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 SITXHRM004, 'Recruit, select and induct staff'.
- 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 staff' 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 monitoring of service and efficiency levels in the organisation. 1.2.Consult colleagues about staffing needs and job descriptions. 1.3.Obtain approval for recruitment according to organisational recruitment policies. 1.4.Use job descriptions to develop clear and concise selection criteria. 1.5.Ensure criteria incorporate customer service attitude and experience to ensure a fit to the position. |
2. Administer recruitment. | 2.1.Choose and organise selection processes taking into account job skill requirements. 2.2.Create and disseminate advertisements for positions. 2.3.Process applications according to organisational policy. 2.4.Review applications against selection criteria and choose applicants to progress to interview. 2.5.Inform unsuccessful applicants of decisions and provide other recruitment information in appropriate media within reasonable timeframes. 2.6.Establish any special needs and make necessary arrangements for those progressing. 2.7.Document and file recruitment records and decisions according to organisational policy. |
3. Select staff. | 3.1.Use selection criteria as the basis for selection, ensuring merit-based selection and adherence to equal employment opportunity principles and law. 3.2.Participate in selection processes. 3.3.Evaluate applicants for customer service attitude and experience to ensure a fit to the position. 3.4.Select people according to their attitude, aptitude and fit to the existing organisational culture. 3.5.Communicate selection recommendations to appropriate colleagues. 3.6.Make employment offers according to organisational procedures. 3.7.Advise new employees about employment details according to organisational policy. 3.8.Create and maintain accurate, clear and complete records of the selection process. |
4. Plan and organise induction programs. | 4.1.Plan content and format of induction programs to reflect organisational objectives and policies. 4.2.Include all appropriate information in induction programs according to organisational policy. 4.3.Liaise with operational colleagues to ensure induction programs are implemented in a manner that minimises operational disruption. |