SITXHRM004 Recruit Select And Induct Staff Assessment

Assessment – Project 

INSTRUCTIONS

• See the assessment materials and any supporting documents attached below.
• Read and review the learner resource PDF document to assist you to complete the activities. The resource is available in the content folder under the respective subject on the Hospitality Management course page.
• Ensure all documents are fully completed. All questions and activities must be answered accurately.
• This is an individual assessment and therefore must be all of your own work. No collusion nor plagiarism is permitted. (No copy and paste. No sharing answers).
• The assessment must be written using Microsoft Word.
• Ensure you insert your name as part of the file name prior to uploading and submitting.
• Add your name, student number, group number, start date, submission date and signature onto the cover page or wherever required throughout the document including in all student name and signature panels.
• Review your feedback at the (submission point) location. Update and resubmit at that location also if required.
• Your timetable outlines the duration of the assessment.
• Ensure you follow your timetable and submit assignments progressively.
• Late assignments may incur a late submission or admin marking fee.
• Once completed, submit your assessments to your assessor at the submission point via the LMS. (Moodle)
• Upload the following fully completed WORD document:
• Assessment C_PD. D_Project. Your Name
• Hit the submit button.

Scenario

You are about to recruit staff for positions in a large sporting complex, White Eagle Stadium. The complex hosts national sporting events most weekends throughout the year, and one-off events such as international sporting events, concerts and festivals.

The venue has fast-food outlets scattered around the main and upper concourse, a number of bars and two sit-down restaurant-style dining areas. 

All catering staff must be available for shifts on Thursday, Friday, Saturday and Sunday as these are the busiest periods for the stadium. Shifts vary throughout the day depending on the start and finish times of events. Most sporting events are scheduled during the afternoon or evening with one-off events often held in the evening.

It is six weeks before the start of the winter sports season. The venue employs the majority of their staff for the rest of the year at this time. You have one month to complete the recruitment process as the induction program is scheduled to start two weeks before the first match.

Catering attendant

Employment records show the venue’s staffing levels for catering attendants (CA) in the fast-food outlets during the same period last year.

• 120 casual CAs
• 40 permanent part-time CAs
• 10 permanent full-time CAs
• 35 casual concourse outlet supervisors
• 15 full-time concourse outlet supervisors

Their current staffing levels are as follows.

• 60 casual CAs
• 25 permanent part-time CAs
• 7 permanent full-time CAs
• 20 casual concourse outlet supervisors
• 14 full-time concourse outlet supervisors

Due to the opening of several new fast food service areas, management anticipate a 10% increase from the previous year’s staffing levels for all positions except full-time concourse supervisors.

Catering attendants at this venue are employed under the Hospitality Industry Award 2010 as Level 2, grade 2 food and beverage attendants. Supervisors are Level 5 food and beverage supervisors.

Food and beverage storeperson

Employment records show the venue’s staffing levels for food and beverage storeperson (FBS) in the facilities management department during the same period last year.

• 8 casual FBSs
• 10 full-time FBSs
• 3 full-time FBS supervisors
• 2 refrigeration maintenance (contract)

Their current staffing levels are as follows.

• 3 casual FBSs
• 10 full-time FBSs
• 3 full-time FBS supervisors
• 1 refrigeration maintenance (contract)

Management anticipate a 10% increase in casual FBS positions from the previous year’s staffing levels due to extra catering facilities opening and forecasted increase in demand for food and beverage supplies.

A food and beverage storeperson at this venue is employed under the Hospitality Industry Award 2010 as Level 3, grade 2 storeperson. Refrigeration mechanics are on a part-time contract for 30 hours per week at a flat $30 per hour, 7 days per week.

The majority of staff in this area are required in the days leading up to events when deliveries of stock are received, processed, stored and transferred to catering and other departments, and on the day of an event.

Customer service volunteers

Each year White Eagle Stadium recruits new volunteers for the following positions.

• Customer information officers
• Customer mobility officers

Customer information officers perform the following duties.

• Supervision and guiding of tour groups 
• Assisting in visitor reception areas
• Providing information, directions and other services on event days
• Providing information on the history and features of the venue to visitors
• Undertaking basic administration duties 

Customer mobility officers perform the following duties.

• Book venue wheelchairs and other mobility aids as requested
• Arrange transportation for special needs visitors within the venue when required
• Greet and assist visitors with mobility and other special needs
• Escort visitors with mobility or other special needs to event or seating areas
• Monitor the comfort and accessibility to services of special needs visitors and their escorts

Volunteer records show numbers of volunteers in each role have been steady for some time. Volunteers tend to stay with the organisation for many years. Positions are highly sought after when they become available and the quality of applications is usually very high. Volunteers are not paid but they do receive benefits such as free entry to selected events.

A minimum of two volunteers are rostered on at the venue every day with additional volunteers allocated shifts on event days and when tour groups are booked.

Management have decided to offer only two new positions during this recruitment drive: one customer information officer and one mobility officer. Applicants can apply for both roles.

The events department is responsible for the management of all volunteers, with the volunteers manager and supervisors coordinating all operational needs.

White Eagle Stadium food and beverage organisational chart (condensed)

White Eagle Stadium human resources organisational chart (condensed)

Task 1: Identify recruitment needs

Task 1.1: Question and answer

• Go to your Course files and open Assessment D_Information and templates Task 1. Read the scenario information provided.
• Go to your Course files and open Assessment D_Staff recruitment policy. Read the information provided.
• Go to the Fair Work Ombudsman website, www.fairwork.gov.au, and download a copy of the Hospitality Industry (General) Award 2010.
• In the question and answer fields provided determine the recruitment needs of White Eagle Stadium.
  • Add the positions and calculate the number of people required for each type of position.
  • Determine mode of employment (casual, part- or full-time, contract, etc.) and length of tenure if a temporary contract.
  • Where applicable, determine pay rates by consulting appropriate industry awards or organisational enterprise agreement.
  • Where applicable, determine salary in consultation with appropriate personnel. 
• Answer all the questions based on the organisation’s recruitment needs and recruitment policy, the relevant industry award and any other relevant research.

Q1: Complete the table listing your recruitment needs.

Q2: Other than last year’s staffing levels, what are two examples of information that help you determine recruitment needs?

Q3: You are the concourse food manager. Who do you consult with when evaluating recruitment needs? 

Q4: Who could you consult with about pay rates or salary for each position?

Q5: What are two key factors that affect pay rates in an award?

Q6: Name two positions in the human resources or other departments who will be involved in recruitment processes. Based on the information provided and the recruitment policy, briefly explain their general responsibilities in the recruitment process.

Q7: Based on the information provided and the recruitment policy, briefly explain the general responsibilities of managers/supervisors and the human resources department in the recruitment process.

• Managers and supervisors

• Human resources department

Q8: According to the organisation’s recruitment policy, who must approval be obtained from before commencing recruitment processes?

Task 1.2: Develop job description

• See the job description template below.
• Prepare a job description for each of the following positions.
  • Concourse outlet supervisor – full-time
  • Food and beverage storeperson – casual
  • Customer information officer – volunteer 
• Use the internet to research relevant job roles and descriptions to assist in development of the job description, if necessary.
• Save the job description templates once the task is completed. 

Task 1.2: Develop job description

Job specification – position 1

1. Job overview

• Position title
• Mode of employment
• Department
• Reports to
• Date created
• Position summary

2. Duties and responsibilities

3. Organisational contribution

4. Workplace health and safety

5. Privacy 

6. Position review periods

Job specification – position 2

1. Job overview

• Position title
• Mode of employment
• Department
• Reports to
• Date created
• Position summary
• Duties and responsibilities

2. Organisational contribution

3. Workplace health and safety

4. Privacy 

5. Position review periods

Job specification – position 3

1. Job overview

• Position title
• Mode of employment
• Department
• Reports to
• Date created
• Position summary

2. Duties and responsibilities

3. Organisational contribution

4. Occupational health and safety

5. Privacy 

6. Position review periods

Task 1.3: Develop person specification

• Complete the Job (person) specification templates provided below or use your organisation’s standard template.
• Prepare a person specification for each job description prepared in Task 1.2.
• Use the internet to research relevant job roles and specifications to assist in the development of the person specification, if necessary.
• Save the Job (person) specification templates once the task is completed. 

Job (person) specification – White Eagle stadium Concourse outlet supervisor

Essential skills

• Essential knowledge and experience
• Essential personal and interpersonal qualities
• Essential qualifications / education / training
• Additional notes

Desirable skills

• Desirable knowledge and experience
• Desirable personal and interpersonal qualities
• Desirable qualifications / education / training

Job (person) specification – White Eagle stadium Food and beverage storeperson

Essential skills

• Essential knowledge and experience
• Essential personal and interpersonal qualities
• Essential qualifications / education / training
• Additional notes

Desirable skills

• Desirable knowledge and experience
• Desirable personal and interpersonal qualities
• Desirable qualifications / education / training

Job (person) specification – White Eagle stadium Customer information officer 

Essential skills

• Essential knowledge and experience
• Essential personal and interpersonal qualities
• Essential qualifications / education / training
• Additional notes

Desirable skills

• Desirable knowledge and experience
• Desirable personal and interpersonal qualities
• Desirable qualifications / education / training

Task 1.4: Develop selection criteria

• Complete Task 1.4 using the Selection criteria templates provided.
• Use the job descriptions and person specifications developed in Tasks 1.2 and 1.3 to prepare a list of key selection criteria for each position.
• Incorporate customer service attitudes and experiences into the selection criteria to ensure applicants are a good fit to the position.
• Save the Selection criteria templates.

Selection criteria – position 1

Position name: White Eagle stadium Concourse outlet supervisor

Selection criteria – White Eagle stadium Food and beverage storeperson

Selection criteria – White Eagle stadium Customer information officer 

Task 2: Administer recruitment processes

Task 2.1: Question and answer

• Based on the job descriptions, person specifications and key selection criteria developed in Task 1 and the job skill requirements, evaluate and determine the following for each position.
  • Number of stages in the selection process for each position.
  • Appropriate selection processes to be completed at each stage for each position.
  • Personnel involved in selection processes at each stage: HR and/or departmental.
• Answer all the questions.

Q1: Complete the table listing your selection processes. Only complete information for the number of stages appropriate for each position. 

Q2: Did you consider using a recruitment agency for any of the positions? Explain why/why not.

Q3: What tasks do you have to complete in preparation for when selection processes commence?

Task 2.2: Create advertisements

• Determine where you will advertise positions available at the stadium.
• Based on the job descriptions, person specifications and key selection criteria developed in Task 1, create a job advertisement for each position.
• The amount and type of information provided and wording style used in the advertisement must be appropriate for the selected advertising media and position advertised.
• All information provided and wording used in the advertisement must meet the requirements of equal employment opportunity (EEO) legislation.
• All advertisements should be typed using word processing software.
• Save your advertisements as Assessment D_Job advertisements.

Task 2.3: Question and answer

Q1: What are the basic aims of EEO legislation?

Q2: How does EEO legislation influence the content of a job advertisement?

Q3: What are the features of an effective recruitment advertisement?

Q4: Where will you place advertisements for these positions? List the locations and briefly explain why you think they are the most suitable options. 

Q5: Research the costs of posting your advertisements on seek.com.au for 1 month.

Task 2.3: Process, review and shortlist applications

Response should indicate your ability to select candidates that display an attitude, aptitude and fit to the existing organisational culture and best meet selection criteria.

Task 2.4: Process, review and shortlist applications

• Go to your Course files and open Assessment D_Application forms. Read the information contained in the application forms for each the following positions.
  • Concourse outlet supervisor – full-time
  • Food and beverage storeperson – casual
  • Customer information officer – volunteer 

See the attached Process, review and shortlist applications document below: 

• Prepare a shortlist form for each position by completing the templates provided.
  • Complete the position name and mode of employment details.
  • Based on the key selection criteria (KSC) developed in Task 1.4, add headings and/or minimum selection requirements at the top of each column in the template.
• Your assessor may wish to add additional application forms for consideration to expand the diversity and range of applications. Check with your assessor prior to commencing selection processes. 
• Review the information summarised on your shortlist form and determine which applicants will advance to the first stage in the selection process. Add your response to the last column on the shortlist form.
• Save Your completed documents for later submission.

Task 2.5: Question and answer

Q1: You are going to inform the unsuccessful applicants by email that they were unsuccessful. A standardised response will be sent to all applicants with only the position name changed. 

Write a standard notification for an unsuccessful application suitable for distribution via email. 

Q2: The stadium is in Canberra, ACT. One of the applicants for the concourse outlet supervisor position currently lives in Newcastle, NSW. What type(s) of special arrangements could you make to accommodate this person’s needs and successfully complete stage 1 of the selection process?

Q3: One of the applicants for position of volunteer customer information officer is confined to a wheelchair. Stage 1 of the selection process will be conducted in a training room located on level 1 in the administration area.

What arrangements can you make prior to their arrival for stage 1 to assist this applicant?

Q4: At this stage of the recruitment process, what documents do you need to keep and file for possible future reference?

Task 3: Select staff

Task 3.1: Prepare for selection processes

You are preparing to conduct interviews for each of the advertised positions. The interview panel will consist of the HR recruitment assistant and a member of the food and beverage management team.

• See the interview question template below
• Using the interview question template, prepare structured interview questions for each of the positions.
• Your questions must be linked to the key selection criteria identified in Task 1.4.
• The questions should be written using a range of formats, such as behavioural, hypothetical, open and closed.
• Save the interview question template below for later submission.

 Rating scale

Task 3.2: Conduct interviews

• This is a role-play activity. Your assessor will inform you as to when the role-plays are to take place.
• Role-plays are to be conducted in an actual or simulated workplace environment.
• You are to participate as a member of an interview panel undertaking selection processes for three different positions.
  • Concourse outlet supervisor – full-time
  • Food and beverage store person – casual
  • Customer information officer – volunteer 
• Your colleagues will make up the rest of the panel.
• You must read the scenario background information provided in Assessment D_Information and templates Task 1 and access all supporting documentation required to conduct the interview.
  • Application forms
  • Interview questions
  • Interview rating forms 
  • Job descriptions for each position prepared in Task 1.2 (if desired)
  • Person specifications for each position prepared in Task 1.3 (if desired)
  • Key selection criteria for each position prepared in Task 1.4 (if desired)
• Role-plays can be recorded for further analysis and discussion with the consent of all participants. 
• Complete the role-play.