and next practices; leading organisations through the process of creating a leadership culture; and, recognising and celebrating excellence in leadership. This is a full-time permanent position based in Melbourne CBD. Salary Range: $45,000 to $50,000 + Super Position Responsibilities (duties include but not limited to): Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any five (5) of the following: Facilitate the daily operations of administration Answer phone calls Send and receive emails Manage customer service Answer client enquiries Provide assistance as required Improve systems and procedures Initiate corrective actions Maintain clean and tidy office environment Maintain Files Accurate data entry To be considered for the position, you must have the following Key Requirements (Skills & Experience): Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any five (5) of the following: Excellent verbal skills Good Communication skills Good writing skills No previous experience necessary Previous experience preferred Computer knowledge Software knowledge MS Office Databases Attention to detail Ability to work in a team Ability to work autonomously Thrive working in a fast paced environment Punctual No 3: Recruitment Interview Questions Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any (10) of the following dot points and be free from legislaton breaches: Tell me about yourself.What attracted you to this position?What do you know about our company?Why do you believe you suit this position?What are your best qualities?What attributes do you have that you think will help achieve our organisations goals?What are the values of our organisation?What past experience do you have in this field?What computer skills do you have?What are your strengths?What are your weaknesses?Do you like working in a team?Are you a problem solver?Can you work confidently on your own?Give me an example of a time when…….?Where do you see yourself in X years?What are your career goals?What is your remuneration expectation? Activity 3 Conduct an Interview (roleplay) For this task, the student is required to trial the forms and documents they developed in Activity 2. As the HR Officer, They are required to interview a candidate for the position of Administration Assistant. During the meeting, the student must: Follow the Recruitment, selection and induction Policy & Procedure you developed in Activity 2, to conduct the interview.Provide the selection panel members with a copy of the position advertisement and Policy & Procedure you developed in Activity 2.Ask the candidate all ten (10) questions you developed in Activity 2. If not included in your own interview questions, also ask the candidate what past experience they have in the field of assisting in administrative functions..Ask open questionsUse active listening when seeking feedback/ responsesUse appropriate terminology and non-verbal features to present informationIf you are unsure whether the candidate’s responese and experience are suitable for the Admisistration Assistant positions, seek advice fom the external consultant. You (the assessor) will play the role of a Candidate being interviewed for the position of Administration Assistant, and ask other students (not being assessed during the simulated meeting) to play the role of the Selection Panel. The table below provides general script for each role to be played. Roleplay Cast: As a minimum the following individuals will be at the meeting; Candidate (Assessor)HR Manager/ Selection Panel member (Classmates)External HR Consultant/ Selection Panel member (Classmate) General instructions for all role players include: Participate in/ acknowledge information provided Specific instructions for role players include: RolePlayed byOutline of Roleplay ScriptCandidateAssessor(C) Answer all questions Be actively engaged throughout the interview When asked what past experience you have in the field of assisting in administrative functions, respond that the only job you have had is as a kitchen hand but you helped with stocktakes.HR Manager/ Selection Panel memberClassmateBe actively engaged throughout the interview If there is discussion about whether or not the candidate’s stocktake experience is relevant, interrupt and reassure the HR Officer and the candidate that it may be relevant if it demonstrates good acumen for numeracy.External Consultant/ Selection Panel memberClassmate(G) Provide advise Be actively engaged throughout the interview If asked by the HR Officer (student being assessed) if the candidate’s kitchenhand experience is relevant or suitable, advise that it is probably not. Student Note: The script for specific role players in general in nature, so that the student being assessed can respond in real time, without notice. Role players are to ask different questions about the same topic. INTERVIEW WITH CANDIDATE Roleplay Observation Checklist Name of Student being assessed: Roleplay as HR Officer & meeting ChairStudent nameLocation:Melbourne’s or Hobart campus addressName of Assessor: Roleplaying as candidateOther roles played:HR Manager/ Selection Panel Member: External HR Consultant / Selection Panel Member:Assessor are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts. Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.Date:Date of assessmentDate of re-assessment (if Applicable)Date of final re-assessment (if Applicable)Did the Student:Assessors must observe students correctly demonstrate every item listed in each row to achieve a satisfactory result.A)Follow the Recruitment, selection and induction Policy & Procedure the student developed in Activity 2, to conduct the interview.B)Provide the selection panel members with a copy of the position advertisement and Policy & Procedure they developed in Activity 2.C)Ask the candidate all ten (10) questions you developed in Activity 2.D)Ask open questionsE)Use active listening when seeking feedback/ responsesF)Use appropriate terminology and non-verbal features to present informationG)Seek expect advice (From external Consultant) where required Activity 4 Complete Parts 1 &2 Student is required to review the Handout – Selection Panel Recommendations. Recruitment process is now completed ad the student is to decided on they preferred candidate, based on the Selection Panel Recommendations. Student have been asked to complete the following Parts 1 & 2 by they manager in preperation to offer the position to Maggie Perez ACTIVITY FOUR (4) PART 1: Student is required to access: https://calculate.fairwork.gov.au/FindYourAward to complete the required information to ensure her job offer and contracts comply with the award and position offer is executed promptly. Details are as followed: Trainee/ Apprentice: No Employee eligible for supported wage: No Employment Type: Full-time (37.5hrs per week) Prodation Period Six (6) months Hours: Mon – Fri (9am – 5pm) Position: Administration Assistant Classification: Level 1 (year 1) Award: Clerks – Private Sector Award 2010 (MA000002) Location: Victoria (Melbourne) Name of Incumbent: Maggie Perez Incumbents Address: 2/5 Belmont Gardens, Belmont VIC 3999 Age: 20 years Hourly RateStudent response must include: $18.66phTotal weekly IncomeStudent response must include: $699.75Total Annual IncomeStudent response must include: $36,387.00Annual Superannuation IncomeStudent response must include any one (1) of the following: $3,456.76 9.5%Income TaxStudent response must include: $3,455.53Total Gross Employment Package ValueStudent response must include: $39,843.76 ACTIVITY FOUR (4) PART 2: Develop an Offer Letter for Maggie Perez Using the Letter of Offer template provided, the student is to write an offer letter to Maggie, offering her the position of Administration Assistant, which will report to the Administration Manager and commence in 4 weeks based at head office. Management have approved a salary for the position of: $46,000 + Superannuation. ***Attach and submit Offer Letter to your Assessor*** Model Response – ACTIVITY FOUR (4) PART 2: Offer Letter Assessors Note- critical components for a satisfactory result are highlighted in blue Private and Confidential Maggie Perez 2/5 Belmont Gardens Belmont VIC 3999 Dear Maggie Re: Contract of Employment We are pleased to offer you the position of Administration Assistant with us here at Grow Management Consultants where we hope you will enjoy your role and make a significant contribution to the success of the business. Commencement Date Your employment will commence 4 weeks from the date of this letter. Location You will be based at our head office. Position Administration Assistant – reporting to Administration Manager The roles and responsibilities of this position will be described separately in an attached Position Description. Term This is a full-time permanent position. Probationary Period A six (6) month Probationary Period will apply to this role. During this time, you will receive advice, training and guidance to help you become familiar with, and competent in, performing the work you have been appointed to do. The appointment is subject to the satisfactory completion of the Probationary Period which itself is subject to termination during any stage, by either party, upon one week’s notice in writing, or by payment in lieu of notice. Terms of Employment Remuneration Your salary is $46,000.00 per annum plus 9.5% * superannuation totalling $50,370.00. *Assessors Note9.56 % is applicable where commencement is prior to 30th June 2021 Payment Your salary will be paid weekly in arrears on a Thursday into your nominated bank account. Superannuation Superannuation payments will be made on your behalf in accordance with the Superannuation Guarantee into a Superannuation fund of your choice. If you do not choose a fund, your contributions will be placed into the default fund. Salary Review Your remuneration package will be reviewed annually on or about the anniversary of your employment or in accordance with workplace laws. Leave Entitlements Annual Leave You are entitled to 20 days’ (4 weeks’) annual leave per year of service (different accrual rates apply to 24 hour/7 day operations shift workers – check your obligations if your business falls into this category). Leave is accrued in accordance with the Fair Work Act 2009 and should be taken within one year of falling due, on occasions negotiated with your manager. Personal leave You are entitled to ten (10) days paid personal/carer’s leave in accordance with the Fair Work Act 2009. You are entitled to a period of two (2) days unpaid carer’s leave per occasion in accordance with the Fair Work Act 2009. You are entitled to a period of two (2) days paid compassionate leave per occasion in accordance with the Fair Work Act 2009. (Insert if employee is a casual) You are entitled to a period of two (2) days unpaid carer’s or unpaid compassionate leave per occasion in accordance with the Fair Work Act 2009. Long Service Leave You will be entitled to long service leave in line with the provisions of (insert award or enterprise agreement title, or if there are no long service leave provisions in a relevant award or enterprise agreement, the Long Service Leave Act 1992). Parental Leave You may be entitled to parental leave in line with the provisions of the Fair Work Act 2009. Termination The minimum period of notice required to be given to the employer by the employee is either: That prescribed by the relevant employment agreement or other contract of employment.If no period of notice is prescribed as above, a period of notice equal to the employee’s usual pay period.Grow Management Consultants may terminate your employment by giving the following period of notice (or payment in lieu) depending on service: Period of continuous serviceNotice periodNot more than 1 year1 weekMore than 1 year, but not more than 3 years2 weeksMore than 3 years, but not more than 5 years3 weeksMore than 5 years4 weeks If you are over 45 with more than two (2) years continuous service, you will receive an additional week’s notice (or payment in lieu). The company may terminate your employment at any time without notice if: you are guilty of serious misconduct oryou are in material breach of a provision of this contract, including confidentiality undertakings. Following the termination of your employment you will be required to return all company property. Hours of Work Grow Management Consultants general hours of business are between 8 am and 9pm. It is expected that you will work an average of 37.5 hours per week during general business hours. From time to time you will be required to work reasonable additional hours or after hours when necessary to perform your duties. You will receive time in lieu for this work. Privacy You are required to observe and uphold all of the Company’s privacy policies and procedures as implemented or varied from time to time. Collection, storage, access to and dissemination of employee personal information will be in accordance with privacy legislation. Company Policy Grow Management Consultants has in place a number of company policies and procedures. You are required to comply with company policy. A failure to comply with these policies may result in disciplinary action being taken against you. These policies are found on our Intranet. These policies do not form part of this contract of employment. Confidentiality of Information During your employment you may become aware of information relating to the business of Grow Management Consultants, including but not limited to client lists, trade secrets, and client details and pricing structures. Confidential information, including client lists, trade secrets, pricing structures and any and all documents created by you in the course of your employment remain the sole property of Grow Management Consultants You shall not, either during or after your employment, without the prior consent of the Grow Management Consultants, directly or indirectly divulge to any person or use the confidential information for your own or another’s benefit. Jurisdiction This contract is made in the State of Victoria . / Tasmania * Student to strike out as appropriate Welcome and Acceptance We would like to take this opportunity to welcome you to Grow Management Consultants and wish you a long and rewarding career with us. Yours sincerely, I Maggie Perez accept the terms and conditions of this contract. Signed: ______________________________________________ Dated: ________________________________________ A copy is provided for your records. Activity 5 Based on your newly refined Recruitment Selection and Induction Policy and Procedures, describe below how you would obtain support for this new policy and procedure from your senior managers? Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any one (1) of the following: Change management principles Include management in th edevelopment process Manager input/ buy in Verbal approval Written approval Meeting to discuss documents and approval Email approval Activity 6 Maggie Perez, the new Administration Assistant is starting work today. The manager has asked the student to manage Maggie’s induction process by sending her a welcome email to communicate and introduce her to the HR Induction Manual and policies within. Write an Email You must provide an email address to students, so they can submit this assessment activity to you (the assessor). In this email, student must include the following: Welcome Maggie to GMCOutline the contents of the HR Induction Manual for her to read, as part of her inductionOutline the probation procedures Maggie can expect up until and inclusive of when she can expect a formal written letter on conclusion of probation period.Request Maggie to sign and return the back page of the HR ManualInform Maggie that if needed, additional training will be provided if requiredAttach the HR Induction Manual Student must email you (the assessor), to the email address you nominate and print a copy of the email and attachment and also submit in hard copy. Students email must have a copy of the HR Induction Manual attached and include each of the following dot points and sub points: Dear Maggie, Welcome to Grow Management ConsultantsFind attached the HR Induction Manual for you to read as part of your inductionProbation procedures: Probation period is six (6) monthsManagers will give informal and formal appraisal during this periodYou will receive at least one (1) formal appraisal, four (4) weeks before the end of your probation period.At the end of your probation period, you will need to complete a final probation appraisal where you wil be advised of the result via a formal written letter. Please sign the back page of the HR Induction Manual and return completed page via return email.If you require further information, additional training will be provided if requiredHR Induction Manual is attached Kind regards Student Signature Activity 7 Student must research and identify one (1) training opportunity and one (1) ongoing support opportunities they will provide Maggie, as she has no previous experience or skills in administration. #Training OpportunityInformation Source (Eg: website link)1Assessor is to mark satisfactory any training or ongoing support they recognise. For any training or ongoing support identified that the assessor does not recognise, the assessor must check the source provided by the student and either: Confirm it is a legitimate training or ongoing support and mark Satisfactory Confirm it is NOT a legitimate training or ongoing support and mark Not Yet SatisfactoryStudent to identify information source on training or ongoing support #Ongoing Support1Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any one (1) of the following dot points: Mentor programme Coaching programme Internal training Traineeship Financial Support for formal training Activity 8 Student has been asked by the Operation Manager to look at and determine Grow Management Consultant’s future human resources needs based on the HR Strategic Plan in collaboration with relevant managers of each department listed below: In collaboration with the Operations Manager, the following has been identified; Current number of clients on Grow Management Consultants is: 125Current full-time consultant staff members: 21Current part-time (20 hours per week – (0.5)) consultant staff members: 212 new clients are set to start with Grow Management Consultants in 1 months (4 weeks). In collaboration with the Administration Manager, the following has been identified; Current number of full-time Administration staff members: 3Current number of part-time (20 hours per week- (0.5)) Administration staff members: 4 To assist in this process, student is to summarise they finding below in preparation to present your determinations to relevant managers in a meeting scheduled for next week. Grow Management Consultants HR Resource needsDetermined Human Resource NeedsIn the HR gap analysis, list the five (5) key issues to be address by Grow Management Consultants:Students must NOT copy the answers below or the dot points – PLEASE write your own answersEach of the five (5) following dot points: What new jobs will we need What new skills will be required Do our present employees have the required skills Are employees currently in a position that use their strengths Are current HR Management practices adequate for future needsIdentify the immediate number of Consultant staff member/s require to meet the organisation sustainable ratio.Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following dot points: Additional three (3) full-time consultant staff members Any amount of staff which is equal to three (3) FT PositionsIdentify the immediate number of Administration staff member/s require to meet the organisation sustainable ratio.Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following dot points: No additional administration staff required at this timeIdentify the future number of Consultant staff member/s require to meet the organisation sustainable ratio. (required in 4 weeks)Students must NOT copy the answers below or the dot points – PLEASE write your own answersAny one (1) of the following dot points: Additional two point four (2.4) full-time consultant staff members Any amount of staff which is equal to two point four (2.4) FT PositionsIdentify the future number of Administration staff member/s require to meet the organisation sustainable ratio. (required in 4 weeks)Students must NOT copy the answers below or the dot points – PLEASE write your own answers: Additional one (1) part-time (0.48 – Range: 18-20 hours per week) administration staff member. Activity 9 Conduct aManagement Meeting(roleplay) For this task, the student is required to conduct a meeting with relevant staff managers to determine the current and future human resources needs. During the meeting the student must: Discuss and agree on the determined current and future human resources needsEnsure current position descriptions and person specifications for determined vacancies will be used by managers and others involved in the recruitment, selection and induction processes.Discuss induction process and check that induction processes are followed by both departments in the organsiationAsk open ended questionsUse active listening techniques to seek feedback/ responses You (the assessor) will play the role of the Operations Manager, and ask other students (not being assessed during the simulated meeting) to play the role of the Administration Manager. The table below provides general script for each role to be played. Roleplay Cast: As a minimum the following individuals will be at the meeting; Operations Manager (Assessor)Administration Manager (Classmates) General instructions for all role players include: Participate in/ acknowledge information provided Specific instructions for role players include: RolePlayed byOutline of Roleplay ScriptOperations ManagerAssessorAgree to the following staffing requirements: Immediate: Additional three (3) full-time consultant staff members No additional administration staff required at this time 4 weeks Additional two point four (2.4) full-time consultant staff members Additional one (1) part-time (0.48 – Range: 18-20 hours per week) administration staff member. Confirm that current position descriptions and person specifications will be used in the recruitment, selection and induction processes for the determined required Human Resources Confirm induction processes are being followed in your departmentAdministration ManagerClassmateAgree to the following staffing requirements: Immediate: Additional three (3) full-time consultant staff members No additional administration staff required at this time 4 weeks Additional two point four (2.4) full-time consultant staff members Additional one (1) part-time (0.48 – Range: 18-20 hours per week) administration staff member. Confirm that current position descriptions and person specifications will be used in the recruitment, selection and induction processes for the determined required Human Resources Confirm induction processes are being followed in your department Student Note: The script for specific role players in general in nature, so that the student being assessed can respond in real time, without notice. Role players are to ask different questions about the same topic. Manager Meeting to Determine HR Requirements Roleplay Observation Checklist Name of student being assessed: (Chair)Student nameLocation:Melbourne’s or Hobart campusName of Assessor: roleplay as Operations Manager:Assessor nameOther roles played:Administration ManagerAssessor are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts. Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.Date:Date of assessmentDate of re-assessment (if Applicable)Date of final re-assessment (if Applicable)Did the Student:Assessors must observe students correctly demonstrate every item listed in each row to achieve a satisfactory result.1)Discuss and agree on the determined current and future human resources needs2)Ensure current position descriptions and person specifications for determined vacancies will be used by managers and others involved in the recruitment, selection and induction processes.3)Discussed induction process and checked that induction processes are followed by both departments of the organsiation4)Ask open ended questions5)Use active listening techniques to seek feedback/ responses Activity 10 Write an Email Following the completion of the recruitment and selection process of required new staff members, as determined in Activity 9. Write and send an email to the unsuccessful applicants of the selection outcome You must provide an email address to students, so they can submit this assessment activity to you (the assessor). In this email you must include the following: Address the email to the applicateOutline the outcome of the process in accordance with legislative requirements Student must email you (the assessor), to the email address you nominate and print a copy of the email and attachment and also submit in hard copy. Students must NOT copy the answers below – PLEASE write your own email. Students email must have a copy of the HR Induction Manual attached and include each of the following dot points and sub points: Dear Applicant, Thank you for your interest in working at Grow Management Consultants Unfortunately, you have been unsuccessful on this occasion Kind regards Student Signature Activity 11 Background Information It has been 6 weeks since Maggie started working at GMC. GMC’s induction process objective, is to ensure the process is comprehensive and provides the new staff member with all information to conduct their role efficiently and is fully trained/ equipped to handle any situation. In addition to you providing Maggie with the HR Induction Manual, Maggie job shadowed a senior staff member for one (1) to two (2) weeks. You managed the induction process which consisted of the following: Provided an overview of relevant Policies and Procedures in the HR Induction Manual Provided a tour of the facilities Had a met and greet with all staff over a one (1) week period. Job shadowing a senior staff member for 1-2 weeks You seek feedback from Maggie’s and her manager, to ascertain if the induction process met the organisations objectives. You receive the following feedback on the organisation’s induction process: Maggie’s Manager’s (Administration Manager) Feedback 1-2 weeks shadowing was not enough, as all job role requirements had not been covered in that time period. A mentoring programme may assist Maggie in the future if she comes across any issues in the future. Maggie’s Feedback She is enjoying her new role and fitting into well with the rest of the team. Feels she has a lot more to learn in her role, but keen to learn as much as possible. Answer the following Questions: Question 1 From the feedback provided, do you believe the organisation current induction process is meeting its objectives? Student response must include: No Question 2 What four (4) changes could be made to the induction process, to ensure GMC induction objectives are met? Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any four (4) of the following: Additional process Refined policy Refined process Job shadowing procedures Mentoring procedures Activity 12 Refine the Induction Policy & Procedure Student must use the Recruitment, Selection and Induction Policy and Procedure from Activity 2, make a revised version with a minimum of four (4) refinements/ improvements. Include track changes by selecting the review icon and then select Track Changes icon before they make any changes, print the document and submit to you (the Assessor). Ensuring that the four (4) refinement/ changes are visually noticeable before submitting to you (the Assessor). Revised Recruitment, Selection and Induction Policy & Procedure Students must NOT copy the answers below or the dot points – PLEASE write your own answers Any four (4) of the following dot points: Rewording Additional process Refined policy Refined process Job shadowing procedures Mentoring procedures ****END OF ASSESSMENT TASK 2****
