BSBHRM415 Coordinate recruitment and onboarding
- Subject Code :
BSBHRM415
- University :
others Exam Question Bank is not sponsored or endorsed by this college or university.
- Country :
Australia
Topic 2: Recruitment and Workplace Relations
Assessment Task: Part A
Welcome to Topic 2: Recruitment and Workplace Relations. Topic 2 has two units of competency of the BSB40420 Certificate IV in Human Resources Management:
BSBHRM415 Coordinate recruitment and onboarding
BSBHRM412 Support employee and industrial relations
Over a five-week period, this topic provides an overview of the human resource management function and how the work HR delivers within any organisation, must deliver on the goals and objectives of that organisation.
This program is aimed at those with introductory-level knowledge of human resources; however, it is important that in keeping with the evolution of the profession, students are introduced to processes and methods of linking their tactical activities to organisational strategy.
This workbook covers the end-to-end life cycle of the HR Recruitment process, from recruitment through to retirement. An overview of the workplace relations environment will be provided, including current legislation and international conventions that underpin those practices. This topic aims to demonstrate how to effectively integrate the processes of sourcing, recruiting, and selecting talent for the organisation to help achieve its strategic and operational objectives.
There is a focus on managing the employment relationship to increase retention and to ensure the process of dismissal is conducted in a fair, respectful and legal manner.
This topic:
- Provides an overview of the industrial relations/employment relations system in Australia
- Explains the recruitment, selection and the orientation of a new employee
- Explores the different ways of ending the employment relationship, and examines the rights and obligations of employee and employer in that process
A full copy of these units of competency is available at http://www.training.gov.au
Introduction
As part of your assessment for Topic 2: Recruitment and Workplace Relations, you are required to demonstrate your skills and knowledge in reviewing human resources functions, policies and procedures. This can be achieved by undertaking a simulated workplace report based on a case study, and providing AHRI with the simulated report assessment and evidence as outlined below.
- Carefully read each question and any accompanying You are required to provide a written response for all questions.
- Refer to your topic workbook and the prescribed textbook as required for assistance in responding to the (Note: Do not copy and paste directly from the topic workbook as this constitutes plagiarism. Refer to the course handbook for further information on plagiarism. Where you directly quote from a textbook, or any other published work, you will need to acknowledge the source/quotation.)
- Draw on your own work experience and organisational situation where
If necessary, seek clarification about the questions from your Academic Coordinator. Please note that you are required to provide a response to all questions. This information will be used by the AHRI assessor to inform your competency. An incomplete record may result in an invalid assessment and a Competency Not Yet Achieved result for the unit of competency.
Note:
- Both assessment task Part A: Written Assessment and Part B: Simulated Workplace Report (Case study) must be successfully completed for a Competency Achieved (CA) result to be awarded for this
- Students who do not successfully complete Part A or Part B assessment tasks will receive a Competency Not Yet Achieved (CNYA) result and will have the opportunity for one resubmission.
If you have completed these tasks in a workplace previously, talk to your Assessor as you may qualify for recognition of prior learning (RPL).
Assessment conditions
Assessment must be conducted in a safe environment where the conditions are typical of those in a working environment in this industry.
BSBHRM415 Coordinate recruitment and onboarding
This unit describes the skills and knowledge required to develop and implement strategies to source candidates and to assess their suitability for available positions. The unit applies to individuals working in a human resources job role, as well as those for whom recruitment and onboarding are part of their broader duties
- Plan for recruitment
- Screen and interview potential candidates
- Assess and select candidates
- Manage candidate outcomes
- Onboard successful candidate
Assessment Task Part A
The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:
- Coordinate the recruitment and onboarding In the course of the above, the candidate must:
- demonstrate the process for screening and interviewing a candidate
- communicate effectively with clients and successful and unsuccessful candidates
- review job descriptions and use them to support sourcing, selecting and appointing suitable staff
- consult with relevant stakeholders to gain approvals
- develop selection criteria and interview questions in consultation with relevant stakeholders
- obtain referees reports
- provide a written report or demonstration of an assessment of a candidates skills and selection recommendation
- secure preferred candidates agreement and provide an employment
BSBHRM412 Support employee and industrial relations
This unit describes the skills and knowledge required to communicate and implement industrial relations policies and procedures to effectively represent organisations/employers. It applies to individuals who work in support positions, assisting others in dealing with industrial relations conflicts and issues.
- Support preparation of Employee and Industrial Relations processes
- Support industrial relations
- Support employee relations
- Contribute to continuous improvement
The candidate must demonstrate the ability to complete the tasks outlined in the elements, performance criteria and foundation skills of this unit, including evidence of the ability to:
- prepare and support ER (employee relations) and IR (industrial relations) processes for an organisation or work area, on at least two occasions.
- locate information required to identify relevant legislation, agreements, policies and procedures
- use effective communication techniques to support the resolution of simple workplace grievances and conflicts
- provide accurate written and oral advice about industrial matters
- use strategies to monitor and gather feedback on the implementation of industrial relations policies and procedures.
If you require further guidance to understand the competency requirements and complete this assessment task:
- Contact your Academic Coordinator, and
- Refer to the unit of competency which provides additional information about assessment You can access the competency at http://www.training.gov.au simply type the competency code into the search tool to access the full unit of competency.
SUBMISSION INSTRUCTIONS |
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Please ensure you adhere to the following submission instructions: Assessment An Assessment Cover Sheet needs to be submitted as the first Cover Sheet page with this assessment task. Formatting Maximum 1.5 spacing and minimum font size of 10pt. Referencing At this level, it is not mandatory for you to use formal referencing; however, if you make reference to a formal model or theory, you must acknowledge the source. This is good practice for future study. The Course Handbook includes a guide on referencing to assist you in correctly referencing source material |
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TASK INSTRUCTIONS: PART A To complete this assessment task: Carefully read each question and any accompanying instructions. You are required to provide a written response for all questions. Refer to your topic workbook and the prescribed textbook as required for assistance in responding to the questions. (Note: Do not copy and paste directly from the topic workbook as this constitutes plagiarism. Refer to the course handbook for further information on plagiarism. Where you directly quote from a textbook, or any other published work, you will need to acknowledge the source/quotation.) Draw on your own work experience and organisational situation where relevant. If necessary, seek clarification about the questions from your Academic Coordinator. |
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ASSESSMENT TASK |
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PART A Part A (Questions 1 6 ) requires you to research legislation, regulations, policies and workplace agreements. You will be required to reflect on your research and answer questions relating to that content. Draw on your own work experience and organisational situation where relevant. |
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Question 1 |
Roles in disputes a) If you had a pay dispute in your organisation, which legislation or regulation(s) would you refer to in your state? List the various Industrial Relationship bodies in your own state / territory. |
Outline why you would refer this piece of legislation or regulation b) What other internal documentation or policies would you refer to in your organisation? c) Read the following articles: Do you need to have both HR and Unions? Employers and unions co-operation What role do Trade Unions play in the employer and employee relationship? Give the reasons why you have taken this position. |
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Question 2 |
Fair work a) Visit the Fair Work Website and review what information the Fair Work website has on: Fair Work legislation NES (National Employment Standards) Enterprise Agreements Awards Employment Contracts b) List 3-5 examples of how the information from the Fair Work website could assist you in your current HR role. c) Reflect on what type of roles would exist in most organisations. List at least three internal or external stakeholders who could be involved in an Industrial Relations or Workplace Relations query or issue. List the role title and what role they would be playing in the discussions. d) List the four stages of the Fair Work Implementation Cycle. Provide a brief description of each stage and what it achieves. |
Question 3 |
Contract terms 1. Consider the table below. Decide what terms in the contract of employment would be implied or express by ticking which type of term it would be. |
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Contract Term |
Implied |
Express |
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Follow the directions |
employers |
lawful |
and |
reasonable |
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Provide a motor vehicle for business and personal use |
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Advise their employer about information received which is relevant to the employers business |
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Employee required to swipe in as main method of recording their working hours |
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The employee is required to follow the employers social media policy |
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Question 4 |
Source the Cleanaway enterprise agreement via the FWC website. Search for Cleanaway Industrial Services Wollongong Enterprise Agreement 2022 Download and read through the agreement and answer the below questions in relation to the content in the agreement: a) Outline three major terms and conditions identified in the agreement b) Outline three employee entitlements Search for the base award rates: c) What is the base rate for a Level 1? d) What is the wage increase outlined in the agreement? Include how many years and the percentage increase agreed upon. e) Will employees receive any back pay? If so what are the terms and conditions related to the back pay? f) What type of allowances are the employees entitled to under this agreement? g) Considering the Dispute resolution process in the agreement: i. How could a HR practitioner within the organisation support both the business and the employee during this process? |
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ii. Identify 1-2 strengths in the dispute resolution procedure iii. Are there improvements that could be made to the dispute resolution policy and procedure to ensure it meets best practice requirements? Provide justification for your response. iv. How would you keep track of dispute conversations, resolutions and agreements? Provide three examples of ways you can record information relevant to these scenarios. |
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Case Study: Employee or contractor? Questions require you to read the case study scenario and provide answers. Counsellors termination The FWC heard that an addiction treatment centre terminated a counsellor's employment and argued that she had no entitlement to pursue an unfair dismissal application, arguing the worker was a contractor. The business claimed that the counsellor was a contractor as she submitted monthly invoices, supplied an ABN identifying her as an individual sole trader, and "called the shots" on her hours. In considering the company's claim that the counsellor was working as a business and sub-contracting her work to the employer, the commissioner accepted she was regularly rostered to work. "This is demonstrated in the staff house rosters," Commissioner Lee said. "She did not control her hours or her means of work. "She was under the direction of supervisors. "[The employee] was required to complete all the shifts on the roster, subject to being unwell." He also noted the counsellor's obligation to wear a uniform. (Adapted from www.workplaceexpress.com.au) |
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Question 5 |
Consider the above case that appeared before the Fair Work Commission. a) Do you think that the FWC found that the worker engaged by the employer was an employee or a contractor? b) And on what basis have you made your decision? |
Case Study continued Mr. Chanintorn Siri was full-time Chef at Urban Orchard Food in Sydney, a position he held for just over two years. Ms. Gabrielle Jean Levette, owner of the store, had concerns over Mr. Siris underperformance, behaviour, and poor timekeeping. |
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For example, on 13 October, Mr. Siri closed the shop at 2:30pm, earlier than the scheduled 3:00pm close. When Ms. Levette questioned this, Mr. Siri advised it was necessary due to pest control spraying that afternoon. Mr. Siri was reportedly provided with a verbal warning for this; however he denies this occurred. On 8 November, Mr. Siri sent a text message to Ms. Levette requesting that on the following day, Friday 9 November, he needed to leave work early to collect the results of a blood test. Mr. Siri also advised Ms. Levette he may be unable to work on the following Saturday, 10 November. On 11 November, Ms. Levette sent a text message to Mr. Siri, checking whether he was coming to work the next day, Monday, 12 November. Mr. Siri replied advising he would be ok to work. He attended and worked as usual. That evening, 12 November, Mr. Siri was experiencing severe stomach pain and was admitted as a to hospital. Mr. Siri had his wife convey news of his hospitalisation to the employer, and he was provided with paid sick leave for the period 13 to 16 November. Mr. Siri stated that he telephoned Ms. Levette to let her know hed be returning to work on Monday 19 November. Disputing that she had heard from Mr. Siri, on the morning of Friday 16 November Ms. Levette sent a text message to Mrs. Siri stating Hi. I hope Ken is feeling better. Can you let me know his plans for work please? Gabrielle. In the late afternoon of Sunday 18 November, Ms. Levette called Mr. Siri and advised him that he had been dismissed from his employment because he had not kept her informed about his return to work. Ms. Levette told him she had hired someone else to fill his position. Further, during the telephone conversation, Ms. Levette told him that he had been an unreliable employee. On 5 December, Mr. Siri lodged an application with the Fair Work Commission claiming unfair dismissal. |
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Question 6 |
a) Consider what factors the Fair Work Commission need to be mindful of in this case. Based on your experience, what approach would you take? Outline your steps of decision making and key actions. |
Questions 7 to 10 requires you to elect an organisation, preferably your workplace, to use as the basis of Part A of this assessment task. Using this organisation, identify a human resource function (e.g. recruitment, performance management, learning and development, WHS, succession planning) to review. You are required to review the HR function, including conducting an analysis of a policy and procedure document related to this HR function. Note: If you do not have access to an organisation, you will need to use the internet and find a company that has their organisational policies online. It is recommended that you use a university or government agency as they frequently make these types of documents publicly available. Please refer to the appendix in this document for more information and suggested organisations. |
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Question 7 |
Research your organisations Anti-Discrimination, EEO, Diversity and Inclusion policies. Visit the step by step guidelines issued by the Australian Human Rights Commission. It has a policy checklist is for large and small |
businesses. A step-by-step guide to preventing discrimination in recruitment | Australian Human Rights Commission Compare the policies with the policy checklist and/or policy guidelines issued by your state or territorys anti-discrimination / human rights body. (See the References and resources section for a list of these bodies.) a) Are there differences or any areas of improvement between your organisations policy compared to the checklist? b) What recommendations would you suggest to the organisation to consider? c) What data within your organisation could you research to gain more insights into Discrimination, EEO, Diversity and Inclusion? |
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Question 8 |
Keeping candidates informed during the recruitment process is critical to the reputation of the organisation. Providing feedback to candidates and notifying them of a successful and unsuccessful outcome is important part of candidate recruitment. a) Reflect on what a candidate needs to know after an interview. Develop a standard response to be used for candidates in the interview process. Create standard responses for: i. A response for candidates who have secured a first-round interview with your organisation. ii. A response for successful candidates which outlines the next steps in the recruitment process iii. A response for unsuccessful candidates |
Question 9 |
a) Does your organisation have a standard probationary period for new employees? If so, how is it and communicated to employees when they commence employment? |
Question 10 |
a) Reflect on your own personal experiences with onboarding and induction programs: i. What steps would you take to ensure the new employee is successfully integrated into the business? ii. What type of knowledge and systems would you include in their first day, first week and first month? |
Question 11 |
a) Keeping your stakeholder and employees up to date on changes in legislation and regulatory requirements requires regular governance, often managed by the Human Resources team. b) Reflect on what type of legislation or regulatory requirements that need to be trained across an organisation. Complete the below table. Outline how you will keep each audience informed and up to date with the latest information and reduce the risk within the organisation. |
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Complete the below table |
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Audience |
What legislation or regulatory requirements do they need to be aware of? |
What key themes would be relevant to their roles? |
How would you keep them informed? |
Frequency of communication |
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Executives and Board members |
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Senior Management |
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Line managers |
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Employees |
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Appendix One: Organisation Research Examples
If you do not have access to an organisation, you will need to use the internet and find a company that has their organisational policies online. It is recommended that you use a university or government agency as they frequently make these types of documents publicly available.
To assist you in your selection, you can choose one from the list below to research and answer the questions. Alternatively, you can choose another organisation. When referring to your chosen organisation, ensure you provide relevant supporting documentation and links for each question.
Private enterprise
- Temple and Webster Group Australia
- General Motors
- Loreal
Local Government NSW
- Office of Local Government NSW
- Dubbo Regional Council NSW
Tertiary Institute
- University of Newcastle
- Australian Catholic University
