Assessment 1

1. Identify two types of documents that can be usedfor each of the following human resources phases:

• Recruitment

Recruitment Documents provide a range of templates that is professionally drafted and enables the employees to manage the selection, interview process and procedures that is involved in employment of new staff. 

• Selection

Selection is the process of putting right people at right job. It is the process in which the organizational requirements are met with the skills of the people.

• Induction

The induction policy will help in making sure that there is effective induction plan in place.It allows the line manager to check that each and every part of the process is completed.

2. Explain Human Resources Life Cycle and the role of recruitment and selection within the lifecycle.

The HR lifecycle is a concept which describes the stages of an employee's time. It is the process of identification and analyzing the requirement and expectations about the position that is to be filled.

 

3. Explain 5 main stages of the Human Resource Life Cycle.

• Recruitment

The business is grown by hiring the right men at right job. This is the main part for the development of the business.

• Onboarding

It is the important stage in the life cycle, in this the new hire will decide that how long someone will stay with the company. Within the first 90 days, most of the employees decide whether they want to work or quit the job.

• Career Development

Employees what to know whether they are doing a great job and are willing to prove themselves at their job. It is important to discuss about the career goals at the initial interview step to make sure that the goals of a person is realistic.

• Employee Recognition

Maintaining the happiness of employees is the key step in building the loyal team.

• Off boarding

Employees have to leave the organization due to retirement, new employment or for any family leave.

4. Identify wealth Acts relating to anti-discrimination that should be adhered to when recruiting and selecting staff for a position, why the Act must be adhered to when recruiting and selecting staff.

• Age Discrimination Act 2004

The Age Discrimination Act 2004 is an Act that prohibits age discrimination in areas that includes employment, education, and accommodation. No discrimination can be made against any person on the basis of their age.

• Anti-Discrimination Act 1991 (QLD)

The Anti-Discrimination Act 1991 is an act which provides protection against unfair discrimination, sexual harassment, and other objectionable conduct.

• Anti-Discrimination Act 1977 (NSW)

The Anti-Discrimination Act 1977is an Act which relates to the discrimination in employment, the public education system, delivery of goods and services, and other services such as banking, health care, property and night clubs.

 

5. Identify the Act that includes the requirement for employees to be provided with a Fair Work Information Statement.

For the identification, access this act and then list the key information.

Information about the Fair Work Commission (FWC) and FWO is contained in the statement.

Each year the FWIS is updated by the FWO and new version of statement is published.

Following information can be get:

• The 10 National Employment Standards (NES)
• Modern Awards
• Agreement-making under the Fair Work Act 2009
• Right to freedom of association
• Role of the Fair Work Commission
• Termination of employment
• Individual flexibility agreements
• Right of entry
• Protection from discrimination
• Flexibility in the workplace and the right to request flexible working arrangements

6. Explain three methods that can be used to advertise a vacancy within an organization.

Noticeboards and local papers

Advertisement of new job on a noticeboard is the great way of attracting the people who wants to work on temporary basis. This method is free form of an advertisement.

Online

Technology has made advertisement of the job online easy for the businesses. It is however quite expensive. It is also a time consuming process which does not lead to the positive outcomes.

Showcase openings at tradeshows

Events to promote the job openings can be used, if you have already invested in attending a few tradeshows. These events can be used in the promotion of the job opening.

7. Describe two forms of technology that can be used to advertise a position.

Television

Advertising with the help of television will help to capture large market area. This way of advertising is useful if you want to demonstrate the product or the services.

Directories

Businesses are listed by the name or categories in the directories list businesses by name or category. Customers who refer to directories have made up their mind to already buy it- they just have to decide from whom to buy.

Online directories are more beneficial then printed directories because if the business name is changed, you can keep it up to date in the directory.

8. Discuss two interviewing techniques.

Be prepared

Bring a folder that contains extra copies of resume, paper to take notes. Also prepare the questions that is to be asked at the end of the interview.

Be on time

Never be late in an interview. Be early on every interview. Consider the factors like getting lost. Enter the building 15 minutes before the interview.

9. Explain three used selection techniques.

The most commonly used selection techniques: assessing written applications, conducting panel interviews and checking referee reports.

10. Explain the purpose and relevance of psychometric tests in recruitment and selection.

Psychometric tests are designed for measuring the suitability of the candidate for the role that is based on the required characteristics of the personality and aptitude. to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role.

11. Explain the purpose of skills tests in recruitment and selection.

Skills tests will be used by the employers for simulation of job which is designed for the measuring whether the performance of the candidates.

12. Why recruitment decisions should not be based on one selection method alone.

The decision of recruitment should not on rely on the selection method alone. At least two procedures must be joined for evaluating the scope of aptitude. For example: for evaluation what an up-and-corner is prepared, work test is best method for that.

 

Assessment 2

1. Participate in a meeting to plan for recruitment

Recruitment Planning Meeting

Role Play: Meeting with Human Resource manager

Over Telephone:

Me (Human Resource Officer): Hello Sir! I want to have an urgent meeting. Can I come to your office sir?

HR Manager: Yes of course! I will be free after lunch time, come at that time.

Me (Human Resource Officer): fine sir! I will be there at 2 PM. Thank You.

HR Manager: welcome.

 

Phone disconnected

 

At the HR manager office door

Me (Human Resource Officer): Good afternoon sir, can I come in?

HR Manager: Yes of course, please come in!

Me (Human Resource Officer): I want to have a discussion regarding the recruitment of Human resource in our university.

HR Manager: About recruitment of Human resource ?

Me (Human Resource Officer):  Yes, there is high number of employees employed within campus. And the work burden is very high so we need to recruit another HR personal to manage the HR activities.

Sir, what are your opinion regarding this recruitment.

HR Manager: I was also analyzing the activities in HR department and we are lagging behind in some tasks due to manpower shortage.

Kindly proceed for recruitment & selection process for this new position.

One more thing, review the University’s Recruitment, Selection and Induction Policy and Procedures to ensure the understanding of the requirements for recruiting staff.

Me (Human Resource Officer): Yes Sir. I am ready with my plans regarding this recruitment. I was just waiting for the permissions that what schedule and timelines we have to opt regarding this recruitment.

HR Manager: it’s great! Kindly proceed for recruitment process. Kindly ensure that this process should be complete within 15 days which includes the advertisement of position to final candidate selection.

Me (Human Resource Officer): Yes sir. Thank you for permission.

HR Manager: First of all, prepare recruitment plan and share it with me so that the approval phase can be completed. This plan should include Position description, Advertisement of position, Suggested panel members and some interview questions.

Me (Human Resource Officer): Okay, thank you so much for the time, Sir. I will contact as soon as possible to inform about this.

HR Manager: No problem, Sir.

Me (Human Resource Officer): Good afternoon, Sir.

HR Manager: Good afternoon.

 

2. Develop a position description

Position Description

Position Title:	Human Resource Advisor	Position Number: 1000	Department: Human Resources
Reporting arrangements:	Reports to: (Title):Human Resource Executive
Position Summary:	As an HR advisor, we need a person or the candidate who may have an ability for HR Support Level 3 apprenticeship to develop the knowledge and skills to excel in the role and progress the career of the University.

 

Key Responsibilities and Outcomes Describe the key responsibilities and outcomes required for the role in the normal course of work	1	Recruiting and selection	HR Advisors typically have to work with HR directors for creating effective recruiting and hiring processes.
	2	Workplace relations	HR Advisors work HR teams to improve relationship between employees and management.
	3	Administrative functions	Human resources managers plan, direct and coordinate the administrative functions.
	4	Conflict resolutions	They may oversee procedures, investigate employee disciplinary actions and facilitate conflict resolutions.
	5	Clerical administration	The administrative role focuses on clerical administration.
	6	Record keeping	This role includes processing and records activities

 

Criteria	Essential skills and knowledge	Budgeting skills. Empathetic skills Decision-making skills.
	Desirable skills and knowledge	Communication skills. Organizational skills. Training and developmental Skills.

 

 

Approvals: Manager

Manager   Name:   Signature:   Date: 20th September, 2021

 

3. Send an email to the Human Resources Manager(your assessor).

To: Human Resource Manager

From: Human Resource Officer

Subject: Regarding the need of the HR advisor

 

Respected sir,

I am sending this email to let you know that our HR department is facing some issues regarding the decision making from last few months. Therefore, there is a great need of a HR Advisor in the organization.

For this, we had opted a proper recruiting process. In addition, we had framed a position description for the kind of candidate we need.

Please go through it once. Description and the recruitment timeline report has been attached to the email.

Thank you.

 

4. Develop an advertisement

 

5. Send an email to the Human Resources Manager(your assessor).

To: Human Resource Manager

From: Human Resource Officer

Subject: Regarding the advertising method and cost

Respected sir,

This letter is written to inform you two methods of recruitments have been short-listed for the position of the HR Advisor.

Therefore, I kindly request you to go through the attached Job Advertisement document once and check 0out the details of costs and guidelines.

Thank you.

 

6. Develop interview questions

• Kindly tell me about yourself.
• Why should we hire you as HR advisor position?
• As HR advisor position, what is the most difficult situation you have had to face and how did you tackle it?
• Tell about your strength as HR advisor position?
• As HR advisor position, how would your co-workers describe you?
• How would you make decisions?
• As HR advisor position, would you describe a typical day in your current job?
• As HR advisor position, why do you wish to leave your present job?

7. Send an email to the Human Resources Manager(your assessor).

To: Human Resource Manager

From: Human Resource Officer

Subject: Regarding overall feedback

Respected sir,

This letter is written to seek your feedbacks regarding the recruitment and the advertisement process that is opted.

I also want to let you know that the selection panel while the interviews for this position will include the board members, HR Manager, and HR Officer.

Some decided steps that shall be taken are:

• Deciding the role of participants
• Reviewing the description of the position before interviewing; it includes information such as required qualifications, preferred qualifications, functions, and working conditions
• Development of a selection matrix
• Development of job-related interview questions to ask each candidate
• Review of applicant materials, such as resume, letter of interest, and references

Kindly go through all the documents once.

Thank you.

 

8. Assist in shortlisting candidates

Name:	Description
Mia	Mia is an Events Officer at the Australian Human Resources Institute. She worked there for 10 years managing a range of human resources workshops and conferences.
Saumya	Saumya has recently moved from Brisbane to Sydney and is looking for a new job because of her change of location. She has previously worked with the University of Brisbane as a HR Officer. She worked there for 2 years and only just recently resigned.

 

9. Send an email to the Human Resources Manager(your assessor).

To- assessor@gmail.com

From-

Subject: shortlisted candidates

Kindly find attached 2 short listed candidates that I wish you to review so that I can arrange them to come for an interview.

Mia: Mia is an Events Officer at the Australian Human Resources Institute. She worked there for 10 years managing a range of human resources workshops and conferences.

Saumya: Saumya has recently moved from Brisbane to Sydney and is looking for a new job because of her change of location. She has previously worked with the University of Brisbane as a HR Officer. She worked there for 2 years and only just recently resigned.

Please let me know if the short-listed candidates meet our organizational requirements.

Thank you

 

10. Develop a letter to be emailed to each successful candidate

123 Street, Rose avenue

Australia

20^th September, 2021

Subject: Regarding the interview for the position of HR Advisor

Dear Mia,

I am writing this letter to inform you that your profile has been shortlisted for the position of HR Advisor.

Kindly find interview details below for your interview:

• Interview date & time: 27^th September, 2021 11:00 AM
• Venue: The University of Green Hill

Thank you.

HR Officer.

Interview Invitation Letter

456 Street, Lotus Avenue

Sydney, Australia

20^th September, 2021

Subject: Regarding the interview for the position of HR Advisor

Dear Saumya,

I am writing this letter to inform you that your profile has been shortlisted for the position of HR Advisor. Kindly find interview details below for your interview:

• Interview date & time: 27th September, 2021 11:00 AM
• Venue: The University of Green HillTh

Thank you.

HR Officer 

11. Send an email to the Human Resources Manager(your assessor).

To- assessor@gmail.com

From-

Subject: Regarding the interview schedule

Respected sir,

This mail is sent to summarize the interview schedule for the position of the HR Advisor. For this interview, 27^th September, 2021 has been fixed. Interviewing will start on 11 AM with first candidate Mia and accordingly at 11am with Saumya

Interview will go for 2 hours and after that, there will be a small lunch break.

Hope you will like the schedule. 

Thank you.

 

 

Assessment 3

1. Participate in the interview

Interview details:

Date: 20^th September, 2021

Time: 10 AM

Venue: The University of Green Hill

In the interview with Mia and Saumya, the questions we had asked were:

1. Tell about yourself.
2. Why you want to work with our company?
3. Differentiate between confidence and over confidence?
4. Differentiate between hard work and smart work?
5. How do accept criticism?
6. What are some things that bother you?
7. How do you get along with different kinds of people?
8. Why should I hire you?
9. What are your strengths and weaknesses?

 

2. Assess candidates

Me: Thanks for your time, would you be able to impart your thoughts?

HR: Mia in my vision hung out with respect to security, aptitudes, skills and encounters, for me she ought to be the contender to be contracted.

Director: I truly liked the other competitor

HR: We need to focus on the vital profile and every one of the up-and-comers' understanding, not simply the relational.

We should assess the mandatory aptitudes and different applicants don't have involvement with University HR office.

Chief: things being what they are

Me: So, we as a whole concur that Saumya would best suit for the job?

HR: Yes.

Chief: That's correct

 

As I took interview of Saumya so she was quite confident her body language was as according to her answers she has good sense of humour I judged herself as a qualified and decent personality who will be appropriate for this job with it she has command on communication skills which is most needed for any coordinator because they have to communicate everyone in the firm so I prefer her because she’s perfectly fine for this position.

 

3. Speak to referees by telephone

(Call to the referee)

ASSESSOR- Hey, how are you? 

ME- I’m good, how are you?

ASSESSOR- I am good so you? Tell me about Saumya whom you selected

ME- Yeah I selected her on the basis of her qualification and experience

ASSESSOR- So what’s her qualifier location?

ME- She did advance diploma in human resources

ASSESSOR- What about her experience?

ME- She worked for two years in the same department.

ASSESSOR- What Salary we are going to pay?

ME- We are expecting to pay her $70000 per annum

Ok, so any other reasons why you selected her for this position?

ME- Yes she has command on communication skills which is most needed for any coordinator

ASSESSOR- Ok I am fine with your selection of Saumya

ME- Thank you sir

 

4. Prepare a selection report

Selection Report

Position: HR Advisor

Position No: 1000

 

• Recommended Applicant

 

Recommended applicant’s full name: Saumya

Outline why this applicant is recommended: Saumya had previously worked with the University of Brisbane as a HR Officer. She worked there for 2 years and has recently resigned due to the move to Sydney.

• List of unsuccessful applicants

Outline why the following applicants were not selected for appointment.

Name	Reasons
John	He worked as a taxi driver from last 10 years, and had no experience of HR sector.
Mia	She is not having any experience for the position of an advisor or the leader.

 

Presiding Officer Name:

Presiding Officer Signature:

Date: 21^stSeptember, 2021

 

5. Send an email to the CEO(your assessor).

To: CEO

From: HR Officer

Subject: regarding the selection report

Respected sir,

This letter is sent to inform you that from the two short listed candidates, we have selected Saumya for the position of HR Advisor.

She had worked with the University of Brisbane as a HR Officer. She have the experience of  2 years and had recently resigned.

So overall, she is the perfect candidate for this job.

Selection report has been attached.

Kindly share your views.

Thank you.

With respect.

6. Send an email to unsuccessful candidates(your assessor).

To: assessor

From: HR Officer

Subject Regarding their applications

Dear assessor,

This mail is sent to inform you that you are not selected for the position that you have applied for. We are sorry to inform that you are not the suitable candidate for the position that we are looking for. We are very thankful to you that you applied for the vacancy.

Thank you.

With regards.

 

7. Send an email to a unsuccessful candidate(your assessor)in response to queries

To: assessor

From: HR Officer

Subject: Regarding incompetency

Dear assessor,

The mail is written to inform you that we are in need of the candidate, according to the organization’s guidelines and its procedures, who previously had the experience of HR Advisor, so that he/she can handle it.

On contrary, there is no experience for this position with you. This is the main reason behind the rejection of your application.

Hope you will understand.

Thank you.

With regards

 

8. Write a Letter of Offerand Employment Contract for the successful candidate

Private and Confidential (Letter of Offer)

456 Street, Lotus Avenue

Sydney, Australia

27^th September, 2021

Subject: Related to Contract of Employment

Dear Saumya,

We are pleased to offer u the position of HR Advisor at Green hills.

Commencement Date

Your employment will commence on 1^st October 2021

Location

You will be based at Head office of University of Green hills.

Position

HR Advisor - report to HR departmental head Manager                                                                                  

Term

This is a permanent position.

 

Probationary Period

A Probationary Period of three-months is applied to this role. During this time, proper advice, training and guidance will be given to help you become familiar with the work that have been appointed to do.

Terms of Employment

The salary package is $70,000.

Payment

The salary will be paid weekly on Friday

Salary Review

The salary package will be reviewed annually.

Leave Entitlements

Annual Leave

You are entitled to have 20 days’ (4 weeks’) annual leave.

Personal leave

You are entitled to 10 days paid personal leave in accordance with the Fair Work Act 2009.

Termination

Period of continuous service	Notice period
Not more than 1 year	1 week
More than 1 year, but not more than 3 years	2 weeks
More than 3 years, but not more than 5 years	3 weeks
More than 5 years	4 weeks

 

Hours of Work

The University of Green Hill’s working hours of business are between 8 am and 9pm. It is expected that you will work for an average of (38) hours per week.

Privacy

You are required to uphold all of the Company’s privacy policies and procedures.

Confidentiality of Information

During your employment, you may become aware of information relating to the business of The University of Green Hill, including, trade secrets, and client details and pricing structures. All the documents that will be created must remain the sole property.

Jurisdiction

Under the State of Victoria, the contract is made. 

HR Advisor

I, Saumya, accept the terms and conditions of this contract.

Signed: _______________________________________

Dated  27^th September 2021_______________________________________

A copy is provided for your records.

 

9. Send an email to the successful applicant

To- Saumya

From-

Dear Saumya,

Heartily Congratulations, as you have been approved for the position of HR Consultant!

Below is information mentioned about your employment contract.

Kindly read it carefully and do let me know if you have any questions.

The induction process will take place on 25^th September at 11 am.

Regards,

 

10. Send an email to the CEO and your workteam (your assessor).

To-  assessor@gmail.com

From-

Dear assessor,

Saumya is the new candidate. she will begin in our university. So, I request everyone to help her with the training.

She will be starting on 1^st October 2021 with her Training process.

Hope you all welcome her.

Regards,

 

11. Send an email to the pay department(your assessor).

To: Pay Department

From: HR Officer

Subject: Regarding the adjustments in the pay budget

Respected sir,

This letter is written to inform you that HR Advisor has been appointed by the HR department. She is joining the organization from 1^st October 2021 and her salary package is $ 70,000.

Therefore, I request you to make all the necessary adjustments in the organisation

Thank you.

 

12. Send an email to your Human Resources team(your assessor).

To: HR Team

From: HR Officer

Subject: Related to the joining and induction program of new employee

Dear team members,

This mail is written to inform you that the new HR Advisor is joining the organisation on 29 September 2021, he/she is not familiar with the rules and regulations of the organization so, I kindly request the team members to arrange the induction program for the new employees for her better understanding of the rules and regulations.

Thank you.