Sitxhrm 004 Recruit select and induct staff .docx PDF

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Student Name:Unit: SITXHRM004 Recruit, select and induct staffAssessment Satisfactory (S) / Not Yet Satisfactory (NYS)Date CommentQuestionsProject Part AProject Part BPracticalFeedback from the Student:I have been provided with feedback on this assessment from the assessor for this unitStudent Signa...

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Unit:

SITXHRM004 Recruit, select and induct staff

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I have been provided with feedback on this assessment from the assessor for this unit Student Signature: Overall competency has been achieved: Assessor’s Name: Paraic Kavanagh Assessor’s Signature:

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Imagine Education Student Assessment Cover Sheet

Course Code Unit Code

SIT50416 SITXHRM004

Course Name Unit Name

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Diploma of Hospitality Management Recruit, select and induct staf

Assessment Name

Student No.

Student Name

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A1 – Questions A2 – Project A3 – Practical Observation

Student Declaration I declare that this assessment is my own work and where my work is supported by documents from my workplace placement/employer permission has been granted.

Note: This assessment will not be accepted unless all sections have been completed and the front cover has been signed and dated. Filling out this coversheet as part of an electronic submission and approving the above information will operate in the same way as physically signing this cover sheet.

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Note for Assessors: Filling out the above Office Use Only section as part of an electronic submission will operate in the same way as physically signing this cover sheet. If not physically signed, Assessor must print their name in signature box. 71e3d5124462422a85a0911150667b7b8fa80f46.docx

71e3d5124462422a85a0911150667b7b8fa80f46.docx

Imagine Education Questions C U Unit Title:

50416 Diploma of Hospitality Management XHRM004 Recruit, select and induct staf

Assessment 1 Your task: Answer the following questions. Each question must be completed. Question 1 List 5 business events that would require you to recruit new staf: 1. Vacant or new position identified 2. During an expansion 3. For the development of a specific project 4.When the demand of customers increases 5.For an event

Question 2 What is the primary factor in determining staffing needs? Current staf workloads.

Question 3 Why should you regularly discuss workload considerations with your staf? You need to look after your staf and to avoid stress levels with staf. In order to maintain productive communication networks, to ensure that workload is distributed equally between employee members and to provide an incentive for staf to be creative as a team, daily workload consideration is necessary between managers and employees. Resource management allows you to distribute work more efficiently across your team, in order to not only reduce stress exhaustion on employees, but mainly to prevent them from becoming overworked.

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Question 4 List 3 pieces of information you may need to supply to management when making a written submission for approval of a new position. 1.Job description 2.Department Report 3.Job advertising Question 5 List 6 pieces of information a job description should contain. 1. Job title 2. Job purpose 3. Job duties and responsibilities 4. Required qualifications 5. Preferred qualifications 6. Working conditions

Question 6 Why is customer service attitude and experience an important part of the selection criteria for TH&E positions? For many businesses, people working in customer service roles or using customer service skills are the human face of the company. These businesses rely on employees who can create a positive dialogue with customers, helping to foster loyalty and a good reputation. This industry relies on its customer service and customer relationships and skills

Question 7 How do well written selection criteria help the selection process? In order to do a job efectively, selection criteria reflect the main credentials, training, skills , expertise, personal characteristics, abilities and experience an individual must have. In order to be eligible for a position, we must meet the selection criteria.

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Question 8 When advertising for staf, there are several legal matters that you must be aware of. List at least 5: 1. Employing people with disability 2. Employing CALD people 3. Employing Aboriginal and Torres Strait Islander peoples 4. Equal opportunity and diversity 5. Employing mature aged people

Question 9 How can an application form help you process applications more quickly? Forms are simpler to compare since they adopt an identical format, unlike CVs. Employers carefully shape the structure and content of their application forms, prompting particular responses that will inform them more easily and clearly about the suitability of an individual for the job than their CV will.

Question 10 Describe the process of ‘shortlisting’ or ‘culling’. Check each application against the selection criteria. Shortlisting is the process of identifying the candidates from your applicant pool who best meet the required and desired criteria for the open req and who you want to move forward onto the next step of your recruitment process, which is usually some form of interview. Shortlisting falls after sourcing (finding and attracting) and before interviewing and further evaluating in the recruitment process. Screening and shortlisting also happen simultaneously: you shortlist the best ones to move forward as you screen resumes from applicants.

Question 11 List 2 pieces of information you should include in a rejection letter: 1.

Explain why they were not chosen or successful

2.

Thank the person for applying for the position

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Question 12 List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews: 1. Give access to parking 2. Laptop, projector, 3. Look for an office, boardroom

Question 13 How can you comply with privacy laws when storing applications? When storing electronic and hardcopies, make sure this information is password protected. Privacy protection and confidentiality with respect to personal and/or sensitive information must be retained irrespective of whether the information is processed and transmitted or transmitted orally by manual or electronic systems. All appointed employees must be informed that they are entitled to access their personal records for details.

Question 14 During interview, how does keeping a written record of the candidate’s suitability according to the selection criteria assist you in complying with EEO legislation? The definition of diversity and equity in the workplace requires the equality of employment opportunity ( EEO) principle. The aim of EEO policies is to prevent discrimination or exclusion in the workplace of specific groups of people, including women, Indigenous Australians, people with disabilities, and those sufering from racial or ethnic disadvantages. EEO initiatives remain a significant cornerstone of an organisation 's corporate diversity strategy. If all stakeholders are satisfied that the job description is right and reflects the general priorities of the position, they support it and recognize it as the structured document used to determine if an individual is eligible for the specific job. Make sure the contract is signed and dated by each stakeholder as necessary. File the document so that it can be quickly found by those who have access to the staf and recruiting files of the company.

Question 15 List 3 checks you may do as part of the selection process. 1. Check for working with children (Blue Card) 2. Visa requirements 3. Reference checks

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Question 16 List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the position. 1. Skill test 2. Short quiz 3. Physical test, medical test

Question 17 List 3 departments you may need to contact to help get everything set up for the new position. 1.

Security – create a new pass

2. IT- set up password etc 3. Administration- payroll, superannuation etc

Question 18 What is the purpose of a ‘letter of appointment’? What is it often accompanied with? Formal letter in writing to say that you have been successful, usually it may attach a contract that needs to be signed. The purpose of an appointment letter is to provide a written letter to a newly hired employee referring to job status falling into categories such as permanent or probationary, temporary or contract workers. This letter, after approving the ofer of employment, is to formally welcome the employee.

Question 19 What should be created for a new employee to record the employment process? List 4 things it should contain. 1. Resume 2. Qualifications, interview questions, background checks 3. Admin documents, successful letter, contract 4. Records of your interview 71e3d5124462422a85a0911150667b7b8fa80f46.docx

Question 20 List the essential key aspects your induction program should cover. Information about the business, policies and procedures, culture of the business, job information, tour of the business, staf facilities, WHS responsibilities, roles of other staf members. • Employee information, including personal contact details, emergency contact details and bank account details • Employment contract/confidentiality agreement • Position description • Superannuation Standard Choice form • Australian Tax File Number Declaration form • Fair Work Information Statement and copy of the relevant Award • Internal Employee Handbook • Internal Employee Policies • Workplace Health and Safety (WHS/OHS) Information • Workplace maps • History of the organisation • Mission Statement • Your Business Plan • Key people in the organisation

Question 21 Businesses are required to record proof that workplace health and safety information was communicated clearly. What are some ways to achieve this? Signing on the contract will mention WHS, also included in the induction, sign when you acknowledge this. Maintaining WHS training records and records of incidents and hazard identification is also important.

Question 22 How does designating a colleague to assist a new employee during the induction process help them? Normally all new workers should pair up with a colleague that knows the run of the business. A buddy provides informal guidance to the new starter on the culture and social norms of the area or team. A well-briefed and enthusiastic buddy can help the new employee to feel welcomed and will allay some of the nerves that accompany a new job. Use of the buddy system should provide the new employee with an informal support and social network and a starting point for general queries.

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Question 23 Face-to-face interviews are one type of interview. Name 2 others. 1. Panel interview, telephone interview, video interview- skype, zoom etc 2. Behavioral Interviews.

Question 24 Under what circumstances would it be necessary to readvertise the position and start the process again? If the person was not suitable, if someone declines the job at the last minute. It may also be important to readvertise the position again if candidates that apply are not suitable for that position, it is rare, but may happen.

Question 25 What do some employers (who require a close team environment) do to ensure the candidate will fit into the team? May ask my team members to help with the interview process, also to make sure there is no disadvantage with any candidates. It is also important to closely analyse the job description and the company’s requirements, considering each department’s activities.

Question 26 How could you adjust your interview technique to accommodate a candidate who speaks little English or has speech difficulties? • • • • • • •

Use an interpreter Lip read Sign language Enunciate clearly and use voice intonation Be culturally aware Enunciate clearly and use voice intonation Slow down your speech

Question 27 What are your obligations under Anti-discrimination law in treatment of a candidate with special needs? Under federal and state laws, it is against the law for employers to discriminate employees and job applicants, 71e3d5124462422a85a0911150667b7b8fa80f46.docx

or allow discrimination and harassment to occur within their organisations. Employers, managers and supervisors must treat all their job applicants and employees on the basis of their individual merit and not because of irrelevant personal characteristics. They must also do their best to make sure that their employees are not harassing any other job applicant or employee. In the recruitment process, all jobs (including traineeships and apprenticeships) must generally be open to all people on the basis of merit only.

Question 28 For your industry sector and/or department, list 3 efective ways of advertising positions. 1. Internal job position, internet (Seek) 2. Social media- (LinkedIn) 3. Recruitment agency

Question 29 What is the advantage of using a recruitment agency instead of managing the recruitment process yourself? Saves the business time, recruitment handles all the processes, they may find two qualified people for you to choose

Question 30 Describe the conditions of the award the staf in your department area paid under for the following terms of engagement: Full-time- full hours example- 40 hours, holiday pay & sick pay Part-time- similar to full time, however less hours, but still have the benefits of full time Casual- less hours, higher rate of pay- no holiday or sickpay

Question 31 Name 3 advantages of a panel interview over a one-on-one interview. 1. Group decision, more closely observed, diferent expertise, range of diferent questions 2. Better assessment than one on one interviews 3. It makes the candidate familiar with the team as well company’s work culture 71e3d5124462422a85a0911150667b7b8fa80f46.docx

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Imagine Education Project 50416 Diploma of Hospitality Management XHRM004 ruit, select and induct staf

Assessment 2 Your task: PART A – Planning the recruitment and selection process Following a restructure of the Food and Beverage services provided by the Ocean Breeze Hotel, an audit has identified that there is a shortage of staf to deliver the quality of service expected from an operation at this level. As a result, in your position as the Human Resources Manager, you are required to recruit, select and induct staf for three additional new food and beverage positions, and a volunteer to support events and seminar. The recruitment needs to include consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef, the Events manager and the Hotel Manager. You have already obtained approval for recruitment as per your organisational recruitment policies from the head office in relation to these positions. The 4 positions are as follows: a. b. c. d.

Chef de Partie Room Service Kitchen, 11.00pm – 7.30am night shift (full-time position) Room Service Attendant, breakfast shift (casual position 2 days per weekend) Restaurant Manager, breakfast shift (part-time position 20 hours per week) Volunteer, event and seminar support (Thursday and Friday 10 hours per week)

In order to get recruitment processes organised you are required to develop the following documentation and processes: 1. Establish the job descriptions for each position based on feedback from colleagues in each department, and develop a set of selection criteria for each position which must include expected levels of experience and the customer service attitude required to work at Ocean Breeze. To assist you in creating job descriptions you may use the following links as a reference for positions a-c : http://www.thejobilove.com.au/category.php?id=15 and for position d: http://www.thejobilove.com.au/category.php?id=14

Chef de Partie Room Service Kitchen 71e3d5124462422a85a0911150667b7b8fa80f46.docx

Main Duties •

Creating new dishes, planning menus and predicting food requirements

•

Providing leadership to workforce and manage human resources issues

•

Managing and supervising the budget

•

Managing staf and performing tasks such as rostering, training programs and time sheeting

•

Implementing policies and procedures that follow Work Healthy and Safety requirements

Additional Duties •

Preparing, cooking and presenting dishes according to the room service menu

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Developing menus that are suitable for dietary or cultural needs

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Coaching staf in diferent techniques and cooking procedures

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Ensuring safely and hygienically food storage

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Monitoring food quality and waste levels

Skill Requirements •

Minimum 3 years of experience as a Chef

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Minimum 5 years of experience as a Cook

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Ability to multitask and handle pressure during the night

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Communicate efectively not only with his/her own staf but also every hotel employee and client

Education and Permit •

Certificate III & IV in Commercial Cookery

•

Diploma of Hospitality

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Restaurant Manager, breakfast shift Main Duties •

Ensuring security and healthy conditions for food and equipment

•

Keeping record of payments and costs

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Supervising the supply and efective use of cutlery, crockery, kitchenware and cleaning products

•

Planning, coordinating and supervising personnel tasks during the Breakfast shift

•

Managing food safety regulations of food and beverage workforce

•

Managing and implementing policies and procedures that follow Work Healthy and Safety requirements

Additional Duties •

Managing staf hiring, rostering, training and inductions

•

Planning and discussing catering arrangements with clients and employees for events

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Ensuring the excellence in customer service delivery

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Ensuring all the breakfast room and facilities are kept clean and hygienically following all sanitary procedures

Skill Requirements •

At least, five years of experience working in the Hospitality area

•

At least, two years of experience working as Restaurant Manager<...