SITXHRM004___Written_Assessment__1_.docx (2)

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SITXHRM004 - Recruit, select and induct staff Assessment 5 – Written Assessment Trainee Name Charles-Elie Tourne Trainee ID Number 45759 Trainer/ Assessor Name Submission Attempt Attempt 1 - ☐ Attempt 2 - ☐ Attempt 3 - ☐ Trainee Declaration : "I hereby certify that:  This assessment is my own work based on my personal study/research, in my own words.  I have cited all sources and material used to assist my research for this assessment.  I have not copied or plagiarized any part of this assessment from another student.  I or any other student has not submitted this assessment previously.  I have kept a copy for my own records.  I am aware of the availability of reassessment consistent with the Institute’s Reassessment Policy.  I understand my right to appeal the assessment or reassessment outcome, as per the Institute’s Complaints and Appeals Policy. Trainee Initials Date CT 10/06/2022

Questions 1 What is the minimum full time hourly wage for the following positions according to the Hospitality Industry (General) Award 2010 as at Jan 2018. Level 2 Cook - Grade 1 $19.53 Level 3-Food and Beverage Attendant - Grade 3 $20.21 Level 2-Kitchen Attendant - Grade 2 $19.53 2 According to the National Employment Standards ……… a. What are the maximum weekly hours of work an employer can request an employee undertake? 38 hours per week b. What employees are entitled to Parenting Leave entitlements? It specifies that an employee, other than a casual employee, is not entitled to parental leave of any kind (other than unpaid pre-adoption leave, unless the employee has , or will have completed 12 months of continuous service. c. How much notice must an employee give to an employer before taking unpaid parental leave? The notice period that is usually required to be given to the employer is: At least ten (10) weeks before the leave starts If that is not possible, then at soon as possible (which may be a time after the leave has commenced) d. What rights does an employer have regarding requiring employees to work In recent years an employer may ask you to work a public holiday, however they were required to pay penalty rates.

on public holidays? Changes to parts of the NES now consider the hospitality industry be a seven (7) day week enterprise, which includes being open on public holidays. Therefore the request for you to work public holidays is now considered a reasonable request 3 According to the Hospitality Industry (General) Award 2010, what allowances must be paid in the event of: Overtime of more than 2 hours, without notification A staff member is asked to do more than two (2) hours overtime without notice will be paid a meal allowance which is $12.71 A cook who is required to use their own tools Where a cook is required to use their own tools, the employer must pay an allowance of $1.55 per day or part thereof up to a maximum of $7.60 per week An employee required to start earlier than their shift, before their normal method of transport is available If an employee is requested to start at a time that is earlier than their normal method transport is available, the employer must paid the cost of the transport or provide the transport themselves A full-time staff member required to perform first aid duties as part of their job (who holds a first aid certificate A full time staff member has been asked to perform first aid duties as part of their job role (they hold a first aid certificate). They will be paid an additional $9.71 a week A staff member is working remotely and is required to stay over night A staff member is required to work remotely and needs to stay overnight must be paid $48.55 per overnight stay period Part time and casual catering employee’s laundry reimbursements If you are a part time or casual catering employee your laundry reimbursement will be $2.05 per laundered item

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4 According to the Hospitality Industry (General) Award 2010, what rates must be paid to an employee required to work overtime? According to the NES a hospitality worker must be paid specific rates when working overtime. ❖ Monday to Friday- 150% (time and a half) of their normal pay rate for the first two (2) hours and 200% (double time) of pay for the rest of the overtime. ❖ Between midnight Friday and midnight Sunday- 200% (double time) for any hours worked ❖ If working on a rostered day off (RDO) 200% (double time). Must be paid a minimum of four (4) hours regardless. This does not apply to work which is part of an employees normal roster. 5 According to the Hospitality Industry (General) Award 2010, what are the mandated breaks an employee can take in their shift? An employee (including a casual employee) who is required to work a shift of more than five hours and up to six hours may elect to take an unpaid meal break of up to 30 minutes during the shift and the employer shall not unreasonably refuse the request. 6 According to the Hospitality Industry (General) Award 2010, what are the maximum allowed shift hours for a full-time employee, and the mandated breaks between shifts? A minimum of six hours and a maximum of 11 ½ may be worked on any one day. The daily minimum and maximum hours are exclusive of meal break intervals. f the employee is required to work a shift exceeding 10 hours, the employee is entitled to an unpaid break of no less than 30 minutes and two 20-minute paid break s. The unpaid break may be taken no earlier than two hours after starting work and no later than 6 hours after starting work. Breaks should be spread evenly across the shift

7 According to the Hospitality Industry (General) Award 2010, what are the maximum allowed shift hours for a part time employee, and the mandated breaks between shifts? A maximum of 11 ½ may be worked on any one day for a part time employee If the part time employee is required to work a shift exceeding 10 hours, the employee is entitled to an unpaid break of no less than 30 minutes and two 20-minute paid breaks. The unpaid break may be taken no earlier than two hours after starting work and no later than 6 hours after starting work. Breaks should be spread evenly across the shift 8 List four (4) key aspects of EEO within a workplace Equal employment opportunity (EEO) It is illegal to discriminate against customers or staff due to: • Family responsibilities. • Sexuality, gender identity. • Sex. • Relationship or parental status.

9 What are the rights and responsibilities of staff under EEO? Staff have the right to : ❖ a workplace that is free from unlawful discrimination and harassment, ❖ fair practices and behaviour in your workplace, ❖ competitive merit-based selection processes for recruitment or promotion, ❖ training and development that enables you to be productive in your work and to pursue a career path, ❖ equal access to benefits and conditions including flexible working arrangements, and ❖ fair processes to deal with work-related complaints and grievances. Staff have the responsibility to : ❖ work to the best of your ability and provide quality service to customers, ❖ recognise the skills and talent of other staff members, ❖ act to prevent harassment and discrimination against others in your workplace, ❖ respect differences among your colleagues and customers such as cultural and social diversity ❖ treat people fairly (don’t discriminate against or harass them). 10 What are three (3) procedures that are undertaken when conducting an employment check? 1/Firstly you will need to gain permission from the applicant to conduct reference checks 2/You will need to clarify with them which referees to contact and when. Which referees are the most relevant to the position advertised Applicant will need to be able to provide a minimum of three (3) referees 3/Ensure that all reference information is correct 11 How might you encourage an applicant to allow you to reference check? In some instances an employer may need to encourage an applicant to allow them to conduct a reference check. For example they have applied for a position, but still have an existing position of which they do not what there existing boss to know that they are planning on leaving. ❖ Explain that if you can't have a discussion with the immediate supervisor, you may not have enough information about their candidacy to make an informed decision, and you won't be able to consider them further. Then ask them to explain their reluctance and work through it with them. ❖ If their current boss doesn't know they're looking, give the candidate some time (a day or so) to go back and have their own conversation with their supervisor.

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❖ Maybe the applicant is afraid that the referee will say something bad about them or paint them in an unfavourable light. ❖ Sometimes supervisors will say discouraging things, even about good employees, if they're trying to keep the worker from leaving. Sometimes if there are problems in an employment relationship, the problems are with the boss -- and not with the employee. ❖ If the candidate thinks you may get negative information from a current or former supervisor, assure them that their own explanation of the situation will also help you weigh what you hear. ❖ Encourage the applicant to give you the names and phone numbers of others in the organisation who might be able to give countering or balancing information. 12 How might you encourage an employer to provide a reference check if they do not want to? Depending on the relationship that you have had with your boss, some employers may not wish to provide a reference check, for a wide range of reasons. So in this instance how might you go about encouraging them to provide a reference for you? ❖ Perhaps the applicant can use the names and contacts of other colleagues in the organization ❖ If you tried the supervisor, try the supervisor’s boss or someone in the Human Resources (HR) department. ❖ One strategy to use with someone who's holding firm to a "no reference" policy is to tell them you're aware that most employers will give good references -- so you have to assume that "no reference" implies a bad reference. 13 Describe the role of recruitment agencies Recruitment agencies-This is where a vacancy is lodged with a professional company who will look after sourcing and short-listing applicants for a position

14 Describe the relationship between job descriptions, selection criteria and interview questions. Job descriptions and selection criteria help organizations and job applicants understand what is expected from a person in a specific position, and help to determine whether an applicant is a good fit for that position . 15 What is the importance of Staff Induction? Once an employer has advertised a job vacancy and selected a suitable candidate, it is essential they are able to induct the new employee into their new role and workplace. Usually staff induction activities are designed to provide new employees with valuable information that they need, as well as assisting them in their on boarding process. Getting them up to speed on organisational practices and expectations. The induction process is paramount in ensuring that all new staff are productive from the get go. A good induction can usually determine how quickly an employee will settle into their new role and the speed in which they will reach their full potential. 16 When should staff induction occur? Usually a staff induction is provided at the very start or beginning of employment and could last for several weeks thereafter. In some instances and depending on the type or size of the organisation process may even last for several months. During this time, the quality of the induction will no doubt have a positive or negative effect of the new employees impressions and expectations of the new job role and workplace. The induction process also is a great indicator on how well a new staff member will intergrade into their workplace culture and environment 17 List 10 types of information that may be included in an induction program and/ or presentation.

• Company • Information collection • Food safety • Work health and safety • Premises • Uniforms • Security • Personnel • Evacuation and fire safety • Payments and leave • Entitlements

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18 Referring to individuals that may have special needs, list 3 different arrangements you may need to make during the interview process and prior to the applicant starting employment. Pre / During interview What ever the needs are it is essential that arrangements are made during the interview process and prior to the applicant starting work. Things to consider may include: ❖ Availability of parking including access ❖ Any workplace security clearances ❖ Assistive technology 19 List four (4) different triggers that would prompt you to employ additional short-term staff?

 It provides flexibility in an unstable economy  It gives to the company access to new skills  Money saving  More time to find the right candidate by employing casual workers who can lead to full time if the fit the role 20 List two (2) different people / departments you would consult with when identifying staffing needs (and why) What ever the situation there could be a time when you or your work colleagues will need to seek different people or different departments when identifying hospitality staffing needs. Who? ❖ Other experienced staff ❖ HR Department ❖ Chief Executive Officer (CEO) ❖ Recruitment agency Why? ❖ The help and advise throughout the process ❖ Identify staffing issues and upcoming staff shortages ❖ Budgets, business growth, approvals and guidance

Read the job advertisement below and answer the following questions. Specifics Food Company  Immediate Start Available  Full Time Position – 40 Hours – Salary Negotiable  Modern Fast Paced Friendly Team Environment Successful small real food establishment located in Castlecrag requires a well presented and reliable person to work Monday to Friday 9-5 as a junior receptionist - maternity leave relief for 12 months to start immediately. The position includes training and free parking for the successful applicant We require someone who:  Has a professional phone manner  Excellent written and verbal communication skills  Good computer skills  Attention to detail  Has the ability to work autonomously If you meet the above criteria and wish to apply please send your resume to Advert@advert.com.au or via the link below This job advertisement was sourced from seek.com.au. Some changes have been made to this piece of text for the purpose of assessment. 21 List three (3) positive elements used in this text? 1/Full time position/Salary negotiable 2/Good incentives : Free parking and training 3/Work life balance : Monday to Friday 9am-5pm meaning all evenings and weekends free

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22 What is the purpose of a job advertisement? ❖ To attract suitable applicants ❖ Provide information about the organisation ❖ Provide information about the job role ❖ Outline specific duties and responsibilities ❖ Provide information about application process ❖ Communicated required skills and knowledge ❖ Specify required level of education or qualifications ❖ Outline the type of applicant sort including level of experience

23 Identify four (4) changes that could be made to this job advertisement to make it more effective -More information : salary for example - 24 Describe each of the following recruitment options, and outline at least 2 advantages and disadvantages of each one. Internal Recruitment Internal recruiting is the process of filling vacancies within a business from its existing workforce Advantages : -It helps to keep the best employees -Less time, effort, and money Disavantages : -Create resentment among employees and managers -Leave a position vacant Newspaper Advertising Newspaper advertising means publishing your business through Newspapers prints Ads . It has the potential to promote your brand on a periodical basis. Advantages : -Digital extensions (social media) -Targeting

Disavantages : -Limited readership -No control over ad placement Recruitment Agencies A recruitment agency is an organisation that matches potential employees with employers Advantages : -Faster hiring -Higher quality candidates Disavantages : -Higher cost -No cultural fit Group interviews A group interview is a screening process where you interview multiple candidates at the same time. The point of a group interview is to see how candidates choose to stand out from each other, how well candidates function in a group of people they do not know and if candidates show the teamwork attributes that you need Advantages : - Allows for the observation of the applicants as they interact with others in the group - Increased efficiency- interviewing more applicants in less time Disavantages : - Limits the number of interview questions that can be asked - Limits the types of questions that can be asked

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Assessment Centres An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests . Job Simulations are used to evaluate candidates on behaviors relevant to the most critical aspects (or competencies) of the job. Advantages : - useful for screening multiple candidates, as well as in individual interview cases - can assist in the vital task of eliminating any unsuitable candidates, or they can be used to select the most appropriate from a group of potentials - DIsavantages : - Assessment centre is very costly - It is very time consuming 25 Describe the purpose and content / inclusions for each of the following Administrative documents

Interview schedules Interviewer details Selection panel comments, score sheets and recommendations Records of interviews 26 When undertaking the selection process, what might be three (3) checks performed before selection is made? Image that you have chosen a successful applicant for a recent job vacancy and are going

27 to have them in for an interview. a)What might be five (5) interview strategies and (b) What two (2) tasks could follow if interviewee was successful? 28 List five (5) special arrangements that could be in an organisations selection procedure?

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SITXHRM004___Written_Assessment__1_.docx (2)

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