ASSESSMENT COVER SHEET
QUALIFICATION: Diploma of Business/ Diploma of Management
UNIT CODE: BSBHRM506A UNIT NAME: Manage recruitment, selection and induction processes
BSBHRM402A UNIT NAME: Recruit, select and induct staff
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ASSESSMENT GUIDELINES FOR STUDENTS
• You need to achieve a ‘Satisfactory grade in ALL the assessments items to be granted a ‘Competent’ grade in the unit.
• In case you are not able to achieve a ‘Satisfactory’ grade in any assessment task, you will be given three (3) attempts to resubmit your assessment. Your trainer will be available to assist you in any areas of difficulty. Please discuss the assessment with your trainer to seek advice on how you can achieve competency in the unit.
• Where relevant, oral questions may be asked to gather more information on your knowledge, skills and competence in the unit.
• A holistic approach is used to assess your skills relevant to this qualification. The skills are assessed across the different units offered within this qualification. Where a skill relevant to this unit is not assessed within this assessment pack, please note that the skill will be assessed in another unit.

ASSESSMENT DETAILS
Read the following case study and respond to all the assessment items given below
Case study: Yummy Restaurant
Yummy Restaurant was a fast-growing restaurant in Fortitude Valley. It was set-up two years ago by Mr. X who is a famous Chef from ABC country. It started as a small family business managed by Mr. X and his wife Mrs. Y. The service was friendly and welcoming and customers loved the food cooked by Mr. X and served by Mrs. Y.
Gradually, the restaurant started attracting a large number of customers. In late 2009, the restaurant grew from a seating capacity of 20 to a seating capacity of 200. Mr. X leased another building in the Valley to cater to the growing number of customers. As the customers kept growing, Mr. X was not able to cook all the food by himself and Mrs. Y was not able to serve all the customers alone.
So Mr X put an advertisement outside his restaurant saying- “Waiters and Chefs required. Only females aged below 25 can apply- Enquire within”.
A number of young students started applying for jobs. Mr. X felt it was a good opportunity to get staff at a low cost. He started hiring a number of female students on a casual basis. He didn’t want to hire staff with children as he felt that they would not be as flexible as females without children. So he would have a quick chat with them over the counter and ask them if they were married or had children. If he liked them, he would ask them to start working as cooks or wait-staff immediately. He had no time to train his staff or give them written contracts. He would tell them that they were lucky to have a job and he would pay them $200 per week for working 40 hours. One day a 27-year old trained Chef went to the restaurant and asked Mr. X if there was a vacancy. Mr. X pointed to the advertisement and told him that he did not hire male staff, even if they were as qualified as he was. The gentleman left feeling very disappointed.
Mr. X’s staff worked very hard, however they were very unhappy because of the long working hours, low wages and lack of job security. As soon as they could find another job, they would leave. Staff turnover became very high.
Moreover, if any staff complained about anything, Mr. X dismissed them on the spot. One of the staff members who had recently had an argument with Mr. X was fired with no notice on her second day of employment. The argument had taken place because Mr. X had told all the other staff about how he decided to employ this staff member because she had indicated to him during the interview that she was a sole parent earning only $50 per week. He had told the others that she had a 4-year old child to look after so she would work hard to keep her job. Mr. X felt that there was no problem in giving this information to all the other staff as he was the boss and he could share any information he wanted to with others.
Mr. X had started feeling that he was more comfortable with staff from overseas countries as they were willing to work on low wages and longer hours. Over time, he managed to get rid of five local Australian staff members who had been working with him for over a year. He told them that he was closing his restaurant so he did not need them any more. As soon as they left, Mr. X hired five new male international students who had no experience in hospitality. Mr. X thought he would train them, however he never did.
Till late last year, the restaurant used to be always booked to capacity. Customers were very happy. However, from the first quarter this year, the revenue has declined by over 50%. The restaurant is now half-empty and business has slowed down considerably. Customers complain of poor service, dirty plates and tasteless food.
Mr. X wants to rebuild his reputation. He understands that one of the main reasons for the collapse of his business is his poor human resource management policies. He decides to call a Human Resource Manager to help him with:
• Human Resource planning
• Recruitment and Selection
• Induction and Training
• Performance management
He wants to achieve the following outcomes (goals):
1. Wants customers to appreciate the quality of the food at the restaurant
2. Become famous for high quality customer service
3. Increase his revenue by 50% in the next 6 months
He appoints you as the Human Resource Advisor to help him achieve his goals.
Assessment 1 (a) First impressions about Yummy Restaurant
Read the case study and write down your responses to the following questions:
1. What do you think are the reasons for the restaurant’s decline in popularity amongst customers?
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2. What do you think about Mr. X as an employer? Would you like to work for him? Why or why not?
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3. What are some of the mistakes that Mr. X has made?

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4. What advice can you give Mr. X in terms of human resource management?
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Assessment 1 (b) Analysing and planning an HR strategy for Yummy Restaurant
The HR strategy of an organisation should ensure that:-
• it has the right people in place
• it has the right mix of skills
• employees display the right attitudes and behaviours, and
• employees are developed and performance managed in the right way.
Read the case study and write down your responses to the following questions:
1. What are some of the STRENGTHS of Yummy Restaurant in terms of human resources?
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2. What are some of the WEAKNESSES of Yummy Restaurant in terms of human resources?
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3. Write a list of OPPORTUNITIES for Yummy Restaurant? (What can they do to improve their HR practices?)
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4. What THREATS does Mr. X face in terms of his recruitment, selection and induction practices?
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5. Based on the strategic and operational plans of Yummy Restaurant, determine the human resource (staffing) requirements for the restaurant?
6. What are some of the key human resource functions within any organisation, including Yummy Restaurant?
7. Write down a list of documents that Yummy Restaurant should have in place to manage their recruitment and selection process.
8. What are the stages in a human resource life cycle? Where does recruitment fit within that cycle?
9. Who would you consult with to determine the HR needs of the restaurant?
10. What are the options that Mr. X can put in place for the delivery of human resource services?
11. Briefly explain the concept of ‘outsourcing’ in human resource management.
12. A sample organisation structure for an XYZ firm showing reporting relationships is given below. Using this diagram as an example, design an organisational structure for Yummy Restaurant.
You must use boxes to show the positions and links to show reporting relationships
Remember the following:
• Mr X and Mrs X are the owners
• The restaurant has a seating capacity of 200
• Refer back to your notes for Mr X’s goals for the restaurant
Sample organisational structure

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Draw an organisational structure for Yummy Restaurant below:
c) How would you evaluate the delivery of human resource services within Yummy Restaurant after you had put in your HR plan in place?

Assessment 2 (a) Develop a recruitment and selection policy for Yummy Restaurant using the headings provided below
1. Title of the policy:
Approving Authority: _
Date: _
Document No: _
Review Date: _
Policy Adviser: _
2. Purpose of the policy
3. Description of the policy
4. Scope of the policy
5. Basic principles that will be followed by the organisation to recruit and select staff
6. Key HR laws that govern the HR policy
7. Step-by-step procedures that will be used to recruit and select staff

Assessment 2 (b) Develop a ‘Position Description’ on behalf of Yummy Restaurant
As the HR Manager of Yummy Restaurant, you recently conducted a SWOT analysis on the human resource practices at the restaurant. You discovered some strengths and a number of problems with the management practices in relation to human resource management. You recently drafted an HR policy and recruitment procedures for the organisation. You are now required to recruit staff for Yummy Restaurant.
Complete the following exercises that demonstrate your ability to apply the Yummy Restaurant Recruitment and Selection Policy and Procedures in practice.
1. Identify a position that you want to fill at Yummy Restaurant
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2. What are the different selection techniques you can use to identify a suitable candidate? Explain the steps that you would use to select a candidate using any TWO selected techniques (100 words).
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3. Explain what you understand by skills testing?
4. What is psychometric testing?
5. Develop a position description for a CHEF position you want to fill on behalf of Yummy Restaurant. Make sure you complete all the sections below
Position Summary (Describe the position briefly)
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Selection Criteria
Essential
1.1.1
1.1.2
1.1.3
Desirable
1.1.1
1.1.2
1.1.3
Key Duties
3.1
3.2
3.3
Salary offered: _ per week/ per year
How to ensure you are paying at least the minimum wage rate:
• Go to http://www.fwa.gov.au/index.cfm?pagename=awardsfind
• Find the Award for the Hospitality industry. Go to the section on ‘WAGES’. Find out the base rate for the Chef position you are advertising. Calculate the correct wages and write it above.

Assessment 3 (a) Develop tools for interviewing candidates
Complete the following exercises that demonstrate your ability to apply the Yummy Restaurant Recruitment and Selection Policy and Procedures in practice.
1. Using the Chef’s position description from the previous assessment, develop a set of questions in preparation for the interview process. You must write down at least 7-8 questions.
Closed questions (to gather specific information):
a.
b.
Open-ended questions (to gain a better understanding of the applicant’s attitudes/ personality):
a.
b.
Behavioural questions (to gain a better understanding of the applicant’s behaviour in specific situations):
a.
b.
2. Draft a brief email to invite shortlisted candidates for an interview (100 words)

3. Plan and develop tools for the selection panel.
Complete Column 1 below in the ‘Interview Record Form’ below with all the relevant details for your interview.
INTERVIEW RECORD FORM
Position CHEF Date
Applicant name Interview time
Interviewer(s)
COLUMN 1
Selection criteria
Rating
1 – 5
1 = does not meet criterion
3 = meets criterion
5 = exceeds criterion
Essential criteria (What are you looking for in the candidate?)
1.
2.
3.
Desirable criteria (What are any additional qualities/ criteria that would make the candidate attractive for the position?)
1.
2.
3.
4. You will be asked to role-play an interview selection process in class. If you are unable to attend the role-pay in class, you would need to record a role play with a group of friends OR conduct a telephone interview with you as the interviewer and your trainer as the interviewee. (This will be part of your oral interview at the end of your course)
b.) Develop a contract of employment for the candidate who has been successful in getting the job. Make sure you include all the key points, including position, key responsibilities, hours of duty, salary and entitlements, leave etc (200-300 words)
CONTRACT OF EMPLOYMENT
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5. Answer the following questions (50 words each)
a. What are some of the things a selection panel can do to improve the selection process?
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b. Write down 5 things you would do to prepare well for any future interviews as an interviewer?
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6. Write down 5 questions you should NEVER ask a candidate at an interview?

Assessment 3 (b) Developing an induction program
Complete the following exercises that demonstrate your ability to develop an effective induction program.
1. What documents are required to start paying the new employee at Yummy Restaurant? (e.g Copy of Employment Contract)
2. What documents will you keep in an employee’s record file on an ongoing basis? (e.g leave forms)?
3. Develop a Staff Induction Checklist for Yummy Restaurant. (250 words)

4. Answer the questions below in dot points (50-100 words each):
a. Explain how you will provide the induction training to the key managers?
b. How will you get feedback from new staff that has just been through an induction program?
c. Imagine that based on the ‘Induction Checklist’ and ‘Human Resource Manual’ that you have developed, Mr. X provides induction to a new employee at Yummy Restaurant. The new employee says that they have understood everything, but they really have not understood anything about the “Fire Safety Policy’ or the “Health and Safety requirements”. One day there is a fire at Yummy Restaurant and the employee does not vacate the premises as per the guidelines. He put himself and another customer at risk because je locks the door from inside instead of evacuating the building. When asked why he did not follow the company policy, he says he did not understand the policy even though Mr X had completed the induction program with him. He says that the ‘Human Resource manual’ was too difficult to understand as the language was too complex.
How will you rectify the gaps in the induction program?