Assessment Task 1 BSBHRM506 (2)

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Assessment Task 1 BSBHRM506 (2)

Assessment Task 1

BSBHRM506 Manage recruitment selection and induction processes

Recruitment and selection policy and set of procedures

The management of the recruitment and selection process will enhance the company’s reputation as an employer of choice.

Recruitment will be conducted by staffs who are informed about effective and equitable recruitment processes.

The selection processes will be designed to assess applicants against the selection criteria for the role. The processes will reflect good human resource practice, and be merit based, providing evidence of the required capabilities incorporating the principles listed below:

  • Confidential
  • Transparent
  • Timely and cost efficient
  • Effective
  • Free from conflict of interest
  • It is the responsibility of the General Manager and the Training Manager to ensure that the selection process meets the above criteria and that the process is conducted as evidence based process.

    Applicants will be treated with respect throughout the recruitment process, provided with sufficient information to make an informed choice of their suitability for the role, have their personal documentation held in confidence, be informed of the outcomes in a timely manner, and have access to feedback.

    Advertising of vacant position

    Normally all vacant positions will be advertised externally. In any of the following circumstances, appointment may be made without external advertisement: Wherein work is required for specific limited purpose, an appointment to a time limited contract may be made without advertisement.

    Where a staff member has been appointed on a time based contract and has proven to perform satisfactorily in the role, the position can be deemed ongoing by the RTO if it is considered that advertising in unlikely to attract a more suitable candidate.

    Appointment

    Appointment may only be made if the General Manager has approved the position description. All appointees will be required to sign an employment agreement which outlines the terms and conditions of the position.

    Probation

    New appointment to all positions will be subject to a probation period. The probation period term will be stated at the interview and in the letter of offer to the successful applicant. Training and management positions will have a probation period of 3 months.

    Implementation Procedure

    BS TRAINING is committed to ensuring that each staff member who is involved in training, assessment or client services and administration is competent for the functions that they perform. We

    do this by:

  • Having clearly defined roles specified in the Position descriptions
  • Following the Staff Recruitment Policy, which includes recruiting staff based on the competencies required, as spelled out in the Standards for NVR Registered Training Organisations , the National Training Package for Training and Assessment (currently TAE), or any other applicable National Training Package.
  • Inducting staff in a structured manner, following the Staff Induction Policy.
  • Ensuring that all staff are competent as per the current training package for workplace assessment and training. We do this initially by sighting and taking a copy of original qualifications from all staff that we hire.
  • ......

    Assessment Task 1 BSBHRM506 (2)
    Last updated: Feb 2024

    Page 1

    ly by sighting and taking a copy of original qualifications from all staff that we hire.

  • Ensuring that staff maintain competency, by undertaking regular reviews of training and assessment materials with staff, undertaking skills audit of staff, and by undertaking regular client evaluation surveys.
  • Continue to develop and up-grade the skills of staff by following regular general professional development activities as well as customised individual professional development activities.
  • Communications plan

    Training evaluation form

    Document with answers to the 6 questions in the procedure

  • describe recruitment and selection methods, including assessment centres
  • Step 1: Understand the business needs and create job analysis.

    Step 2: Understand what the company wants

    Step 3: Write a job description

    Step 4: Decide on the selection process and criteria

    Step 5: Identify sources and launch search

    Step 6: Shortlist candidates

    Step 7: Make your selection – Interview, assessment, reference check, medical – dig deep

    Step 8: Offer

    Step 9: Onboarding and Training

    Step 10: Review

  • explain the concept of outsourcing
  • Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results

  • describe the purpose of employee contracts and industrial relations
  • An employment contract can help you attract and retain key employees. While you can’t force employees to stay, a contract can ensure that they’ll provide reasonable notice prior to departure–typically 60 to 90 days.

    Employment contracts also help protect critical trade secrets, and are especially critical in high-tech companies. An employment contract can prohibit employees from revealing company secrets, working for the competition or soliciting customers.

  • summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
  • the Equal Pay Act 1970
  • the Sex Discrimination Act 1975
  • the Race Relations Act 1976
  • the Disability Discrimination Act 1995
  • the Employment Equality (Religion or Belief) Regulations 2003
  • the Employment Equality (Sexual Orientation) Regulations 2003
  • the Employment Equality (Age) Regulations 2006
  • the Equality Act 2006, Part 2
  • the Equality Act (Sexual Orientation) Regulations 2007
  • ...

    Assessment Task 1 BSBHRM506 (2)
    Last updated: Feb 2024

    Page 2

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