HLTH 625Journal Article Reviews Instructions· Review and analy.docx

HLTH 625
Journal Article Reviews Instructions
· Review and analyze a recent journal article (published within
the last 5 years) from a peer-reviewed publication (e.g The
Journal of Infectious Diseases) about a disease
· You must evaluate the chosen paper against at least 4 other
peer-reviewed sources.
· You may cite your text; however, it does not count as one of
your peer-reviewed sources.
· For each review, you will select an article about a topic from
the required readings between each review assignment
submission.
· You will then compose a 4 -page paper, not including the
cover page and references, on your topic of choice.
· The goal of the assignment is to help link the current best
practices identified in your text and the ongoing developments
of research reflected in the peer-reviewed literature in support
of learning outcomes A and B.
· You should, therefore, choose articles related to current
epidemiologic trends for infectious diseases and/or the impact
of the diseases and of the control measures on global
populations. Special attention should be devoted to
understanding the role of infectious agents as causes of
morbidity and mortality in the context of economically
developing nations.
Be sure to include the following elements:
· A clearly documented reference to best practices or standard
of care
· Reported findings are completely and fairly assessed and
critiqued
· A summary of the principal contents of the article under

review
· Adequate information to understand the central themes and
recommendations
· Paper, references, and citations all consistently follow current
AMA formatting
Pick any Disease from this list
· Blastomycosis
· Candidiasis
· Coccidioidomycosis
· Fungal Infections of the Skin, Hair, and Nails
· Helicobacter pylori
· Histoplasmosis
· Epstein-Barr Virus
· Human Papillomavirus
· Pinta
· Psittacosis
· Sporotrichosis
· Warts
· Yaws
www.alphainstitute.edu.au

Student Assessment Tasks
BSBHRM506 Manage recruitment, selection and induction
processes
Table of Contents
Table of Contents 2
Assessment Information 3
Additional Resources 4
Assessment Instructions 5
Student Assessment Agreement 6
Assessment Task 1 Cover Sheet 7
Assessment Task 1: Written Questions 8
Assessment Task 1 Instructions 10
Assessment Task 1 Checklist 12
Assessment Task 2: Human resources needs project 14
Assessment Task 3: Recruitment and selection project 23

Assessment Task 4: Manage selection process 28
Assessment Task 5: Induction project 34
Assessment Information
The assessment tasks for BSBHRM506 Manage recruitment,
selection and induction processes are included in this Student
Assessment Tasks booklet and outlined in the assessment plan
below.
To be assessed as competent for this unit, you must complete all
of the assessment tasks satisfactorily.
Assessment Plan
Assessment Task
Overview
1. Written questions
You must correctly answer all questions.
2. Human resources needs project
You must analyse company documentation, develop a briefing
report and then develop recruitment, selection and induction
policy and procedure, as well as supporting documents, as well
as provide information and training to staff on these documents.
3. Recruitment and selection project
You must develop a job advertisement and identify and report
on recruitment consultants
4. Manage selection process
You must participate in a role-play to advise candidates of
interviews and complete a selection report and advise applicants

of the outcome of the selection process.
5. Induction project
You must demonstrate their ability to manage the induction
process by developing an induction checklist, providing training
on the use of the checklist, providing feedback to probationary
employees and identifying improvements to the induction
process, as well as checking induction processes are followed
and taking appropriate action.
Assessment Preparation
Please read through this assessment thoroughly before
beginning any tasks. Ask your assessor for clarification if you
have any questions at all.
When you have read and understood this unit’s assessment
tasks, print out the Student Assessment Agreement. Fill it out,
sign it, and hand it to your assessor, who will countersign it and
then keep it on file.
Keep a copy of all of your work, as the work submitted to your
assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make
an assessment appeal as per your Alpha Institute.
assessment appeals process.
You have the right to appeal the outcome of assessment
decisions if you feel you have been dealt with unfairly or have
other appropriate grounds for an appeal.
Naming electronic documents
It is important that you name the documents that you create for
this Assessment Task in a logical manner.
Each should include:
· Course identification code
· Assessment Task number

· Document title (if appropriate)
· Student name
· Date it was created
For example, BSBHRM506 AT3 Briefing Report Joan Smith
20/07/18
Additional Resources
The following resources have been attached in the appendix.
Assessment Task 2
Code of Conduct
Briefing Report Template
Strategic Plan
Employment Agreement Template
Policy and Procedures Template
Fair Work Australia Position Description
Assessment Task 4
Selection Approval Policy
Letter of Offer Guidelines
Assessment Task 5
Fair Work Australia Induction Checklist
Induction Data Report
Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted together with your
assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the
first page of each Assessment submission.
If you are submitting electronically, print out the cover sheet,
fill it out and sign it, then scan this and submit the file.

The Assessment Task Cover Sheet will be returned to you with
the outcome of the assessment, which will be satisfactory (S) or
unsatisfactory (U). If your work has been assessed as being not
satisfactory, your assessor will include written feedback in the
Assessment Task Cover Sheet giving reasons why. Your
assessor will also discuss this verbally with you and provide
advice on re-assessment opportunities as per
your Alpha Institute re-assessment policy.
Depending on the task, this may include
resubmitting incorrect answers to questions (such as short
answer questions and case studies)
resubmitting part or all of a project, depending on how the error
impacts on the total outcome of the task
redoing a role play after being provided with appropriate
feedback about your performance
being observed a second (or third time) undertaking any
tasks/activities that were not satisfactorily completed the first
time, after being provided with appropriate feedback.
Assessment Task Information
This gives you:
a summary of the assessment task
information on the resources to be used
submission requirements
re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be
completed.
Your answers need to be typed up using software as indicated in
the Assessment Task Instructions.

Copy and paste each task’s instructions into a new document
and use this as the basis for your assessment task submission.
Include this document’s header and footer.
If you are submitting electronically, give the document a file
name that includes the unit identification number, the task
number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment.
Read through this as part of your preparation before beginning
the assessment task. It will give you a good idea of what your
assessor will be looking for when marking your responses.
Assessment Task 1: Written Questions Task summary
You need to answer all of the written questions correctly.
Your answers must be word processed.
Required
· Access to learning materials
· Computer and Microsoft Office
· Access to the internet
Timing
The assessor will advise you of the due date of this submission.
Submit
Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be
assessed as having completed the task satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by your
Assessor. The feedback will indicate if you have satisfactorily
addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed your
assessor will explain why and provide you written feedback
along with guidance on what you must undertake to demonstrate

satisfactory performance. Re-assessment attempt(s) will be
arranged at a later time and date.
decisions if you feel you have been dealt with unfairly or have
other appropriate grounds for an appeal.
You are encouraged to consult with your assessor prior to
attempting this task if you do not understand any part of this
task or if you have any learning issues or needs that may hinder
you when attempting any part of the assessment.
Written answer question guidance
The following written questions use a range of “instructional
words” such as “identify” or “explain”, which tell you how you
should answer the question. Use the definitions below to assist
you to provide the type of response expected.
Note that the following guidance is the minimum level of
response required.
Analyse – when a question asks you to analyse something, you
should do so in in detail, and identify important points and key
features. Generally, you are expected to write a response one or
two paragraphs long.
Compare – when a question asks you to compare something, you
will need to show how two or more things are similar, ensuring
that you also indicate the relevance of the consequences.
Generally, you are expected to write a response one or two
paragraphs long.
Contrast – when a question asks you to contrast something, you
will need to show how two or more things are different,
ensuring you indicate the relevance or the consequences.
Generally, you are expected to write a response one or two
paragraphs long.

Discuss – when a question asks you to discuss something, you
are required to point out important issues or features, and
express some form of critical judgement. Generally, you are
expected to write a response one or two paragraphs long.
Describe – when a question asks you to describe something, you
should state the most noticeable qualities or features. Generally,
you are expected to write a response two or three sentences
long.
Evaluate – when a question asks you to evaluate something, you
should do so putting forward arguments for and against
something. Generally, you are expected to write a response one
or two paragraphs long.
Examine – when a question asks you to examine something, this
is similar to “analyse”, where you should provide a detailed
response with key points and features and provide critical
analysis. Generally, you are expected to write a response one or
two paragraphs long.
Explain – when a question asks you to explain something, you
should make clear how or why something happened or the way
it is. Generally, you are expected to write a response two or
three sentences long.
Identify – when a question asks you to identify something, this
means that you are asked to briefly describe the required
information. Generally, you are expected to write a response
two or three sentences long.
List – when a question asks you to list something, this means
that you are asked to briefly state information in a list format.
Outline – when a question asks you to outline something, this

means giving only the main points, Generally, you are expected
to write a response a few sentences long.
Summarise – when a question asks you to summarise something,
this means (like “outline”) only giving the main points.
Generally, you are expected to write a response a few sentences
long.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
Outline five methods of recruiting staff.
Describe the purpose of an assessment centre in a recruitment
process.
Outline three advantages of using an assessment centre to
determine a candidate’s suitability for a position.
Explain the concept of human resources outsourcing.
Discuss two advantages of outsourcing HR functions.
Discuss the functions and scope of industrial relations.
Outline the purpose of an employment contract.

Explain the purpose of a modern award, as well as to whom it
applies.
Access the modern award Hospitality Industry (General) Award
2010 on the Fair Work Commission web site at:
https://www.fwc.gov.au/awards-and-
agreements/awards/modern-awards/modern-awards-list and
answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
b. If the cook is employed as a regular casual cook, what is the
casual loading that must be paid.
c. If the cook is a regular casual employee at Grade 5 and
worked 8 hours from 9 am to 5.30 pm with a 30-minute lunch
break, what will be the total amount paid to the cook.
d. Identify the minimum weekly wages for a kitchen attendant
grade 1 and calculate the annual salary based on this amount.
e. If a cook is required to use their own tools at work, what is
the allowance that the employer must pay per week and how
much does this amount to annually?
Explain the purpose of a registered agreement.
Outline the 10 minimum workplace entitlements for a permanent
employee of an organisation outlined in the National
Employment standards.
Identify how long must employees’ records be kept for
according to the Fair Work Act 2009.
Outline at least four examples of the information which must be
kept for each employee according to the Act above and the Fair

Work Regulations 2009.
Explain when a pay slip must be provided to an employee and
what information must be included in the pay slip under the Fair
Work Act 2009.
How much notice must be provided to an employee who is to be
dismissed?
Who is and who is not covered by unfair dismissal laws?
Explain why is important to advise potential employees of the
terms and conditions of employment during the recruitment
process?
Explain the purpose and relevance of psychometric tests in
recruitment.
Explain the purpose and relevance of skills tests in recruitment.
Assessment Task 1 Checklist
Student’s name:
Did the student provide a sufficient and clear answer that
addresses the suggested answer for:
Completed successfully
Where the student has not answered the question satisfactorily,
include a brief comment as to why
Yes

No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9a

Question 9b
Question 9c
Question 9d
Question 9e
Question 10
Question 11
Question 12
Question 13
Question 14

Question 15
Question 16
Question 17
Question 18
Question 19
Task Outcome:
Satisfactory
Not Satisfactory
Assessor signature
Assessor name
Date
Assessment Task 2: Human resources needs project
Task summary
As the Human Resources Manager for Grow Management

Consultants, you are required to identify the organisation’s
objectives for recruitment, selection and induction and develop
a briefing report on this, as well as effective use of technology
in human resources.
Following approval to proceed based on your briefing report,
you will be required to develop recruitment, selection and
induction policy and procedure, as well as a position description
template and interview guidelines.
You will also provide an information and training session to
senior management on the recruitment, selection and induction
policy and procedure and supporting documents.
This task will be completed in the simulated work environment
at Alpha Institute.
Required
· Access to the internet for research
· Strategic Plan
· Code of Conduct
· Employment Agreement Template
· Briefing Report Template
· Policy and Procedures Template
· Fair Work Australia Position Description
· Meeting space
Timing
The assessor will advise you of the due date of this submission.
Write in the due date below as advised by your assessor:
Submit
· Email to your assessor with your briefing report attached
· Email to your assessor with the following attached:
· recruitment, selection and induction policy and procedures
· position description template
· guidelines for conducting effective interviews
· Email to your assessor with the updated versions of the
following documents attached:
· recruitment, selection and induction policy and procedures
· position description template

· guidelines for conducting effective interviews
Assessment criteria
For your performance to be deemed satisfactory in this
assessment task, you must satisfactorily address all of the
assessment criteria. If part of this task is not satisfactorily
completed, you will be asked to complete further assessment to
demonstrate competence.Re-submission opportunities
You will be provided feedback on their performance by the
If any parts of the task are not satisfactorily completed, the
assessor will explain why, and provide you written feedback
decisions if you feel that you have been dealt with unfairly, or
have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to
Carefully read the following:
Grow Management Consultants is a small management
consultancy business specialising in leadership development
services.
Paul Burn, the Principal Consultant, established the company in
2010 and was a sole operator for a number of years. However,

in the last two years, the number of clients has grown and an
increasing number of staff have been employed. Currently the
company employs three senior consultants on an annual contract
basis. The company also employs a full-time Client Relations
Manager and an Administration Officer.
Due to expected continued expansion of the company and
therefore staff, the company has recently employed a Human
Resources Manager whose primary role in the first instance will
be to formalize the human resources functions. Currently the
only formal document used for human resources is the staff
employment contract template, which is customized according
to the staff member employed. The company does have a new
Strategic Plan, which includes objectives for staffing.
As part of the formalisation of the human resources function,
you (in the role of the Human Resources Manager) have been
asked as a first step to develop an appropriate recruitment,
selection and induction policy and procedures. This will also
involve developing supporting documents, including a request
for position form and a sample position description template
that can be used to document all new positions.
In addition, as part of this work you have been tasked with
conducting research into recruitment and selection methods to
ensure that the policy and procedure reflects a range of
recruitment and selection methods that can be used to ensure
high quality candidates are attracted to roles and then selected.
You are also required to research technology that can improve
the efficiency and effectiveness of the recruitment and selection
process.
Complete the following activities:
1. Analyse company information and conduct research

Review the documents provided to you as resources for this
assessment task, the Strategic Plan, Employment Agreement
Template and the Staff Code of Conduct.
Analyse the information included in these documents to identify
objectives for human resources, existing human resources
policies and practices and recruitment needs. Identify any gaps
in the existing human resources documentation.
Conduct research on the range of recruitment and selection
methods that can be used. You should review as a minimum
three recruitment and selection methods. You should also
research the role of assessment centres in recruitment and
selection, as well as outsourcing.
Conduct research on effective human resources policies and
procedures, as well as supporting forms/documents that need to
be developed. Make notes on areas to be included in a policy
and procedures, as well as supporting forms and documents that
need to be developed.
Conduct research on the effective use of technology in human
resources as per your analysis of the company’s strategic
objectives and operational priorities. Make notes for use in the
briefing report that you will develop in the next activity.
Make notes for use in the briefing report that you will develop
in the next activity.
Develop a Human Resources requirements briefing report
Use the Briefing Report Template to guide your work on this
activity.
This part of the assessment requires you to develop a short
briefing report for the Principal Consultant that addresses:
Purpose of the report.

An analysis of strategic objectives and operational priorities of
the organization and an outline of human resources requirement
based on the analysis, including the need for recruitment of
staff.
An outline of existing human resources policies and practices.
A review of at least three recruitment, and three selection
methods, as well as the role of assessment centres and
psychometric and skills testing in recruitment and selection and
the concept of outsourcing.
Review of relevant legislation, regulations, standards and codes
of practice that may affect recruitment, selection and induction
and that need to be addressed within the policy and procedure.
An outline of a recommended human resources policy and
procedure and supporting forms/documents required. See also
minimum inclusions outlined below.
A review of options for technology for the human resources
function and that will improve the efficiency and effectiveness
of the human resources function.
Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct
English and written in a professional style.
It should introduce and summarise the contents of the
attachment, and seek their approval to move forward with the
project.
Attach your briefing report to the email.
Your assessor, in the role of the Principal Consultant, will
review the report and email you with feedback and approval to
proceed to developing the required human resources policies
and procedures and forms.
Develop a recruitment, selection and induction policy and
procedures.

Use the Policy and Procedures Template to guide your work.
As a guide, your policy and procedures should be at least 3
pages.
It should be written in clear and concise English in order to
ensure usability by all.
You may also include other areas as identified through your
research, but as a minimum it should address the following:
Purpose of the policy
Scope: who it applies to, as well as relevant commonwealth and
state/territory legislation addressed by the policy and procedure
Other regulations, standards and codes of practice that affect
recruitment.
Objectives of the policy and procedure, including equality and
diversity
Roles and responsibilities
Relevant procedures relating to recruitment, selection and
induction.
A range of appropriate recruitment and selection processes for
the organisation.
Develop a position description template
This will support the human resources policies and procedures.
Use the Fair Work Australia Position Description to guide your
work.
As a guide, this document should be about one page.
This must include a position description form/template that can
be used by managers to develop position descriptions.
As a minimum, it should include the following headings:
Job title
Location
Reporting responsibilities (who is the manager/supervisor)
Main duties/responsibilities

Skills and experience
Performance goals
The position description form should also provide brief notes
under each heading to guide managers in completing the form.
Develop guidelines for conducting effective interviews that
could be used to assist managers in conducting interviews with
potential employees.
As a minimum, the interview guidelines should include:
Developing interview questions
Note-taking during interviews
Getting the best out of candidates
As a guide, this document should be about one page.
Send an email to the Principal Consultant (your assessor).
English, written in an appropriate (polite, business-like) style.
The email should introduce and summarise the contents of the
attachments, and seek their approval to move forward with the
project.
Attach the following to the email:
recruitment, selection and induction policy and procedures
position description template
guidelines for conducting effective interviews
Paul Burn, the Principal Consultant, has asked you to present
the new recruitment, selection and induction policy and
procedures and supporting forms and documents to senior
management. You are to conduct an information and training
session with your colleagues.

The focus will be on seeking support for the documents, and
providing information and training. It will also be an
opportunity to get feedback on the forms and documents that
you have developed.
You will then use the feedback from your colleagues to update
the documents,
Conduct an information and training session
The session will last for approximately 30 minutes and be
attended by three staff members (your assessor role-playing a
Senior Consultant and two students role-playing another Senior
Consultant and the Client Relations Manager).
At the information and training session you will need to:
Carefully explain the importance of the new recruitment,
selection and induction policy in relation to the way the
organisation manages its industrial relations.
Carefully explain the new recruitment, selection and induction
policy and procedure you have developed.
Carefully explain the position description template and
interview guidelines you have developed.
Trial the position description you have developed by getting
participants to complete it based on the sample job description
you identified.
Following this activity, discuss any changes that need to be
made to the documents, including the position description
template you trialled.
Prior to the information and training session you should source
a job description as an example job description to input into the
position description template. Use Seek or any other source to
identify an example. The focus is on providing training to staff,
rather than the job description itself.

Staff members present at the session will ask you questions and
provide feedback on the policy and procedure and supporting
documents you have developed. You will need to incorporate
this into the final versions so take notes.
During the session, demonstrate effective communication skills
including:
Speaking clearly and concisely
Using non-verbal communication to assist with understanding
Asking questions to identify required information
Responding to questions as required
Using active listening techniques to confirm understanding
Your assessor will advise you of the place, date and time that
you will deliver your information and training session.
Update documents
Update your policy and procedure and supporting documents
according to the feedback provided at the session you
conducted.
You should make at least one change to each document.
The email should introduce and summarise the contents of the
attachments, and seek their approval.
You should do this within 3 days of the meeting. Meeting this
timeline is assessable.
Attach your final drafts of the following to the email:
recruitment, selection and induction policy and procedures
position description template

guidelines for conducting effective interviews
Student’s name:
Did the student:
Comments
Yes
No
Analyse and report on strategic and operational plans and
human resources policies to accurately identify existing human
resources policies and practices and objectives that impact on
human resources?
Describe suitable recruitment and selection methods?
Describe assessment centres and the concept of outsourcing?
Summarise relevant legislation, regulations, standards and
codes of practice that may affect recruitment, selection and
induction?
Explain the relevance of psychometric and skills testing
programs to recruitment?

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

During the meeting, demonstrate effective communication skills
including:
· Speaking clearly and concisely
· Using non-verbal communication to assist with understanding
· Asking questions to identify required information
· Responding to questions as required
· Using active listening techniques to confirm understanding
Update policy and procedure and supporting documents based
on feedback received?
Submit updated documents within 3 days to demonstrate ability
to meet timelines?
Provide all documents in clear and concise English?
Task Outcome:
Satisfactory
Not Satisfactory
Assessor signature
Assessor name
Date

Assessment Task 3: Recruitment and selection project
This assessment task requires you, in the role of the Human
Resources Manager, to manage the recruitment process by
arranging the completion of a position description, developing a
job advertisement based on the position description and
identifying and reporting on potential recruitment consultants.
at your Alpha Institute
Required
· Access to a meeting space to provide training in completing
the position description
· Position description template from Assessment Task 2.
Timing
Your assessor will advise you of the due date of these
submissions.
Submit
Email to your assessor with the job ad and research document
attached
Assessment criteria
demonstrate competence.

The Principal Consultant has decided that the Recruitment,
Selection and Induction Policy and Procedures requires line
managers, rather than human resources personnel to develop
position descriptions.
The Principal Consultant has approached you to discuss the
appointment of an Accounts Officer.
As the Principal Consultant was not able to make the
information and training session that you conducted in
Assessment Task 2, you are required to meet with him to
provide support and training in completing the position
description.
You will provide the template to the Principal Consultant and
provide support and training to assist the Principal Consultant
to complete the template with the job role details following
your meeting.
1. Meet with the Principal Consultant (your assessor).
The objective of the meeting is to provide support and training
in regard to completing the position description template that

you developed in Assessment Task 2.
At the meeting, provide a printed copy of the position
description template that you developed in Assessment Task 2,
and go through each of the areas that needs to be completed, as
well as the level of detail that is expected.
You will be required to demonstrate effective communication
skills by speaking clearly and concisely, responding to
questions and active listening.
The Principal Consultant (your assessor) will ask you questions
about using the template.
Develop an advertisement for the position of Accounts Officer
to be placed on Seek.
Following the meeting, you will receive an email with the
completed position descriptions for the Accounts Officer from
the Principal Consultant (your assessor). Based on the
information provided, you are required to develop the job
advertisement in accordance with the organisational and
legislative requirements as specified in the recruitment,
selection and induction policy and procedure that you developed
as part of Assessment Task 2.
You will also need to calculate the remuneration amount as
indicated in the position description sent to you.
Your advertisement must clearly reflect the requirements of the
position description, as well as include brief company
information and remuneration details as per your calculations. It
should also meet the requirements as set out in your
recruitment, selection and induction policy and procedures.
Write the advertisement in a newly created Word document then
email it to the Principal Consultant for final approval.

You receive the following email from the Principal Consultant.
Dear Human Resources Manager
Thanks for sending the advertisement through. it looks fine. The
only thing I am wondering is if we could remove some of the
terms and conditions from the advertisement as I really would
like to negotiate this based on the type of candidate we get.
Let me know your thoughts.
Kind Regards
Principal Consultant
Assume that the recruitment, selection and induction policy
requires that terms and conditions are clear within recruitment
advertisements. Draft a response back to the Principal
Consultant outlining this, as well as provided a clear rationale
as to why it is important terms and conditions are an important
part of the recruitment process.
It should explain the importance of providing terms and
conditions of employment as part of the recruitment process

Research recruitment consultants
Find at least two recruitment consultants that could be used,
should the Seek advertisement not attract the right kind of
candidate. Identify the services offered by the recruitment
consultants, as well as contact details, and a write a few
sentences on each, describing the company and the claims that it
makes about itself.
The email should explain that you have conducted research into
using recruitment consultants, and why it may be necessary to
use these consultants.
Attach the job ad and research document to the
email.Assessment Task 3 Checklist
Student’s name:
Did the student:
Comments
Yes
No
Provide training and support in relation to the completion of the
position description?
Demonstrate effective communication skills during this
meeting, including:

· Clearly explain information i.e. were the instructions clear.
· Answer questions about the documents developed
· Active listening techniques to confirm and clarify information
and suggestions?
Develop the required job advertisement for use on Seek?
Identify specialist recruitment consultants as required and
explain why it may be beneficial to use these specialist
consultants?
Task Outcome:
Satisfactory
Not Satisfactory
Assessor signature
Assessor name
Date
Assessment Task 4: Manage selection processTask summary
Resources Manager, to manage the selection process as set out
in the company’s Recruitment, Selection and Induction Policy
and Procedures.
at your Alpha Institute.

Required
· Access to the internet including to research National
Employment Standards so as to advise of employment terms and
conditions:
https://www.fairwork.gov.au/employee-entitlements/national-
employment-standards
· Telephone (mobile or fixed line)
· Selection Approval Policy
· Selection Report
· Letter of Offer Template
Timing
submissions.
Submit
Email to your assessor indicating that applications have been
received
Email to your assessor with your confirmed selection report
attached
Email to your assessor with your Letter of Offer/Employment
Contract and rejection letter attached.
Assessment criteria
demonstrate competence.

you when attempting any part of the assessment.Assessment
Task 4 Instructions
Grow Management Consultants have the following procedure
for staff selection:
1. Human Resources department receives applications from
candidates.
2. Human Resources department advises relevant line manager
that applications have been received and provides copies to line
manager.
3. Human resources department reminds line manager of
selection procedures to be followed.
4. Line manager shortlists candidates and then meets with
Human Resources department to discuss and confirm.
5. Human resources department contacts shortlisted candidates
to arrange interview.
6. Line managers conduct interviews. Human resources
department will only be included in the selection plan for senior
management appointments.
7. Human resources reviews selection panel report and endorses
decision or otherwise.
8. Successful candidate approached with letter of offer.
9. Unsuccessful candidates informed.

The Human Resources department has received a number of
applications for the position of Accounts Officer, and you need
to manage the selection process to ensure that the above
selection procedures are followed.
1. Send an email to the Principal Consultant
Your email should indicate that applications have been received
and that the files are available for the Principal Consultant to
review. In your email, you should use the opportunity to remind
the Principal Consultants of the selection process.
You should provide a brief overview of the selection procedures
in your own words as set out in the information above.
Develop a script for contacting shortlisted candidates to arrange
an interview
Review the selection procedures above and arrange interviews
via telephone with the successful candidates.
The proposed interview date is 6 October, and interview times
are 10am, 11am, 2pm and 3pm. Each interview is expected to
take 1 hour and candidates will be asked set questions which
they must reply to. The location of the interview will be at Head
Office, Level 1, 10 Martin Street, Newcastle. There will be two
interviewers, yourself as the Human Resources Manager and the
Principal Consultant.
Develop a suitable script for your roleplay telephone call,
including introducing yourself, your position and the company,
advising that the candidate has been successful in obtaining an
interview and giving them the date and time as well as advising
them about the interview process. Give the candidate the

opportunity to indicate their preferred time.
When you have developed your script, practice it for use during
the roleplay with your assessor.
Role play contacting shortlisted candidates to arrange an
interview.
You are required to complete the roleplay at the time and date
advised by your assessor.
During the roleplay, you will need to demonstrate effective
communication skills, including speaking clearly and concisely,
responding to questions and active listening.
The roleplay will be conducted over the phone with your
assessor playing the role of the candidate.
Complete the selection report
Assume that the interviews have been conducted. You need to
review the Selection Report produced by the selection panel
following the interview for the position of Accounts Officer,
and decide whether to endorse or not endorse their selection of
the preferred candidate for the role of the Accounts Officer.
When you have read the Selection Report and the Selection
Approval Policy, make a decision as to whether you should
endorse the selection panel’s decision or not.
Complete the highlighted sections of the Selection Report to
show your decision.
English and written in a professional style.
It must provide a summary statement to say whether you are
endorsing or not endorsing the Panel’s decision.

Develop a letter of offer for the selected candidate.
This letter will be for the new appointment so as to advise of
salary and terms and conditions of appointment.
Use the Letter of Offer Guidelines to guide your work.
Include the basic employment terms and conditions as per the
National Employment Standards. You will need to research
these standards in order to input the information.
Explain the purpose of the employee contract to the new
employee.
You will be assessed as to whether your letter of offer includes
all the relevant information based on the position description
given.
Develop a standard letter to be sent out to all unsuccessful
candidates.
Your letter to unsuccessful candidates must be clear and
concise, and you will be assessed on this.
attachments.
Attach your Letter of Offer/Employment Contract and your
rejection letter to the email.
Send this email immediately following your confirmation of the
selection report so as to demonstrate that you have attended to
this matter promptly.

Student’s name:
Did the student:
Comments
Yes
No
Demonstrate the ability to follow selection procedures by
verbally advising shortlisted candidates of interview details and
processes?
Demonstrate effective communication skills when informing
candidates of the interview details including:
· Responding to questions
· Active listening techniques to confirm and clarify
information?
Demonstrate the ability to follow selection procedures covering
reviewing and completing the selection report?
Demonstrate the ability to follow selection process covering the
letter of offer?

Demonstrate the ability to follow selection process covering
communication with unsuccessful candidates?
Demonstrate clear writing skills?
Task Outcome:
Satisfactory
Not Satisfactory
Assessor signature
Assessor name
Date
Assessment Task 5: Induction projectTask summary
Resources Manager, to manage the induction process.
This will include developing an induction checklist and
providing training for the Principal Consultant on the use of the
checklist and induction processes to be followed. You will also
be expected to provide feedback to the new Accounts Officer as
part of the probationary process, then update the induction
processes and check that induction processes are followed
across the organisation.
at your Alpha Institute.
Required
· Fair Work Australia Induction Checklist

· Recruitment, Selection and Induction Policy and Procedures
· Induction Data Report
· Meeting space
· Roleplay participant (your assessor)
· Printer
Timing
submissions.
Submit
Email to your assessor with your draft induction checklist
attached
Email to your assessor with your updated induction checklist
attached
Email to your assessor with your recommendations for
improving the induction process
Email to your assessor with your updated Recruitment,
Selection and Induction Policy and Procedures attached
Email to your assessor describing induction timelines that have
not been met.
Assessment criteria
demonstrate competence.Re-submission opportunities

It is two weeks later and Maggie, the new Accounts Officer,
will be commencing her employment the following week.
Assume that you have decided to implement an induction
checklist to be used by all staff as part of the induction process
to ensure that the induction process is comprehensive and
systematic.
Following the development of the checklist, you are required to
provide training to the Principal Consultant on the use of the
checklist, as he will be inducting Maggie the following week.
Complete the following tasks:
1. Develop an induction checklist
Research and develop an induction checklist that could be used
by Grow Consultants to support the induction process for any
new staff member.

The induction checklist should be between one and two pages
Your checklist should cover the following:
Explanation of purpose of new induction checklist.
Overview of the induction process as per the recruitment,
selection and induction policy and procedure
Purpose
Outline of each of the checklist items and clearly explain
requirements.
Induction requirements
Duration (how long it should take to fill the checklist out.
It should also include brief guidance to managers about
completing the checklist.
Use the Fair Work Australia Induction Checklist to assist you in
developing your checklist.
English and written in a professional, business-like style.
attachment, and ask for a meeting to discuss it.
Attach your draft induction checklist to the email.
Train the Principal Consultant in the use of the induction
checklist at a short meeting.
The Principal Consultant is just about to provide Maggie’s
induction, so you will explain the use of the induction checklist
to the Principal Consultant (your assessor) first.
During the short meeting (about 15 minutes), you are to provide
an overview of the induction process as set out in the
recruitment, selection and induction policy and procedure. You
should also indicate that you are able to provide ongoing
support regarding the induction process and at least one way in

which you will provide this.
Your assessor will advise you of the date of the meeting.
You should bring a printed copy of the induction checklist to
the meeting to provide to the Principal Consultant, as well as a
copy for yourself.
During the meeting, you will be required to demonstrate
effective communication skills, including speaking clearly and
responding to questions as required.
Update your induction checklist
The changes that you make should include the feedback given to
you by the Principle Consultant during the meeting.
attachment.
The text should also include a summary of the information
discussed at the meeting.
Your email should indicate that ongoing support can be
provided as required.
Attach your updated induction checklist to the email.
It is a month later and you meet with the Principal Consultant to
discuss the performance of the new Accounts Officer, Maggie’s,
as she is on a 3-month probation.
The Principal Consultant indicates that while he is happy with
Maggie’s performance overall, she doesn’t seem to be as

productive and motivated as he would like. He explains that she
sometimes seems to be waiting for direction instead of getting
on with things. He would like you to meet with her to discuss
this.
Develop a script for providing feedback to a probationary
employee
Develop a suitable script for your roleplay meeting with Maggie
(your assessor), including the purpose of the meeting,
probationary terms and feedback to be provided.
Ensure that your script allows for Maggie to provide feedback.
Your assessor will advise you of the date and time of the
meeting.
Meet with the probationary employee.
Meet with your assessor, roleplaying Maggie, to discuss her
performance using the script that you have developed.
During the meeting, you will need to demonstrate effective
communication skills, including speaking clearly and concisely,
responding to questions and active listening.
You will need to demonstrate appropriate non-verbal
communication skills to show that you are open to Maggie’s
views, as well as being empathetic.
Develop recommendations for improving the induction process
Assume that, based on the outcome of the meeting above, one of
the improvements you decide to make is to the induction
process in terms of extending the process beyond an induction
on the first day. You have heard that an effective induction
process for new employees can extend over the probation
period, so you decide to research strategies that other
companies are using. Conduct this research to inform the email

you need to send below.
The text of your email should outline recommendations for
improving the induction process as currently specified in the
Recruitment, Selection and Induction Policy and Procedures.
Give clear examples for updating the policy, as well as a
summary of the feedback received from Maggie that has
assisted in informing improvements.
Ask for approval to update the recruitment, selection and
induction policy and procedures.
Your email should be in grammatically correct English and
written in a professional style.
Update the company’s recruitment, selection and induction
policy and procedures.
When you have received approval from the Principal Consultant
(your assessor) for your amendments, update the induction
process in the Recruitment, Selection and Induction Policy and
Procedures you wrote for Assessment Task 2, activity 4,
Based your changes on the recommendations that you made to
the Principal Consultant and the feedback that they provided in
their return email.
Write an email to all staff (your assessor).
attachment.
Attach your updated Recruitment, Selection and Induction
Policy and Procedures to the email.

You have a report from human resources (Induction Data
Report) that gives information on inductions that have been
conducted, and that you want to check that they have been
conducted according to the required timeframe, which is within
one week of the employee’s commencement of employment and
then a further follow up induction within one month of the
employee’s induction.
Check that induction processes are being followed
Review the Induction Data Report and the Recruitment,
Selection and Induction Policy and Procedures.
There is at least one instance of an induction processes not
being completed as required
Send an email to the responsible staff member (your assessor)
The text should outline the issues, restating timelines and
offering further training and ongoing support as required.
It should also It should introduce and summarise the contents of
the attachment.
Attach your updated Recruitment, Selection and Induction
Policy and Procedures to the email.
Student’s name:
Did the student:
Comments
Yes

No
Provide training and support to staff to assist them to implement
the organisation’s induction process?
Clearly explain the induction process and checklist and respond
to questions as required?
Trial the induction checklist and update as per feedback
provided?
Provide feedback to Maggie about her performance during the
probationary period?
During the feedback session, demonstrate effective
communication skills:
· Responding to questions
· Active listening techniques to confirm and clarify information
· Non-verbal communication skills
Refine the induction process as based on feedback from
managers and participants?

Inform all staff of revised recruitment, selection and induction
process?
Check that induction processes are followed across the
organisation and take appropriate action to ensure processes are
being followed?
Task Outcome:
Satisfactory
Not Satisfactory
Assessor signature
Assessor name
Date
Sydney Campus: 8 Figtree Drive Sydney Olympic Park NSW
2127 • Canberra Campus: 17 Oatley Ct, Belconnen ACT 2617
Phone: 0426261343 • Email: [email protected]
ABN: 99 620 543 688 • RTO CODE: 45413 • CRICOS CODE:
03708F

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