Family Name:

Vilarubia

Given Name:

Victor

Student ID: Course:

S40068834 Diploma of Project Management

Subject: Trainer’s name:

HR Management Nigel Lane

Declaration: I certify that this assignment is entirely my own work. I have provided full
referencing to the work of others. The material in this paper has not been submitted before.

IMPORTANT – READ THIS FIRST

PLAGIARISM: You must compose your answers in your own words. Simply pasting text from
the Internet OR the APC workbook may result in a failing grade. It is better to write your own
thoughts in your own words – even if your English is not perfect – rather than copy word-for-
word the thoughts of someone else.

SUBMITTING IDENTICAL ANSWERS: You may discuss your assessments with other students,
but submitting identical answers to other students may result in a failing grade. Your answers
must be yours alone.

TUTORIALS: Tutorials are run every week to help you answer the assessments. The schedule
for tutorials will be announced during the first week of term. You are urged to attend the
tutorial that pertains to your online subject.

Assessment 1 – Written Assessment

1. This activity will require you to document a hypothetical recruitment,

selection and induction process.

• Write a basic job advertisement.

• Note the criteria for the role, in terms of personality and skills and
knowledge.
For each point, note why this is required/desirable.
• Write a letter to the successful applicant, informing them of their next
steps, including outlining the induction process.
• Give some written example feedback to the employee (after their
probationary and induction period).
• Write some example feedback that the employee could submit,
highlighting an issue and explain what you will do to resolve this.

2. How do operational plans affect operational policies in terms of

recruitment?
3. Why might organisations have a recruitment policy?
4. Identify one aspect of the recruitment process that is done through the use
of technology. How could this be achieved without any technology, or, how
was it achieved before technology?
5. Suggest a way you could communicate information on policies and
procedures to relevant staff.

Answer:

Position: Waitress (Full-time)

Company Background & Job Purpose

Braza is a Brazilian restaurant in Darling Harbour where we offer the most delicious food typical from
South America, and we take pride in our customer-focused service culture of hospitality and generosity.

Duties

We are seeking a qualified Waitress to join our dynamic and fun team of South Americans. The successful
candidate will be flexible and responsible for providing a service to our clients and staff ranging from setting
up and delivering beverages, ensuring areas are clean and tidy, maintaining stock levels and restaurant set
up.
Qualifications

• Ability to develop constructive working and interpersonal relationships with colleagues and
customers
• Problem solving and decision-making skills
• Service orientation and excellent organizational skills
• Hands on experience with cash register and any ordering information system
• Active listening and effective communication competencies
• Good physical condition
• High school diploma; food safety training will be considered a plus
• Excellent attention to detail
• Ability to juggle ten things at once
• Previous experience as Waitress

If this sounds like you, we would love to receive your application. Apply below
Email: victorvilarubia@outlook.com
Address: 6 Help Street, Chatswood - Phone: 0449703773

Letter to the successful applicant:

Braza Restaurant
1-25 Harbour Street Street
Sydney NSW 2000, Australia

Dear Thais,
We are pleased to offer you the position of waitress at the Braza restaurant, where we hope you can
appreciate your role and make a significant contribution to the company's success. This offer is presented at
the Braza restaurant to validate the references and references to the characters requested by the employer
to confirm the names and addresses of those who have taken the reference and so that we can write them.

This offer is also subject to Braza Restaurant's personal right to prove your legal rights to work in Australia.
Therefore, it is necessary to bring a passport (and other documents, if necessary) and these documents will
be kept in our files. Your job will be subject to a trial period of 3 months during your performance and the
conditions will be evaluated. During this time, you will receive advice, training and advice to help you become
familiar with and complete the tasks assigned to you. The appointment is subject to the successful
completion of the probationary period, which may be terminated at any time by either party, subject to (a
one-week written notice) or payment instead of notice.
Your work will begin 11/25/2019 at the Braza restaurant in Darling Harbor, Australia.
You will return to Victor Vilarubia.
Your initial hourly wage will be $ 26 per bank transfer.
The terms and conditions written with this letter will constitute a contract
commitment to employment. If you wish to accept this job offer, sign the attached copies of
this letter and the job description, to be returned by 11/20/2019.
If you have questions about this letter, let us know as soon as possible and we will do our best to answer
you.

Yours sincerely
Victor Vilarubia
Manager
I accept the employment terms considerer and the enclosed Term and Condition of Employment

Signed: ______________
Date: ____________

Feedback to the employee

• An Employee Was Rude to a Co-worker

Stacey asked me to have a chat with you about something you said earlier, I don’t think she was comfortable
saying anything, so I offered to do it.

I’m curious; can you let me know what happened? I’m assuming it was a misunderstanding, but of course I
want us all to get along.

If it was me, I’d wait until the end of the day and then apologize to her, maybe ask to go eat lunch together to
talk about it

• An Employee Doesn’t Get Along with Anyone

I just wanted to let you know that I’ve gotten a few complaints recently from some people on the team.

I wanted to chat with you directly about it to see if there was anything, we can do. It might be because you’re
stressed, but I think when you raise your voice it sometimes rubs people the wrong way, which might be why
they’re perceiving it as rude.

• An Employee Doesn’t Take Initiative

I notice that you’re not taking as much initiative as you used to be. That makes me feel like I did something
wrong. Did I say or do anything recently to upset you?

• Positive feedback

Has got strong work ethics and sets an example with his perfect attendance. Is very particular about the
attendance of his team members as well, which contributes to the productivity levels of the team, and the
organization.

• An Employee Has Poor Time Management

I’ve been noticing that you weren’t able to manage your time for the last 3 tasks.

Other people on the team weren’t able to get their work done and so it created some issues for other
departments. We’ll figure out how to get it fixed for next time though.

I used to have that problem too, but then I discovered a tool to help with that.
Personally, I use a tool called Rescue Time, it’s been a life-saver.

I’d recommend trying it and seeing how you can optimize your time.
 • Running out of time frequently

You weren’t on time again. Do you have any idea why?

As you know, we’re trying to get everything organized in the restaurant, so if

you’re late, it slows down the rest of the team.

We’ll just make sure that for next time, you have more time and resources to be
on time.

• Encourage all staff

There is a lot of scope for performance improvement. The organization will provide all the necessary support
to help learn and improve.

Example of feedback

• Setting unrealistic goals and an overly ambitious attitude has not left a positive impact among the
team members. Should talk with his employees and explain them how he gets targets for the
restaurant and how between all staff could do to get targets.

• Works with your temper when something makes you feel up set. Tell the staff that you are going to
work on your temper because you know that sometimes you are wrong.

• Needs to have an open mind to learn from employees, so as to ensure productivity and efficiency in
the staff. Give more participation on meetings to employees and encourage the opinions of them.

• Reports late changes in processes or procedures and without training. Communicate changes in
processes or procedures and make trainings before that the change happened.

• The way to have a good environment at work maybe is not the best, should improve to get a better
one. To get a good environment at work should be fair with the staff and organize meetings for
integration.

• Should not generate pressure as threatening workers. Could evaluate every position to see if that is
enough for workers or you should start to make hiring staff.

• Be more trustworthy that helps to communication with the staff. Has to win the trustworthy on the
staff being more reliable and don’t fall in gossip plays.

How do operational plans affect operational policies?

Organizational plans will influence recruitment and selection; new hiring. We must think about the future to
ensure the best for recruits and activity. Recruitment must match the organization's strategy. Strategies can
involves expansion, downsizing and changing the hands of the company.

Why might organisations have a recruitment policy?

A recruitment and selection policy are a statement of principles that describes how your organization should
conduct its selection and selection process.

The purpose of this policy is to guarantee a transparent and impartial system the selection and selection
process followed; what leads to nomination of the best candidate, exclusively on the basis of merit and in
perfect harmony with your organizational values, philosophy and objectives.

There are 5 good reasons for having such a policy:

• Job descriptions meet the company's requirements

• Applicants are assessed on the basis of selection criteria consistent with every step
• The recruitment process is legal
• The candidate can trust that this is a real job offer.
• The process can be monitored by all interested parties.
Identify one aspect of the recruitment process that is done through the use of technology. How could
this be achieved without any technology, or, how was it achieved before technology?

The process of recruitment and selection has changed considerably over the past few years. There is a
varied selection of technology accessible to aid and implement the recruitment process. Opportunities are
often posted and found online, which is hugely convenient and effective in the modern world, as it allows
from anywhere in the world.

Recruitment

With digital advertising, applicants can apply through electronic means, such as:
• Emailing CVs
• Online application form
• Telephone
• Teleconference
• Email

Online application form undoubtedly has changed the way of recruiting. No matter if you are a kilometre
away from the job of your dreams with a simple click you can access it. On the other hand, using software
programs the Companies have made easier and quicker the recruitment process. Nonetheless the ideal
candidate could be ignored. Candidates excluded by software rather than by a human recruiter often feel
bitter about the lack of constructive feedback to help them prepare for their next application. However, some
firms are getting it right with transparent procedures, simple online application forms and fixed screening
periods that include feedback to candidates.

Before the Technology become to be so important in the recruitment process most agencies just worked with
a pad of paper, a wired telephone and a filing cabinet full of paper CV’s. Candidates would look for jobs in
the paper and across high street agency windows. much of a recruiter's time was spent meeting people face
to face; interaction in the physical world was once common place and speaking to companies, attending
networking events and personally interviewing candidates was just part of the everyday previously the
technology began a new era of recruitment.

Suggest a way you could communicate information on policies and procedure to relevant staff.

Communication in a company plays an essential role on all sides. Therefore, it is very important that the
internal communication in your organization and the communication skills of your employees be effective.
There are many ways to communicate. Below are some of them mentioned.

• Training: Training is a basic concept in personnel development. It is about developing a certain skill
to a desired standard through education and practice. Training is a very useful tool that can lead an
employee to a position where he can do his job correctly, effectively and consciously. Training
means improving an employee's knowledge and ability to do specific work.

Specifically, the need for training arises because of following reasons:

• Environmental changes
• Organizational complexity
• Human relations

There are many types of training following are some:

• Induction training
• Job instruction training
• Apprenticeship training
• Coaching: involves creating an optimum environment for learners to perform to the best of their
abilities.
• Mentoring: involves regular contact with a person in a similar or higher position.