Assessment Task 2
The assessment questions/tasks in this workbook assess aspects of all the elements, performance criteria, skills and knowledge and performance requirements of the unit of competency.
To demonstrate competence in this unit, you must undertake all activities in this workbook and have them deemed satisfactory by the assessor. If you do not answer some questions or perform certain tasks, and therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you supplementary questions to determine your competence. Once you have demonstrated the required level of performance, you will be deemed competent in this unit.
Should you still be deemed Not Yet Competent, you will have the opportunity to resubmit your assessments or appeal the result.
As part of the assessment process, all learners must abide by any relevant assessment policies as provided during induction.
If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish to do so, discuss this with your trainer/assessor.
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the terms and conditions, and address fully each assessment task. If any assessment task is not fully addressed, then your assessment task will be returned to you for resubmission. Your trainer/assessor will remain available to support you throughout the assessment process.
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the overall unit of competency. When undertaking any assessment tasks, please ensure that you address the following criteria:
- Address each question including any sub-points
- Demonstrate that you have researched the topic thoroughly
- Cover the topic in a logical, structured manner
- Your assessment tasks are well presented, well referenced and word processed
Plagiarism is taking and using someone else’s thoughts, writings or inventions and representing them as your own. Plagiarism is a serious act and may result in a learner’s exclusion from a course. When you have any doubts about including the work of other authors in your assessment, please consult
your trainer/assessor. The following list outlines some of the activities for which a learner can be accused of plagiarism:
- Presenting any work by another individual as one’s own unintentionally
- Handing in assessments markedly similar to or copied from another learner
- Presenting the work of another individual or group as their own work
- Handing in assessments without the adequate acknowledgement of sources used, including assessments taken totally or in part from the
If it is identified that you have plagiarised within your assessment, then a meeting will be organised to discuss this with you, and further action may be taken accordingly.
Collusion is the presentation by a learner of an assignment as their own that is, in fact, the result in whole or in part of unauthorised collaboration with another person or persons. Collusion involves the cooperation of two or more learners in plagiarism or other forms of academic misconduct and, as such, both parties are subject to disciplinary action. Collusion or copying from other learners is not permitted and will result in a NYC.
Assessments must be typed using document software such as (or like) MS Office or Adobe. Handwritten assessments will not be accepted (unless, prior written confirmation is provided by the trainer/assessor to confirm).
There are two outcomes of assessments: S = Satisfactory and NYS = Not Yet Satisfactory (requires more training and experience).
Once the learner has satisfactorily completed all the tasks for this module the learner will be awarded “Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.
If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and will be given another chance to resubmit your assessment task(s). If you are still deemed as “Not Yet Competent” you will be required to re-enrol in the unit of competency.
Assessment appeals process
If you feel that you have been unfairly treated during your assessment, and you are not happy with your assessment and/or the outcome as a result of that treatment, you have the right to lodge an appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed further with the request after discussions with your trainer/assessor, you need to lodge your appeal to the course coordinator, in writing, outlining the reason(s) for the appeal.
Candidates with special needs should notify their trainer/assessor to request any required adjustments as soon as possible. This will enable the trainer/assessor to address the identified needs immediately.
Task TWO: Instructions
Objective: To provide you with an opportunity to show you have the required skills for this unit.
This activity will enable you to demonstrate the following skills:
Reading skills to:
- Evaluate job applications against selection criteria
- Interpret and follow:
- organisational policies and procedures
- equal employment opportunity (EEO) and other employment related legislation. Writing skills to:
- Construct complex and varied documentation for recruitment advertisements, selection criteria and induction program
Oral communication skills to:
- Conduct interviews and adapt interview techniques to meet the needs of social and cultural
Numeracy skills to:
- Calculate advertising costs and salary
Problem-solving skills to:
- Identify deficiencies in applications and resolve by re-advertising or choosing different recruitment
Teamwork skills to:
- Consult team members about staffing needs and select new staff members that will complement existing workers.
Planning and organising skills to:
- Evaluate staffing requirements and plan for recruitment of appropriate numbers
Objective: To provide you with an opportunity to demonstrate the required performance elements for this unit.
This activity will enable you to demonstrate the following performance evidence:
- Administer the recruitment, selection and induction process for each of the following recruitment needs at least once:
- casual, contract or temporary
- full time or part-time permanent
- Develop selection criteria for each of the above recruitment needs
- Conduct fair and equitable selection interviews for each of the above recruitment situations
- Evaluate at least one applicant in each of the above selection processes to select individuals that meet a specific organisational need
Complete the following activities individually or in a group (as applicable to the specific activity and the assessment environment).
- Do not start answering questions without understanding what is required. Read the questions carefully and critically analyse them for a few seconds; this will help you to identify what information is needed in the
- Your answers must demonstrate an understanding and application of learning practices
- Be concise, to the point and write answers within the word-limit given to each question. Do not provide irrelevant Remember, quantity is not quality.
- You must write your responses in your own
- Use non-discriminatory language. The language used should not devalue, demean, or exclude individuals or groups based on attributes such as gender, disability, culture, race, religion, sexual preference or age. Gender-inclusive language should be
- When you quote, paraphrase, summarise or copy information from other sources to write your answers or research your work, always acknowledge the source
- This document contains all the case studies available in this
- It is to be used when referred to in the Learner Workbook, to help answer the relevant
Using the Case Study provided, you must oversee the recruitment, selection, and induction for the following recruitment needs at least once:
- Casual, contract or temporary
- Full-time or part-time permanent
This should involve the following:
- Developing the selection criteria for each of the above roles
- Conducting a fair selection and interview process
- Evaluating at least one individual for each of the above roles to select individuals that meet a specific organisational need.
PART A – Planning the recruitment and selection process
Following a restructure of the Food and Beverage services provided by ANIBT Hotel, an audit has identified that there is a shortage of staff to deliver the quality of service expected from an operation at this level. As a result, in your position as the Human Resources Manager, you are required to recruit, select, and induct staff for two additional new food and beverage positions, and a volunteer to support events and seminar.
The recruitment needs to include consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef, the Events manager, and the ANIBT Hotel Manager. You have already obtained approval for recruitment as per your organisational recruitment policies from the head office in relation to these positions
The 3 positions are as follows:
- Chef de Partie, 00pm – 7.30am night shift (full-time position)
- Barista, breakfast shift (casual position 2 days per weekend)
- Volunteer, event and seminar support (Thursday and Friday 10 hours per week
To get recruitment processes organised you are required to develop the following documentation and processes:
- Establish the job descriptions for each position based on feedback from colleagues in each department and develop a set of selection criteria for each position which must include expected levels of experience and the customer service attitude required to work at ANIBT Use the TEMPLATES provided below