The following data reflect the frequency with which people voted in the last election and were satisfied with the officials elected: Satisfied Voted Yes No Yes 48 35 No 33 52 (a) What procedure should we perform? (b) What are H0 and Ha? (c) What is fe in each cell? (d) Compute . (e) With α = .05, what do you conclude about the correlation between these variables? ASSESSMENT CONTEXT Human Resource Management (HRM) is concerned with organising and looking after people in the workplace. On a day-to-day basis this includes recruitment, selection, training and development and assessing staff performance. An important part of HRM is workforce planning. This involves getting the right people in the right place at the right time. It also involves identifying the numbers of people required to enable the business to operate at full efficiency. These people need to have the right skills to do the job. Recruitment and selection are the most critical and significant human resources functions. Unless the organization has the best available employees, it will not be able to grow and flourish in the market. The drive and motivational levels of the employees need to be high to enable the company to attain its goals. All the steps of the recruitment and selection processes are equally important in attracting and retaining the right talent. A major part of management's job is ensuring that good policies and procedures are in place to ensure the successful recruitment and induction of high quality employees. TASK 1. Analyse Strategic & Operational plans and policies For this task, you are required to study the following 2 documents and answer the following questions: Search for this and answer the Q1, Q2, Q3 (I, ii, iii) a) Tourism Australia enabling strategy (An extract from the Tourism Australia Corporate Plan 2016 – 2017) b) Tourism Australia Recruitment Policy Q1) Outline the recruitment and selection process for Tourism Australia. How does the Recruitment Policy ensure that suitable candidates are attracted to Tourism Australia? Q2) What policies and procedures are in place to ensure that all shortlisted candidates are treated equally and that the selected candidate is likely to share Tourism Australia’s culture and values? Q3) Explain the purpose of the following documents listed in the forms section at the end of the Recruitment Policy: i) Behavioural Questions Manual ii) Interview Guide Template iii) Selection Assessment Form TASK 2 Develop recruitment and selection policies and procedures and supporting documents A job description should detail the purpose, tasks and responsibilities of the job. It is of great importance both in the recruitment process and the subsequent management of safe practice following appointment – for example it can help with induction and training. On the other hand, a clear and comprehensive job specification is the key tool for successful recruitment. The job specification enables the organisation to profile ...

1. The following data reflect the frequency with which people
voted in the last election and were satisfied with the officials
elected:
Satisfied
Voted
Yes
No
Yes
48
35
No
33
52
(a) What procedure should we perform? (b) What
are H0 and Ha? (c) What is fe in each cell? (d) Compute . (e)
With α = .05, what do you conclude about the correlation
between these variables?
ASSESSMENT CONTEXT
Human Resource Management (HRM) is concerned with
organising and looking after people in the workplace. On a day-
to-day basis this includes recruitment, selection, training and
development and assessing staff performance. An important part
of HRM is workforce planning. This involves getting the right
people in the right place at the right time. It also involves
identifying the numbers of people required to enable the

2. business to operate at full efficiency. These people need to have
the right skills to do the job. Recruitment and selection are the
most critical and significant human resources functions. Unless
the organization has the best available employees, it will not be
able to grow and flourish in the market. The drive and
motivational levels of the employees need to be high to enable
the company to attain its goals. All the steps of the recruitment
and selection processes are equally important in attracting and
retaining the right talent. A major part of management's job is
ensuring that good policies and procedures are in place to
ensure the successful recruitment and induction of high quality
employees.
TASK 1. Analyse Strategic & Operational plans and policies
For this task, you are required to study the following 2
documents and answer the following questions: Search for this
and answer the Q1, Q2, Q3 (I, ii, iii)
a) Tourism Australia enabling strategy (An extract from the
Tourism Australia Corporate Plan 2016 – 2017)
b) Tourism Australia Recruitment Policy
Q1) Outline the recruitment and selection process for Tourism
Australia. How does the Recruitment Policy ensure that
suitable candidates are attracted to Tourism Australia?
Q2) What policies and procedures are in place to ensure that all
shortlisted candidates are treated equally and that the selected
candidate is likely to share Tourism Australia’s culture and
values?
Q3) Explain the purpose of the following documents listed in
the forms section at the end of the Recruitment Policy:
i) Behavioural Questions Manual
ii) Interview Guide Template
iii) Selection Assessment Form
TASK 2 Develop recruitment and selection policies and
procedures and supporting documents

3. A job description should detail the purpose, tasks and
responsibilities of the job. It is of great importance both in the
recruitment process and the subsequent management of safe
practice following appointment – for example it can help with
induction and training. On the other hand, a clear and
comprehensive job specification is the key tool for successful
recruitment. The job specification enables the organisation to
profile the ideal person to fill the job and provides potential
applicants with information about what they will need to
demonstrate to show their ability to undertake the role.
It is important to list the skills your new hire will need to fulfil
his duties. You get much better results from your recruitment
process if you advertise specific criteria that are relevant to the
job. Include all necessary skills, and include a list of desired
skills that are not necessary but that would enhance the
candidate's chances. If you fail to do this, you might end up
with a low-quality pool of candidates and wind up with limited
choices to fill the open position.
Interviewing short listed candidates is an important component
of the selection process and can take various forms. You can
choose to ask open ended or closed questions, or a combination
of both, to find out more about each candidate. Often, open
ended questions take the form of either behavioural or
situational questions. A behavioural interview question focuses
on asking questions about past experiences and how the
candidate acted whereas a situational interview focuses on
potential future events and how the candidate would intend to
react.
E.g. Behavioural - Tell me about a time when you were under
pressure to achieve and how you handled this pressure.
Situational - Imagine you need to submit a report to a deadline,
however your computer breaks down and you lose your saved
report. How do you resolve this?
Finally, remember that interview questions are designed to
allow you to assess the person’s competencies to fulfil the job

4. role so all questions should be work related.
This task requires you to place yourself in the role of the
recruiter and interviewer to develop an appreciation of the
interview process.
a) Write a position specification by
· Finding an advertised position that appeals to you
· Creating a position specification and position description for
the position
· Writing an essential and desirable criteria for the position
See Dwyer pages 265-267 and also the following link to
improve your understanding of the difference between a job
specification and a job description -
http://www.askmehelpdesk.com/academic-advising/difference-
between-job-specification-job-description-402164.html
b) Prepare a series of questions the interviewer would ask for
this position. The set of questions should include behavioural,
hypothetical reflective, open non directive and closed directive
questions.
See Dwyer pages 273-4. Further useful information about
framing interview questions can be found at
http://w3.unisa.edu.au/recruitment/information_for_panel_mem
bers.pdf
c) Design a standard form for the interviewer to rate each
candidate and record key points for each interview
To allow proper comparison of each candidate and assess their
suitability for the role, you will also need to develop a matrix
that allows you to allocate a score against each of the key
selection criteria for the role to enable you to compare the
suitability of each candidate.
See Dwyer pages 271-273 and for more information on
developing a selection criteria matrix, go to
http://www.utexas.edu/hr/manager/hiring/form.html.
Once the candidate interviews are completed, the selection

5. panel then needs to prioritize the candidates to decide on which
candidates will be offered positions and which will go on a
reserve list if the preferred candidates do not accept their job
offers. There are a number of key steps that still need to be
taken to ensure that the best candidate is selected and
“onboarded” into the organisation.
d) Write a summary of the key steps to be undertaken in dealing
with the shortlisted candidates during the final selection
process, prior to the new employee’s selection and induction to
the organisation
TASK 3: INDUCTION
Employee induction programs will reduce the reality shock and
cultural shock of the new employee in the short term. At this
stage, you have understood the importance of induction.
Guidance note: Do not underestimate the impact of a good
induction. HR research has found a thorough and positive
induction radically increases the likelihood the employee will
stay with you long term. Use what’s relevant to your workplace.
NB: under the National Employment Standards (NES), you must
give all new employees a copy of the Fair Work Information
Statement which can be found at the Fair Work Online website:
fairwork.gov.au
When you design your induction, remember to complete an
induction plan for each new starter. Your induction process may
include some or all of the following elements:
· Introductions and Welcome events
· Workplace tour
· WH&S procedures and evacuation
· Codes of conduct and ethics
· Business overview
· Who’s who
· Nominated buddy

6. · A working safely plan
· Training plan: organisational, mandatory and job specific
· IT system orientation
· Copy of the Fair Work Information Statement
· Policy and procedural requirements, e.g. equal employment
opportunity
· Performance management processes and professional
development
For your position you created above, your first task is to create
an induction checklist to track that the new employees has
received all the essential information, training etc. to become a
productive and motivated employee by:
a) Identifying the issues that you decide to include in the
induction checklist for your successful applicant.
b) Identifying the key staff or departments that will need to be
involved in the induction process
Ensuring that your new employee is properly inducted into the
organisation is crucial to ensuring good performance and
building loyalty. Your next task is to write 150-200 words on
the following task:
c) Describe how you would ensure that the induction process is
completed properly and how you would obtain feedback that the
induction process is ensuring that the new employee is
performing satisfactorily during the initial probationary
employment period.
Use only this Zeek to have an idea on how my tutor will mark
my assignment
ASSESSMENT_PROJECT SUMMARY
Your assessor will assess your research and report according to
the following criteria.
Did the student:

7. Completed successfully
Date
Comments and description of what was observed
Yes
No
Clearly analyse the requirements of recruitment and selection
policies and procedures
Present the job description and job specification
Design suitable interview questions, and an interview checklist
Ensure selection procedures are in accordance with
organisational policy and legal requirements
Organize induction and performance monitoring process

8. Ensure the induction process meets its objectives during the
probationary period
Where relevant, update research in accordance with assessor
feedback?
Task Outcome:
Satisfactory
Not Satisfactory