Course Title: Recruit, select and induct staff

Part B: Course Detail

Teaching Period: Term2 2013

Course Code: EMPL5625C

Course Title: Recruit, select and induct staff

School: 650T TAFE Business

Campus: City Campus

Program: C5221 - Diploma of Business Administration

Course Contact : Sylvia Baroutis

Course Contact Phone: +61 3 9925 5469

Course Contact Email:sylvia.baroutis@rmit.edu.au


Name and Contact Details of All Other Relevant Staff

Seymour Jacobson

Tel: 9925 1563

Email: seymour.jacobson@rmit.edu.au

Nominal Hours: 50

Regardless of the mode of delivery, represent a guide to the relative teaching time and student effort required to successfully achieve a particular competency/module. This may include not only scheduled classes or workplace visits but also the amount of effort required to undertake, evaluate and complete all assessment requirements, including any non-classroom activities.

Pre-requisites and Co-requisites

There are no pre-requisites or co-requisites for this unit.

Course Description

This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle.  No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.

The unit applies to individuals with a role in recruitment, selection and induction functions who work under the direction of a human resources manager.


National Codes, Titles, Elements and Performance Criteria

National Element Code & Title:

BSBHRM402A Recruit, select and induct staff

Element:

1. Determine job descriptions

Performance Criteria:

1.1. Clarify time lines and requirement for appointment
1.2. Assist with preparation of job descriptions which accurately reflect the role requirements in accordance with organisational procedures and legislation, codes and national standards and occupational health and safety (OHS) considerations
1.3. Consult with relevant personnel about job descriptions
1.4. Ensure that job descriptions do not contravene legislative requirements
1.5. Obtain approvals to advertise position


 

Element:

2. Plan for selection

Performance Criteria:

2.1. Advertise vacancies for staffing requirements in accordance with organisational policies and procedures
2.2. Consult with relevant personnel to convene selection panel and to develop interview questions
2.3. Short list applicants
2.4. Ensure that interview questions do not breach legislative requirements
2.5. Schedule interviews and advise relevant personnel of times, dates and venues

 

Element:

3. Assess and select applicants

Performance Criteria:

3.1. Participate in interview process and assess candidates against agreed selection criteria
3.2. Discuss assessment with other selection panel members
3.3. Correct any biases or deviations from agreed procedures and negotiate for preferred candidate
3.4. Contact referees for referee reports
3.5. Prepare selection report and make recommendations to senior personnel for appointment
3.6. Advise unsuccessful candidates of outcomes and respond to any queries
3.7. Complete all necessary documentation in accordance with organisational procedures
3.8. Secure agreement of preferred candidate
 

Element:

4. Appoint and induct successful candidate

Performance Criteria:

4. Appoint and induct successful candidate
4.1. Provide successful candidate with employment contract and other documentation
4.2. Advise managers and staff of starting date and make necessary administrative arrangements for pay and employee record keeping
4.3. Advise manager and work team of new appointment
4.4. Arrange induction in accordance with organisational policy

 


Learning Outcomes



Details of Learning Activities

Students should attend all classes. In-class assessments require mandatory attendance. The class activities provide an opportunity to develop skills and apply theory to real life situations.
The classroom learning activities students may take a role in are:
• Case studies
• Collaborative classroom activities
• Team activities
• Peer interaction
• Role plays
• Reflection and discussion
• Reading text book
• Accessing materials online
 


Teaching Schedule

<thead> <th scope="col">Week</th> <th scope="col">Topic</th> <th scope="col">Content and Assessments</th> </thead> <th scope="row"> JULY  1.   08       </th> <th scope="row">2. 15 July</th> <th scope="row">3. 22 July</th> <th scope="row">4. 29 July</th> <th scope="row">5. 05 Aug</th> <th scope="row">6. 12 Aug</th> <th scope="row">7. 19 Aug</th> <th scope="row">8. 26 Aug</th> <th scope="row">2 Sep</th> <th scope="row">9. 09 Sep</th> <th scope="row">10. 16 Sep</th> <th scope="row">11. 23 Sep</th> <th scope="row">12. 30 Sep</th> <th scope="row">13. 07 Oct</th> <th scope="row">14. 14 Oct</th> <th scope="row">15. 21 Oct</th> <th scope="row">16. 28 Oct</th> <th scope="row"> </th> <th scope="row"> </th>
 Introduction to course                                           
The recruitment lifecycle                                                                                                                                                                                    
 
 Course overview, Assessment overview, Academic administration procedures, Class management                                                                                                                                      
 1. Determine job descriptions
1.1 Clarify timelines and requirement for appointment
1.2. Assist with preparation of job descriptions which accurately reflect the role requirements in accordance with organisational procedures and legislation, codes and national standards and occupational health and safety (OHS) considerations
 
 Alternatives to recruitment, recruitment strategies, recruitment planning, attracting employees
1.3. Consult with relevant personnel about job descriptions
1.4. Ensure that job descriptions do not contravene legislative requirements
1.5. Obtain approvals to advertise position
 
 Recruitment planning, job descriptions, job analysis, legislative requirements
2. Plan for selection
2.1. Advertise vacancies for staffing requirements in accordance with organisational policies and procedures

 

Advertising, media developments, organisational requirements
 

Assessment 1 - Position description
Due this week online via myRMIT

2.2. Consult with relevant personnel to convene selection panel and to develop interview questions
2.3. Short list applicants
2.4. Ensure that interview questions do not breach legislative requirements
2.5. Schedule interviews and advise relevant personnel of times, dates and venues
 

Selection panels, shortlisting, writing questions, types of questions/ open/closed/leading, legislation, arrange interviews
 

Assessment 1 - Advertisements for position
Due this week online via myRMIT

3. Assess and select applicants

3.1. Participate in interview process and assess candidates against agreed selection criteria
3.2. Discuss assessment with other selection panel members

The interview process, behavioural questions, ranking sheets
 

Assessment 1 - Interview questions/ranking sheet
Due this week online via myRMIT

3.1. Participate in interview process and assess candidates against agreed selection criteria
3.2. Discuss assessment with other selection panel members
 
Assessment 2 - Role play interviews
ATTENDANCE MANDATORY
 3.1. Participate in interview process and assess candidates against agreed selection criteria
3.2. Discuss assessment with other selection panel members
 
Assessment 2 - Role play interviews
ATTENDANCE MANDATORY
Midsemester break 
3.3. Correct any biases or deviations from agreed procedures and negotiate for preferred candidate
3.4. Contact referees for referee reports
 
Review conduct and outcome of interviews, background checks, psychometric testing, medical examinations, select preferred candidate, referee reports
3.5. Prepare selection report and make recommendations to senior personnel for appointment
3.6. Advise unsuccessful candidates of outcomes and respond to any queries
3.7. Complete all necessary documentation in accordance with organisational procedures
3.8. Secure agreement of preferred candidate
 
Selection report, secure candidate agreement, advise unsuccessful candidates, complete documentation
4. Appoint and induct successful candidate
4.1. Provide successful candidate with employment contract and other documentation
4.2. Advise managers and staff of starting date and make necessary administrative arrangements for pay and employee record keeping
4.3. Advise manager and work team of new appointment
 

Employment contracts, legislation, organisational requirements, management advice, work team advice, pay and administrative records


Assessment 2 - Report to management
Due this week online via myRMIT

 4.4. Arrange induction in accordance with organisational policy Induction programs, depth and content, schedules, essential information, supplementary information, employee orientation
 4. Appoint and induct successful candidate Assessment 3 - Role play, induction and orientation
 4. Appoint and induct successful candidate Assessment 3 - Role play, induction and orientation
 WORK PLACEMENT - NO FORMAL CLASSESNote - Work placement is a formal part of the Diploma of Administration Program and all students will be engaged in work activities with a commercial or other organisation during this time
 WORK PLACEMENT - NO FORMAL CLASSES 
  
  

THIS SCHEDULE MAY BE VARIED DUE TO UNFORESEEN CIRCUMSTANCES BUT STUDENTS WILL NOT BE DISADVANTAGED AS A RESULT


Learning Resources

Prescribed Texts

Management theory & practice, Cole. K, Pearson Australia, 2013

9781442550681


References


Other Resources

Recruit, select & Induct Staff, Rod Jones, Pearson Australia, 2010  ISBN: 9781442523234

Human Resource Management, 7th Edition, Raymond J. Stone, John Wiley & Sons Australia, 2010  - 
ISBN 978-1-74216-684-1


 


Overview of Assessment

Assessment may incorporate a variety of methods including in-class exercises, problem-solving exercises, assignments, group or invidual projects, work log book, work journal and practical placement.  Activities may include the production of technical requirements such as documents, direct observation of workplace practices and the presentation of a portfolio of evidence.  This portfolio may include documents, photographs, video and/or audio files.

Students are advised that they are likely to be asked to personally demonstrate their assessment work to their teacher to ensure that the relevant competency standards are being met. Students will be provided with feedback througout the course to check their progress.


Assessment Tasks

Assessment may incorporate a variety of methods including technical requirements documentation, homework, assignments, group and/or individual projects, in class exercises, written and practical assessments, problem solving exercises, presentations, direct observation of actual and simulated work practice, presentation of portfolio of evidence which may comprise documents, and/or photographs and/or video and audio files, review of products produced through work based or course activities


Student groups for this course are normally in pairs. Every effort is made to ensure you have a partner to work with. If this is impracticable then you may be asked to work by yourself.

If you are assessed as Not Yet Competent, (NYC), in an assessment you will be given an opportunity to re-sit, or re-submit the assessment within a short timeframe. Late submissions will require Special Consideration

Students must pass all 3 assessments to be competent in this course


Assessment 1: Documentation portfolio
Review of documentation 1 - Position Description due Week 4
You will develop a position description for a new employee to join the Valley View Publishing Organisation. Details of this organisation can be found in the Admin Toolbox. The Admin Toolbox can be found at the following URL:
https://www.dlsweb.rmit.edu.au/toolbox/busadmin/index.htm

Review of documentation 2 - Advertisement for the position due Week 5
You are to develop a suitable advertisement that can be advertised in Saturday’s Age Careers supplement and can also be adapted for online use at Seek.com. You will need to investigate the required format for each purpose and the costs associated with advertising the position.

Review of documentation 3 - Interview questions/ranking sheet due Week 6
You are to prepare ten interview questions, (at least eight of which will be behavioural questions). In addition, you will develop a suitable ranking sheet for use during the interviews.

 

Assessment 2 Interview and report
Observation of interviewing techniques - Interview due Weeks 7 & 8 - ATTENDANCE MANDATORY

Your advertisement will be placed on the Learning Hub to enable other students, (who are not in your group), to apply for the position. You will then work with other members of your group to form a panel. The panel will then shortlist, prepare for and interview applicants for the position. This will enable you to develop skills in both interviewer and interviewee techniques. You are expected to apply for one of the positions advertised by a group other than your own.

Analysis of response to scenario - report to management due Week 11
You will prepare a written report to management on the panel’s selection decision.

Assessment 3: Induction/orientation program -
Presentation due in class Weeks 13 and 14
You will prepare and present to the class in a 15 minute presentation, the induction/orientation program you have developed for the new employee,.


Assessment Matrix

1. Determine job descriptions
 
Assessment 1
 
2. Plan for selection 
 
Assessments 1,2                            
3. Assess and select applicantsAssessment  2
 
4. Appoint and induct successful candidateAssessment  2,3
 
Required skills
• communication skills to use networks to source suitable applicants, to listen to and understand what is being said in interviews, and to advise on the outcomes of the selection process
• literacy skills to work with job descriptions to devise suitable questions for interviews, to prepare letters for unsuccessful applicants and to make job offers
• organising and scheduling skills to arrange interviews and venues.
 
Assessments 1,2,3
Required knowledge
• documentation required for recruitment and selection
• human resource functions, human resource life cycle and the place of recruitment and selection in that life cycle
• principles of equity, diversity and relevant legislation.
• range of interviewing techniques and other selection processes and their application.
Assessments 1,2,3

Other Information


Academic Administration Procedures
 

Plagiarism
Plagiarism is the presentation of the work, idea or creation of another person as though it is your own. It is a form of cheating and is a very serious academic offence that may lead to expulsion from the University. Plagiarised material can be drawn from, and presented in, written, graphic and visual form, including electronic data and oral presentation. Plagiarism occurs when the origin of the material used is not appropriately cited. Examples of plagiarism include:
• Copying sentences or paragraphs word-for-word from one or more sources, whether published or unpublished, which could include but is not limited to books, journals, reports, theses, websites, conference papers, course notes, etc. without proper citation;
• Piecing together text from one or more sources and adding only linking sentences;
• Copying or submitting whole or parts of computer files without acknowledging their source;
• Copying a whole or any part of another student’s work; and
• Submitting work as your own that someone else has done for you.
For further information including “Plagiarism (and how to avoid it): Resources for Students” refer to the Plagiarism section of the RMIT Policies, at http://www.rmit.edu.au/governance/policies in the Teaching and Learning Policy section. Penalties include official reprimand, recording of a failure result or expulsion from the University.

Referencing
Students are to use the Harvard Referencing System
Submissions which do not use the Harvard system of referencing will not assessed as Not Yet Competent, (NYC), but will be penalised in the grading for this course. Wrong referencing includes using the footnote system instead of the Harvard (author-date) system, no page numbers in references where there is a quote, being unable to use the formula for in-text referencing, using a bibliography instead of a reference list, having no reference list, failing to show where a quote begins and ends, writing out the book title because you don’t know how to use references and not using all elements of the reference citation i.e. surname, initial, date published, title (correctly signified), publisher and place published. Minor errors such as wrong punctuation, a wrong page number or a simple typographical error in a date are not defined as an error.


Submission of written work/assessments
Written work must conform with RMIT’s guidelines “Written Reports And Essays: Guidelines For Referencing And Presentation In RMIT Business”, with respect to Harvard Referencing, which can be found at: http://mams.rmit.edu.au/s9sx559hurvc.rtf
Written assessment must be lodged by the due date in the format specified.
Please do not place work in plastic binders or plastic pockets.
Attach a signed Assignment Cover Sheet to each submission of written work or assessment.
You must keep a copy of your assignment/written work, which can be produced if the original is lost or damaged.
Each page of your online assessments should include a footer with your name, student number, the title of the assessment, unit code and title and page numbers. For example, Carole Marco,S123456, Task 2, COMM5928C Make a presentation, Page 1 of 10.

Special Consideration
Special Consideration is a process that enables the University to take account of unexpected circumstances such as illness, injury or bereavement that affect a student’s performance in assessment. Forms are available from http://www.rmit.edu.au/students/forms Further information can be accessed from http://www.rmit.edu.au/students/specialconsideration

Return of Assessments and Feedback
Hard copies of any in-class assessments will be returned to you during class/lecture times. FEEDBACK - feedback is given in class for role play activities and any written in-class assessments. Feedback for online submissions is via myRMIT. Assessments are normally returned within a 2 week period

Variations to Assessment
A change will not be made to the form or forms of assessment as detailed in the Course Guide unless:
1. the students enrolled in that course have received notice in writing of the proposed change; and
2. the change is approved by the Head of School and not less than 70% of the students enrolled in that course.
Appealing Assessment
You are entitled to appeal assessment results. Refer to RMIT Policy – Appeal Against Assessment Result available at http://www.rmit.edu.au/governance/policies in the Teaching and Learning Policy area.
Students are required to attempt all assessments and be rated as competent against all performance criteria to pass the course.
 

 

RMIT University recognises nationally accredited or endorsed qualifications and Statements of Attainment issued to the student by other Registered Training Organisations (RTO’s). Also, RMIT provides credit for work experience or other forms of life experience that match the learning outcomes/competencies of RMIT courses. You must provide evidence that is current, relevant valid, and verifiable that your experience matches the learning outcomes/competencies of the relevant course for which you are seeking credit. This evidence may include formal qualifications (certificates, etc); work samples; references; documents, etc. Please speak to your teacher before applying.
To apply, you should obtain an RPL Information Sheet. Forms are available on the RMIT Website at http://www.rmit.edu.au/student-records/studentforms . You should complete the appropriate form (RPL and/or Credit Transfer), attach the relevant supporting documentation and submit the form to your facilitator for this unit.
 

Marking Guide (competency):
Vocational Education and Training (VET) is based on current industry needs and the focus on preparing you for the workplace. Because VET courses are informed by practical application of knowledge and skills, they are based on a system known as ‘competency based training’ (CBT). So when you are assessed in VET it is about whether you are competent to do the job, as well as having a firm grasp on the knowledge and skills required to do that job, as opposed to traditional curriculum based education settings that are often based on knowledge retention.
You need to demonstrate you are competent in each element of the unit of competency you are studying.
You will receive feedback on each assessment task that will inform you whether you are competent or not and how well you are performing. Once competent in all elements of the unit you receive a competency grading.
Please refer to the Final Grades table below.

Marking Guide (Grading)
Each assessment task is marked as Competent or Not Yet Competent but not graded until achieving competency across the assessment tasks. We then grade your performance in the unit; this gives you the opportunity to have the level of your performance formally recognized against industry standards and employability skills.
The grading is according to the following criteria

:
1. LEVEL OF INDEPENDENCE, INITIATIVE, ENTERPRISE AND PERFORMANCE OF WORK TASK
We are looking for a high level of ability to complete all tasks independently as per the specifications as well as demonstrating a high level of initiative in your approach to Recruit, select & Induct staff
 

2. DEMONSTRATED BREADTH OF UNDERPINNING KNOWLEDGE AND A WILLINGNESS TO CONTINUE LEARNING
We are looking for depth of understanding of the key concepts and knowledge required in recruiting, selecting and inducting staff. You should be able to demonstrate a thorough understanding of all applicable planning, delivery and review principles in all the assessment tasks.

3. TECHNIQUES & PROCESSES, TECHNOLOGY SKILLS AND PROBLEM SOLVING
We are looking for appropriate use of technology to assist in presenting all tasks clearly and suitable for the intended audience. You also need to show an understanding of the kinds of problems that can arise in a recruitment lifecycle situation in a workplace with people and teams and how these might be addressed.

4. WORK ORGANISATION, PLANNING AND SELF MANAGEMENT
We expect to see on-going uploading of information that is relevant to the unit, full utilisation of Blackboard as per course requirements and timely submission of all required assessment tasks.
 

5. COMMUNICATION, PEOPLE NETWORKING, LANGUAGE AND INTERPERSONAL SKILLS AND TEAMWORK
We expect to see contributions to relevant discussions and scheduled collaborative sessions. In addition your tasks should demonstrate a very good understanding of strategies for a collaborative approach to the recruitment cycle in the workplace.

Final Grades table:
CHD Competent with High Distinction
CDI Competent with Distinction
CC Competent with Credit
CAG Competency Achieved – Graded
NYC Not Yet Competent
DNS Did Not Submit for assessment

Course Overview: Access Course Overview