BSBHRM525 Student Assessment Task 1
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Nov 24, 2024
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Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have
acquired during the learning phase of this unit. Ensure that you:
review the advice to students regarding answering knowledge questions in the
Business
Works Student User Guide
comply with the due date for assessment which your assessor will provide
adhere with your RTO’s submission guidelines
answer all questions completely and correctly
submit work which is original and, where necessary, properly referenced
submit a completed cover sheet with your work
avoid sharing your answers with other students.
Assessment information
Information about how you should complete this assessment can be found in Appendix
A of the
Business Works Student User Guide
.
Refer to the appendix for information on:
where this task should be completed
the maximum time allowed for completing this assessment task
whether or not this task is open-book.
Note
: You must complete and submit an assessment cover sheet with your work. A
template is provided in Appendix C of the Student User Guide. However, if your RTO
has provided you with an assessment cover sheet, please ensure that you use that.
BSBHRM525 - Manage recruitment and onboarding
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Abbey College Australia
National Provider No. 91136| CRICOS Registration No. 02658G
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Questions
Provide answers to all of the questions below:
1.
Complete the table below with common recruitment and selection methods. You must identify
and explain at least 3 methods in your answer. The first row has been completed as an
example for you to follow.
Method
Description
Referrals
Referrals are received from other people such as business
associates
Rehiring Past Employees
Known as boomerang employees, these employees have worked
with the company earlier but left on good terms. Rehiring past
employees is a good recruitment strategy as you know their
abilities. Boomerang employees eliminate the risk of a bad hire,
reduces time to hire, and reduces the cost per hire.
Employment Exchanges
Employment exchanges are not available in all countries. It is a
government-run initiative that maintains a record of job-seeking
unemployed candidates. You can submit your open roles to the
exchange. In return, you’ll get the details of suitable candidates.
Although this method is cost-effective, it is mostly suited for blue-
collared jobs.
Structured Employment
Interviews
Unstructured interviews result in bad hiring decisions based on
gut instinct and not on a fair assessment. Structured interviews
involve a list of questions that every candidate must answer, thus
improving the chances of a fair assessment.
2. List some of the key features of recruitment, selection and onboarding policies and procedures.
Answer:
The Scope of the Recruitment Policy. An employee recruitment policy should cover the details of
your full life cycle recruiting methods, from the point you advertise the job to the offer of
employment.
Employee Selection Stages. Each new employee candidate hired from outside of the company
needs to go through similar selection steps. There may be additional interviews added or removed
from the process, and not all jobs will require a skills assessment. Also, the type of interview will
vary, with some companies opting for a panel or group interview format, with others sticking to
strictly one-on-one interviews.
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Abbey College Australia
National Provider No. 91136| CRICOS Registration No. 02658G
Version V1.0 Nov 2021
Identifying Manpower Needs: There should be an identification of number and types of persons
required in the enterprise. If workers are to be employed then they may be categorised into skilled,
semi-skilled, and unskilled and if supervisors are to be employed then the type of qualifications and
experience should be specified and so on.
3.Complete the table below with a description of the relevant legislation, regulation standards and
codes of practice that may affect recruitment and onboarding. The first row has been completed as
an example for you to follow.
Legislation/Standard/Cod
e
Description
Fair Work
Promotes a healthy workplace for employees, contractors and
employees alike
Workplace Health, Safety
Standards
Workplace health and safety is all about sensibly managing risks
to protect your workers and your business.
National Employment
Standards
The national minimum wage and the NES make up the minimum
entitlements for employees in Australia.
Employment Services Code
of Conduct
A code of practice is a set of rules which details how people in a
certain industry should behave.
Privacy Act 1988
The Privacy Act 1988 (Privacy Act) is the principal piece of
Australian legislation protecting the handling of personal
information about individuals.
The Age Discrimination Act
2004
Prohibits discrimination in employment on the basis of age.
2.
Explain the key features of psychometric and skills testing programs for recruitment.
In your
answer:
Describe the reason for using these tests.
Explain what they can achieve in the recruitment and selection process.
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Abbey College Australia
National Provider No. 91136| CRICOS Registration No. 02658G
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Answer:
Psychometric testing, also known as aptitude tests or cognitive ability tests, are used by
recruiters to gauge how candidates will perform on their job. These tests provide an objective
assessment of intelligence and personality traits at the same time which allows companies to
make better informed decisions when looking for potential employees. This article will cover
why companies should use psychometric testing in their recruitment process and how they
can implement it most effectively to the right talent for their teams.
Psychometric and skills testing programs can achieve the following during the recruitment
process:
Psychometric tests can be an evaluative tool in checking if a candidate has the right
competencies to succeed in the role.
Accurate and appropriate: The results that are obtained in this method are more
accurate and appropriate in comparison to the results of only interviews or other
methods such as reference checks.
Cost-effective: Also, the cost incurred by the company as losses due to the
nonperformance of staff, high turnover rates, and underrated recruitment are far more
than the cost that is tagged with the psychometric assessment.
3.
Explain the following key components of a contract of employment.
Component
Description
Probation period
This outlines the company probation period
Benefits
This section should make clear what benefits the employer is
going to be giving to the employee, including health insurance, life
insurance, stock options, and disability coverage.
Compensation
This is a big issue especially when an employee is being
compensated by means other than salary, including stock options
or a seat on the board of directors.
Scope of Employment
Put simply, this explains what the job will entail. It may layout the
employee’s job title, responsibilities, duties, and location of
employment.
Term and Termination
Usually, employment agreements will remain in place for as long
as the employee remains employed and will only terminate upon
some violation of the agreement by either the employee or the
employer.
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Abbey College Australia
National Provider No. 91136| CRICOS Registration No. 02658G
Version V1.0 Nov 2021