Formats and tools
- Unit Description
- Reconstruct the unit from the xml and display it as an HTML page.
- Assessment Tool
- an assessor resource that builds a framework for writing an assessment tool
- Assessment Template
- generate a spreadsheet for marking this unit in a classroom environment. Put student names in the top row and check them off as they demonstrate competenece for each of the unit's elements and performance criteria.
- Assessment Matrix
- a slightly different format than the assessment template. A spreadsheet with unit names, elements and performance criteria in separate columns. Put assessment names in column headings to track which performance criteria each one covers. Good for ensuring that you've covered every one of the performance criteria with your assessment instrument (all assessement tools together).
- Wiki Markup
- mark up the unit in a wiki markup codes, ready to copy and paste into a wiki page. The output will work in most wikis but is designed to work particularly well as a Wikiversity learning project.
- Evidence Guide
- create an evidence guide for workplace assessment and RPL applicants
- Competency Mapping Template
- Unit of Competency Mapping – Information for Teachers/Assessors – Information for Learners. A template for developing assessments for a unit, which will help you to create valid, fair and reliable assessments for the unit, ready to give to trainers and students
- Observation Checklist
- create an observation checklist for workplace assessment and RPL applicants. This is similar to the evidence guide above, but a little shorter and friendlier on your printer. You will also need to create a seperate Assessor Marking Guide for guidelines on gathering evidence and a list of key points for each activity observed using the unit's range statement, required skills and evidence required (see the unit's html page for details)
- Self Assessment Survey
- A form for students to assess thier current skill levels against each of the unit's performance criteria. Cut and paste into a web document or print and distribute in hard copy.
- Moodle Outcomes
- Create a csv file of the unit's performance criteria to import into a moodle course as outcomes, ready to associate with each of your assignments. Here's a quick 'how to' for importing these into moodle 2.x
- Registered Training Organisations
- Trying to find someone to train or assess you? This link lists all the RTOs that are currently registered to deliver SIRXHRM001, 'Recruit, select and induct team members'.
- Google Links
- links to google searches, with filtering in place to maximise the usefulness of the returned results
- Books
- Reference books for 'Recruit, select and induct team members' on fishpond.com.au. This online store has a huge range of books, pretty reasonable prices, free delivery in Australia *and* they give a small commission to ntisthis.com for every purchase, so go nuts :)
Elements and Performance Criteria
ELEMENTS | PERFORMANCE CRITERIA |
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1. Identify recruitment needs. | 1.1.Identify recruitment needs based on analysis of current and future workforce requirements. 1.2.Consult relevant personnel and obtain approval for recruitment as required. 1.3.Access or develop position description for the vacant role. 1.4.Develop selection criteria for vacant role based on position description. 1.5.Advertise vacant position through appropriate channels as required. |
2. Select retail talent. | 2.1.Review applications against selection criteria and short-list candidates. 2.2.Conduct interviews with short-listed candidates in accordance with organisational policies and procedures. 2.3.Adapt interview techniques to meet diversity needs of candidate as required. 2.4.Check references, security clearances and personal documentation as required. 2.5.Select new team member using selection criteria as the basis for selection, ensuring merit-based selection and adherence to EEO principles and law. 2.6.Inform unsuccessful applicants of decision according to organisational policies and procedures. 2.7.Make employment offers according to organisational policies and procedures. 2.8.Develop accurate, clear and complete records of the selection process and its outcomes. |
3. Induct new talent. | 3.1.Follow organisational induction process as required. 3.2.Provide new team member with information and resources relevant to the role. 3.3.Share organisational vision, mission and values with new team member. 3.4.Arrange workplace specific and safety training prior to commencement of work. 3.5.Provide ongoing opportunities for learning and development to ensure continuing competence in workplace requirements. 3.6.Conduct review meetings at regular intervals during probationary period to provide feedback on performance. |