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Evidence Guide: SIRXHRM002A - Recruit and select personnel

Student: __________________________________________________

Signature: _________________________________________________

Tips for gathering evidence to demonstrate your skills

The important thing to remember when gathering evidence is that the more evidence the better - that is, the more evidence you gather to demonstrate your skills, the more confident an assessor can be that you have learned the skills not just at one point in time, but are continuing to apply and develop those skills (as opposed to just learning for the test!). Furthermore, one piece of evidence that you collect will not usualy demonstrate all the required criteria for a unit of competency, whereas multiple overlapping pieces of evidence will usually do the trick!

From the Wiki University

 

SIRXHRM002A - Recruit and select personnel

What evidence can you provide to prove your understanding of each of the following citeria?

Define future personnel requirements.

  1. Accurately identify store policy and procedures in regard to staffing levels.
  2. Access and utilise accurate and current information to define personnel requirements.
  3. Clearly identify competencies and attitudes required of staff members and teams.
  4. Consult relevant personnel as required.
  5. Support estimates of staffing requirements with appropriate calculations where necessary.
Accurately identify store policy and procedures in regard to staffing levels.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Access and utilise accurate and current information to define personnel requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Clearly identify competencies and attitudes required of staff members and teams.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Consult relevant personnel as required.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Support estimates of staffing requirements with appropriate calculations where necessary.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Determine job specifications.

  1. Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole.
  2. Take into account the views and requirements of all relevant personnel prior to completing the specification.
  3. Write clear and concise job specifications according to relevant legislation.
  4. Confirm specifications with relevant personnel prior to recruitment action according to store policy.
Ensure job specifications accurately reflect the role that the appointee will play in relation to the team as a whole.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Take into account the views and requirements of all relevant personnel prior to completing the specification.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Write clear and concise job specifications according to relevant legislation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Confirm specifications with relevant personnel prior to recruitment action according to store policy.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Recruit staff.

  1. Maintain and monitor staff recruitment procedures.
  2. Advertise employment vacancies internally and externally according to store policy.
  3. Conduct job interviews and employment appraisal tests according to store policy.
  4. Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation.
  5. Ensure wages and conditions comply with relevant awards and agreements and store policy.
Maintain and monitor staff recruitment procedures.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Advertise employment vacancies internally and externally according to store policy.

Completed
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Conduct job interviews and employment appraisal tests according to store policy.

Completed
Date:

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Evidence:

 

 

 

 

 

 

 

Enact staff selection policy and procedures to comply with equal opportunity and equal employment opportunity legislation.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure wages and conditions comply with relevant awards and agreements and store policy.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assess and select applicants.

  1. Conduct assessment and selection process according to store policy and procedures and legal requirements.
  2. Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors.
  3. Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria.
  4. Identify and correct unintended deviations from agreed procedures before making selection decisions.
  5. Maintain complete, accurate and clear records of assessment and selection processes.
  6. Ensure selection recommendations are communicated to authorised personnel only.
  7. Promptly and accurately inform all candidates of selection decisions following each stage of the selection process.
  8. Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel.
  9. Ensure that assessment and selection processes used and evidence gained justify the selection choice.
Conduct assessment and selection process according to store policy and procedures and legal requirements.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Judge information obtained from each candidate against specified selection criteria, and note any additional influencing factors.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Promptly seek advice from relevant personnel where difficulty in interpreting the selection criteria exists, or there appears to be a conflict of criteria.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Identify and correct unintended deviations from agreed procedures before making selection decisions.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Maintain complete, accurate and clear records of assessment and selection processes.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure selection recommendations are communicated to authorised personnel only.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Promptly and accurately inform all candidates of selection decisions following each stage of the selection process.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Promptly communicate recommendations for improvements to any aspect of the selection process to appropriate personnel.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Ensure that assessment and selection processes used and evidence gained justify the selection choice.

Completed
Date:

Teacher:
Evidence:

 

 

 

 

 

 

 

Assessed

Teacher: ___________________________________ Date: _________

Signature: ________________________________________________

Comments:

 

 

 

 

 

 

 

 

Instructions to Assessors

Evidence Guide

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.

Required Skills and Knowledge

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

Range Statement

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.