Reference no: EM132196236

Assessment  -1 Develop recruitment and selection processes

Performance objective

You will demonstrate your ability to develop recruitment and selection policies and procedures in accordance with organisational plans.

Assessment description
You will analyse the case study included in this task and develop a set of recruitment and selection policies and procedures. You will present your policies and procedures to Senior Management (your assessor) for approval and consultation, conduct trialling of processes, train a new Manager(your assessor) on processes, and answer a set of 6 written questions.

Procedure
1. Review the following case study information:
Case study
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages.
2. Read the 2016 Healthcare United Recruitment and Selection Policy.
3. Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures comparing key areas for each procedure against the current 2016 Healthcare United Recruitment and Selection Policy and relevant legislation.
4. Identify key areas for each procedure that need revising because they are:
• contrary to 2016 policy
• outdated compared to current research and practice
• do not comply with current legislation.
5. Research recruitment and selection processes best practice.
6. Develop a recruitment and selection policy and set of procedures, including checklists, that complies with organisational, legal and policy requirements. Develop procedures for:
a. vacant position analysis
b. position descriptions
c. advertisements and promotion
d. shortlisting
e. interview preparation
f. interviewing applicants
g. reference checks
h. job offer
Ensure you consider and include provisions for:
• external reference checks
• offers of employment (including advice about salary, terms and conditions, probation).
7. Develop a draft communications plan for the organisation using suitable media and including managers and other staff who need to be informed of new policy and procedures.
8. Arrange a time and place to meet with your assessor (who will play the role of a Senior Manager) to:
a. Present policies and procedures
b. Obtain support (use active listening and impress the Senior Manager with your use of HR/ business terminology)
c. Consult on suitability of the policy and procedures for the business
d. Discuss ways of using technology to improve efficiency and effectiveness of recruitment and selection processes.
e. Consult on process for calculating salaries and benefits
f. Discuss communications
g. Arrange for trialling of processes
h. Arrange for training of others
Note that the meeting should take no longer than 15 minutes.
9. Conduct a policy and procedure training session for a new Manager (played by your assessor). The training session should be on the new policy and procedure that you developed for Healthcare United and include all aspects of the policy, including:
a. vacant position analysis
b. position descriptions
c. advertisements and promotion
d. shortlisting
e. interview preparation
f. interviewing applicants
g. reference checks
h. job offers
i. external reference checks
j. offers of employment (including advice about salary, terms and conditions, probation).
Note that the training session should take no longer than 15 minutes.
10. Answer the following questions and record your answers on a document for submission to your assessor:
a. describe recruitment and selection methods, including assessment centres
b. explain the concept of outsourcing
c. describe the purpose of employee contracts and industrial relations
d. summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
e. explain why terms and conditions of employment are an important aspect of recruitment
f. explain the relevance of psychometric and skills testing programs to recruitment.
11. Submit documentation as outlined in the specifications below and within agreed timelines.

Specifications
You must:
• Participate in two role-plays:
o Consult with Senior Manager (played by your assessor)
o Policy and procedure training with new Manager (played by your assessor)
• Submit:
o A recruitment and selection policy and set of procedures
o A communications plan
o A training evaluation form (completed by the new Manager i.e. your assessor)
o A document with answers to the 6 questions in the task

Your assessor will be looking for:
• Writing skills to develop policies and procedures using appropriate conventions
• Oral communication skills to consult effectively with others in a simulated business environment. Use questioning and active listening. Use appropriate business terminology
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements

Assessment -2 Recruit and select staff

Performance objective
You will demonstrate your ability to recruit and select staff.

Assessment description
Using the case study organisation from assessment task 1, you (as a Department Manager) will plan to recruit and select a potential employee of your choice (played by your assessor) for Healthcare United's new office. You will then recruit and selectthe potential employee in accordance with the organisation's internal and external requirements, including the policies and procedures for recruitment you developed in assessment task 1, and relevant legislation.

Procedure
Part A: Plan staffing

1. Meet with your Senior Manager (played by your assessor) and identify the HR needs of the business for the next 12 months. Collect evidence of consultation including meeting agendas and emails.

2. Develop the organisation's human resources (HR) capability or staffing plan to address the HR needs of the organisation and have the plan approved by your Senior Manager (played by your assessor).
Note: HR staffing plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current status of human resources, recruitment and selection processes, and recommendations for improvements.

3. Develop a job description (for a position of your choice), and include position descriptors and specifications (see attached template, for use if required).

4. Identify at least one specialist who may be able to assist in the recruitment and selection process.

5. Agree on a time and place to meet with your Senior Manager (played by your assessor) and be prepared to discuss:
• The staffing plan and internal and external requirements, such as adherence to relevant legislation
• Your planned use of specialists who may assist you
• How you will ensure correct use of position descriptions by managers
• Your role in the recruitment and selection process
Note that the meeting with your Senior Manager should take no longer than 15 minutes.

6. Review the HR staffing plan policies procedures and processes with your Senior Manager (your assessor) before proceeding to Part B.

Part B: Conduct recruitment and selection process

1. Develop an action plan for recruitment and selection in accordance with the HR staffing plan, including advertising.

2. Develop a job advertisement for the job description you developed.

3. Conduct the recruitment and selection processwith the potential employee (which will be played by your assessor), making sure you meet internal and external requirements. This includes:
• Conducting the interview (to take no longer than 30 minutes in duration)
• Advisingthe potential employee of the interview outcome
• Executing job offers and contracts of employment. Ensure new appointments are advised of salary terms and conditions.
Note: ensure you collect evidence for submission including copies of letters or contracts as appropriate. Ensure you adhere to privacy legislation by protecting the privacy of the potential employee.

4. Submit documentation in accordance with the specifications below and within agreed timeline for completion of the assessment task.
Specifications
You must:
• Submit a HR staffing plan
• Submit relevant recruitment and selection policies and procedures
• Submit a Job description that you developed
• Submit evidence of consultation with your Senior Manager (your assessor)
• Submit an action plan for carrying out the recruitment and selection process
• Submit evidence of advertising that you developed
• Submit evidence of conducting recruitment and selection processes
• Meet with your Senior Manager (played by your assessor) to discuss:
o The staffing plan and internal and external requirements, such as adherence to relevant legislation
o Your planned use of specialists who may assist you
o How you will ensure correct use of position descriptions by managers
o Your role in the recruitment and selection process
This is expected to take no longer than 15 minutes.
• Conduct an interview with the potential employee (played by your assessor).
This is expected to take no longer than 30 minutes.

Your assessor will be looking for evidence of:
• Writing skills to develop plans using appropriate conventions
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements

Assessment 3 - Manage staff induction

Performance objective
You must demonstrate your ability to manage an induction process.

Assessment description
Using the case study organisation from assessment task 1, you, as a Department Manager for Healthcare United, will develop and write a set of guidelines for a one-day induction program, in consultation with your Senior Manager (your assessor). Guidelines need to be consistent with Healthcare United's policies and procedures, and comply with relevant legislation.

You will then deliver the induction program to your newly employed staff member from assessment task 2 (your assessor), conduct training for another manager involved in induction process (your assessor), provide feedback, and gather performance feedback on the induction program.

Procedure

1. Using the case study organisation from assessment task 1, draft Healthcare United's induction guidelines. In the guidelines, include a policy statement, objectives, program outline, procedures and documents for each stage of the induction process, making sure itcomplies withHealthcare United's policies and procedures, and with relevant legislation. Following this:
• Consult with your Senior Manager (your assessor) for feedback on the guidelines (to take no longer than 15 minutes).
• Refine and edit the guidelines.
• Ensure all sources are referenced correctly.
• Write a final copy of the guidelines following the format stated in Appendix 1.

2. Provide training and ongoing support for another Manager (your assessor) who is involved in staff induction processes. This should include training on the guidelines you developed and include a check (by confirming the Managers knowledge on the process) that induction processes are followed across the organisation. The training and support should take no longer than 15 minutes.

3. Induct your new staff member from assessment task 2, using your guidelines. Ensure you:
• Oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated
• Obtain feedback from induction participants (your assessor) and relevant managers (your assessor) on the extent the induction process is meeting its objectives
Note: Collect evidence of the above such as training plans, performance reports, scorecards, emails. Also note that the induction should take no longer than 20 minutes.

4. Make adjustments to guidelines in response to feedback from your Senior Manager, fellow Manager, and inductee.

5. Submit documentation as per specifications below.

Specifications
You will need to:
• Submit induction guidelines drafts: original and later drafts refined after consulting with your Senior Manager (your assessor). The consultation/meeting should take no longer than 15 minutes.
• Submit evidence of providing access to training and ongoing support for another Manager involved in staff induction (your assessor). This should take no longer than 15 minutes.
• Submit evidence of providing feedbackto your Senior Manager, fellow Manager and Inductee, such as emails or organisational reports.
• Submit evidence of gathering feedback from your Senior Manager, fellow Manager and Inductee (your assessor) for the purpose of monitoring the performance of the induction program, such as organisational reporting
• Induct your new staff member (your assessor). This is expected to take no longer than 20 minutes.
Your assessor will be looking for evidence of:
• Writing skills to prepare guidelines that are complete, clearly written in plain English with all sources correctly referenced using in-text referencing or footnotes and a bibliography. They must be presented in the form of a bound document and adhere closely to the format.
• Planning skills to develop logical processes
• Work skills to operate effectively within constraints set by business strategy and objectives, policy, and the external legislative requirements

Attachment:- Assessments.zip