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BSBHRM506 Manage recruitment selection and induction processes-1

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Appendix 1– Position Description Template

Do not alter or delete sections from this template.


Position Description
Job title:Supervisor Reporting to: Manager of building   
Salary per annum:$54000Superannuation:$4500
Responsibility areas 

(list a minimum of five areas)
  • Train the employees to work efficiently to ensure smooth and        continuous operations
  • Select new candidates by taking interviews whenever necessary
  • Maintaining the employee attendance records and leave reports
  • Assisting various policies to the management staff that would help        in meeting business goals
  • Managing appraisals and performance evaluation for employees
  • Performing the locker assignment and uniform distribution to the new        recruited employees
  • Develop a working environment that is safe and achievement oriented
  • Implementing the production plans with respect to the approved schedule
  • Monitoring the on-going work and identifying the problems if any
  • Finding appropriate solutions to the identified problems

Role competencies 

(list a minimum of 10 items)
·Communication
·Coaching
·Credibility
·Motivate others
Essential 
selection criteria 

(list a minimum of five items)
  • problem-solving

  • supervisory/management


  • teamwork

  • written communication skills

  • leadership


Appendix 2 – Feedback Form (Senior Managers)

Do not alter or delete sections from this template.



Feedback Form   (Senior managers)
InstructionsPlease take the time to address each   feedback item below by ticking the relevant category (i.e. strongly agree,   disagree, agree, strongly disagree).
Name:Supervisor 
Date:06/08/18

Feedback   item Strongly   AgreeAgreeDisagreeStrongly   DisagreeComments
The recruitment policy includes procedures for screening applicants




Good point discussed
The recruitment policy provides information about the advertising   protocol for vacant jobs



Well explained 
The recruitment policy lists all relevant legislation that must be   adhered to



Clear information
The selection policy details clear information about the interview   process 




Well explained
The selection policy guides the decision maker



Well explained 
The selection policy provides clear instruction on making an   employment offer



Have doubt on points
The induction policy contains vital information about the orientation   process 



Well explained
The induction policy provides information about training options 



Well explained
The position description lists the selection criteria,   responsibilities and competencies of the role



Well explained
Other   comments


No comments








Appendix 3 – Letter of Offer


Date: 12/08/18

Participant name:  Aman  kumar

Address: 5 sander court Bentley


Dear  jigesh kumar,

 This is to inform you that you are selected for our Company for the organization and this department is very much responsible for managing the resources. You who are manly related to employees in order to understand the values of the labour relations will conduct it and you have to garner their attention as it was being mentioned to you previously. 


Use some of the details from the employment contract.

The contract is between an "employee" and an "employer". It has arisen out of the old master-servant law, used before the 20th century. Nevertheless, generally, the contract of employment denotes a relationship of economic dependence and social subordination

  • Terms of Employment
  • Employee Responsibilities
  • Employee Benefits
  • Employment Absence
  • Dispute Resolution
  • Nondisclosure Agreements
  • Ownership Agreements
  • Assignment Clauses
  • Employment Opportunity Limitations
  • Grounds for Termination

Regards,

[Aman kumar]


Appendix 4 – Induction Checklist

Do not alter or delete sections from this template.


Induction Checklist
Employee name: 
Induction date: 
Item Checklist itemYES / NO
1The structure Yes
2The type of work no
3 Introducing the key people and their roles yes
4Explaining the   conditions of the employment no
5Explaining the pay yes
6Explaining the securityyes
7Showing the work   environment yes
8Explaining the   process of training yes
9Explaining the work   health and safety  administration yes
10Showing the health   and safety environmentyes





















Appendix 5 – Feedback Form (Induction Process)

Do not alter or delete sections from this template.



Feedback   Form (Induction Process)
Instructions

Please take the time to address each   feedback item below by ticking the relevant category (i.e. strongly agree,   disagree, agree, strongly disagree).
Name:Aman Kumar 
Date:July, 17

Feedback   item Strongly   AgreeAgreeDisagreeStrongly   DisagreeComments
I received a copy of the induction   checklist 
yes

Effective   communication was used
I understood all items that were covered orientation
Yes 

Effective   language was used
I was provided with company policies and   procedures  Yes 


Effective   communication protocol was used
I was provided with equipment manuals  Yes 


Effective   listening conducted
The induction process did not cover enough content Yes 


Effective   working  relationship noted
Every person had an opportunity to ask   questions 
Yes 

Effective  consultation was engaged
All of my questions were addressed on the   dayYes 


Suggestions were   made
I received all relevant paperwork 
Yes 

Objective  was performed
Other   comments 








Appendix 6 – Letter of Termination


Date: [17.07.18 ]

Participant name:  [Jigesh Kumar  ]

Address: [5 sander court Bentley

 ]

Dear Jigesh kumar ,


The purpose of the letter is to inform you that you are terminatedform the organization because of the poor performance .Your performance is hampering the growth of the organization The reasons is listed below

  1. Incompetence, including lack of      productivity or poor quality of work
  2. Insubordination      and related issues such as dishonesty or breaking company rules
  3. Attendance      issues, such as frequent absences or chronic tardiness
  1. 4.arriving 20 minutes late to work 
  2. 5. taking 2 hour lunch breaks
  3. 6. greeting the occasional customer
  4. 7. denying staff the opportunity to undertake professional development 
  5. 8. using the petty cash to purchase coffee each day
  6. 9. using the company car for personal use 


Regards,

[Aman Kumar ]


Appendix 7 – Third Party Report

Do not alter or delete sections from this section.

The completion of this Third Party Report is an important part of collecting quality evidence to assess a candidate’s performance in this unit of competency. The appropriate person (that is, Third Party Observer) to complete this report must be in a position to observe and make valid comments on the candidate’s performance. For example;

  • Supervisor
  • Manager 
  • Team leader 


The Third Party observer must hold a business qualification which is at a Diploma level or higher. A JP certified copy of the certificate must be submitted with this Third Party Report.


IMPORTANT NOTE: Every item in the Third Party Report must be covered in the video delivery session. 


Instructions to the observer

 

1. The student must carry out the induction session with a group of four (4) participants. 


2. Prior to the delivery of each session, the observer must:


    • familiarise yourself with       Appendix 7 – Third Party Report 
    • refer to Appendix 9 –       Glossary 
    • clarify any points in the       Third Party Report with either the candidate or the candidate’s assessor       (you may contact an assessor at First Choice Training if you have any       questions about this document and what is required)


IMPORTANT NOTE: When completing the Third Party Report, please refer to Appendix 7 – Glossary which contains definitions of key terms and words used in the Third Party Report.


3. When completing the Third Party Report, the observer must:


    • comment on all sections of       the Appendix 7 – Third Party Report 
    • not ‘tick and flick’  the items in the checklist without       detailed comments
    • provide detailed comments       regarding the candidate’s performance, as this information will be used       by First Choice Training trainer/assessor to make a professional       judgement of the candidate’s competence
    • provide written feedback       to the candidate on their overall performance
    • hand write all comments on       the checklist (hand-writing must be legible)


  1. On completion of the session delivery, the observer must: 

    • provide verbal feedback       to the candidate
    • return the completed       Third Party Report to the candidate
    • provide the candidate       with a JP certified  copy of theirbusiness       qualification which is at a Diploma level or higher



Third Party Report

Candidate full name:
Third Party full name:
Project  number:
OBSERVATION AREAS

OUTCOME


YESNOCOMMENTS
  • Engages in two-way communication with the audience 


Effective communication was used
  • Uses   open-ended questions


Effective language was used
  • Uses active listening techniques


Effective listening conducted
  • Uses        appropriate language to suit        the audience


Effective working  relationship noted
  • Uses non-verbal cues to present        information 


Effective  consultation was engaged
  • Seeks        verbal feedback from the participants


Suggestions were made







Third Party Declaration
Full name
Phone
Email
Company name
Position Title
Do you agree to be contacted?(please tick)YesNo
Do you hold a business qualification at a Diploma level (or higher)?   (please tick) YesNo
Duration of time working with the candidate
Relationship to candidate
IInsert   full name:make the following   declaration:
  • I participated in the evidence gathering process and understood how to   collect the required evidence.
  • I personally observed the above named candidate from start to finish   for the delivery session.
  • All information and statements made in the Third Party Report are true   and accurate.
Signature of Third Party
Date















Witness   Declaration (to Third Party signature)
Full name
Signature of witness


Date



Appendix 8 – Observation Checklist (Internal)

Do not alter or delete sections from this section.

A First Choice Training trainer/assessor will use the Observation Checklist (Internal) to assess the delivery session. The assessor can only comment on what they hear and see in the video footage that has been supplied by the candidate. The assessor must complete this Observation Checklist for each session.


Observation   Checklist (Internal)

Candidate full name:
Assessor full name:
Project  number:
OBSERVATION AREAS

OUTCOME


YESNOCOMMENTS
  • Engages in two-way communication with the audience 


Effective communication was used
  • Uses   open-ended questions


Effective language was used
  • Uses active listening techniques


Effective communication protocol was   used
  • Uses        appropriate language to suit        the audience


Effective listening conducted
  • Uses non-verbal cues to present        information 


Effective listening conducted
  • Seeks        verbal feedback from the participants


Effective  consultation was engaged






Appendix 9 – Glossary (definitions for the third party observer)

Do not alter or delete sections from this section.

Key word/sExplanations
Audience The group of learners in attendance at a   session.
Active listening Active listing involves listening to the   information, understanding the information, providing feedback and responding   appropriately. 
Body languageThe gestures,   postures, and facial expressions by which a person manifests various   physical, mental, or emotional states and communicates nonverbally with   others. 
Closed questions Closed questions are often used to seek a one or   two word reply such as yes or no. This method of questioning is useful when   you are trying to obtain concise answers.
Dressed appropriately Many industries have a dress policy and the   candidate needs to dress appropriately according to that policy. Whether that   be safety gear ( such as personal protective equipment, hi-visibility   clothing, steel cap boots, safety gloves and glasses, ear muffs) in the   workplace for factories and mines or a business attire (such as a tie,   collared shirt, dress pants, enclosed shoes) for an office environment.
Facilitation skillsThe act, process, or experience of gaining   knowledge through skill (hands on) based learning. To conduct training where   the learner gains practical skills (not a lecture).
HandoutsA document that contains topical   information and is distributed to students to help them focus on the session   topic.
Inappropriate behaviourExamples include; an individual that   controls the class and dominates others; uses culturally sensitive language;   makes sexist comments and offensive gestures or body language.
Intonation The variation of spoken pitch which   indicates the attitudes and emotions of the speaker.
LanguageSee inappropriate behaviour above. Also,   this refers to using industry specific language that is suitable for the   level of the students and their learning.
Legal and ethical requirements
Legal and ethical requirements may include the following:
  • codes   of practice
  • confidentiality   and privacy laws
  • legislation   relating to companies and associations
  • requirements   for public meetings
MaterialsExamples of materials can include tools   (e.g. cooking utensils, PPE items or apparatus) for the performance of a   given task.
Monitoring The ability to analyse a situation,   identify any issues, resolve any problematic situations and ensure any   activities are carried out properly. 
Non-verbal cues Consists of body language, and gestures,   eye contact, facial expressions 
Open-ended and probing questionsOpen questions allow the other person to provide   a more detailed answer and encourage involvement in the conversation
Organisational requirements
Organisational requirements may include the   following:
  • consensus   required
  • informal   discussion
  • majority   of members to agree
  • restricting   discussion to agenda items
  • speaking   through the chairperson
  • time   limit on speakers
  • waiting   to be recognised by the chairperson
  • voting   procedures
Pace The speech rate is steady and calm. 
Participation  and discussionThis consists of two-way communication   between the chairperson and attendees. Open-ended questions are asked and   participants are able to share their thoughts and opinions. 
Problem-solving and  Resolution of issuesThis may involve agreeing on a course of   action and deferring decisions to another meeting.
Pronunciation is clear The manner in which words are spoken are   clear and easily understood. 
RecordsInformation or data on a particular subject   collected during study and preserved for future reference for audit and proof   of competency by the RTO.
Voice/ pitchThe ability to speak clearly and make   ourselves audible and understood to the class in volume and clarity/   pronunciation.






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