Assessment 1 Question 1: The role as a Human Resource personnel requires knowledge and ability to research applicable legislations in managing the various tasks and providing advice to the workforce. You are required to be resourceful and identify four key Acts (legislation) which are relevant to the recruitment and onboarding of staff. B) Explain how the requirements of each of the four pieces of legislation affect the organisation's recruiting processes. Include one relevant section of each Act in your explanation. (short paragraph of 3 -5 sentences in each explanation). No Question How it affects organisation's recruiting process Legislation Name Section No & Details Explanation 2. Legislation Name Section No & Details Explanation 3. Legislation Name Section No & Details Explanation\fb) Explain how the requirements of each of the four pieces of legislation affect employment agencies. Include one relevant section of each Act in your explanation. (short paragraph of 3 - 5 sentences in each explanation) Question How it affects employment agency's recruiting process Legislation Name Section No & Details Explanation Legislation Name Section No & Details Explanation 3. Legislation Name Code 52784 GRIGOS Code: 080200 Current Template Verilorc Fabruary 2012 Assessment Link Last updated: Jun 2012 Page 4 of F122A12 Uncontrolled Copy When Printed Government of Western Australia North Metropolitan TAFE Assessment Task 1 Qualification national code and title 85840420 Certificate IV in Human Resource Management Unit's national codels and titles BSBHRM415 Coordinate recruitment and onboarding Section No & Details Explanation 4. Legislation Name Cartinn Na. .\fQuestion 2: Citistores is looking to hire a Retail Sales Assistants for the Toy's Section and will be considering both internal employees and external applicants. As the HR Assistant, you are responsible to provide advise to the supervisor. Describe three common recruitment sourcing methods that can be used to attract candidates. (2 to 3 sentence answers for each) 1. 2. 3.Question 1: The recruitment panel members have shortlisted some candidates for the sales assistant role. Describe three common interviewing techniques that can be used in the selection process to select the right candidate. (2 to 4 sentence answers for each) Code B2784 GRIGOB Gods: 030300 Current Template Verilorc February Butt Assessment link Last updated: Jun 2012: Mar location: Team Academic HOBB8 20Cert IV HIDBOBHRMURAD Asamimant F122A12 Uncontrolled Copy When Printed Government of Western Australia North Metropolitan TAFE Assessment Task 1 Qualification national code and title 85840420 Certificate IV in Human Resource Management Unit's national codels and titled's BSBHRM415 Coordinate recruitment and onboarding 1. 2. 3.Question 4: In the context of human resources and organisational management, effective recruitment and onboarding processes are crucial for ensuring that the right candidates are selected and smoothly integrated into the company. Citistores has a comprehensive Recruitment and Onboarding Policy designed to standardise these processes. Outline the methods of assessing and reporting on candidates as described in the Selection section of the Cilistores Recruitment and Onboarding Policy. (long paragraph of 8 - 15 sentences in the explanation] Assessing ReportingQuestion 5: Providing timely and constructive feedback to candidates is a critical aspect of the recruitment process, helping to maintain a positive relationship with both successful and unsuccessful applicants. Cilistores has established specific strategies for delivering feedback to internal and external candidates. Describe the strategies for providing feedback to both internal and external candidates in the Cilistores Recruitment and Onboarding Policy. (long paragraph of 5 - 10 sentences in the explanation)RECRUITMENT AND ONBOARDING POLICY Introduction Citistores aims to recruit, select and onboard the best possible candidates In a timely and cost-effective manner. This contributes to Citistores' strategic vision to be Australia's leading specially department store and become the Australian public's number one choice. To do so, we need people who are committed and copoble of providing our customers with excellent customer service and will take pride in Citistores and our products. This policy creates a framework for all Citistores stoff engaged in the recruitment, selection and onboarding processes. Authority The Policy has been adopted by Director, Human Resources. Review Perlods The policy will be reviewed annually by the Director, Human Resources. Monitoring and Compliance Monitoring for compliance with this policy will be the responsibility of the Director, Human Resources. Related Documents Equal Opportunity Policy Affirmative Action Policy Equal Opportunity Act 1984 [WA). Fair Work Act 200? (Cub) Roles and Responsibilitys i is the responsibility of the Director, Human Resources to ensure the recruitment, selection and onboarding processes at Christores are fair and equitable for all candidates and meet the strategic needs of Citistores It is the responsibility of Hiring Managers to ensure that the recruitment, selection and onboarding processes are fair and reasonable and free of all forms of discrimination and bios.Policy Statement Recruitment Approval to Recruit Managers should liaise with the Human Resources Division to outline the steps taken to seek approval to recruit for any position. Approval to recruit for a position must be obtained from the relevant Director. Recruitment will only take place after evaluation of the need for the role against the Division's Business Plan and budget and completion of a job analysis for the position. Consideration should be given to the Citistores Allirmolive Action Policy where appropriate. Once approval to recruit has been obtained, a hiring plan for the position will be compiled by the Human Resources Division. Job Analysis Prior to the creation of a new position or filling of a vacancy, a job analysts should be conducted to ensure that the job description and selection criteria are accurate and current. The job analysis should be conducted according to the process approved by the Director, Human Resources and the job description and selection criteria approved by the relevant line monoger. Internal Recruitment Methods To provide our employees with career development opportunities, and to maximise the value of the skills and talents of existing employees, all positions will be advertised internally in the first instance. Should on Intemal applicant not be suitable, the position will be advertised externally. In the following limited circumstances, external recruitment In the first instance may be approved by the Director, Human Resources: positions requiring highly specialised expertise Director level positions Temporary appointments where the Director con certify that the work is required for a specific limited purpose/time of greater than 2 weeks and less than & months duration should be advertised internaly. Intemal advertisements will be placed on of company recruitment noticeboards and circulated on the Citistores intranet and should remain open for a minimum period of two weeks.Intemal advertisements will be compiled by the Human Resources Division. Employment of Relatives and Friends I is not the policy of Citistores to prohibit the employment of relatives and friends of existing staff members. However, no employee may ddirectly recruit any relative and friends. Where a conflict of interest has been noted in the pool of applicants, for a position over which that employee has recruitment authority, It is the responsibility of the employee to hand over such responsibilities to a suitably qualified alternative. I is organisational policy that direct relatives of friends are not permitted to work together in the some Division or Department. It is permissible for relatives and friends to work together within the some division with specific prior approval of the Director, Human Resources considering the nature of the relationship, the closeness of the working relationship between the two roles, the potential conflict of interest and the operational and strategic natures of the positions. External Recruitment Methods Once the decision has been mode to recruit externally for a position, one or more of following external recruitment methods may be utilised, with the approval of the Director, Human Resources: Citistores website External recruitment website Professional journals Social media platforms External recruitment agencies Newspapers External advertisements should remain open for a minimum period of two weeks. External advertisements will be compiled by the Human Resources Division. Use of External Recruitment Agency In is the decision of the Human Resources Division whether to Involve on external recruitment agency in the selection process. I an external agency is appointed to participate in the recruitment process the Human Resources Division will guide staff os to the most appropriate agency for the vacancy. Factors affecting the selection of the agency will include preferred supplier arrangements, timing. cost and the nature of the role. Policy Created - 20.01.08Selection Screening Screening of applications for a position will be conducted by all members of the designated selection panel for the position. Screening will be based on assessment of the applicant's documentation, Including cover letter and resume, against the selection criteria. successful applicants of the screening stage will be notified by email or phone and invited for Interview. Selection Panel All recruitment and selection processes will be conducted by a selection panel which will oradnorly comprise two or more people, Including the Ine monoger and a Human Resource Division representative. Where possible, a diverse selection panel is preferred. All members of a selection panel must have completed the Citistores Selection Panel Training. Each selection panel should elect a Chairperson who will chair the interview and facilitate the completion of all other recruitment and selection processes. Selection Methods A variety of selection methods may be used to assess applicants against the selection criteria for the position, with the approval of the Director, Human Resources. All selection methods must be: Designed to provide evidence of the required copabilities Transparent Timely and cost efficient Effective Equitable Free from any conflict of Interest All shortlisted opplicants will be offered on Interview for the position. These should ordinarily be conducted face to face but may also be conducted using electronic media where appropriate. Other selection methods that may be utilised Include: Skill's testing Psychometric testing Follce Clearances Medico festingApplicants will be treated with respect throughout the recruitment process, provided with sufficient information to make an informed choice of their suitability for the role, have their personal documentation held in confidence and have access to appropriate feedback in a timely manner. Reference Checks Reference checks will only be conducted for the top three candidates of the finalisation of the selection process. Reference checks will be conducted over the phone or email by the Chairperson of the selection panel with two referees for each candidate. A Citistores Reference Check Form should be completed for each reference check conducted. In is preferred that referees should be direct supervisors/managers of the candidate's most recent employment. Subordinates or colleagues are not acceptable as referees. Selection Report After the selection process has been completed, Including reference checks, the selection panel should meet to finalize their selection decision and prepare a Selection Report to the Director, Human Resources. The Selection Report should include details of the Selection Process from screening up to a recommendation for appointment of the successful Candidate. It is preferable that a minimum of two candidates are recommended for appointment in order of preference. In case a successful candidate is unavailable for appointment. Offer of Appointment Upon approval of the Selection Report by the Director, Human Resources, the Chairperson of the selection panel will phone the successful candidate to offer them the position and receive verbal acceptance of the offer. Upon verbal acceptance of the offer, the successful candidate will be emoiled a Letter of Engagement by the Human Resources Division including Instructions on how the wiltten acceptance of offer is to be signed and returned. Upon receipt of the written acceptance of offer, the Human Resources Division will notify the line manager of the new appointee and contact the new appointee to finalise the commencement date of employment, with the line manager's approval. The Human Resources Division will enter the new appointee's details on the staff dotobose including payroll. Policy Created - 20.01.08 Losi Review Dote - 07.11.2024 Nod Review Bois - 07.11.2025Noillication to unsuccessful applicants Once the successful condidate has accepted the offer of employment, the Human Resources Division will notify ol unsuccessful applicants by emall that they have been unsuccessful in the selection process and thank them for their Interest in the position. For Internal advertisements, shortlisted candidates will be notified of the selection deckion in person by the Choirperson of the selection panel. Feedback on Selection Process Feedback on each selection process will be ovollable to unsuccessful applicants during a two-week period following the completion of the selection process of follows: For positions advertised Internally, feedback from the Chairperson of the selection panel is available by appointment to all internal applicants. This feedback is in relation to the employee's performance against the selection criteria and not in comparison to other applicants. For positions advertised exfemally, feedback is only ovalable to shortlisted candidates and is ovollable by email from the Choirperson of the selection panel. This feedback is in relation to the employee's performance against the selection criteria and not in comparison to other applicants. Onboarding The line manager is responsible for the onboarding of the new employee, Wixlod the induction checklist to ensure al necessary onboarding activities are undertoken. This Includes" Greeting the new employee when they enter the workplace Familiarsing the new employee with their work station and Immediate work oreo Introducing the new employee to other staff members including Important staff to know for managing their work Ensuring the new employee completes the Online Orientation to Citistores Ensuring the new employee has the necessary secure logins to Citistores systems and completes the Citistores Systems Orientation Ensuring the new employee completes the Online Work Health and Safety module at Citistores Allocating uniforms, keys and other company resources to the new employee Ensure the new employee has access to their job description and relevant job manuals Policy Created - 20.01.08Ensuring the Onboarding checklist is completed and signed by the line manager and new employee and retumed to the Human Resources Division Probation All new permanent employees, both full time and port time, ore placed on probation for a period of three months upon their commencement of Citistores. The line manager of the new employee is primarily responsible for managing the probationary period of a new employee by providing regular and constructive feedback to enable the new employee to learn their job and the requirements of being a Citistores employee. A more formal discussion with a completed Probationary Progress Form needs to be completed two weeks, one month and two months after the commencement of the new employee. At the two month's discussion, agreement should be reached on whether the new employee's employment will be confirmed at the conclusion of the probationary period or if the probationary period will be extended. A Human Resources Division representative should be included in this discussion. At the completion of the probationary period, The Human Resources Division will notify the employee in wilting as to the confirmation of their employment