ASSESSMENT D â€“ PROJECT ï¶ INSTRUCTIONS (for assessments not embedded within the LMS) â€¢ The assessment must be written using an industry standard software package such as Microsoft Word, Excel, PowerPoint, etc. â€¢ Name the file using the assessment task number and then save your file. â€¢ Ensure your submission identifies the unit code and title, the assessment task number and the name of the assessment at the top of the page. Alternatively, you may place this information in the document header. â€¢ Add your name and student number to the header or footer on every page. â€¢ On completion, submit your assessment to your assessor via the LMS. Learner assessment guide and evidence This assessment requires you to recruit, select and induct staff. You are required to do the following. â€¢ Complete Tasks 1, 2 , 3 and 4 in Assessment D. â€¢ You must complete recruitment processes for three types of positions. â€¢ Casual, contract or temporary â€¢ Full time or part-time permanent â€¢ Volunteer â€¢ Answer all the questions. Task 1: Identify recruitment needs Task 1.1: Question and answer â€¢ Go to your Course files and open Assessment D_Information and templates Task 1. Read the scenario information provided. â€¢ Go to your Course files and open Assessment D_Staff recruitment policy. Read the information provided. â€¢ Go to the Fair Work Ombudsman website, www.fairwork.gov.au, and download a copy of the Hospitality Industry (General) Award 2010. â€¢ In the question and answer fields provided determine the recruitment needs of White Eagle Stadium. â€¢ Add the positions and calculate the number of people required for each type of position. â€¢ Determine mode of employment (casual, part- or full-time, contract, etc.) and length of tenure if a temporary contract. â€¢ Where applicable, determine pay rates by consulting appropriate industry awards or organisational enterprise agreement. â€¢ Where applicable, determine salary in consultation with appropriate personnel. â€¢ Answer all the questions based on the organisationâ€™s recruitment needs and recruitment policy, the relevant industry award and any other relevant research. â€ƒ Q1: Complete the table listing your recruitment needs. ï¶ Position name ï¶ No. required ï¶ Mode of employment (casual, PT, FT, volunteer, etc.) ï¶ Anticipated base hourly pay rate or annual salary ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ Q2: Other than last yearâ€™s staffing levels, what are two examples of information that help you determine recruitment needs? Q3: You are the concourse food manager. Who do you consult with when evaluating recruitment needs? Q4: Who could you consult with about pay rates or salary for each position? Q5: What are two key factors that affect pay rates in an award? â€ƒ Q6: Name two positions in the human resources or other departments who will be involved in recruitment processes. Based on the information provided and the recruitment policy, briefly explain their general responsibilities in the recruitment process. Q7: Based on the information provided and the recruitment policy, briefly explain the general responsibilities of managers/supervisors and the human resources department in the recruitment process. ïƒ° Managers and supervisors ïƒ° Human resources department Q8: According to the organisationâ€™s recruitment policy, who must approval be obtained from before commencing recruitment processes? Task 1.2: Develop job description â€¢ Go to your Course files, open Assessment D_Information and templates Task 1 and use the job description template provided or your organisationâ€™s standard template. â€¢ Prepare a job description for each of the following positions. â€¢ Concourse outlet supervisor â€“ full-time â€¢ Food and beverage storeperson â€“ casual â€¢ Customer information officer â€“ volunteer â€¢ Use the internet to research relevant job roles and descriptions to assist in development of the job description, if necessary. â€¢ Save Assessment D_Information and templates Task 1 once the task is completed. You donâ€™t have to submit it yet. â€ƒ Task 1.3: Develop person specification â€¢ Complete Task 1.3 using the same file, Assessment D_ Information and templates Task 1. â€¢ Complete the Job (person) specification templates provided or use your organisationâ€™s standard template. â€¢ Prepare a person specification for each job description prepared in Task 1.2. â€¢ Use the internet to research relevant job roles and specifications to assist in the development of the person specification, if necessary. â€¢ Save Assessment D_Templates and information Task 1 once the task is completed. You donâ€™t have to submit it yet. Task 1.4: Develop selection criteria â€¢ Complete Task 1.4 using the same file, Assessment D_ Information and templates Task 1. â€¢ Complete the Selection criteria templates provided or use your organisationâ€™s standard template. â€¢ Use the job descriptions and person specifications developed in Tasks 1.2 and 1.3 to prepare a list of key selection criteria for each position. â€¢ Incorporate customer service attitudes and experiences into the selection criteria to ensure applicants are a good fit to the position. â€¢ Save and submit Assessment D_Information and templates Task 1 to your assessor. â€ƒ Task 2: Administer recruitment processes Task 2.1: Question and answer â€¢ Based on the job descriptions, person specifications and key selection criteria developed in Task 1 and the job skill requirements, evaluate and determine the following for each position. â€¢ Number of stages in the selection process for each position. â€¢ Appropriate selection processes to be completed at each stage for each position. â€¢ Personnel involved in selection processes at each stage: HR and/or departmental. â€¢ Answer all the questions. Q1: Complete the table listing your selection processes. Only complete information for the number of stages appropriate for each position. ï¶ Position being recruited ï¶ Stage 1 ï¶ Stage 2 ï¶ Stage 3 ï¶ Selection process(es) ï¶ Personnel involved ï¶ Selection process(es) ï¶ Personnel involved ï¶ Selection process(es) ï¶ Personnel involved ï¶ Food and beverage storeperson â€“ casual ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ Concourse outlet supervisor â€“ full-time ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ Customer information officer â€“ volunteer ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ Q2: Did you consider using a recruitment agency for any of the positions? Explain why/why not. Q3: What tasks do you have to complete in preparation for when selection processes commence? â€ƒ Task 2.2: Create advertisements â€¢ Determine where you will advertise positions available at the stadium. â€¢ Based on the job descriptions, person specifications and key selection criteria developed in Task 1, create a job advertisement for each position. â€¢ The amount and type of information provided and wording style used in the advertisement must be appropriate for the selected advertising media and position advertised. â€¢ All information provided and wording used in the advertisement must meet the requirements of equal employment opportunity (EEO) legislation. â€¢ All advertisements should be typed using word processing software. â€¢ Save your advertisements as Assessment D_Job advertisements and submit it to your assessor. Task 2.3: Question and answer â€¢ Answer all the questions. Q1: What are the basic aims of EEO legislation? Q2: How does EEO l
egislation influence the content of a job advertisement? â€ƒ Q3: What are the features of an effective recruitment advertisement? Q4: Where will you place advertisements for these positions? List the locations and briefly explain why you think they are the most suitable options. Task 2.4: Process, review and shortlist applications â€¢ Go to your Course files and open Assessment D_Application forms. Read the information contained in the application forms for each the following positions. â€¢ Concourse outlet supervisor â€“ full-time â€¢ Food and beverage storeperson â€“ casual â€¢ Customer information officer â€“ volunteer â€¢ Go to your Course files and open Assessment D_Templates Task 2. â€¢ Prepare a shortlist form for each position by completing the templates provided. â€¢ Complete the position name and mode of employment details. â€¢ Based on the key selection criteria (KSC) developed in Task 1.4, add headings and/or minimum selection requirements at the top of each column in the template. â€¢ Your assessor may wish to add additional application forms for consideration to expand the diversity and range of applications. Check with your assessor prior to commencing selection processes. â€¢ Review the information summarised on your shortlist form and determine which applicants will advance to the first stage in the selection process. Add your response to the last column on the shortlist form. â€¢ Save and submit Assessment D_Templates Task 2 to your assessor. â€ƒ Task 2.5: Question and answer â€¢ Answer all the questions. Q1: You are going to inform the unsuccessful applicants by email that they were unsuccessful. A standardised response will be sent to all applicants with only the position name changed. Write a standard notification for an unsuccessful application suitable for distribution via email. Q2: The stadium is in Canberra, ACT. One of the applicants for the concourse outlet supervisor position currently lives in Newcastle, NSW. What type(s) of special arrangements could you make to accommodate this personâ€™s needs and successfully complete stage 1 of the selection process? Q3: One of the applicants for position of volunteer customer information officer is confined to a wheelchair. Stage 1 of the selection process will be conducted in a training room located on level 1 in the administration area. What arrangements can you make prior to their arrival for stage 1 to assist this applicant? Q4: At this stage of the recruitment process, what documents do you need to keep and file for possible future reference? â€ƒ Task 3: Select staff Task 3.1: Prepare for selection processes You are preparing to conduct interviews for each of the advertised positions. The interview panel will consist of the HR recruitment assistant and a member of the food and beverage management team. â€¢ Go to your Course files and open Assessment D_Templates Task 3. â€¢ Using the interview question template, prepare structured interview questions for each of the positions. â€¢ Your questions must be linked to the key selection criteria identified in Task 1.4. â€¢ The questions should be written using a range of formats, such as behavioural, hypothetical, open and closed. â€¢ Save and submit Assessment D_Templates Task 3 to your assessor. Task 3.2: Conduct interviews â€¢ This is a role-play activity. Your assessor will inform you as to when the role-plays are to take place. â€¢ Role-plays are to be conducted in an actual or simulated workplace environment. â€¢ You are to participate as a member of an interview panel undertaking selection processes for three different positions. â€¢ Concourse outlet supervisor â€“ full-time â€¢ Food and beverage storeperson â€“ casual â€¢ Customer information officer â€“ volunteer â€¢ Your colleagues will make up the rest of the panel. â€¢ You must read the scenario background information provided in Assessment D_Information and templates Task 1 and access all supporting documentation required to conduct the interview. â€¢ Application forms â€¢ Interview questions â€¢ Interview rating forms â€¢ Job descriptions for each position prepared in Task 1.2 (if desired) â€¢ Person specifications for each position prepared in Task 1.3 (if desired) â€¢ Key selection criteria for each position prepared in Task 1.4 (if desired) â€¢ Role-plays can be recorded for further analysis and discussion with the consent of all participants. â€¢ Complete the role-play. Learner instructions â€¢ Go to your Course files and open or print Assessment D_Application forms. You need to be able refer to each candidateâ€™s application form when conducting their interview, so ensure you can view them electronically or printed hard copies. â€¢ Go to your Course files, open Assessment D_Templates Task 3. You will complete interview questions and interview rating forms for each candidate interviewed. These forms can be completed electronically or printed and completed manually. Ensure you have enough copies of each positionâ€™s interview questions and interview ratings forms for each candidate. â€¢ Prepare for each interview by reading the following documents if you are not already familiar with them from previous tasks. â€¢ Application forms for each shortlisted candidate in each position â€¢ Interview questions for each position â€¢ Interview rating forms â€¢ Job descriptions for each position prepared in Task 1.2 (if desired) â€¢ Person specifications for each position prepared in Task 1.3 (if desired) â€¢ Key selection criteria for each position prepared in Task 1.4 (if desired) â€¢ Participate in the interviews for each of the advertised positions. â€¢ Ask the interview questions prepared in Task 3.1. â€¢ Use the candidate application forms during the interviews to provide background information and to confirm and expand on each candidateâ€™s skills and knowledge. â€¢ Complete an interview rating and interview question form for each candidate to assist in later evaluation of each candidateâ€™s suitability for the position. â€¢ During the role-play, you are required to demonstrate the following skills and knowledge. â€¢ Use selection criteria as the basis for selection â€¢ Adhere to equal employment opportunity principles and law â€¢ Participate in selection processes â€¢ Evaluate applicants for customer service attitude and experience to ensure a fit to the position â€¢ Conduct interviews and adapt interview techniques to meet the needs of social and cultural groups â€¢ Complete the role-plays. â€¢ If completing interview questions and interview rating forms electronically, save Assessment D_Templates Task 3 once the task is completed and submit it to your assessor. â€¢ If completing hard copies of interview questions and interview rating forms, submit them to your assessor once Task 3.3 is completed. Task 3.3: Question and answer â€¢ Use the completed interview question and interview ratings forms to evaluate and discuss outcomes from each interview with your panel members. â€¢ Select candidate(s) that display an attitude, aptitude and fit to the existing organisational culture and best meet your selection criteria. â€¢ More than one candidate can be selected if there are multiple positions available in that job role. â€¢ Answer all the questions. â€¢ If you completed hard copies of interview questions and interview rating forms in Task 3.2, submit them to your assessor once you have answered all questions. Q1: Who have you and your colleagues decided to offer a position to? Briefly explain why you selected each candidate. ï¶ Position ï¶ Name of selected candidate ï¶ Explanation ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ ï¶ Q2: What types of background checks could you complete on your successful candidates prior to offering a position? Q3: Would you complete reference checks on successf
ul candidates for all three positions? List which position(s) you would complete reference checks for and briefly explain why. Q4: Two of the referees for Ethan Sturgess mentioned he can be very opinionated and becomes abrupt and irritated when people repeatedly ask â€˜stupidâ€™ questions. ïƒ° How does this information affect your final decision? â€ƒ Q5: The feedback obtained from Ethan Sturgessâ€™s reference check has you concerned about his ability to uphold the stadiumâ€™s image and customer service standards and values during very busy events. You and the panel decide not to offer him a volunteer position. What do you do if you find that you only have one candidate you wish to make an offer to when there are two positions available? Q6: Who do you need to notify of appointments to each of the positions? Refer to the organisational chart provided in Assessment D_Information and templates Task 1 if necessary. Task 3.4: Make an employment offer and maintain records â€¢ Go to your Course files and open Assessment D_Staff recruitment policy. Read the information provided. â€¢ Answer all the questions. Q1: Based on White Eagle Stadiumâ€™s recruitment policy, what is the procedure to make an employment offer to the successful candidates? Q2: Based on the recruitment policy, what happens after the initial offer is made to the successful candidate? Briefly describe the steps followed and documentation used. â€ƒ Q3: What information could be communicated to the successful candidate in a letter of offer? Q4: What records used in the recruitment and selection process should be filed and stored after selection processes are completed? â€ƒ Task 4: Plan and organise an induction program Task 4.1: Prepare for induction â€¢ Go to your Course files, open Assessment D_ Staff induction policy and read White Eagle Stadiumâ€™s staff induction policy. â€¢ Answer all the questions. â€¢ Where relevant information is provided, base your responses on the organisationâ€™s induction policy. Q1: When are inductions scheduled for new employees? Q2: What are the responsibilities of the induction coordinator? Q3: Based on White Eagle Stadiumâ€™s organisational charts, background information provided in Assessment D_Information and templates Task 1 and general knowledge of induction program requirements, who would the induction coordinator need to liaise with when planning and implementing an induction program? Q4: Workplaces have an obligation to ensure workplaces are safe by providing new employees with information about workplace health and safety (WHS), risk management and equal employment opportunity (EEO). What are three examples of information that must be provided? ïƒ° WHS ïƒ° EEO â€ƒ Q5: You are inducting 19 concourse supervisors (one full-time, 18 part-time), six storepersons and two volunteers. How will you deliver the induction program to each of these new employees? ïƒ° Concourse supervisors ïƒ° Storepersons ïƒ° Volunteers Task 4.2: Prepare an induction program â€¢ Go to your course files and open Assessment D_ Induction program template and use the induction program template provided or your organisationâ€™s standard template. â€¢ Prepare a staff induction plan for each of the following positions. â€¢ Concourse outlet supervisor â€“ full-time â€¢ Food and beverage storeperson â€“ casual â€¢ Customer information officer â€“ volunteer â€¢ Ensure appropriate organisational, employment, workplace and job role information is provided during the induction program. â€¢ Ensure all legislative requirements are included in the induction program. â€¢ Indicate what documentation must be provided to the new employees. Examples could include mandatory information to meet legislative requirements and information to assist in completion of their job roles. â€¢ Save Assessment D_Induction program template once the task is completed and submit it to your assessor. â€ƒ Assessor checklist To be completed by the assessor. Learnerâ€™s name: Did the learner successfully demonstrate evidence of their ability to do the following? Assessor comments Completed Yes No Task 1: Identify recruitment needs Identified recruitment needs based on monitoring of service and efficiency levels in the organisation. Obtained approval for recruitment according to organisational recruitment policies. Used job descriptions and person specifications to develop clear and concise selection criteria. Ensured criteria incorporates customer service attitude and experience to ensure a fit to the position. Task 2: Administer recruitment processes Chose and organised selection processes taking into account job skill requirements. Created and disseminated advertisements for positions and calculated advertising costs. Processed applications according to organisational policy. Reviewed and evaluated applications against criteria and selected people to progress to an interview. Used problem-solving skills to identify deficiencies in applications and resolved by re-advertising or choosing different recruitment methods. Informed unsuccessful applicants of decisions and provided other recruitment information in appropriate media within reasonable timeframes. Established any special needs and made necessary arrangements for those progressing. Documented and filed recruitment records and decisions according to organisational policy. Task 3: Select staff Used selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law. Used effective communication skills when conducting interviews and could adapt interview techniques to meet a range of social and cultural groups. Participated in selection processes. Evaluated applicants for customer service attitude and experience to ensure a fit for the position. Selected people according to attitude, aptitude and fit to the existing organisational culture. Communicated selection recommendations to appropriate colleagues. Consulted team members about staffing needs and selected new staff members that will complement existing workers. Made employment offers according to organisational procedures. Advised new employees about employment details according to organisational policy. Created and maintained accurate, clear and complete records of the selection process. Could interpret and follow organisational policies and procedures, and EEO and other employment-related legislation. Task 4: Plan and organise an induction program Planned content and format of induction programs to reflect organisational objectives and policies. Included all appropriate information in induction programs according to organisational policy. Liaised with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption. Demonstrated writing skills to construct complex and varied documentation for recruitment advertisements, selection criteria and induction program content.