BSBHRM415 Task 1

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University of Technology Sydney *

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21500

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Management

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May 14, 2024

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Assessment Task 1 1. Identify three (3) Australian Commonwealth Acts relating to anti-discrimination and briefly describe why these Acts must be adhered to when recruiting and selecting staff. (in (30 to 40 words each) Answer:  Age Discrimination Act 2004 - must be considered so that age in not a factor in the recruitment and selection process  Disability Discrimination Act 1992 - must be considered so that people with a disability are not discriminated against in recruitment and selection.  Racial Discrimination Act 1975 - must be considered so that race is not a factor in the recruitment and selection process. 2. Identify the Australian Commonwealth Act that includes the requirement for employers to provide the Fair Work Information Statement when they employ staff and list the key items included in the Fair Work Information Statement. Answer: Fair Work Act 2009: This Act requires employers to provide a Fair Work Information Statement to new employees when they are hired. Information included in the Fair Work Information Statement includes:  The National Employment Standards  Right to request flexible working arrangements  Modern awards • making agreements under the Fair Work Act 2009  Individual flexibility arrangements  Freedom of association and workplace rights (general protections)  Termination of employment  Right of entry  The role of the Fair Work Ombudsman and the Fair Work Commission. 3. Identify how the following Acts and the code of conduct relate to the employment processes. Complete your answers in the table below. (20 words each) Anti- Discrimination Act 1977 (NSW) Makes it unlawful to discriminate on the grounds of sex, race and marital status in the areas of employment, accommodation, goods and services and educational (race only). Establishment of the Anti-Discrimination Board (ADB). Fair Work Act 2009 The Fair Work Act is the key piece of commonwealth legislation regulating employment and workplace relations. It provides for terms and conditions of

employment and sets out the rights and responsibilities of employees, employers and employee organisations in relation to employment. Code of Conduct A code of conduct is a company manual that states the rules, values, goals, ethics, and vision of a business. It provides staff with a clear outline of expected behavior, and instructions on what is and isn’t considered good practice by the company. This includes behavior in the workplace, work related events or any time they’ll be p resenting your business. We take a look at the importance of code of conduct specific to your business, and how to develop and implement these policies effectively. 4. List four (4) recruitment advertising methods that organisations could use to advertise a vacant position. Answer: Internal electronic media: Intranet, emails. External print media: Domestic newspapers, overseas newspapers, journals External electronic media: Extranet, internet, seek, professional associations, LinkedIn Internal print media: Bulletin Boards, memos. 5. Explain two (2) interviewing techniques. (in 60 to 80 words each) Answer:  Stress based interviews. These types of interviews are performed to see how as a candidate you would react unexpected situations and pressures. For example, the interviewer could be sarcastic, argumentative and rude with you or make you wait for the interview. The purpose therefore is to see how you act under this type of pressure.  Case study-based interviews. In this type of interview, the candidate is given a scenario and is tasked with working through the details. These interviews therefore can assess their values and analytical ability. highlight a candidate’s poise and analytica l ability. Case study questions vary some may be asked with the purpose of determining how a candidate formulates long-term strategy, while others may be asked with the purpose of determining how well a candidate performs specific tasks, such as pricing promotions for a product. 6. Explain three (3) commonly used selection techniques. (in 60 to 80 words each) Answer:  Psychometric Tests Psychometric tests are instruments that tell us about individual differences: such as personal characteristics or cognitive ability (intelligence), compared to other people. Psychometric tests have wide applicability. The research underlying the psychometric tests can help us to draw

conclusions about what this is likely to mean in the workplace. Performance on a cognitive ability test can reveal whether a person is suitable for a complex job or a job requiring a high level of attention to detail, for instance and performance on a personality measure can reveal whether a person is suitable for a job requiring high levels of sociability or teamwork and how they are likely to react in an emergency.  Skills tests Skills tests tell us about whether a person can perform a certain set of tasks, and how well. Skills tests have a relatively narrow applicability. They can show whether the candidate has a basic, moderate or high level of skill on a certain test that is needed for the job. These skills are necessary but are only one small aspect of the job.  Interviewing techniques Behavioural interviewing. This type of interview technique is based on the assumption that past behaviour is the best predictor of future behaviour. Therefore, questions will focus on asking candidates how they handled particular situations in their previous roles. 7. List four (4) common methods used to attract candidates for a job? Answer: 1. Give employees benefits that matter 2. Develop an internal referral program to recruit staff 3. Maintain close collaboration with your external recruiters 4. Use your values to attract talent to your business 8. Explain the purpose and relevance of psychometric tests in recruitment and selection process. (in 100 to 120 words) Answer: Psychometric tests are instruments that tell us about individual differences: such as personal characteristics or cognitive ability (intelligence), compared to other people. Psychometric tests have wide applicability. The research underlying the psychometric tests can help us to draw conclusions about what this is likely to mean in the workplace. Performance on a cognitive ability test can reveal whether a person is suitable for a complex job or a job requiring a high level of attention to detail, for instance and performance on a personality measure can reveal whether a person is suitable for a job requiring high levels of sociability or teamwork and how they are likely to react in an emergency. 9. Explain the purpose and relevance of skills tests in recruitment and selection process. (in 60 to 80 words) Answer: Skills tests tell us about whether a person can perform a certain set of tasks, and how well. Skills tests have a relatively narrow applicability. They can show whether the candidate has a basic, moderate or

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high level of skill on a certain test that is needed for the job. These skills are necessary but are only one small aspect of the job. 10. List at least three (3) “Dos” and three (3) “Don’ts” when providing feedback to Answer: To provide feedback you should:  Arrange a time and place to offer the feedback  Prepare the feedback by referring to the selection report details  Make sure that they understand why they have received the feedback and how it will assist them the next time they apply for a position  Offer strengths and their weaknesses to assist them in identifying areas in which they could improve.  Avoid destructive feedback  Encourage them to apply again. The don’ts of giving interview feedback:  Don’t appear condescending  Don't raise false hope  Don ’t compare  Don't invite litigation

BSBHRM415 Task 1

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