Assessment Task Overview | My Assignment Tutor

Student Assessment Booklet BSBHRM405 Support the recruitment, selection and induction of staff  Student Name: ________________________ Student InformationPurpose of the assessmentAt the end of this unit you will gain the knowledge and skills to Support the recruitment, selection and induction of staff Assessment location and time constraints if anyThe assessments are divided in 5 sections Assessment Task Overview Assessment Task 1: Written questions You must correctly answer all questions in this task to show that you understand the knowledge required of this unit. Assessment Task 2: Development project For this task, you are required to plan for recruitment. This will involve clarifying job requirements, preparing a job description and writing an advertisement, selecting where the vacancy will be advertised and obtaining approval to move forward with recruitment. Assessment Task 3: Case studies For this task, you are required to plan for selection of suitable candidates. This will involve meeting with stakeholders to write interview questions and selection criteria, shortlisting applicants and scheduling interviews. Assessment Task 4: WHS training project For this task, you are required to plan to recruit suitable candidates. This involves interviewing shortlisted candidates, assessing interviewees and contacting referees, advising successful and unsuccessful candidates of interview outcomes, advising relevant managers of the appointment and completing recruitment-related documentation. Assessment Task 5: Review and evaluation project For this task, you are required to complete an induction checklist for the commencement of the new employees.When you have completed each assessment task you will need to submit it to your assessor. Instructions about submission can be found at the beginning of each assessment task. Make sure you photocopy your written activities before you submit them – your assessor will put the documents you submit into your student file. These will not be returned to you. You can use the Internet, books, magazines and other relevant resources to help with the answers.How to submitType in all the responses and project in a word document When you submit your assessment ensure you have either in the header or footer of each page. your name, unit code and name page number Always ensure that the question answers are numbered properly Projects: Use the templates provided at the end of this document or create your own. For the projects ensure you write the name and number of the project for e.g.Assessment Task 2: Part B memo email job description advertisement Written Questions Student Instructions: You are to correctly answer each question below. Use your own words and make sure you reference any source materials you used.Your assessor will give you a due date for this task.This is an open book test – students can use their learning materials as reference.You must answer the questions by typing your answers in Microsoft Word or a similar program – your assessor will advise how to submit this assessment.You may prefer to use your computer to type your answers. Your assessor will advise you whether you can email your answers as a Word file, or if must print and submit hard copies. What you need for this task Access to a computer with Microsoft Word, printer, Internet and email software (if required).Make sure your answer clearly shows which question it relates to.Access to text book, internet and other learning material When do you have to submit the task? This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).Your assessor will provide you with the due date for this assessment. What you have to submit Your typed-up answers to each question. Q. NoWritten Questions1Write down the stages of the human resources life cycle and briefly explain each. Make sure you refer to the recruitment and section process in your answer.2Discuss why it is critical to an organisation for the recruitment and selection process to be effective.3Identify five documents that you would work on or complete during the recruitment, selection and induction process. Include the stage in the human resources life cycle that the document would be used in your response.4Identify five Acts that apply to recruitment, selection and induction. Briefly describe each one.5List five technology-based channels by which job vacancies can be advertised.6List five alternative methods to advertise vacancies that may not be dependent on technology.7Briefly describe four testing tools that employers can use in the selection process aside from interviewing.8Briefly describe the purpose of each interview type/technique below. For each one, give at least two pros and two cons.Directive/structuredDescriptionProsConsNon-directive/non-structuredDescriptionProsConsPanelDescriptionProsConsStressDescriptionProsConsGroupDescriptionProsCons What do I need to hand in for this task?Have I completed this?Your answers to all questions Assessment Task 2: Recruitment Instructions to students: Task summary For this task, you are required to plan for recruitment. This will involve: meeting with your assessor to clarity the job requirementspreparing a job description and writing the advertisementselecting where the vacancy will be advertisedobtaining approval to move forward with recruitment. Resources and equipment required to complete this task Access to textbooks and other learning materials.Access to a computer with the Internet, a printer and applicable software (such as Microsoft Office) Recruitment and Selection policy and procedure (provided)Job description (electronic Microsoft Word copy). When and where should the task be completed? You will complete Part A of this task in the classroom. Part B of this task may be done in your own time as homework or you may be given time to do this task in class (where applicable).Your assessor will provide you with the due date for this assessment. What needs to be submitted? Part A: students are not required to submit anything.Part B: memo/email along with job description and advertisement. Student Instructions Read the case study below and complete all activities. PART AYou work at Trucks N Cars an Automotive Workshop at Campbellfield in Melbourne as the Workshop Manager. One of your responsibilities is to ensure that there are sufficient motor mechanics available in the workshop to be able to complete all work on time. There has been an increase in the workload recently and Joe, one of the most experienced motor mechanic in the workshop has put in a request for a 6 month leave for knee surgery which is scheduled in two months’ time. You have discussed the current situation with Jason, the General Manager and he has informed you that they need to start looking for at least 4 motor mechanics to meet the current workload. Jason wants to recruit the motor mechanics before Joe leaves so that he can train the new recruits and ensure smooth transition. As the workshop Manager it is your task to assist Jason through the recruitment and selection process. You haven’t assisted in recruiting motor mechanics before so it is a good time to read and familiarise yourself with the Recruitment and Selection policy and procedure. Before you start the process, you will need to confirm the details of the positions with Jason. Your assessor will play the role of Jason. During this meeting you must have a hard copy of the current position description for the motor mechanic role. You will need to write down any changes discussed. You will also be required to actively participate in the meeting, so be prepared to ask questions to clarify any information that is provided. Your assessor will give you details about when this meeting will be held. During the meeting, you will need to confirm: How soon the position needs to be filled?If there are any changes to the job that need to be reflected in the position description.If there are any qualifications that the new employees need to have.If there are any preferred skills or attributes that the new employee will need to fit into the workplace culture.How many hours the motor mechanics will be rostered per week?What needs to be put into the job advertisement?What award the motor mechanics will be covered by? What do I need to hand in for Part A of this task?Have I completed this?You do not need to submit anythingNA Part BNow that you have confirmed the requirements for the job, it is time to prepare the job description and the advertisement. As per the Recruitment and Selection policy and procedure (provided in this document), you need to get approval to recruit from the General Manager. As a part of this process, the job description and the advertisement are sent at the same time requesting approval. You have been provided an electronic copy of the job description. It looks quite untidy and it is not easy to read. You are required to: Clean up the document: put in appropriate headingscheck that things are in the right placecheck that information is correct (you can use examples from the Internet to structure the document). Read through the job description and ensure it makes sense – check for any errors. Add all the information obtained during your meeting with the Manager (your assessor) – make sure you put the information under logical headings. Check the Recruitment and Selection policy and procedure for other information regarding the workplace strategy that must be included in the position description. Include the information in a logical place. Job descriptions are to be formatted as per the procedures below: Document text is in Arial 10pt, blackHeadings are bolded and italicisedThe filename should include the position number (which is MM2B) and the date it is preparedThe filename should be in the footer, formatted to Arial 8ptThe person’s name that last modified the document should be in the footer, formatted to Arial 8ptThere should be no errors in the document.You must also check that the WHS requirements that the manager has asked you to include are correct and can be included in your state of operation. If lifting 5kg is not able to be included in the job description, you will need to remove it. If it is allowed, it is recommended that you change the language of the statement to be more appropriate. When you have finished working on the job description, it is time to work on the job advertisement. You might like to visit Seek or other employment websites to look at advertisements for ideas as to what to put into yours. Make sure you include the diversity statement provided at the end of the advertisement and particulars from the job description. The advertisement must be word processed and have a word count of 250–350 words maximum. Make the organisation sound dynamic and exciting to attract applicants. You may be creative with the details, such as employee benefits. Applications are to close two weeks from the date you are completing this assessment. Remember that Trucks N Cars is located in Melbourne. Job applicants should send their applications to you. Make sure the advertisement has your contact details – fictional or real. Now that you have completed the job description and the advertisement, it is time to get approval to recruit from the General Manager, and advertise the role. Write a memo or email addressed to the General Manager requesting the approval to move ahead with the recruitment. Your request should be written clearly and concisely and include the necessary information, including: The position title and number of positions requesting approval forThe employment type (permanent/casual/contract, etc.).The preferred start date and potential end date.The hours of work.The name of the General manager and the business these roles will be deployed into.The Award that the role will be covered by.Where the vacancy will be advertised. You will need to select and recommend two channels to advertise. Let the General Manager know that you have updated the job description and the advertisement, and make sure these documents are attached when you submit the request to them (your assessor). Submit your memo/email along with the job description and job advertisement to your assessor. What do I need to hand in for Part B of this task?Have I completed this?Memo/email along with job description and advertisement Assessment Task 3: Error: Reference source not found Selection Instructions to students: Task summary For this task, you are required to plan for selection of suitable candidates. This will involve meeting with stakeholders to write interview questions and selection criteria, shortlist applicants and schedule their interviews. Resources and equipment required to complete this task Access to textbooks and other learning materials.Access to a computer, printer, Internet and email software.Trucks N Cars Recruitment and Selection policy and procedure. When and where should the task be completed? You will complete Part A of this task in the classroom. Part B of the task may be done in your own time as homework or you may be given time to do this task in class (where applicable).Your assessor will provide you with the due date for this assessment. What needs to be submitted? Part A: selection criteria, interview questionsPart B: memo/email recommending shortlisted applicantsPart C: scheduled interview correspondence to applicants and General manager. Student Instructions Read the case study below and complete all activities. Part AThe job has been advertised and you have already had a number of calls. The General Manager has requested that the interview panel consist of three people. The most appropriate people for the panel are: yourself Jason, the General Manager Joe the motor mechanic. As part of the selection process, shortlisted candidates will undergo a medical and fitness test to determine their suitability for the range of usual manual and repetitive tasks required of this role. The first thing you need to do is to meet with General manager and the motor mechanic to discuss the selection process. This will include writing suitable interview questions and a clear list of selection criteria. Your assessor will assign you two other students to play the roles of the General manager and the motor mechanic. You will be assessed on your verbal, non-verbal and interaction skills during this meeting. During this meeting, you will need to have a copy of the position description and the job advertisement that you developed. Work in your group to do the following: Prepare a list of between 5 and 8 selection criteria statements. The criteria should be drawn from the position description and the job requirements (detailed in the job advertisement) and be written in order from essential criteria to desirable. Prepare a minimum of 8 (maximum of 15) interview questions. The questions should be a combination open, closed, situation and behavioural questions, and address the selection criteria. Your behavioural questions should be written in a way that allows the candidate to use the STAR model (situation, task, action, result) when answering them. You must also ensure that the questions do not result in bias or discrimination. Note: you may have of couple of questions that differ from the questions that your group has agreed on. These questions should be based specifically on your job description. Once the group has agreed upon the selection criteria and the questions, submit your word-processed work to your assessor. What do I need to hand in for Part A of this task?Have I completed this?Selection criteria and interview questions Part BYou have received a number of applications for the motor mechanic vacancy. Below is a summary of their applications. Robert – did not provide a resume as he has never had a job before. Many spelling errors and ‘SMS’ abbreviations throughout his cover letter. He has been responsible for servicing and repair his friend’s cars, he is 18, lives 4 hours away but can move to Melbourne if he gets the job. Jack –is currently working for another automotive workshop as a motor mechanic and is looking to get into Trucks N Cars due to career progression opportunities and employer of choice status. He is currently working a 12-hour rotating roster but is happy to work over a 24-hr period. He has Certificate III and is currently studying Certificate IV in Automotive Mechanical Diagnosis. Matt – has just moved from Perth. He has all the qualifications and is an experienced motor mechanic. He has been awarded employee of the month on two occasions by another automotive workshop in Perth. He lives close by and is able to work flexibly and on the roster. John – has no experience as a motor mechanic neither does he have any qualifications. He has worked as an automotive helping hand in an automotive workshop. The 24-hour roster would suit him during the week, but he is unable to work weekends or public holidays due to family commitments. Zac – has 12 months’ experience working in a small, automotive workshop. He was also responsible for supervising apprentices in the workshop. The hours also suit him. Ron– has worked at Toyota Motors for 10 years in Sydney. He has since then moved to Melbourne but has been out of work voluntarily for the last year. He is now ready to work again. He has the required qualification and can work on 24-hour roster. Tony – has been in the country for five years and has been working in an automotive workshop. He has completed a lot of training and his English is decent. He wants to leave his current job and join Trucks N Cars as it is closer to his home and it will cut down on travel time. He is able to work on the 24-hour roster; however, he needs to take care of his daughter on the weekends and so is unable to work on Weekends. One of your roles in the selection process is to shortlist the candidates and provide a report to the General manager. Evaluate the candidates against the selection criteria and the scenario information you have been provided. Write a paragraph for each, recommending if they should/should not be shortlisted along with an explanation. Type your recommendations in either a memo or email and submit them to your assessor. Include your selection criteria in the correspondence with your assessor. What do I need to hand in for Part B of this task?Have I completed this?Memo/email recommending shortlisted applicants Part CThe General Manager has agreed with your recommendations and has asked you to schedule the interviews. He has informed you that interviews will need to be conducted in the afternoons due to service requirements. He has requested two dates – Friday 15 October and Monday 17 October after 2pm. The interviews will be held in the Trucks N Cars Meeting Room A on the Friday and Meeting Room C on the Monday. You have made the phone calls and have allocated the following days and times: Jack – 2.15pm on Friday 15 October Mat – 3.15pm on Friday 15 October Zac – 2.15pm on Monday 17 October Ron – 4pm on Monday 17 October Tony – 5pm on Friday 15 October. Draft emails to each of the candidates with the details of their interview. You may type them into one document in Microsoft Word (or similar program). Your email should be polite, respectful and welcoming, and contain all the information a candidate would need to prepare for and arrive at the interview on time. Ensure that the email is easy to read, is error free and accurate. Draft a memo or email to the General Manager, advising him of the interview schedule. It should also be in a format that is easy to read, clear and concise, error free and accurate. Submit the interview schedule emails/memos to your assessor. What do I need to hand in for Part C of this task?Have I completed this?Scheduled interview correspondence to applicants and General manager Assessment Task 4: Interview and select preferred candidates Task summary For this task, you are required to plan to recruit suitable candidates. This involves: interviewing shortlisted candidatesassessing interviewees and contacting refereesadvising successful and unsuccessful candidates of interview outcomesadvising relevant managers of appointmentcompleting recruitment related documentation. Resources and equipment required to complete this task Access to textbooks and other learning materials.Access to a computer, printer, Internet and email.Referee Check Report (provided)Preferred Candidate Report (provided)Appointment Notice template (provided)Letter of Offer (electronic Microsoft Word copy). When and where should the task be completed? Students will complete Part A and some of Part B of this task in the classroom. The rest of the tasks may be done in your own time as homework or you may be given time to do this task in class (where applicable).Your assessor will provide you with the due date for this assessment. What needs to be submitted? Part A: Students do not need to submit anythingPart B: Referee check report, preferred candidate report and letter template to unsuccessful candidatesPart C: Memo/email response to queryPart D: Appointment Notice, memo/email and Letter of Offer. Student Instructions Read the case study below and complete all activities. Part AThe day of the interviews has arrived. Mat, Tony and Jack are being interviewed today. This part of the task requires you to role play panel interviews. Your two classmates will work with you as interview panellists and play the roles of the General Manager and the motor mechanic. Your assessor will play the roles of all the applicants/interviewees (Matt, Tony and Jack). Each panellist is required to take turns to ask questions. Prior to the interview sessions, you should meet with your panellists and talk about your questions – decide who is asking which question, and be clear about the selection criteria. You are free to revise the questions or to ask other appropriate questions during the interviews. Ensure that you take notes against the selection criteria during the interviews. During each interview, your assessor will be looking to see that you can: greet the applicant appropriately communicate politely and respectfully at all times (with both your fellow panellists and the interviewee) listen carefully to what the applicant is saying (you may need to ask them to clarify themselves or it may give you an opportunity to ask further questions on the spot) take notes during the interview – document what the applicant says, how they behave, their attitude, and so on keep the interview moving (don’t let discussion veer off track, stay focused, make sure each panellist remains interested and focused, and so on) give the interviewee time to ask their own questions and to respond to these appropriately thank the applicant for their time and provide an appropriate farewell. What do I need to hand in for Part A of this task?Have I completed this?You do not need to submit anythingNA Part BAssume it is now Monday and all the interviews have been completed. You now need to ring the referees and meet with your panellists to discuss the assessment of the interviewees and agree on the preferred candidates. Your role as the Workshop supervisor is to ensure that the preferred candidates are selected based on merit – how they meet the selection criteria and how well they answered the questions in the interview. You need to ensure there is no bias or discrimination in the decision-making process. Summaries of the other interviews are: Zac – has 12 months’ experience working in a small, automotive workshop. He was also responsible for supervising apprentices in the workshop. The hours also suit him. Ron– has worked at Toyota Motors for 10 years in Sydney. He has since then moved to Melbourne but has been out of work voluntarily for the last year. He is now ready to work again. He has the required qualification and can work on 24-hour roster. The shortlisted candidates were also sent to complete the medical and fitness test. Tony was the only candidate that didn’t pass the tests. In preparation for this part of the assessment, you are required to write a script that you will use to telephone the successful candidates. The scripts should be short and concise. You will need to include in your script the following: The offer of the role to the candidateAsking for their acceptance of the roleConfirming they are still able to start immediatelyThe start time for the first day (9 am)That they will receive a letter/email from you with all the details, including what to wear and bring on their first day, and a contract for them to signAn offer to contact you if they have any questions. You will need to use this script later in this task. You first need to contact the candidate’s referees – the referee reports will help the panel to make the final decision on the preferred candidates. You are required to ‘call’ one of the referees and record the conversation in a Referee Check Report (provided at the end of this task). Your assessor will play the role of the referee. You should remain professional and polite and ensure you do not engage in negative, biased or discriminatory conversations. During the meeting with your panellists (your classmates) and your assessor, you are required to demonstrate your ability to negotiate and persuade others and influence their opinions on the preferred candidates. The purpose of this meeting is to select the four preferred candidates. All panellists must agree on the outcome, based on the notes you wrote during the interviews and the information above regarding Robert, John and Tony’s interviews, the selection criteria and the job description. Once the four candidates have been agreed by the panel, you are required to complete the Preferred Candidate Report (provided at the end of this task). This form will be submitted to the General Manager, who will make the final decision to appoint. You are to now assume that the General Manager has accepted your recommendation of preferred candidates and has given approval for you to offer them the position. You will need to make a telephone call to one of the successful candidates and offer them the position. Use your prepared script (either another student or your assessor will play the role of the successful candidate). You will need to demonstrate appropriate verbal and non-verbal communication skills by smiling when you talk, and being warm, friendly and welcoming in the words, volume and tone of your voice. As part of your Human Resources Officer role, you are required to advise the unsuccessful interview applicants of the outcome. The Recruitment and Selection policy and procedure indicates that this must be done in writing. You are to create a template of a letter that would be sent to each applicant informing them that they were unsuccessful. It is recommended that you research the Fair Work website for suggested wording and format. Submit the completed referee check report, preferred candidate report and letter template to unsuccessful candidates to your assessor. What do I need to hand in for Part B of this task?Have I completed this?Referee check reportPreferred candidate reportLetter template to unsuccessful candidates Part CFollowing your letter to the unsuccessful applicants, one has emailed and asked for feedback on why they were not successful and recommendations for improving their interview skills. Write an email/memo to one of the unsuccessful candidates and provide the reasons why they were unsuccessful. Give at least one suggested improvement for future interviews. Your letter should be written professionally and with sensitivity, and provide genuine feedback. Use the notes from your interviews and the case studies as the basis of the feedback. Submit the email/memo to your assessor. What do I need to hand in for Part C of this task?Have I completed this?Memo/email response to query Part DYou now need to prepare for the new employees to commence their employment with Trucks N Cars. You are required to notify the General Manager and Joe the motor mechanic, Payroll officer and IT department. This is so they can be prepared by creating profiles in the payroll system, organising employee IDs, creating user profiles for the computer systems and the like. You are also required to send a formal offer of employment and contract to the new employees. Complete the Appointment Notice template (provided at the end of this task) – you may make up the required information. Submit the notice to your assessor.Prepare a memo/email to the General Manager and the motor mechanic to confirm the details of the successful candidates and their start dates.Prepare a letter of offer to one of the successful candidates. Use the Letter of Offer template. You will require an electronic copy of this document so that you can customise the letter (red text). Your assessor will give you a copy of the Word file. You are also required to prepare a memo/email with all the details regarding the first day of work, as promised on the telephone. Your memo/email should be clear, concise and welcoming, and include the following information as a minimum: Start date – 5 NovemberStart time for the first day – 9amWhere to go – Reception desk at Trucks N Cars; the receptionist will direct them to the meeting roomWhat to bring – tax file number, photo identification (licence/passport), bank details, superannuation details (if nominating their own super fund), emergency contact detailsWhat to wear – overalls, safety shoesAdvise that lunch will be provided on the first dayAn offer to contact you if they have any questions. Submit your Appointment Notice, memo/email and Letter of Offer to your assessor. What do I need to hand in for Part D of this task?Have I completed this?Appointment noticeMemo/emailLetter of offer Assessment Task 5: Arrange induction for new employeesError: Reference source not found Task summary For this task, you are required to complete an induction checklist for the commencement of the new employees. Resources and equipment required to complete this task Access to textbooks and other learning materials.Access to a computer, printer, Internet and email software.Induction Checklist (electronic Microsoft Word copy). When and where should the task be completed? This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).Your assessor will provide you with the due date for this assessment. What needs to be submitted? Completed Induction Checklist. Student Instructions Read the case study below and complete all activities. New employees are inducted into Trucks N Cars automotive workshop on their first day of employment. The day usually starts with the workshop supervisor, where employees learn about the company and everything HR that they need to know, including timesheets and pay. They usually meet one or more of the senior management team for morning tea; after this, they tour the workshop, complete a workplace health and safety induction, have their photos taken for their ID badges and get fitted for their uniforms. Lunch is also provided on the day. Use the Induction Checklist template (provided by your assessor) to fill out the details for one of the new employees. You will need an electronic copy of the template for this assessment. The plan needs to be completely filled in and you will need to undertake some research to find out what other topics hospitality establishments cover in their induction program. Make sure you include the following points in the induction topics: New employee paperwork requirementsAccess (security) requirementsMandatory learning (Code of conduct, privacy, anti-discrimination, etc)The activities mentioned in the case study information above. Submit your completed induction checklist to your assessor. What do I need to hand in for this task?Have I completed this?Completed Induction Checklist APPENDIX: TEMPLATES Assessment Task 2: Part B Job Description – Motor Mechanic Job Title: Motor Mechanic Reports To: Workshop Manager Position Summary: Automotive mechanics work on the mechanical parts of motor vehicles, including the engine, transmission and suspension systems. They fix, maintain, reassemble, restore and overhaul these components and also talk to the vehicles’ owner about issues they may be having. Common tasks might include the testing and repairing of electrical lighting systems, the replacement of damaged parts in the engine, or the inspection of vehicles in order to render them safe for the road. Automotive mechanics work right across the state, in service stations, vehicle dealerships, for public authorities such as local governments or defence, transport firms, organisations with fleets of vehicles that need to be maintained and for themselves in their own businesses. Duties and responsibilities: Ability to meet KPIsInspect vehicle engine and mechanical/electrical components to diagnose issues accuratelyInspect vehicle computer and electronic systems to repair, maintain and upgradeConduct routine maintenance work aiming to vehicle functionality and longevityInspect vehicle engine and mechanical/electrical components to diagnose issues accuratelyInspect vehicle computer and electronic systems to repair, maintain and upgradeConduct routine maintenance work (replacing fluids, lubricating parts etc.) aiming to vehicle functionality and longevitySchedule future maintenance sessions and advise motorists on good vehicle useRepair or replace broken or dysfunctional parts and fix issues (e.g. leaks)Provide accurate estimates (cost, time, effort) for a repair or maintenance jobKeep logs on work and issuesMaintain equipment and tools in good condition Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Knowledge, skills and abilities:  the ability to work well with manual hand toolsproblem-solving skillsgood vision and hearingto hold a current drivers licensetechnical aptitude Essentials Excellent knowledge of mechanical, electrical and electronic components of vehiclesWorking knowledge of vehicle diagnostic systems and methodsAbility to handle various tools (e.g. pliers) and heavy equipment (e.g. lift)Willingness to observe all safety precautions for protections against accidents, dangerous fluids, chemicals etc.Excellent physical condition Education: Certificate III light and heavy automotive vehicle and Certificate IV in Automotive Mechanical Diagnosis. Experience: Proven experience as auto mechanic Award: Vehicle Manufacturing, Repair, Services and Retail Award 2010 [MA000089] We are proud to be an equal opportunity employer. We have a diverse workforce whose contributions are welcomed and enrich our work processes. All qualified applicants will receive consideration for employment without regard to age, race, gender, gender identity, religion, sexual orientation, disability, age or family status ASSESSMENT TASK 4: PART B REFEREE CHECK REPORT Applicant: Date: Position applied for: Phone: Referee’s details: Title: Reference check conducted by: IntroductionMy name is and I’m calling to conduct a reference check for who is being considered for a position with my business . Your details have been provided to me by and I would first like to check if you are prepared to provide a reference?Yes NoThe reference check will take approximately 10 minutes to complete. Is this a good time for you? If not, when is a convenient time for us to continue this conversation?Call back ProceedPlease note that this reference will be used in the overall evaluation of the applicant and will affect whether they are selected for the job. The information you provide may be given to the candidate if requested, Do I have your permission to proceed?Yes NoGeneral questionsWhat is the nature of your relationship with the applicant?In what capacity is/was the applicant employed by your business?What were the dates of their employment?From:To:What duties and responsibilities does/did the applicant have?What the applicant’s reason for leaving?General performance questionsHow would you describe the applicant’s overall work performance?What would you say are the applicant’s strengths and weaknesses?Have you had any concerns with their performance? If yes, please explain when these issues were identified? When were they discussed with the individual? What work are they doing to improve and what progress has been made?Can you comment on the applicant’s: reliability punctuality attendance professionalism Job-specific questionsIn closingWould you re-employ the applicant? Why/why not?Do you have any final comments?Thank you for taking the tame to provide feedback. If you wish to provide any further information, you can contact me on . ASSESSMENT 4: PART B PREFERRED CANDIDATE REPORT Position:Position No:A. RECOMMENDED APPLICANTRecommended Applicants’ Full Name: In terms of the selection criteria outline why this applicant is recommended: B. LIST OF UNSUCCESSFUL APPLICANTS NOT SELECTED FOR APPOINTMENT In terms of the selection criteria outline why the following applicants were not selected for appointment. NAMEREASONS C. ENDORSEMENT The selection panel names and positions: Name:Position:Name:Position:Name:Position: I certify that the selection panel has reached consensus and that the above report reflects the views of the selection panel. HR Officer: (Name)Signature:Date: D. APPROVAL I approve for the above names candidate to be offered the above-mentioned position. HR Officer: (Name)Signature:Date: ASSESSMENT 4: PART D Appointment Notice Appointment type: Permanent full-time Permanent part-time Casual SECTION 1 – APPOINTEE DETAILS Title ________ Family name ___________________________________________________________ First names _________________________________________________________________________________ Preferred first name ____________________________________________________________________________ Gender ______ Home tel. no. ____________________ Mobile tel. no. _______________________ Home/Address ______________________________________________________ Postcode ________ Date of Birth (dd/mm/yy) ____________ (please provide documentary proof personally to HR Services) Appointment *from ____________ (dd/mm/yy) *to ____________ (dd/mm/yy) Appointee signature _________________________________________ Date ____________ (dd/mm/yy) SECTION 2 – POSITION DETAILS Position Number: Job Title ____________________________________________________________________________________ Work Location ________________________________________________________________________________ SECTION 3 – HR SERVICES USE ONLY HRIS Updated ________________ Employee number emailed to Manager and IT (date): ________________ Date (dd/mm/yy) ____________ ASSESSMENT 4: PART D Letter of Offer Template Trucks N Cars Address Private and confidential Dear Letter of engagement I am pleased to offer you employment in the position of with us at (‘the employer’) on the terms and conditions set out in this letter. 1. Position 1.1 Your start date will be . 1.2 Your employment will be casual. 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 , or elsewhere as reasonably directed by the employer. 3. Terms and conditions of employment 3.1 Unless more generous provisions are provided in this letter, the terms and conditions of your employment will be those set out in the and applicable legislation. This includes, but is not limited to, the National Employment Standards in the Fair Work Act 2009. 4. Ordinary hours of work 4.1 Casual employees generally have no guaranteed hours of work. 4.2 Employees employed over the summer/Christmas holiday period will be guaranteed a minimum of 20 hours per week over the months of November, December, January and February. Each shift will be a minimum of 2 hours 4.2 Your ordinary hours of work may be averaged over a week period. 5. Remuneration 5.1 You will be paid fortnightly at the rate of $23.64 per hour (inclusive of casual loading, guest service grade 2) for work Monday to Friday. 5.2 You will be paid at a rate of 150% on Saturdays, 175% on Sundays and 275% on public holidays (inclusive on casual loading). 5.3 You will be paid an additional 15% on top of your hourly rate for hours worked Monday to Friday – 7pm to 7am. 5..4 The employer will also make superannuation payments on your behalf in accordance with the Superannuation Guarantee (Administration) Act 1992. 5.5 Your remuneration will be reviewed annually and may be increased at the employer’s discretion. 6. Leave 6.1 As a casual employee you are not entitled to accrue leave (e.g. annual leave, personal leave, carers leave, compassionate leave, parental leave, community service leave and long service leave) in accordance with the and the National Employment Standards. 6.2 Casuals are entitled to 2 days unpaid carer’s leave and 2 days unpaid compassionate leave per occasion when evidence can be provided. 6.3 Casuals are entitled unpaid community service leave 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 If you are employed as a casual employee, the employer and the employee can end employment without notice. 9. Confidentiality 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 on . 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 . Yours sincerely, I, , have read and understood this letter and accept the offer of employment from on the terms and conditions set out in the letter. Signed: Date: / / Print name: Assessment Task 5: Induction checklist Employee name:Position title:Manager:Induction mentor:Position start date:Induction TopicDate CompletedManager InitialEmployee Initial Commencement of induction programThis induction process commenced:Date:Employee I agree that the induction program commenced as specified within this plan. I have agreed to the outline of the induction program and will participate as is required.Signature:Print name:Date:Manager I agree that I have commenced the induction process with this employee and I will follow the induction process according to Trucks N Cars expectations. I understand that it is my responsibility to ensure this induction plan is completed and followed up appropriately.Signature:Print name:Date:Completion of induction programThis induction process was completed on:Date:Employee I confirm that my induction program has been completed and I have been provided with appropriate information, tools and guidance to perform in my role as required. I have been advised how I can access guidance and support when required.Signature:Print name:Date:Manager I confirm that this employee’s induction program has been completed as documented in this plan. I am confident that this employee has been given the appropriate tools, information and guidance to perform in their role as expected. I have provided information on ongoing support and access to information.Signature:Print name:Date:Human Resource Manager confirmationSignature:Print name:Date:

QUALITY: 100% ORIGINAL PAPER – NO PLAGIARISM – CUSTOM PAPER

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