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BSBHRM405 Support the Recruitment, Selection and Induction of Staff Case Study Assignment Help

Assessment Task1 –  Written Questions

Task Summary

Answer all of the written questions below.

What you will need

Paper and pens

When and where do I need to do this?

This assessment task will be completed in the classroom. Write in the date as advised by your assessor:

What do I have to submit?

You will need to provide correct answers to all questions. Write down your answers with the question number clearly indicated.

What if I get something wrong?

If your assessor sees that you did provide a satisfactory answer, they will ask you to redo the question.

Instructions

Provide answers to all of the questions below:

  1. Briefly describe the concept of the Human Resources Life Cycle.
  1. List the 5 main stages of the Human Resource Life Cycle?
  1. List three items you would need to identify about a position if undertaking a job analysis?
  1. What is the purpose of a person specification?
  1. Name at least three Commonwealth anti-discrimination laws that should be considered when advertising for a position.
  1. Briefly describe the objectives of the Racial Discrimination Act 1975.
  1. Read the following interview questions and indicate whether it is behavioural (B) or situational (S)
  • Tell me about a time when you had too many things to do and you were required to prioritize your tasks
  • Can you provide some examples of instances when you’ve discovered errors in your work or someone else’s?
  • If you know your boss is 100% wrong about something, how would you handle this? _B
  • Describe how you would handle the situation if you met resistance when introducing a new idea or policy to a team or work group.
  1. List three interview questions that could be considered discriminatory?
  1. List five methods that can be used to advertise a position?
  1. When constructing a job advertisement, what type of information should be included? List at least five points.
  1. Discuss at least three effective interviewing techniques. You should discuss each technique in at least 2 –3 sentences.
  1. List three of the most commonly used selection techniques.
  1. Discuss in approximately a paragraph why recruitment decisions should not be based on one selection method alone.

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Assessment Task2: Recruitment project

Task summary

For this assessment, you are required to complete a series of tasks associated with the recruitment of a Human Resources Advisor for the University of Green Hill. This will include:

  • Developing a position description.
  • Developing a job advertisement.
  • Developing questions for an interview.
  • Assisting in shortlisting candidates
  • Preparing a schedule for interviews.

What you will need

  • Computer and Microsoft Office
  • Access to the internet for research
  • HR Advisor position requirements
  • Recruitment, Selection and Induction Policy University of Green Hill
  • Position description template

When and where do I do this?

This assessment should be completed in the classroom as part of the simulated work environment. The assessor will advise dates for submission.

Write in the date as advised by your assessor:

What do I have to submit?

  • Email attaching completed position description and requesting approval to proceed with the position.
  • Email attaching job advertisement
  • Email including recommended interview questions
  • Email including details of recommended candidates for shortlisting
  • Email attaching letters to candidates inviting them to interview

What if I get something wrong?

If your assessor sees that you did not complete the task satisfactorily, they will give you feedback and ask you to redo it.

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Instructions

You are a Human Resources Officer at the University of Green Hill. The Human Resources Manager has been discussing with you the University’s intention to grow its Human Resources personnel due to the high numbers of staff employed across the University as a whole and the University’s focus on having a highly skilled HR Department.

Due to these needs your Manager has indicated that a Human Resources Advisor needs to be employed and wants you to assist with the recruitment, selection and induction of the staff member. The Human Resources Manager has advised that the position will need to be advertised both internally and externally.

Complete the following tasks.

  1. Develop a position description for the role of Human Resources Advisor.
  1. Email the position description to your assessor in the role of Human Resources Manager. Your email should seek approval to proceed with the recruitment for the position based on the supplied position description and seek advice on timelines for advertising and filling of the position.
  1. Following organisational policy on relevant legislation for EEO and anti-discrimination as indicated in the guidelines for advertising in the Recruitment and Selection Policy, design an advertisement for an externally advertised position, as well as an advertisement for an internally advertised position. Ensure the advert contains all the relevant information and that it is designed to gain attention, generate interest, explain benefits, and target appropriate candidates.
  1. Email the advertisement to your assessor in the role of the Human Resources Manager.  In your email you should indicate where the advertisement should be placed in order to source external candidates. Your recommendations should be based on the Recruitment and Selection Policy requirements.   You must provide at least two possible sources. You should provide a clear rationale for using these sources, as well as details of the costs associated.
  1. Develop at least 10 interview questions to find out as much as you can about the candidate in relation to the job role as follows:

-      Ensure the questions obtain information that can be used to assess the applicant’s suitability against

the selection criteria and position description;

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-      Use open, closed, situation and behavioural questions;

-      Ensure questions do not result in bias or discrimination.

When you have completed the interview questions, send them in an email to your assessor who will assess them according to whether they meet the criteria above.

You should also confirm who will be included on the selection panel as per the Recruitment, Selection and Induction policy.

  1. Shortlist candidates in accordance with the shortlisting guidelines in the Recruitment and Selection Policy and Procedure and the position description.

Review the candidate details below and assess which candidates should be shortlisted for the position based on the position requirements.

When you have completed the shortlist, send an email to your assessor in the role of the Human Resources Manager indicating which candidates you believe should be included in the short list and your reasons for this.

Summary of Candidates applying for role:

Carol Tibbs –Carol has a Bachelor in Business from 2000. Carol worked as an HR Officer between 1998 and 2002 but since then has been a stay at home Mum. Carol is now wishing to return to the workforce.

Bob Falter – Bob has a Masters of Human Resources Management and has been a taxi driver for the last 10 years. His application explains that he has been unable to get a job in HR, hence why he has been driving taxis.

Anne Barnes –Anne is an Events Officer at the Australian Human Resources Institute. She has been in this position for 10 years managing a range of human resources workshops and conferences. She is keen to move into a HR focused role. She has a Bachelor of Business specializing in Human Resources.

ReitaFaria –Reita is a HR Officer with a large bank. Reita has a Diploma of Human Resources

Management. She has recently managed the introduction of a new performance appraisal system.

Samiya Johns –Samiya has recently moved from Brisbane to Sydney and is seeking a new job because of her change of location. Samiya was previously employed with the University of Brisbane as a HR Officer. She was in the position for 2 years and only just recently resigned due to the move to Sydney. Samiya has an Advanced Diploma of Human Resources Management.

  1. Develop a schedule for the interview by selecting a day and time for the interview (this should reflect the date that you will conduct the role-play interview in the next assessment task). Develop a letter for each candidate that indicates that they have been selected for interview and of the date, time and location of their interview, as well as who will conduct the interview (yourself and the Human Resources Manager).

Email the letters to your assessor in the role of Human Resources Manager.

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Assessment Task3: Interview and appointment project

Task summary

For this assessment, you are required to participate in an interview role-play, as well as complete required documentation for submission.  You will need to use some of the information from Assessment Task 2 to help you complete this assessment. The interviews will be conducted at the times and dates established in Assessment Task 2. Your assessor will observe you conducting the interview and will assess your performance.

After the interview you will also need to participate in a role-play to do with obtaining a referees report so prior to the interview, you will need to prepare at least five questions that you could ask a referee about a candidate.

You will also need to make arrangement for the appointment and induction of the candidate.

What you will need

  • Computer and Microsoft Office
  • Access to the internet for research
  • Access to fellow students to role play candidates
  • Access to your assessor to role play the Human Resources Manager and referee
  • Space to conduct an interview
  • Table, chairs and pens and paper
  • Selection report template

When and where do I do this?

This assessment should be completed in the classroom as part of the simulated work environment. The assessor will advise dates for submission.

Write in the date as advised by your assessor:

What do I have to submit?

  • Email attaching letter to Selection report
  • Email attaching letters advising unsuccessful candidates of outcomes
  • Letter of offer
  • Internal emails as indicated in the list of activities to be completed

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What if I get something wrong?

If your assessor sees that you did not complete the task satisfactorily, they will give you feedback and ask you to redo it.

Instructions

Review the following information if you are completing this assessment for the case study organisation.

Assume that at least three candidates have been selected for interview and that you have been asked by your HR Manager to participate in the interview and ask the interview questions that you created in Assessment Task 2.

Your assessor will role-play the Human Resources Manager and will also arrange for three students to role-play the short-listed candidates. These will be the three candidates that you shortlisted for assessment task 2. Your assessor will assist candidates to prepare for the interview.

Before the interview, you will need to set up the space for the interview so that it looks like a professional interview. Set up the space using a table and chairs, as well as pens and paper for making notes. You will also need to ensure you wear appropriate formal clothing for an interview situation.

Your assessor will welcome the candidate, introduce themselves and you, as well as provide a brief overview of the company.

It will be then your role to ask the questions you have prepared. The Human Resources Manager will close the interview.

Now complete the following activities:

  1. During the interview, demonstrate effective communication and interpersonal skills including:
  • Speaking clearly and concisely
  • Asking questions as required to identify required information
  • Responding to questions
  • Using active listening techniques to confirm or clarify information
  • Non-verbal communication skills to show interest and encouragement, including smiling, nodding, eye contact.
  1. At the interview:
  • Introduce self
  • Ask questions as per the identified and prepared interview questions.
  • Ask further questions as required based on the candidate’s response.
  • Listen carefully to the candidate’s responses and make notes
  • Farewell the candidate and thank them for their interest in attending.
  1. After the interview:
  • Discuss assessment of candidates with the HR Manager based on responses provided in the interview and according to selection criteria.
  • Identify and discuss preferred candidate and reasons for this.

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  1. Obtain referee reports by participating in a role play with your assessor playing the referee for the selected candidate. Ask the assessor at least 5 questions that confirm the candidate’s details and their suitability for the position.
  1. Complete the selection report template provided by your assessor and send it via email to the CEO (your assessor) referring to the position recruited and attaching the selection report.
  1. Develop and send letters to unsuccessful candidates advising them that they have not been selected.

Send these letters to your assessor via email.

  1. Respond in writing to the following enquiry according to the Recruitment, Selection and Induction Policy or own organisation’s procedures:

Dear Human Resources Officer

I was very disappointed not to have been selected for the position of Human Resources Advisor and do not understand why as I believe I have all of the required skills and knowledge.

Can you explain why I did not get the position? Kind Regards, X

  1. Develop the Letter of offer to the successful candidate by completing the template provided or use your own organisation’s template.
  1. Develop and send email to the CEO (your assessor) and your work team advising them of the new appointment including name of the person and starting date (you can make these details up).
  1. An email to the pay department (your assessor) indicating the date that the new employee is starting and asking them to make the necessary arrangements with the new employee.
  1. An email to the new employee (your assessor) indicating that they will be required to participate in an induction, the purpose of the induction, as well as the date and time of the induction.

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