Assessment 1
Part A
Job description
| Job Role: Assistant manager
Hours: full time Location: Australia Reporting Relations: to the senior manager reports must be presented timely. Organizational environmental and hierarchy: XYZ hotel is in the hospitability industry and there is a need for an assistant manager. So that all the organization’s supplies and be managed and maintained. The current assistant manager is leaving the job due to shifting from here to other places. So there will be no one available to manage the supplies of the XYZ hotel (Perrin, 2022). Key duties: Some of the key duties of the assistant manager are- To coordinate the schedule of the restaurant. Help the general manager to make sure day-to-day operations are running smoothly. Responsible to maintain the inventory. Evaluate the performance of the team members. They are responsible to bridge the gap between the staff and senior management (Sorin-Ciprian, 2018). Selection criteria: Qualifications in operating & managing hospitability Business Good communication skills Good interpersonal skills Abilities of decision-making and problem-solving. Selection process: Assistance manager will be selected after the face to interview. 1. The application process will be reviewed. 2. The screening will be done of the resume. 3. A screening call will be done 4. Person interviews will be conducted 5. The background will be checked. 6. A reference check will be done 7. Decisions will be taken after discussing with the seniors and job offers will be given (Stewart, and Bray, 2020). |
Part B
Job advertisement
| JOB ADVERTISEMENT
We do need you Job title: Assistant manager (Hospitality sector) Qualification required 1. 1-2-year experience as the assistant manager 2. Qualifications in operating & managing hospitability business 3. Good communication skills 4. Good interpersonal skills (Lee, and Mao, 2020). 5. Abilities of decision-making and problem-solving. Duties and responsibilities: 1. To coordinate the schedule of the restaurant. 2. Help the general manager to make sure day-to-day operations are running smoothly. 3. Responsible to maintain the inventory. 4. Evaluate the performance of the team members. 5. They are responsible to bridge the gap between the staff and senior management (Sorin-Ciprian, 2018). Job Location: Australia Salary: attractive salary will be provided. For applying: Email id: xyzhotel@au.in Call: 00000000 Deadline: 15th September 2022 |
Part C
Interview questionnaires
Interview questionnaires
|
Part D
Draft policy
“Recruitment, Selection, and Induction Policy and Procedure”
Purpose of the policy
The purpose of the recruitment, induction, and induction policy and procedure is to establish standards for employee recruitment and selection. To fulfill its strategic initiatives, XYZ hotel seeks to attract and hire the most qualified candidate for the role who will support the organization’s values, culture, and ambitions. Recruiting and choosing an employee induction will adhere to all legal requirements, applicable equal opportunity, and the ideas, policies, and procedures for affirmative action & human resource management adopted by the XYZ hotel (Lloyd, 2021).
Policy scope
All employees who participate in recruitment, selection, induction, and termination must follow this policy and process. The company’s strategy plan & code of conduct both support and relate to this policy. The scope of the policy is to deal with the shortage or excess of resources. This policy also clears the recruitment process and also helps in analyzing the policies which are used for recruiting, processes and procedures (Perrin, 2022).
Relevant legislation
Some of the relevant legislation are-
1) Laws related to employee hiring,
2) Laws related to employment termination.
3) Laws related to equal opportunity.
4) Laws related to fair wages.
5) Laws that are related got the talent acquisition and fair selection (Whiting, et al., 2019).
Policy
For management recruitment, selection, and induction policy and procedure aims to clear the set clear guidelines to make sure that they are delivering a consistent and fair process of recruitment. The policy defines the procedures a recruiting manager must follow when requesting approval for a position, advertising the position, and making an appointment (Bernstein, et al., 2019).
Procedure
The procedure which will be followed for the recruiting, selection, and induction of the candidates are-
1) Needs of the XYZ hotel will be identified.
2) Job description will be prepared.
3) Advertisements will be given.
4) Searching will be started for the job role.
5) Screening calls will be conducted.
6) In-person interviews will be conducted.
7) Background will be checked of the candidate.
8) Candidate references will be checked.
9) Job will be offered to the candidate (ROSS, 2022).
Responsibility
Employees & management of XYZ hotel is accountable for adhering to this policy, as well as for taking part in the recruitment, selection, and induction processes.
Approval
After discussing with the senior members of the XYZ hotel about the candidate approval will be taken for the candidate.
Email to senior manager
To: seniormanager@au.in
By: HR manager
Date: 7th September 2022
Subject: approval and feedback
Hello sir, I hope you are doing well. This email is sent to inform you that the “Recruitment, Selection, and Induction Policy and Procedure” have been drafted. In the policy, I have mentioned its purpose, relevant legislation, responsibility, procedure, and approval. I have attached the policy to this email. Please review it and provide your feedback and approval.
With regards
HR manager
| Task | Details of the Individual Task/Work Completed | Evidence |
| Job Description
(at least one draft job description developed by you) |
A job description is very useful. It is a plain language tool that provides information about the roles and responsibilities of the job role. It has detailed information that to fulfill the job position and what skills and knowledge are required. | Draft Job Description |
| Job Advert
(at least one draft developed by you) |
A job advertisement serves as a notice that a certain position is accepting applicants. When wanting to expand your workforce, it’s what you submit to your own company’s hiring page or post on employment boards. Your opportunity to ‘sell the job’ to potential candidates is through a well-written job advertisement. | Draft Job Advert |
| Interview Questionnaire and Checklist | In the interview questionnaires, there are 10 questions prepared. These questions will help analyze the knowledge and skills of the candidate. It also helps to obtain the required information from the candidate. | Evidence of contribution – drafts, notes, etc. |
| Draft a Policy
(at least one draft developed by you) |
The draft policy, “Recruitment, Selection, and Induction Policy and Procedure” involve information about its purpose, relevant legislation, responsibility, procedure, and approval of who can be contacted (Stewart, and Bray, 2020). | Draft policy document |
Assessment 2
The manager of the Human resources department has chosen two individuals from the pool of applicants after reviewing the online applications based on their qualifications and the predetermined criteria.
We have mailed them to let them know that they were chosen, and we will now interview them (ROSS, 2022).
Interview 1
Applicant 1- hello sir, good morning sir.
Team member 1- hello, good morning, have a seat. I hope you know why we met today.
Applicant 1- yes sir, I have also sent my resume to the email id.
Team member- yes, I have reviewed that. And I must say, you have good qualifications and also have good experience.
Applicant 1- yes sir thank you. I have reviewed the job averment on social media, so I thought it is a good opportunity for me to be part of such an organization.
Team member 1- okay, you know for what position you have applied.
Applicant 1- yes sir, I have applied for the assistant manager.
Team member 1- do you know the roles and responsibilities of the assistant manager?
Applicant 1- yes sir, the assistant manager is responsible for coordinating the schedule of the restaurant. They also have a responsibility to help the general manager to make sure day-to-day operations are running smoothly. They are responsible to bridge the gap between the staff and senior management.
Team member 1- they are also responsible to maintain the inventory and also evaluate the performance of the team members.
Applicant 1- okay sir.
Team member- tell me something about your previous expenses and why you have left that job.
Applicant 1- I was working in a restaurant as the assistant manager only. I had a very good experience there and have good knowledge about this position. I have left that job because due for some reason I have moved from that location and from my current location it has a huge distance.
Team member 1- okay no issue. What are your salary expectations?
Applicant 1- I am expecting $98,260 per year.
Team member- 1- okay. Do you know MS word?
Applicant 1- yes sir, I have basic knowledge of MS words.
Team member- 1- Okay great, that’s all your interview. If you are successful, you need to take the personality test and its result will analyses whether you will be selected or not.
Applicant 1- okay sure sir.
Interview 2
Applicant 2- hello sir, good morning sir.
Team member 2- hello, good morning, have a seat. I hope you know why we met today.
Applicant 2- yes sir, I have also sent my resume to the email id.
Team member 2- yes, I have reviewed that. Are you a fresher?
Applicant 1- yes sir I am fresher.
Team member 2- where did you get to know about this position?
Applicant 2- I have seen its job advertisement.
Team member 1- okay, why do you think you are suitable for this job?
Applicant 1- sir, I am fresher now and I am energetic and will give my 100% in every work. I don’t have any past experiences so everything I will be doing will be new and I can also give a new idea in the growth of the organization.
Team member 1- okay, do you know the roles and responsibilities of the assistant manager?
Applicant 1- yes sir, the assistant manager is responsible for coordinating the schedule of the restaurant. They also have a responsibility to help the general manager to make sure day-to-day operations are running smoothly. They are responsible to bridge the gap between the staff and senior management.
Team member 1- okay nice. How will you make sure that all the operations are smoothly running?
Applicant 1- I will make sure all the tasks are finished on time.
Team member 1- what are your salary expectations?
Applicant 1- I am expecting $90,000 per year.
Team member- 1- okay. Do you know MS word and accounts?
Applicant 1- yes sir, I have the basic knowledge.
Team member- 1- Okay great, that’s all in your interview. If you are successful, you need to take the personality test and its result will analyze whether you will be selected or not.
Applicant 1- okay sure sir.
Report
The interview was conducted with the two selected candidates. One candidate was having good experience in the same job roles and one candidate was fresher. The interview was successful full and all the requirements and selection process was followed. The first candidate is having basic knowledge of MS words and during the interview, good communication skills were used by him.
Whereas 2nd candidate was quite afraid to express his feeling as he was new but he also seemed dedicated. He has a basic knowledge of MS Word and accounts (Sigroha, 2019).
Conclusion
It has been conducted that candidate 1 was more suitable for the job roles as he has good experience in the same job roles and it will be beneficial for our organization also.
| Interview 1 | 1. Good experience in the same job role.
2. Basic knowledge of MS word. 3. Good communication skills 4. Good interpersonal skills 5. Abilities of decision-making and problem-solving (Lee, and Mao, 2020). |
| Interview 2 | 1. Fresher
2. No experience 3. Basic knowledge of MS word and accounts. |
Email for the Interview Results
Personality test
Assessment 3
The interview was taken with two candidates and one candidate is selected. So a roleplay is conducted because a team induction training program can be provided.
Role play
Senior manager- hello everyone, good morning, welcome to the induction training program. I hope you all are doing well.
Recruit- good morning sir.
Team members- good morning sir.
Senior manager- this program is organized to assist the new employee in the adjustment of their new job role and provide them with an overview of their new work environment and the people with whom they are going to work.
Team members- okay sir.
Senior manager- This is our organizational chart.
The name of our organization is XYZ hotel. It is related to the hospitability industry. The organization was started in 1999 and our main goal is to provide quality service to our clients and satisfy their needs and wants. Our objective is to be the leading organization in the hospitability industry. Can you tell me our key accountability?
Team members- yes sir, our key accountability is to establish a healthy work environment.
Senior manager- okay good, recruit you can see all these people, these all are your new colleagues and if you face any issues you can ask them.
Recruit- okay sure sir.
Senior manager- as you are recruited for the job role of assistant manager. So your roles and responsibilites are to coordinate the schedule of the restaurant, Help the general manager to make sure day to day operations are running smoothly, be Responsible to maintain the inventory, Evaluate the performance of the team members and you will be also responsible to bridge the gap between the staff and senior management.
Recruit- okay sure sir, I will try my best to fulfill my responsibility.
Senior manager- our key organization policies are the equity policy and equal employment opportunity and anti-discrimination policy.
Recruit- what is the importance of the equity policy?
Senior manager- it makes sure that all the people within the organization must be equally treated and it makes sure that people get the respect and dignity which they deserve if there are any differences, then they will be celebrated.
Recruit- okay sir
Senior manager- we also make sure of the health and safety of the people and make sure all code of conduct is followed. We also follow the General employee entitlements. It is a government initiative.
Team members- okay sir.
Recruit- sir, what will be my probation period and terms of employment?
Senior manager- your probation period will be of 15 days and all the employment terms are mentioned in your employment agreement.
Recruit- okay sir.
Senior manager- do you have any doubts which you want to clear?
Recruit and team members- no sir.
Senior manager- what do you think about today? I have any feedback you can give.
Recruit- thank your sir for the induction training program, it helped me a lot to know about the organization and my colleagues.
Team member- sir, In the next time induction program we can also conduct some fun activities. These activities will develop communication skills and we will also know about our colleagues more. To motivate the employee rewards and recognition can also be provided.
Senior manager- yes, nice suggestion. Okay, we can do that. That’s all for today. Bye.
Presentation
Report
Introduction
A meeting was conducted with the team members and recruits. In a meeting, the induction training program was conducted. So this report is prepared on the base of the meeting. This report involves the team experience and how it will be used by the team.
Brief
A meeting was conducted. In the meeting, the induction training program was conducted. The attendees of the meeting were senior managers, team members, and recruits. The meeting was successful and everyone in the meeting experience was good. In the meeting, an organization overview was provided. Recruits were introduced to their colleagues and their roles and responsibilities were cleared to recruits.
In the induction training program key organizational policies, health and safety, general code of conduct, and general employee entitlements were discussed in the meeting. In the end, feedback was taken from the attendees (Hamza, et al., 2021).
Feedback received
The feedback provided by the team members is that next time the induction program some fun activities can also be organized. These activities will develop communication skills and we will also know about our colleagues more. To motivate the employee rewards and recognition can also be provided (Sigroha, 2019).
Conclusion
It has been concluded that in the next induction training program reward and recognition program will be conducted and some activities will also be organized.
Letter
Confirmation Letter
To: Peter Brown
Date: 7th September 2022
Re: Confirmation Letter
Dear employee,
This letter is sent to inform you that you have been selected for the role of assistant manager at XYZ hotel.
Your salary is $98,260 per year and your joining date is 10th September 2022. You will be on 15 days probation period.
Please revert if you have an issue.
Sincerely
HR manager
XYZ hotel
Termination Letter
To: Michal Smith
Date: 7th September 2022
Re: Termination Letter
Dear employee,
Your record of work was great, but due to your no prior notice and long absent record you are terminated. As it was one requirement of your job role you can’t be absent without prior notice.
Please revert if you have issues.
Sincerely
HR manager
XYZ hotel
Recommendation for improvement
| Personal Tasks Undertaken and Contributions Made (in this Assessment Task) | A to-do list can be prepared and the task can be prioritized.
Make sure the task is going as per plan. |
| Recommendation on Recruitment, Selection and Induction Process, Including Staff Training Needs | Tools can be used to eliminate biases and boost efficiency.
Right people can be attracted. |
| Recommendation on Policy Update (Use the Policy Developed in Assessment Task 1 as a context) | Organizational risk can result from outdated policies. Old policies could not comply with the new laws & rules.
They might not discuss modern technology or systems, which can Cause contradictory behavior (Nguyen, et al., 2020). |
Assessment 4
Question 1
Some of the relevant legislation are-
1) Privacy act 1988
2) Fair work act
3) Freedom of information act 1982
4) Independent contractors act 2006
5) The employment equity act 55 of 1998
6) The skills development act 97 of 1988 (Teo, et al., 2020).
Question 2
The process of contracting out human resources operations to a third party is known as HR outsourcing or HRO. Business process reviews have let various organizations make decisions, that outsourcing some or all non-core tasks makes financial sense activities to professionals in the field (Kaur, 2019).
Question 3
Workplace diversity– in the workplace diversity means a workforce that has individuals of different races, religions, physical abilities, gender, entity, age, and other demographics.
Equal opportunity- everyone must be treated equally and there must be no discrimination.
Anti-discrimination– it is a law that helps in preventing discrimination (Lloyd, 2021).
Question 4
An enterprise agreement, typically negotiated after good faith discussions between the employer, the employees, and their bargaining representatives (often a trade union), outlines the collectively admitted terms and conditions of employment between the employer & employees group. It contains any unlawful content (Smith, 2022).
Question 5
Some major changes are-
1) Political antennae
2) National standards of employment
3) Protection of workers
4) Non-union workers
5) Minimum wages (Hoffmann, 2019).
Question 6
It is a collection of legislation. These legislations apply to most Australian employers and employees. Its key features are-
1) Terms of protection for employees.
2) Minimum employees’ wages
3) Registered agreements & awards (Smith, 2022).
Reference
Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.
Hoffmann, A.L., 2019. Where fairness fails: data, algorithms, and the limits of antidiscrimination discourse. Information, Communication & Society, 22(7), pp.900-915.
Kaur, T., 2019. Outsourcing in Business: Pros and Cons. Think India Journal, 22(3), pp.1595-1599.
Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic review. Educational Management Administration & Leadership, p.1741143220969694.
Lloyd, S., 2021. Equal Opportunity Employment/Non-Harassment Policy| 3 pages| 51k.
Perrin, H., 2022. Effective recruitment advertising: using an evidence‐based approach. In Practice, 44(2), pp.109-112.
ROSS, I., 2022. Justice Giudice’s broader contribution to the labour law discipline and the development of the Australian Industrial Relations Commission/Fair Work Commission. AUSTRALIAN JOURNAL OF LABOUR LAW, 35(1), pp.1-2.
Sigroha, A., 2019. Human Resource Outsourcing: Types And Motivating Drivers Of Outsourcing In An Organization. Think India Journal, 22(14), pp.431-439.
Smith, P., 2022. IEU pushes to progress Sydney adventist teachers’ enterprise agreement. Newsmonth, 42(3), p.4.
Sorin-Ciprian, T., 2018. DIFFERENCE BETWEEN MANAGEMENT CONTROLLER AND ASSISTANT MANAGER. Annals of’Constantin Brancusi’University of Targu-Jiu. Economy Series, (4).
Stewart, A. and Bray, M., 2020. Modern awards under the’Fair Work Act’. Australian Journal of Labour Law, 33(1), pp.52-67.
Teo, S.T., Bentley, T. and Nguyen, D., 2020. Psychosocial work environment, work engagement, and employee commitment: A moderated, mediation model. International Journal of Hospitality Management, 88, p.102415.
Whiting, M.E., Hugh, G. and Bernstein, M.S., 2019, October. Fair work: Crowd work minimum wage with one line of code. In Proceedings of the AAAI Conference on Human Computation and Crowdsourcing (Vol. 7, pp. 197-206).