- SIRXHRM002A - Recruit and select personnel
Assessor Resource
SIRXHRM002A
Recruit and select personnel
Assessment tool
Version 1.0
Issue Date: April 2024
This unit applies to managers responsible for recruiting and selecting personnel. It involves defining future personnel requirements, determining job specifications, evaluating and selecting applicants, and recruiting staff.
This unit describes the performance outcomes, skills and knowledge required to recruit and select personnel.
You may want to include more information here about the target group and the purpose of the assessments (eg formative, summative, recognition)
Prerequisites
Nil
Employability Skills
This unit contains employability skills.
Evidence Required
List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package. | |
Critical aspects for assessment and evidence required to demonstrate competency in this unit | Evidence of the following is essential: identifies existing and required competencies and attitudes of individuals and teams develops job specifications to effectively meet the needs of the store and company recruits suitable staff according to: relevant store policy and procedures relevant legislation relevant awards and agreements assesses and selects candidates according to store policy and procedures and legal requirements accurately records selection processes. |
Context of and specific resources for assessment | Assessment must ensure access to: a retail work environment relevant documentation, such as: store policy and procedures on personnel planning, selection and recruitment equal opportunity and equal employment opportunity (EEO) legislation awards and agreements job descriptions and specifications. |
Methods of assessment | A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit: observation of performance in the workplace a role play third-party reports from a supervisor written or verbal questioning to assess knowledge and understanding review of portfolios of evidence and third-party workplace reports of on-the-job performance. |
Guidance information for assessment | Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended. |
Submission Requirements
List each assessment task's title, type (eg project, observation/demonstration, essay, assingnment, checklist) and due date here
Assessment task 1: [title] Due date:
(add new lines for each of the assessment tasks)
Assessment Tasks
Copy and paste from the following data to produce each assessment task. Write these in plain English and spell out how, when and where the task is to be carried out, under what conditions, and what resources are needed. Include guidelines about how well the candidate has to perform a task for it to be judged satisfactory.
This section describes the essential skills and knowledge and their level, required for this unit. |
Required skills |
interpersonal communication skills to: consult personnel confirm specifications seek advice and communicate recommendations conduct interviews and inform candidates of results through clear and direct communication ask questions to identify and confirm requirements obtain information from candidates at interview use language and concepts appropriate to cultural differences use and interpret non-verbal communication analytical skills to: evaluate information from resumes, letters, references, interviews and aptitude tests against criteria check references, security clearances and personal documentation literacy skills to: research, analyse and interpret a broad range of written material write clear accurate job descriptions and specifications prepare reports record details of processes document results |
Required knowledge |
store policy and procedures in regard to: job role and responsibilities personnel planning, including current and projected staff numbers recruitment , assessment and selection of candidates relevant legislation and statutory requirements, including: equal opportunity and Equal Employment Opportunity (EEO) legislation awards and agreements anti-discrimination recruitment sourcing methods government subsidies and support functions for traineeships Australian Apprenticeships Training Packages and competency standards principles and techniques in: interpersonal communication identifying competency requirements in relation to work demands identifying, defining and assessing competency of individuals consultation interviewing knowledge of special needs in relation to recruitment and selection, including reasonable adjustments for interviews, interview techniques and provision of appropriate documentation |
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below. | |
Store policy and procedures in regard to: | personnel planning selection and recruitment maintaining records. |
Staffing levels may vary according to: | peak trading cycles special events promotion stocktakes market trends. |
Sources of accurate and current information may include: | colleagues, supervisors and managers store records personal observation and experience store policy and procedures documents unions industry associations. |
Staff members may include: | full-time, part-time, casual or contract staff people with varying degrees of language and literacy people from a range of cultural, social and ethnic backgrounds people with a range of responsibilities and job descriptions. |
Teams may include: | small work teams store team corporate team. |
Relevant personnel may include: | internal or external consultants employees supervisors human resources personnel store and area manager. |
Staffing requirements may include: | permanent temporary full-time part-time casual contract. |
Appropriate calculations may include: | financial considerations current and projected staff numbers current staff competencies and estimation of competencies required succession planning personnel forecasts business plan and strategic directions. |
Job specifications should include: | job title and purpose of position responsibilities competencies required. |
Relevant legislation may include: | equal employment opportunity (EEO) anti-discrimination awards and agreements confidentiality laws. |
Staff recruitment procedures may be delegated to: | individuals specialist personnel. |
Employment appraisal tests may include: | assessment of relevant competencies personality profiling. |
Records may be: | manual electronic access restricted. |
Copy and paste from the following performance criteria to create an observation checklist for each task. When you have finished writing your assessment tool every one of these must have been addressed, preferably several times in a variety of contexts. To ensure this occurs download the assessment matrix for the unit; enter each assessment task as a column header and place check marks against each performance criteria that task addresses.
Observation Checklist
| Tasks to be observed according to workplace/college/TAFE policy and procedures, relevant legislation and Codes of Practice | Yes | No | Comments/feedback |
|---|---|---|---|
| Accurately identify store policy and procedures in regard to staffing levels. | |||
| Access and utilise accurate and current information to define personnel requirements. | |||
| Clearly identify competencies and attitudes required of staff members and teams. | |||
| Consult relevant personnel as required. | |||
| Support estimates of staffing requirements with appropriate calculations where necessary. | |||
| Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole. | |||
| Take into account the views and requirements of all relevant personnel prior to completing the specification. | |||
| Write clear and concise job specifications according to relevant legislation. | |||
| Confirm specifications with relevant personnel prior to recruitment action according to store policy. | |||
| Maintain and monitor staff recruitment procedures. | |||
| Advertise employment vacancies internally and externally according to store policy. | |||
| Conduct job interviews and employment appraisal tests according to store policy. | |||
| Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation. | |||
| Ensure wages and conditions comply with relevant awards and agreements and store policy. | |||
| Conduct assessment and selection process according to store policy and procedures and legal requirements. | |||
| Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors. | |||
| Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria. | |||
| Identify and correct unintended deviations from agreed procedures before making selection decisions. | |||
| Maintain complete, accurate and clear records of assessment and selection processes. | |||
| Ensure selection recommendations are communicated to authorised personnel only. | |||
| Promptly and accurately inform all candidates of selection decisions following each stage of the selection process. | |||
| Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel. | |||
| Ensure that assessment and selection processes used and evidence gained justify the selection choice. |
Forms
Assessment Cover Sheet
SIRXHRM002A - Recruit and select personnel
Assessment task 1: [title]
Student name:
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I declare that the assessment tasks submitted for this unit are my own work.
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Result: Competent Not yet competent
Feedback to student
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Assessment Record Sheet
SIRXHRM002A - Recruit and select personnel
Student name:
Student ID:
Assessment task 1: [title] Result: Competent Not yet competent
(add lines for each task)
Feedback to student:
Overall assessment result: Competent Not yet competent
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Date:
Student signature:
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