Assessment BSBHRM405 Support The Recruitment - 2017

CASS TRAINING
International College
Assessment Cover Sheet

Training Package BSB15 - Business Services Training Package
BSB42015 Certificate IV in Leadership and

Course Name:
Management
Unit Name: BSBHRM405 Support the recruitment, selection and

induction of staff (2017)
Student Number
Student Name Vivien Horvath
Current Address
Email
Assessor Name:
Assessment 1 S ¨ NS ¨
Individual C ¨
Final
Result Assessments Assessment 2 S ¨ NS ¨
Result
result
Assessment 3 S ¨ NS ¨ NC ¨
Assessor
Date
Signature
Feedback to Student
I have received the Assessment Feedback on _________________________(Date)
Students Signature
Assessor Signature Date

BSBHRM405 Support the recruitment,
selection and induction of staff
BSBHRM405 Version 17 Page 2 of 43

Assessment Task 1: Human resources lifecycle test
Submission details
Student’s Name Vivien Horvath
Assessor’s Name
Performance objective
Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment
and selection in that process.
Assessment description
For this Assessment Task, you are required to complete the questions below that have been provided by the
assessor.
Procedure
1. Complete the written test.
Specifications
 Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle.
 You are required to complete a written questionnaire, demonstrating your understanding of the HR
lifecycle.

Lifecycle test
Part A – Complete the diagram
Complete the following diagram of the HR lifecycle. Identify the human resource activities (three at a minimum) for
each stage. Highlight the functions for the recruit, select and induct stages.
5. Retention
1. Attraction
2.
4. Induction
Recruitment
3. Selection
Stage 1: Attraction
1 Good salary
2. Life insurance
3. Flexible hours and working arragments
Stage 2: Recruitment
1. Undertake a job analysis
2. Job description
3. Recruitment plan
Stage 3: Selection
1. Structured interview
2. Reference check
3. Curriculum Vitae (CV) or resume
Stage 4: Introduction
1. General workplace information
2. An introduction to policy and procedures
3. An introduction to other employees and managers
Stage 5: Retention
1. Job performance appraisal
2. Rewarding performance
3. Managing employees exit

Part B – Answer the following questions
1. During planning and specification stage of the Human Resource Lifecycle, HR practitioners must consider
future recruitment needs. Identify three reasons why additional staff might be required.
1. Over time worker
2. Business growth
3. Replacement the old worker
2. What might be the consequences of failing to anticipate recruitment needs?
1. Wasting money and time
2. Employee will lose confident from who hiring
3. Over staffing
3. Why is it important to develop or review the job description, and to identify selection criteria before
developing the interview questions?
1. Write good instruction to person
2. Clearly informations about what kind job
3. Know company visions and missions
4. Why is it important to integrate and induct people into an organisation?
1. Good communications and motivation between supervisor and collague and

another person.
2. Feel the make a right decisions
3. Feel welcome and comfortable
5. The human resource lifecycle is portrayed as a circle. Please explain why?

It is ongoing process, start and end and repeat again.

Marking Guide: Assessment Task 1: Human resource lifecycle
test.
Outcomes
Satisfactory
Assessment specification
Yes No
Did the Student submit correct answers to the required assessment in

the specified timeframe?
 Label the diagram of the HR lifecycle?
 Identify three activities for each of the five stages
Part B: Answers
 Question 1
 Question 2
 Question 3
 Question 4
 Question 5

Assessment 2: PART A: Job description and advertisement
Submission details
Student’s Name Anna Ossolinska
Assessor’s Name .
Students will demonstrate the ability to write a job description and job advertisement, covering all the critical
elements and compliance with legislation.
For this Assessment Task, you are required to develop a job description and advertisement for a job described in the
scenario provided by your assessor, or a job you are familiar with.
Procedure
 Review the scenario provided by your assessor- Appendix 1-(or alternate chosen by you and agreed with
your assessor) and identify the requirements for the role to be filled.
 Write a job description, using the template provided below.
 Prepare an advertisement, which would be placed in an online job board (Seek, Monster or similar).
Note: Future assessment tasks build upon the job description you develop for this Assessment. Ensure you
appropriately save this task for future use.
Specifications
The job description must include:
 job title
 evidence of approval
 summary statement
 detailed tasks and responsibilities
 required qualifications and personal characteristics
 reporting relationships
 conditions of employment/service.
Write an advertisement for the job:

 determine the content of the advertisement
 determine the layout for the advertisement
 write the advertisement.
 The advertisement must be suitable for placement, either online or in a newspaper, and meet the requirements of the
organisation.
Your assessor will be checking that the following information is contained in the advertisement:
 job title
 location
 brief job description
 reporting relationship
 brief description of the organisation
 minimum requirements (experience/qualifications)
 any unusual features of the job (travel/physical requirements)
 how to apply (contact name/closing date/selection criteria)
 Compliance with EEO and anti-discrimination legislation.

Appendix 1
SCENARIO – ADMINISTRATIVE Officer -
Our company, a midsized retail group with 25 stores across both Sydney City and some regional areas,
has been having difficulty with its systems and procedures as there is no central focus to the
Administrative tasks. Currently, all areas of the operation attend to their own administrative tasks.
There are no set policies and procedures for administration and the reception desk is maintained under a
rotational roster between the various departments. The IT function is outsourced so there is no linkage to
different departments who in many cases are repeating what has been done by other departments.
It has been suggested that the organisation employs a suitable person at a level above that of a junior to
undertake and supervise Administrative duties and to attempt over time to establish some systems and
procedures. It is also thought that an admin assistant will be hired following this appointment.
Your task is to draft, in accordance with the instructions on page 8 of the Assessment brief, a Job
Description for the proposed employee.
Some details below may assist you.
Administrative Officer Job Purpose: Provides office services by implementing administrative systems,
procedures, and policies, and monitoring administrative projects.
Administrative Officer Job Duties:
 Maintains workflow by studying methods; implementing cost reductions; and developing reporting
procedures.
 Creates and revises systems and procedures by analyzing operating practices, recordkeeping systems,
forms control, office layout, and budgetary and personnel requirements; implementing changes.
 Develops administrative staff by providing information, educational opportunities, and experiential
growth opportunities.
 Resolves administrative problems by coordinating preparation of reports, analyzing data, and
identifying solutions.
 Ensures operation of equipment by completing preventive maintenance requirements; calling for
repairs; maintaining equipment inventories; evaluating new equipment and techniques.
 Provides information by answering questions and requests.
 Maintains supplies inventory by checking stock to determine inventory level; anticipating needed
supplies; placing and expediting orders for supplies; verifying receipt of supplies.
 Completes operational requirements by scheduling and assigning administrative projects; expediting
work results.
 Maintains professional and technical knowledge by attending educational workshops; reviewing
professional publications; establishing personal networks; participating in professional societies.
 Contributes to team effort by accomplishing related results as needed.
Skills/Qualifications: Reporting Skills, Administrative Writing Skills, Microsoft Office Skills, Managing
Processes, Organization, Analyzing Information , Professionalism, Problem Solving, Supply
Management, Inventory Control, Verbal Communication

Job description – THIS IS A TEMPLATE ONLY – It is not to be completed by hand.
Our company ABC, a midsized retail group with 25 stores across both Sydney City and some regional
areas, has been having difficulty with its systems and procedures as there is no central focus to the
Administrative tasks. Currently, all areas of the operation attend to their own administrative tasks.
There are no set policies and procedures for administration and the reception desk is maintained under a
rotational roster between the various departments. The IT function is outsourced so there is no linkage to
different departments who in many cases are repeating what has been done by other departments.
It has been suggested that the organisation employs a suitable person at a level above that of a junior to
undertake and supervise Administrative duties and to attempt over time to establish some systems and
procedures. It is also thought that an admin assistant will be hired following this appointment.
JOB TITLE: DATE:22.09.2019
REPORTS TO: Administrative offer DEPT: Administration
APPROVED BY: General Manager SUPERVISES: 1
JOB SUMMARY
Overview of the organisation (this would include information such as small, employing 15 people in the office
environment, providing administrative business advice to the Retail group. The position is based in Sydney).
Overview of the role (this would include advice that the role provided basic bookkeeping and administrative
support, reception duties and some supervision of others).
REPORTING RELATIONSHIPS
supervision of others (1 – Administration Assistant)
reporting (Operations Manager).
CONDITIONS OF EMPLOYMENT
 salary ($50,000 per annum paid monthly)
 entitlements
o annual leave (four weeks)
o sick leave (ten days)
o long service leave (pro rata after 10 years).
 tenure (ongoing, full-time)
 attendance requirements (40 hours per week, Monday – Friday, 9.00 am–5.30 pm)
notice period (four weeks either way).

DUTIES & ESSENTIAL JOB FUNCTIONS
 Maintains workflow by studying methods; implementing cost reductions; and developing reporting
procedures.
 Creates and revises systems and procedures by analyzing operating practices, recordkeeping systems, forms
control, office layout, and budgetary and personnel requirements; implementing changes.
 Develops administrative staff by providing information, educational opportunities, and experiential growth
opportunities.
 Resolves administrative problems by coordinating preparation of reports, analyzing data, and identifying
solutions.
 Ensures operation of equipment by completing preventive maintenance requirements; calling for repairs;
maintaining equipment inventories; evaluating new equipment and techniques.
 Provides information by answering questions and requests.
 Maintains supplies inventory by checking stock to determine inventory level; anticipating needed supplies;
placing and expediting orders for supplies; verifying receipt of supplies.
 Completes operational requirements by scheduling and assigning administrative projects; expediting work
results.
 Maintains professional and technical knowledge by attending educational workshops; reviewing
professional publications; establishing personal networks; participating in professional societies.
Contributes to team effort by accomplishing related results as needed
OTHER FUNCTIONS AND RESPONSIBILITIES

 answering phone calls and taking messages
 greeting people when they arrive for meetings
 preparing invoices
 receiving cheques, preparing bank deposits and going to the bank
 updating accounting records with banking and sales information using MYOB software
 undertaking basic word processing using Word
 supervision of the Administration Assistant
SELECTION CRITERIA
Notice period (four weeks either way)

to communicate with people at all levels of management
 apply effective interpersonal and team-based skills
 use a computer and computer software, including Word and MYOB
a demonstrated ability to work with a degree of autonomy.
QUALIFICATIONS AND EXPERIENCE

REQUIRED
(Certificate IV in Business Administration; two years work experience)
PREFERRED
Completed or Currently studying Bachelor of Business
Has a second language
More than 3 year experience
Hold an Australian Drive Licence
Advertisement fot the job:to be posted online –seek.com.au
Administrative Officer
JOB TITLE: Administrative officer DATE:22.09.2019
REPORTS TO: operations manager DEPT: Administration
APPROVED BY: general Manager SUPERVISES: 1
JOB SUMMARY
Overview of the organisation (this would include information such as small, employing 15 people in the office
environment, providing administrative business advice to the Retail group. The position is based in Sydney).
Overview of the role (this would include advice that the role provided basic bookkeeping and administrative
support, reception duties and some supervision of others).
REPORTING RELATIONSHIPS
supervision of others (1 – Administration Assistant)
reporting (Operations Manager).
CONDITIONS OF EMPLOYMENT

 entitlements
 attendance requirements (40 hours per week, Monday – Friday, 9.00 am–5.30 pm)
notice period (four weeks either way).
DUTIES & ESSENTIAL JOB FUNCTIONS

 receiving cheques, preparing bank deposits and going to the bank
 updating accounting records with banking and sales information using MYOB software
 supervision of the Administration Assistant
OTHER FUNCTIONS AND RESPONSIBILITIES
SELECTION CRITERIA
Notice period (four weeks either way)

to communicate with people at all levels of management
 use a computer and computer software, including Word and MYOB
a demonstrated ability to work with a degree of autonomy.
QUALIFICATIONS AND EXPERIENCE
REQUIRED
(Certificate IV in Business Administration; two years work experience)

PREFERRED
Completed or Currently studying Bachelor of Business
Applicate close date:

Assessment Task 2 Part B: Recruitment schedule and preparation for interview
Students will develop a schedule for planning activities and suggest timeframes for recruitment.
For this Assessment Task you are required to develop an action plan, listing the steps you should take to plan all
recruitment activities, based on the scenario provided for Assessment Task 2 Part A. You will also create an interview
guide, based on the position description developed in Assessment Task 2 Part A.
Procedure
 Schedule:
a. Identify all steps required to be undertaken for the recruitment process.
b. Sort them by timeframe.
c. Document in the action plan provided.
 Interview guide:
a. Develop questions for interview.
b. Note questions that need to be avoided or asked with some restriction to avoid any legislation
restrictions.
c. Write an interview guide.

Specifications
Your assessor will be checking that the action plan follows a logical progression, and incorporates:
 determining recruitment needs (position requirements/timeframes)
 planning recruitment activities (advertising internally/externally)
 organising interviews (scheduling/interview guide).
Your interview guide must contain questions which evaluate the applicable selection criteria:
 work history
 education and training
 personality, motivation and character.
The questions must not breach EEO or Anti-discrimination legislation:

 conducting interviews
 making selection decisions.

Name: ______Anna_____Ossolinska_____________________________________________
Date: ___________28.09.2019_____________________________________________
Recruitment activities – Action plan
Activity People involved By when
Consultation and determination of timeframes: Jillian (Operations 28.09.2019

 Consultations with Jillian (Operations Manager) and
Manager) and Bruce (CEO). Bruce (CEO).
Anna
Review of organisational policies and procedures to
identify timeframes and methods for placing
advertisements.
Review of or development of job description and job Jillian (Operations 01.10.2019

specifications: Manager) and
 Consultations with Jillian (Operations Bruce (CEO).
Manager) and Bruce (CEO). Anna
Approval of revised job description.
Conduct recruitment activities Jillian (Operations 08.10.2019

 develop advertisement Manager) and
Bruce (CEO).
 place advertisement
Anna
 identify selection panel members
 identify time for short listing job applicants
 arrange venue for short listing
 collect applications
distribute copies of application to panel members.
Shortlist job applicants Jillian (Operations 13.10.2019

 convene selection panel meeting Manager) and
Bruce (CEO).
 shortlisted job applicants identified by
Anna
applying selection criteria, and rating and
recording results on a checklist
 unsuccessful job applicants notified
identify suitable time for selection interviews.
Arrange interviews Jillian (Operations 16.10.2019

 arrange venue for selection interviews Manager) and
Bruce (CEO).
 develop interview schedule
Anna
 contact shortlisted job applicants

 develop interview questions
notify reception of interview details and provide copy of
schedule.
Conduct interviews Jillian (Operations 18.10.2019

 Ask questions related to selection criteria Manager) and
covering and which provided the Bruce (CEO).
opportunity to the job applicant to expand Anna

on the information provided in the
application:
o work experience
o education and qualifications
o personal characteristics.
Identify preferred job applicants.
Conduct reference checks: Jillian (Operations 20.10..2019

Contact nominated referees. Manager) and
Bruce (CEO).
Anna
Make selection decision and gain acceptance from Jillian (Operations 22.10.2019
management Manager) and
 Rank job applicants. Bruce (CEO).
 Draft selection report. Anna
 Selection panel approve report.

Submit report to management (CEO).
Prepare letter of offer and employment contract Jillian (Operations 24.10.2019

 Contact selected job applicant and advise of Manager) and
the panel’s decision. Bruce (CEO).
Anna
 Prepare letter of offer.
 CEO to sign letter of offer.
 Mail letter of offer to preferred job
applicant.
 Receive notice of acceptance.
 Draft employment contract.
Job applicant and CEO sign contract.
Notify applicants Jillian (Operations 26.10.2019

 Prepare letters to unsuccessful job Manager) and
applicants. Bruce (CEO).
Mail letters to unsuccessful job applicants. Anna
Prepare for induction Jillian (Operations 28.10.2019

Manager) and
Bruce (CEO).
Anna
Questions pertaining to selection criteria including: Jillian (Operations 30.10.2019

 work history, which identified that the job Manager) and
4 weeks
Bruce (CEO).
applicant possessed at least two years prior
experience in a similar role? Anna
 Aligning the job applicant to the selection

criteria which:
o Enabled the job applicant to
demonstrate their understanding of
computer usage, Word and MYOB?
o Provided an opportunity to the job
applicant to demonstrate that they
possessed communication skills that
would enable them to relate to clients at
all levels of management?
o Provided an opportunity to the job
applicant to demonstrate that they
would be an effective team member?
o Required the job applicant to
demonstrate that the possessed strong
interpersonal skills?
o Created an opportunity for the job
applicant to demonstrate their ability to
work autonomously?
 Education and training which:
o Confirmed that the job applicant held a
Certificate IV in Business Administration
or equivalent and/or a Bachelor of
Business?
Provided the opportunity for the job applicant to relate
their learning to the role described in the job
description?
A mix of question styles (a range of open and closed Jillian 01.11.2019

questions; scenario based questions).
Bruce
Anna

Interview question:
1. Can you tell me a little about yourself?

2. How did you hear about the position?
3. What do you know about the company?
4. Why do you want this job?
5. Why should we hire you?
6. What are your greatest professional strength?
7. What do you consider to be your weaknesses?
8. What is your greatest professional achievement?
9. What is your dream job?
10. What is your management style?
11. What do you like to do outside of work?
12. Are you planning on having children?
13. What are your goals for the future?
14. How do you respond to working under pressure?
15. Do you have any questions for me?
Inappropriate questions:
1. What is Your age?

2. What is Your sexual preference?
3. What is Your gender identity?
4. What is Your physical features?
5. What is Your political or religious beliefs?

Marking Guide Assessment Task 2:
Outcomes
Satisfactory
Yes No
Did the Student submit the required assessment in the

specified format using the templates provided?
Part A
specified timeframe?

specified format using the templates provided?
Part B
specified timeframes?
Record of performance
Satisfactory
Did the job description include:
Yes No
Job title (Administrative officer or chosen) nazwac firme
Approvals (Operations Manager and CEO)
Job summary statement

 Overview of the organisation (this would include information
such as small, employing 15 people in the office environment,
providing administrative business advice to the Retail group.
The position is based in Sydney).
 Overview of the role (this would include advice that the role
provided basic bookkeeping and administrative support,
reception duties and some supervision of others).

Satisfactory
Yes No
Relationships
 supervision of others (1 – Administration Assistant)
 reporting (Operations Manager).
Conditions of Service/employment
 entitlements
 attendance requirements (40 hours per week, Monday –
Friday, 9.00 am–5.30 pm)
 notice period (four weeks either way).
Details of tasks and responsibilities, including requirements to use

specific software. This would include:
 receiving cheques, preparing bank deposits and going to the
bank
 updating accounting records with banking and sales
information using MYOB software
 supervision of the Administration Assistant.
Selection criteria
 notice period (four weeks either way)
 ability to communicate with people at all levels of management
 use a computer and computer software, including Word and
MYOB
 a demonstrated ability to work with a degree of autonomy.
Qualifications and experience.

 required (Certificate IV in Business Administration; two years
work experience)
 preferred (Completed or Currently studying Bachelor of

Satisfactory
Yes No
Business).
Job advertisement
Satisfactory
Did the job advertisement include the following:
Yes No
Job title (Receptionist)
Location of the position (Sydney)
Brief description of key job responsibilities. This description would

include:
 receiving cheques, preparing bank deposits and going to the
bank
 updating accounting records with banking and sales
information using MYOB software
 supervision of the Administration Assistant.
Description of reporting relationship – reporting to Operations

Manager and supervising the Administration Assistant.
Brief description of the organisation (this would include small,

employing 15 people, providing strategic business advice to
governments and large blue chip organisations).
Minimum requirements
 experience
 education/qualifications.
Any unusual requirements for a person in this role

 work with a reasonable degree of personal autonomy.
‘How to apply’ information

 contact name (Employment Manager)

Satisfactory
Did the job advertisement include the following:
Yes No
 method of applying (writing )

 make provision for a closing date
 make provision for phone number for additional information
 provide responses to selection criteria and a copy of supporting
documents such as resume.
The advertisement should not contain any reference to:

 age
 gender
 marital status
 religion
 political affiliation
 sexual preference
 family situation
 appearance.
Satisfactory
Did the schedule show evidence of:
Yes No
Consultation and determination of timeframes:
 Consultations with Jillian (Operations Manager) and Bruce

(CEO).
 Review of organisational policies and procedures to
identify timeframes and methods for placing
advertisements.
Review of or development of job description and job specifications:
 Consultations with Jillian (Operations Manager) and Bruce

(CEO).
 Approval of revised job description.

Satisfactory
Yes No
Conduct recruitment activities
 develop advertisement
 place advertisement
 identify selection panel members
 identify time for short listing job applicants
 arrange venue for short listing
 collect applications
 distribute copies of application to panel members.
Shortlist job applicants
 convene selection panel meeting

 shortlisted job applicants identified by applying selection
criteria, and rating and recording results on a checklist
 unsuccessful job applicants notified
 identify suitable time for selection interviews.
Arrange interviews
 arrange venue for selection interviews

 develop interview schedule
 contact shortlisted job applicants
 develop interview questions
 notify reception of interview details and provide copy of
schedule.
Conduct interviews
 Ask questions related to selection criteria covering and

which provided the opportunity to the job applicant to
expand on the information provided in the application:
o work experience
o education and qualifications
o personal characteristics.
 Identify preferred job applicants.

Satisfactory
Yes No
Conduct reference checks
 Contact nominated referees.
Make selection decision and gain acceptance from management
 Rank job applicants.

 Draft selection report.
 Selection panel approve report.
 Submit report to management (CEO).
Prepare letter of offer and employment contract
 Contact selected job applicant and advise of the panel’s

decision.
 Prepare letter of offer.
 CEO to sign letter of offer.
 Mail letter of offer to preferred job applicant.
 Receive notice of acceptance.
 Draft employment contract.
 Job applicant and CEO sign contract.
Notify applicants
 Prepare letters to unsuccessful job applicants.

 Mail letters to unsuccessful job applicants.
Prepare for induction

Satisfactory
Yes No
Questions pertaining to selection criteria including:
 work history, which identified that the job applicant

possessed at least two years prior experience in a similar
role?
 Aligning the job applicant to the selection criteria which:
o Enabled the job applicant to demonstrate their
understanding of computer usage, Word and MYOB?
o Provided an opportunity to the job applicant to
demonstrate that they possessed communication skills
that would enable them to relate to clients at all levels
of management?
o Provided an opportunity to the job applicant to
demonstrate that they would be an effective team
member?
o Required the job applicant to demonstrate that the
possessed strong interpersonal skills?
o Created an opportunity for the job applicant to
demonstrate their ability to work autonomously?
 Education and training which:
o Confirmed that the job applicant held a Certificate IV in
Business Administration or equivalent and/or a
Bachelor of Business?
o Provided the opportunity for the job applicant to relate
their learning to the role described in the job
description?
A mix of question styles (a range of open and closed questions;

scenario based questions).
Comments/feedback to participant
Outcome:  Successful  Unsuccessful
Assessor name:
Assessor signature:

Assessment Task 3
Submission details
Student’s Name Anna Ossolinska
Assessor’s Name .
Part A : Conduct an interview
Students will be able to conduct an interview in a simulated work environment and make selection
decisions.
For this Assessment Task you should use the scenario provided in Assessment Task 2 to conduct an
interview, make a selection decision, and discuss/explain reasons for the decision with your assessor. You
should use the interview guide developed in Assessment Task 3 as the basis of the interview you conduct.
Your assessor will arrange an interview schedule.
Procedure
 Prepare the environment for the interview.

 Review interview guide and job specifications.
 Conduct the interview.
 Evaluate the applicant.
 Make assessment decision and discuss with your assessor.
Specifications
Your assessor will be checking that the interview is conducted in an appropriate environment, and the
following key steps are followed:
 Environment suitable for an interview – chairs facing each other or on a slight angle with no barrier
between/water provided/private area without interruptions.
 Welcome and greet the applicant appropriately – smile/shake hands/ say welcome/thank them for
coming/make small talk e.g. weather/introduce yourself/explain how the interview will take place.
 Conduct the interview according to the interview guide developed in Assessment Task 3.
 Listen and respond appropriately – maintain eye contact/paraphrase/nod/ open body language.
 Ask follow-up or probing questions when required – questions which follow a previous question but
ask for more detailed information.

 Record and rate responses on a ranking sheet.
 Close the interview and advise applicant of next steps – ask them if they have any questions/tell
them you will be interviewing other applicants and making decisions (provide timeframe)/let them
know how they will be contacted e.g. phone or letter/thank them for coming/walk them to the
door/shake hands.
 Evaluate the applicant against the pre-determined criteria for selection.
 Justify your decision – identify why you selected one Student over another or why you found the
applicant suitable/not suitable, based on objective information gained through the interview
process.

Assessment Task 3 Part B Letter of offer
Students will be able to develop a letter of offer and employment contract.
For this Assessment Task you are required to conduct internet research and view a variety of examples of letters of
offer and employment contracts, then develop a letter of offer for the vacancy identified in Assessment Task 2. The
letter of offer is to be addressed to the job applicant identified as being the preferred Student in Assessment Task 4.
You must also complete an extract of a contract of employment to accompany the letter of offer.
Procedure
 Review samples and examples of letters of offer and employment contracts on the internet.
 Identify the key areas for inclusion.
 Develop a letter of offer and extract of an employment contract.
Specifications
Your assessor will be expecting, at a minimum, the following areas to be covered:
 new employee’s name
 nature of the job
 remuneration as a total package
 other benefits, such as a bonus and non-packaged items (e.g. company car)
 annual leave, sick leave, maternity/paternity leave
 terms and conditions of resignation/termination, including notice period.
29.09.2019
Private and confidential

Anna Ossolinska
Dear Operation Manager

Letter of engagement
I am pleased to offer you employment in the position of Administrative Officer with us at XYZ (‘the
employer’) on the terms and conditions set out in this letter.
1. Position
1.1 Your start date will be 10 October
1.2 Your employment will be ongoing, full-time
1.3 The duties of this position are set out in the attached position description. You will be required to
perform these duties, and any other duties the employer may assign to you, having regard to your
skills, training and experience.
1.4 You will be required to perform your duties at Sydney, or elsewhere as reasonably directed by the
employer.
2. Probation
This clause is optional. Delete all of clause 2 if no probation period will apply.
2.1 A probation period will apply for the first 3 months of your employment. During this time we will
assess your progress and performance in the position.
What is a reasonable probation time will depend on things like industry practice, the job and individual
circumstances. Please note that having a probationary period will not affect an employee’s entitlement
to lodge an unfair dismissal complaint. Unsure or want more information? Contact the Fair Work
Infoline on 13 13 94.
2.2 During the probation period you or the employer may end your employment by providing notice in
accordance with the table in clause 8.1 below.
3. Terms and conditions of employment
3.1 Unless more generous provisions are provided in this letter or in the attached Schedule, the terms
and conditions of your employment will be those set out in the XYZ Company and applicable
legislation. This includes, but is not limited to, the National Employment Standards in the Fair Work
Act 2009. Neither the XYZ Company nor any applicable legislation are incorporated into your contract
of employment.
Call the Fair Work Infoline on 13 13 94 for information about your award or enterprise agreement.

3.2 The additional terms and conditions set out in the attached Schedule will also apply to your
employment.
4. Ordinary hours of work

4.1 Your ordinary hours of work will be 40 per week, plus any reasonable additional hours that are
necessary to fulfil your duties or as otherwise required by the employer.
What are reasonable additional hours? There are many things you need to consider. Call the Fair Work
Infoline on 13 13 94 for information and advice.
4.2 Your ordinary hours of work may be averaged over a 40 week period.
This clause is optional and can be deleted. There are strict rules about when and how hours can be
averaged. For help call the Fair Work Infoline on 13 13 94.
5. Remuneration
5.1 You will be paid monthly at the rate of $50,000 per month
5.2 The employer will also make superannuation payments on your behalf in accordance with the
Superannuation Guarantee (Administration) Act 1992.
If superannuation is set out in your award or enterprise agreement you must pay at least that amount. If
you are unsure about superannuation, contact the Super Hotline on 13 10 20. Or, contact the Fair
Work Infoline on 13 13 94 to check your award/enterprise agreement.
5.3 Your remuneration will be reviewed annually and may be increased at the employer’s discretion.
Note that the employee must always be paid in line with, or above, the relevant minimum wage.
6. Leave
6.1 You are entitled to leave (e.g. annual leave, personal leave, carers leave, compassionate leave,
parental leave, community service leave and long service leave) in accordance with the four weeks
and the National Employment Standards.
7. Your obligations to the employer
7.1 You will be required to:
(a) perform all duties to the best of your ability at all times;
(b) use your best endeavours to promote and protect the interests of the employer; and
(c) follow all reasonable and lawful directions given to you by the employer, including complying
with policies and procedures as amended from time to time. These policies and procedures
are not incorporated into your contract of employment.

8. Termination of employment
8.1 Under the Fair Work Act 2009 the employer may terminate your employment at any time by providing
you with notice in writing in accordance with this table:
Length of continuous service with employer Period of notice

Not more than 1 year 1 week
More than 1 year but less than 3 years 2 weeks
More than 3 years but less than 5 years 3 weeks
More than 5 years 4 weeks
If you are covered by an award or enterprise agreement that has longer periods of notice, you need to
amend this table so it is in line with the more generous provisions.
8.2 You are entitled to an additional week’s notice if you are over 45 years old and have completed at
least 2 years of continuous service with the employer on the day the notice of termination is given.
8.3 If you wish to terminate your employment you are required to provide the employer with prior notice
in accordance with the table at 8.1 above.
9. Confidentiality
Depending on your industry and the type of work the person will be doing, you may wish to seek
independent legal advice about the protection of intellectual property.
9.1 By accepting this letter of offer, you acknowledge and agree that you will not, during the course of
your employment or thereafter, except with the consent of the employer, as required by law or in
the performance of your duties, use or disclose confidential information relating to the business of
the employer, including but not limited to client lists, trade secrets, client details and pricing
structures.
10. Entire agreement
10.1 The terms and conditions referred to in this letter constitute all of the terms and conditions of your
employment and replace any prior understanding or agreement between you and the employer.
10.2 The terms and conditions referred to in this letter may only be varied by a written agreement signed
by both you and the employer.
If you have any questions about the terms and conditions of employment, please don’t hesitate to contact
Operations Manager.
Employees and employers may also seek information about minimum terms and conditions of employment
from the Fair Work Ombudsman. You can contact them on 13 13 94 or visit their website at
www.fairwork.gov.au.

To accept this offer of employment please return a signed and dated copy of this letter to me by 30 september
Yours sincerely,
Anna Ossolinska
I, Anna Ossolinska, have read and understood this letter and accept the offer of employment from XYZ on the
terms and conditions set out in the letter.
Signed:___________________________________________________________________________ Date:__________/____________/ ____________
Print name:_________________________________________________________________________________________________________________________
Kimberly Walsh
HR Manager
Irwin Company Ltd.
470 Georgina Road
Easton, PA 19383
September 29, 2019
Mr. David Hoffman

336 Coal Street
Easton, PA 73601
Dear Mr. Hoffman:
Irwin Company Ltd. is pleased to formally offer you the position of an Administrative
Assistant at our new office in Easton. As discussed, you will be responsible for handling
the administrative support functions of this particular office. Please note that specific duties
are detailed in the job description document enclosed with this letter.
As an administrative assistant, you will be directly reporting to the branch manager. You
will be required to report to work 5 days a week (Monday to Friday) and your working hours
will be 9 am to 5 pm.
Your compensation package includes an annual salary of $48,598, which will be paid into
your account monthly. You are also entitled to the company’s employee benefit plan, which
will provide you with access to sick leaves, vacation time and bonuses – all these are also
detailed in the enclosure.

Please signify your acceptance of the terms and conditions provided in this letter and its
enclosures, by signing and dating this document, and returning to us on an immediate
basis.
You may retain a copy of this letter (also enclosed) for your reference. We look forward to
having you join Team Irwin from Monday, March 25, 2019. If you require any further
information or have concerns, you can reach me at (000) 457-5241.
Sincerely,
(Signature)
Kimberly Walsh
HR Manager
Irwin Company Ltd.
470 Georgina Road
Easton, PA 19383

Assessment Task 3 Part C Induction checklist
Students will be able to identify and plan for a workplace induction.
For this Assessment Task you will develop an induction checklist, showing all elements required for an effective
induction for a new employee.
Procedure
 Review samples and examples of induction checklists on the internet.

 Identify the key areas for inclusion.
 Develop an induction checklist.
Specifications
Your assessor will be expecting, at a minimum, the following areas to be covered:

 orientation to the local work area
 detailed induction to work area
 OHS checklists completed and correctly filed
 job role and performance expectations.

Marking Guide: Assessment Task 3 Part A: Conduct an interview
Outcomes
Satisfactory
Yes No
Did the Student conduct the required assessment on the

Part A
required date in the specified format?

specified format?
Part B
The preferred applicant’s name (the person identified in

Assessment Task 4).

Part C
specified format?



Satisfactory
Did the Student demonstrate the following:
Yes No
Arranged the room to avoid barriers and ensure privacy and safety by:
 Arranging chairs to face each other or placed on a slight angle?
 Ensuring there were no physical barriers between the
interviewer/s and the job applicant/s?
 Ensuring the area used for the interview was private?
 Ensuring that the chance of interruption was minimised by
advising reception of the interviews and/or placing a notice near
the interview room stating that interviews were in progress and
not to be interrupted?
Greet and welcomed the applicant by:

 Introducing self and other panel members to the job applicant?
Shaking hands with the job applicant when they met.
 Using positive language when greeting the job applicant?
 Using ice-breakers (e.g. comment about the weather, parking,
news bulletin) before commencing the interview?
Explained the interview process by:
 Providing an overview of the process to date?

 Explaining how the interview would be conducted (e.g. using a
structured or unstructured questioning process)?
 Explaining that the job applicant would have an opportunity to
ask questions and to make a closing statement?
Applied an appropriate interview technique by:
 Asking open-ended questions to relax the applicant?

 Asking questions relevant to the position?
 Asking questions which were not in breach of EEO or Anti-
Discrimination legislation?
 Using a variety of questioning styles, including direct and
behavioural questions?
 Using follow-up questions and probed for detail if required?
 Asking sufficient questions to adequately determine suitability?
 Taking down notes to assist recall in making the selection and to
prepare the interview report?
 Allowing the applicant to ask questions.
 Respond appropriately to questions from the applicant?
 Rating the job applicant’s responses on a rating and recording
sheet?
Finalised the interview by:
Comments/feedback to participant
Outcome:  Successful  Unsuccessful
Assessor name:
Assessor signature:

Assessment BSBHRM405 Support The Recruitment - 2017

Uploaded by

Copyright:

Available Formats

Assessment BSBHRM405 Support The Recruitment - 2017

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Assessment BSBHRM405 Support The Recruitment - 2017

Uploaded by

Copyright:

Available Formats

CASS TRAINING

Assessment Cover Sheet

BSB42015 Certificate IV in Leadership and

Unit Name: BSBHRM405 Support the recruitment, selection and

Student Name Vivien Horvath

I have received the Assessment Feedback on _________________________(Date)

Assessor Signature Date

BSBHRM405 Version 17 Page 2 of 43

Student’s Name Vivien Horvath

1. Complete the written test.

BSBHRM405 Version 17 Page 3 of 43

Part A – Complete the diagram

3. Flexible hours and working arragments

3. Curriculum Vitae (CV) or resume

3. An introduction to other employees and managers

3. Managing employees exit

BSBHRM405 Version 17 Page 5 of 43

1. Over time worker

3. Replacement the old worker

2. What might be the consequences of failing to anticipate recruitment needs?

1. Wasting money and time

2. Employee will lose confident from who hiring

1. Write good instruction to person

2. Clearly informations about what kind job

3. Know company visions and missions

4. Why is it important to integrate and induct people into an organisation?

1. Good communications and motivation between supervisor and collague and

2. Feel the make a right decisions

3. Feel welcome and comfortable

5. The human resource lifecycle is portrayed as a circle. Please explain why?

BSBHRM405 Version 17 Page 6 of 43

BSBHRM405 Version 17 Page 7 of 43

Did the Student submit correct answers to the required assessment in

 Label the diagram of the HR lifecycle?

 Identify three activities for each of the five stages

BSBHRM405 Version 17 Page 8 of 43

Student’s Name Anna Ossolinska

Write an advertisement for the job:

 determine the layout for the advertisement

 write the advertisement.

 brief job description

 brief description of the organisation

 minimum requirements (experience/qualifications)

 any unusual features of the job (travel/physical requirements)

 how to apply (contact name/closing date/selection criteria)

 Compliance with EEO and anti-discrimination legislation.

BSBHRM405 Version 17 Page 10 of 43

SCENARIO – ADMINISTRATIVE Officer -

Some details below may assist you.

Administrative Officer Job Duties:

BSBHRM405 Version 17 Page 11 of 43

JOB TITLE: DATE:22.09.2019

REPORTS TO: Administrative offer DEPT: Administration

APPROVED BY: General Manager SUPERVISES: 1

BSBHRM405 Version 17 Page 12 of 43

Contributes to team effort by accomplishing related results as needed

OTHER FUNCTIONS AND RESPONSIBILITIES

Notice period (four weeks either way)