BSBHRM614 – Contribute To Strategic Workforce Planning INSTRUCTIONS & PLAGIARISM GUIDE

E6097 -BSB60120 – Advanced Diploma of Business

GEN2716

Milankumar Chimanbhai PATEL

Note :All answers are compulsory to submit an assessment

#1.

Describe five key functions of a Human Resources Manager.

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#2.

Explain the importance of the Strategic Workforce Planning function and list three practices related to Strategic Workforce Planning.

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#3.

Explain the aim and scope of the Fair Work Act 2009 and its importance for the human resources function.

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#4.

List the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards.

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#5.

List four examples of the information that must be kept for each employee according to the Fair Work Regulations 2009.

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#6.

Explain which employees are covered by unfair dismissal laws and which are not.

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#7.

Using the table below, explain each of the following options for sourcing a workforce:

Recruiting from outside of the company

Casual labour

New graduates or trainees

Offshore workers

Contractors

Consultants

Outsourcing to recruitment consultants

For each option discuss at least two advantages and two disadvantages of using options for the provision of human resource services.

Workforce option             Advantages (at least two)             Disadvantages (at least two)

#8.

Explain the impact of technology on the human resources function and how this has benefited the recruiting function of human resources.

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#9.

Outline five key steps in the Strategic Workforce Planning process by completing the table.

Step       Description

Assessing current HR capacity

Forecasting HR requirements

Gap analysis

Developing HR strategies to support organisational strategies

Planning for risk (developing a risk management plan)

#10.

Identify five risk management plans to support the strategic workforce planning.

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#11.

Describe three key areas that could be included in a Strategic Workforce Plan.

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#12.

Discuss three modern philosophies, values and policies applicable to the human resource profession.

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Top of Form

Assessment 2: Project 1 – Research planning requirements

Assessment task description

• This is the second (2nd) of the four assessment tasks you must complete satisfactorily to be deemed competent in this unit
• In this assessment, you will be observed on your knowledge and skills to research planning requirements and develop workforce briefing report. You must complete the task in your own time at Gen Institute or Home.
• You must attempt all criteria to the required level, e.g., assessment criteria mentioned in the performance checklist to be deemed satisfactory in this task.
• You must complete this task by following all given instructions, for the trainer/assessor to assess competency in this assessment task.

Applicable conditions   

• You will need to complete this project in your own time and submit it as per the Gen Institute’s requirements.
• You must complete the task independently.
• You can refer to the textbook, learning materials or your research of external resources in completing this task.
• The Trainer/Assessor may ask you relevant questions on this assessment task to ensure that this is your own work, or to confirm your knowledge to close any gaps they may identify as not evidenced in your written responses.
• The Trainer /Assessor will assess your practical skills, technique and knowledge as you complete this assessment task.
• All criteria listed in the performance checklists guide must be completed satisfactorily to the standard described.
• No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory.
• You must express all answers/responses in your own words or acknowledge the sources of reference materials used where necessary.

Resource requirements

You will need the following materials/ resources for this task:

• Textbook/ Online learning resources
• Computer with Internet access for research purposes and word processing

Apex Work Skills Pty. Ltd. – Case study

Background

Apex Work Skills Pty. Ltd. (AWS) is a private Registered Training Organisation that delivers nationally recognised training courses in construction, business management, accounting, children’s services, aged care services, etc.

AWS has a student enrolment of 2000 and approximately 50 training staff employed on sessional or full-time basis. The RTO has about 30 administration staff.

Traditionally AWS has delivered nationally recognised training courses in construction and business management.

The CEO of AWS wants the RTO to be known as the best in the country. AWS always employs suitably qualified and experienced trainers and assessors. In order to ensure compliance with trainer/assessor requirements, AWS has committed substantial funding towards the professional development of its trainers.

AWS has two student cohorts – international fee paying and domestic government funded.

International students pay full course fees for their study, while AWS has been receiving government funding for delivering vocational training programs to domestic Australian students, based on the student’s eligibility for receiving funding.

AW’ strategic plans and business plans are based on the assumption that the RTO will continue to receive government funding and revenue from international students as a source of income.

Organisational Chart of AWS

AWS operates in the following external environment

Factors with significant implications for effective human resource management relate to the changing composition of the Australian workforce, in terms of age, gender and ethnic distribution. AWS seeks to ensure that its workforce, to the greatest extent possible, reflects the Australian community. To that end, AWS will continue to analyse and remove the systemic organisational barriers to women’s advancement and encourage diversity in its staff and student population.

For all staff the issue of work-life balance has become a high priority that is essential to address. A comprehensive approach to personal and professional development is necessary so that AWS can create the career opportunities and reward structures that contribute to ongoing job satisfaction and, hence, retention.

AWS operates within a complex legal framework and several items of legislation are directly relevant to day-to-day human resource management.

Extracts of AWS’ regulatory requirements

The RTO is regulated by the national VET regulator Australian Quality and Assessment Framework.

Under the Standards for Registered Training Organisations 2015 relevant to the training and assessment phase of the student journey, registered training organisations (RTOs) are responsible for the following:

SRTOs 2015

Standard 1 – The RTO’s training and assessment strategies and practices are responsive to industry and learner needs and meet the requirements of training packages and VET accredited courses

Clause 1.16

The RTO ensures that all trainers and assessors undertake professional development in the fields of the knowledge and practice of vocational training, learning and assessment including competency-based training and assessment.

Clause 1.7

The RTO determines the support needs of individual learners and provides access to the educational and support services necessary for the individual learner to meet the requirements of the training product as specified in training packages or VET [vocational education and training] accredited courses.

This may include providing support through:

• LLN support
• assistive technology
• additional tutorials including online tutorial support
• other mechanisms, such as assistance in using technology for online delivery components.

National Code of Practice for Providers of Education and Training to Overseas Students 2018

The registered provider must offer reasonable support to overseas students to enable them to achieve expected learning outcomes regardless of the overseas student’s place of study or the mode of study of the course, at no additional cost to the overseas student.

The registered provider must facilitate access to learning support services consistent with the requirements of the course, mode of study and the learning needs of overseas student cohorts, including having and implementing documented processes for supporting and maintaining contact with overseas students undertaking online or distance units of study.

Excerpts from ASQA’s Coronavirus (COVID-19)—Compliance arrangements

The Australian Skills and Qualifications Authority (ASQA) supports providers in considering adaptive delivery practices during this time, including changing delivery modes, re-sequencing of delivery of units or components of units, and (if necessary) delaying practical assessment in work placement.

If providers are considering switching to online training for theoretical and simulated learning, they should ensure that:

• They have suitable technologies to provide this service. Even in large organisations, there may be a sharp increase in storage and bandwidth demand.
• The student has access to the resources they need to engage in learning online, including Wi-Fi and software access.
• The student is capable and confident in undertaking online learning.

The following State and Commonwealth legislation affect AWS’s HR Division

• National Vocational Education and Training Regulator Act 2011
• Fair Work Act 2009
• Workplace Gender Equality Act 2012
• Disability Discrimination Act 1992
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Human Rights and Equal Opportunity Commission Act 1986
• Age Discrimination Act 2004
• Superannuation Act 1976
• Australia Corporations Act 2001

Extracts of AWS’ strategic planVision Statement The RTO’s vision is to strive to: be a learning organisation that is skilled at creating, acquiring, and transferring knowledge for the benefit of the individual, businesses as well as the community lead the industry in training excellence be the first choice for the provision of services in business management and trade skills training advance training to foster the economic development of our students and communities ensure we can establish and grow a skilled and flexible workforce provide adequate facilities and mentorship and supervision for trainers who have the requisite industry skills and experience, but may not have training qualifications or experience. Mission The RTO will apply the creative talents of our people to deliver training of a high standard that transforms individuals, businesses and the community. Our Values Trust and respect for everyone Personal growth and leadership Teamwork with students, employees and other stakeholders Ethical and honest behaviour in safety, environment, health, and business The RTO will recruit and retain talented training and assessment staff. Even if a trainer/assessor has the training and assessment qualifications and vocational qualifications, they must continue to update their knowledge, skills and practice of vocational training, learning and assessment including competency-based training and assessment. Financial objectives: Financial Growth: To increase revenue by 10% annually. Financial Efficiency: To decrease expenses by 5%. Human resources goals: facilitate a flexible workforce to promote talent retention support the development of AWS as a learning organisation that is responsive to individual and organisational needs, achieve organisational goals and promote job satisfaction and retention provide high quality human resource services to the organisation ensure that AWS fulfils its statutory and audit requirements monitor organisational and individual performance identify, promote and implement improved policies and practices that demonstrate social, environmental and economic responsibility SWOT ANALYSIS Strengths Well qualified trainers/assessors Strong management Reputation as a quality training organisation Weaknesses Low experience in change management High Staff turnover Opportunities Government policy / funding Innovation in training/ e-marketing, online delivery International / interstate expansion New services/ new courses New technology Threats Pandemic Government policy changes Political risk AWS’ plans and preference for the workforce AWS seeks to ensure that its workforce is a reflection of the Australian community, and works on analysing and removing the systemic organisational barriers to women’s advancement and encourage diversity in its staff and student population. For all staff the issue of work-life balance has become a high priority that is essential to address.  Emphasis must be given to personal and professional development to create career opportunities and reward structures that lead to on-going job satisfaction and staff retention. The Board of Directors of AWS recently had a Strategic Planning meeting at the start of 2021 and the following was decided as the organisation’s workplace vision for the next 18-24 months. Maintaining gender equity Retaining talent by offering flexibility in work arrangements Introducing flexible work types such as: Flexible hours of work Compressed working weeks Time-in-lieu Telecommuting / Telework Part-time work Job sharing Impact of COVID-19  In 2020, in response to the COVID-19 pandemic, all businesses, government departments, organisations, schools, etc. have had to change the way in which they operate. As the coronavirus pandemic has required physical offices to shut down, many employers now see flexibility as a business imperative. Even the Federal Government has encouraged businesses to adjust work places to enable staff to work from home where possible. The lockdown situation will continue for months to come, but it is imperative that RTOs continue to run the business and employ trainers and admin staff in order to complete their obligations to the existing students. Moreover, when the pandemic crisis ends, Australia will need training organisations that are continuing to offer their training and assessment services to train people to hasten the economic recovery. Therefore, training organisations such as AWS will need to quickly move their training delivery and assessment arrangements online/ blended delivery models wherever possible to continue trading and to minimise or eliminate face-to-face contact between learners and trainers to prevent contagion. These changes have also resulted in changes to staff and resourcing levels and types of work arrangements with trainers and other staff. A significant proportion of training staff worked from home delivering the online learning component to students. Similarly, some of the administrative staff such as student services staff, student welfare and counselling staff and technology support staff also worked remotely. While some of these changes may be temporary, the innovative changes introduced by RTOs have opened up new ways of operating on an ongoing basis while maintaining quality and achieving positive student outcomes. RTOs such as AWS must now consider using the adapted practices during the pandemic to meet the current and future delivery requirements on an on-going basis, especially focussing on the two areas of training and assessment and workforce arrangements. Practical implications of these changes Adopting flexibility in operations however, presents a number of practical implications to be considered. Firstly, not every position and every activity can be conducted from an employee’s home. Then there are issues of enabling technology not only at the workplace, but also the availability of suitable technology for students as well as trainers. Some employers may need to consider varying operations, for example to reduce the risk of exposure for employees by altering start and finishing times or to address changes in demand patterns of consumers. As COVID 19 lowers demand for certain services and products, some employers may be forced to consider scaling down operations, by methods such as: placing a freeze on new hires reducing any supplementary labour such as contractors or labour hire workers reducing employee hours providing annual or long service leave in advance or at half pay. Some businesses/ employers may decide that things have gotten so financially stringent that they are compelled to reduce the size of their workforce and as a result need to make some staff redundant. How AWS is affected AWS has a student enrolment of 2000, 1700 of which are domestic and 300 are international students. AWS’s current workforce comprises 10 training staff employed on full time basis and about 40 sessional trainers. AWS has about 30 administration staff who perform accounting, business and student administration and IT support roles. As a result of the pandemic, student numbers are expected to reduce drastically, so this will mean the trainers and the administration staff numbers will have to be adjusted accordingly. At the same time, modes of delivery have also changed. In their strategic plan, AWS had planned the implementation of a blend of online learning and face-to-face learning, as they do not have the full extent of technological capability such as a learning management system (LMS) and videoconferencing applications such as Skype and Zoom, etc., to provide the learner an experience of a virtual classroom learning environment. Now they will need to expedite this implementation, and provide these technological facilities as well as ensure their employees learn to use the LMS and also have access to this technology. AWS’ Current Workforce Profile Occupational and employment profile AWS employs 50 training and assessment staff at the moment who deliver training in the courses offered by AWS. Out of the 50-training staff, 10 are employed on full time basis and there about 40 sessional who train at least 35 hours each week, but only on a term basis. AWS has about 30 administration staff who perform accounting, business and student administration and IT support roles. Out of these 15 are permanent full-time employees, 5 are casual employees and 10 are part time employees. Currently, only about 10% of the training and assessment staff are working flexibly. Gender profile 50% of the training staff are female, while 60% of the admin staff are female. There are only 20% women in senior leadership roles. Age profile 30% of the training staff are aged 50 years or over. 20% of the admin staff are aged 50 years over and the remaining are under the age of 30%. The following is a summary of advice provided by an external HR consultant hired by AWS in January 2022. Challenges faced by AWS After analysing the data for your organisation and considering the existing culture and attitudes, the following challenges need to be considered: risk-aversion to trying new ways of working on the part of managers entrenched views on the ‘ideal’ model of work being full-time, visible and predicable fear of a ‘floodgate effect’ where enabling flexibility would create an uncontrollable flood of requests from ‘too many’ staff a perception that flexibility should only be available as a reward for good performance leaders’ capability to manage the team performance and model collaborative work views that some are privileged at the expense of others budget and investment in technology, equipment and training. It is recommended that AWS should: introduce use of flexible work options across the board, particularly telecommuting and job sharing increase use of additional flexible options for those already using flexible start and finish times increase the representation of women in senior officer positions and in turn build the pipeline for senior executive service develop and adopt a formal policy or strategy for flexible working arrangements incorporate refresher induction and ongoing WHS training in the Induction policy develop a formal performance management system establish an annual fund and a system of allocation of funding to trainers and staff for professional development and industry currency activities Your brief You are the newly appointed HR and Administration Manager of AWS, and the CEO has asked you to lead and manage the establishment and management of human resources strategic planning, to ensure that the organisation has the structure and staff to meet current and foreseeable business and performance objectives. Apart from the recommendations made by the HR consultant mentioned above, AWS also needs to consider the impact of COVID-19 on the future business. AWS is required to quickly introduce online/ blended delivery options in response to the lockdown and social distancing requirements. Online training and assessment also required fewer trainers than face-to-face training and trainers may be able to support a higher number of learners than would normally be in a classroom. Reducing the number of staff will allow AWS to lower its expenditure, which is the need of the hour. This means AWS will have plan to deliver remotely using suitable technology and fewer trainers. It also means AWS will have to re-work its strategic workforce plan and reduce the number of staff by considering flexible work arrangements such as work from home or telework, job-sharing, work reduced hours, or work part-time. You are to consider all of these factors in analysing, researching and preparing the research report.

Prepare a research report on human resource requirements

As a new Human Resources Manager, you have been assigned the task of leading the planning process to develop a human resources strategic plan for AWS in keeping with its planned future directions.

You’ve been asked to research and investigate the information provided to you and prepare a written report outlining the identified human resources strategic directions and objectives and targets for AWS.

This report should not exceed 500 words. The report should be professionally written, using suitable formal language and should be free of grammar and spelling errors.

The report must address the following:

a.Human resource strategic direction, objectives and targets based on the analyses of strategic business plan and background information

1.  Analysis of emerging HR practices and trends that influences AWS’s HR strategy (any three)
2.  Identify future labour needs, skill requirements and options for sourcing labour supply (any two of each)
3.  Identify new technology and its impact on job roles and job design at AWS (any two)
4.  Identify any changes to regulatory, industrial and legal requirements that may impact on AWS (any one)

At the end of your report, you must include a reference list identifying your research sources.

Submission requirements
At the end of this part, you must submit the research report to your assessor.

Please upload your submissions as per the task

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 2

Did the student prepare a research report that:	Satisfactory
Human resource strategic direction, objectives and targets based on the analyses of strategic business plan and background information	Yes  No
Identify at least three emerging practices and trends that may impact on human resources management in the organisation	Yes  No
Identify at least two each of staffing needs, skill requirements and options for sourcing staff	Yes  No
Consider at least two new technologies and their impact on job roles and job design	Yes  No
Identify at least one change to regulatory, industrial and legal requirements that may impact on AWS (any one)	Yes  No
Demonstrate evidence of research, evaluation and application of content and numerical data from various sources	Yes  No
Includes a reference list identifying research sources	Yes  No
Prepares a formal report format using appropriate conventions	Yes  No

Result

Satisfactory  Not Satisfactory

Comment

Assessment 3: Project 2 – Develop strategic workforce plan

Assessment task description

• This is the third (3rd) of the four assessment tasks you must complete satisfactorily to be deemed competent in this unit
• Parts of this task must be conducted in a simulated work environment, which will be recreated and observed in the classroom/online using video conferencing software like zoom or meet by your assessor.
• This assessment is made up of five (5) parts.

Task	Location
Part A – Role play – Establish understanding of HR preferences, philosophies, values and policies	Will be conducted in simulated work environment under the supervision of Assessor at Gen Institute.
Part B – Develop strategic objectives and targets for workforce services	To be completed in Student’s own time at Gen Institute or Home.
Part C – Conduct cost-benefit analysis of options for the provision of workforce services	To be completed in Student’s own time at Gen Institute or Home.
Part D – Identify appropriate technology and systems to support agreed workforce programs and practices	To be completed in Student’s own time at Gen Institute or Home.
Part E – Develop the strategic workforce plan and obtain senior management support for the plan	To be completed in Student’s own time at Gen Institute or Home.

• You must attempt all criteria to the required level, e.g., assessment criteria mentioned in the performance checklist to be deemed satisfactory in this task.
• You must complete this task by following all given instructions, for the trainer/assessor to assess competency in this assessment task.

Applicable conditions   

• You will need to complete this project in your own time unless specified to be conducted in simulated work environment and submit it as per the Gen Institute’s requirements.
• You must complete the task independently.
• You can refer to the textbook, learning materials or your research of external resources in completing this task.
• Time limit for role plays is 10 minutes, unless otherwise specified.
• The Trainer/Assessor may ask you relevant questions on this assessment task to ensure that this is your own work, or to confirm your knowledge to close any gaps they may identify as not evidenced in your written responses.
• The Trainer /Assessor will assess your practical skills, technique and knowledge as you complete this assessment task.
• All criteria listed in the performance checklists guide must be completed satisfactorily to the standard described.
• No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory.
• You must express all answers/responses in your own words or acknowledge the sources of reference materials used where necessary.

Resource requirements

You will need the following materials/ resources for this task:

• Textbook/ Online learning resources
• Computer with Internet access for research purposes and word processing
• Classroom or online set up as a presentation venue
• Interaction with others for role play
• Participants (students in the group)
• Appendix A: Readings
• Appendix B: Cost-Benefit Analysis Matrix Template
• Appendix C: Strategic Workforce Plan Template
• Appendix D: Implementation Plan Template
• Appendix E: Budget Template
• Appendix F: Risk Management Plan Template

Scenario

This is a continuation of the scenario in Assessment Task 2. The CEO has asked you facilitate a session with management team to consult them about, and document, their HR preferences, philosophies, values and policies.

Currently AWS has a student enrolment of 2,000 and approximately 50 training staff employed on sessional or full-time basis, and 30 administration staff.

Over the next two years, the student numbers are expected to reduce due to the impact of COVID-19 on international student movement, and are expected to be around 1,200 in 2022.

The following is a rough forecast for training staffing for the next 18-24 months for AWS.

Number of students	1,200
Number of students in a group/ trainer	25
Number of groups	48
Number of hours of training for students in a group	20 hours/week
Number of teaching hours / trainer / week	40 hours/week
Number of students a trainer can teach	50
Total number of trainers required to teach 1200 students in 48 groups	30 FTE

The following is a rough forecast for administrative staff for the next 18-24 months for AWS, scaled to meet the requirements of 1,200 students.

Managers	8
Coordinators	3
Student administration	6
Accounts	4
HR Admin	2
Total number of Management and Admin staff	23

Human resources goals:

• facilitate a flexible workforce to promote talent retention
• support the development of AWS as a learning organisation that is responsive to individual and organisational needs, achieve organisational goals and promote job satisfaction and retention
• provide high quality human resource services to the organisation
• ensure that AWS fulfils its statutory and audit requirements
• monitor organisational and individual performance
• identify, promote and implement improved policies and practices that demonstrate social, environmental and economic responsibility.

Please download Appendix A,B,C,D,E,F

7 – BSBHRM614 Appendix B – Cost-benefit Analysis Matrix Template.docx7 – BSBHRM614 Appendix C – Strategic Workforce Plan Template.docx7 – BSBHRM614 Appendix D – Implementation Plan Template.docx7 – BSBHRM614 Appendix E – Budget Template.docx7 – BSBHRM614 Appendix F – Risk Management Plan Template.docxHiring employees versus contractors_ What you need to know – SEEK Hiring Advice.pdfPros and Cons of Hiring Employees vs. Contractors.pdfRecruitment Costs_ The Hidden Cost of Recruitment • Employment Hero.pdfThis is how much it costs to hire one employee _ HRD Australia.pdfOutsourcing vs. In-House Recruitment_ Which is Better_.pdf

Part A: Role play – Consult and agree on workforce policies with relevant managers  

You must conduct a meeting with the management team to identify immediate and future staffing needs to reduce turnover and cost per hire, as well as for succession planning.

During the meeting, you must:

• introduce the purpose of the meeting to the team
• seek the management team’s inputs on their HR preferences, such as:

• numbers of staff for various roles
• number of women in various positions
• working hours and locations
• job roles and responsibilities
• knowledge and skills required

• discuss and agree on human resources philosophies and values that you will need to incorporate in your strategic plan
• make comprehensive notes of the discussion

During the meeting, you must demonstrate effective communication and negotiation skills including:

• Selecting appropriate gestures and conventions (e.g., handshake, greeting etc.)
• Speaking clearly and concisely
• Using effective non-verbal communication skills to assist with understanding
• Asking questions to identify required information
• Responding to questions
• Using active listening techniques to confirm understanding
• Persuading managers of your point of view (for at least one point).

This is a role play. You must play the role of the HR and Administration Manager. Your assessor will organise four volunteers to play the roles of relevant managers. The volunteers will be given cue cards to guide their participation in the task.

In case the assessment is to be conducted online, you will need to ensure access to:

• a computer that has Internet access
• Online video conferencing software such as Zoom or Skype
• note pad and pen

Prior to the assessment, read the Role Play Observation Checklist to identify the standard of performance required of you.

Submission requirements

At the end of this part, you must submit a Role Play Observation Checklist completed by your assessor, and signed by you and your assessor.

Role Play Observation Checklist and Assessment Outcome – Assessment 3, Part A

Did the student demonstrate the following actions and behaviours during the consultation	Check (X) Y/N	Comments
Formally welcome the group	Yes  No
Introduce topics to be discussed in the session	Yes  No
Seek feedback from all members of management team on: numbers of staff for various roles number of women in various positions working hours and locations job roles and responsibilities knowledge and skills required human resources philosophies and values to be incorporated in the strategic plan	Yes  No
Encourage team members to discuss, articulate their ideas	Yes  No
Gain consensus on staffing needs and human resources philosophies and values to be incorporated in the strategic plan	Yes  No
Make notes of the ideas discussed and finalised	Yes  No
Conclude meeting by thanking everyone appropriately.	Yes  No

Outcome – Assessment 3, Part A

Result – Assessment 3, Part A	Feedback to student:
Satisfactory  Not Satisfactory

Part B – Develop strategic objectives and targets for workforce services

Scenario

Having completed the necessary research and consultation, your next step is to develop the  strategic objectives and targets for the next 18 – 24 months, based on the agreed goals, and a strategic plan.

The broad workforce goals, as indicated in the scenario given in Assessment Task 1, are as follows:

• facilitate a flexible workforce to promote talent retention
• support the development of AWS as a learning organisation that is responsive to individual and organisational needs, achieve organisational goals and promote job satisfaction and retention
• provide high quality human resource services to the organisation
• ensure that AWS fulfils its statutory and audit requirements
• monitor organisational and individual performance
• identify, promote and implement improved policies and practices that demonstrate social, environmental and economic responsibility

Task

Based on the information in the scenario above, as well as the report you have prepared in Assessment 2, identify strategic goals, objectives, and targets, as follows:

• select any three strategic goals (3) goals (based on your research report and the goals discussed and agreed during the meeting)
• for each goal develop at least two (2) objectives, ensuring they align with the organisation’s vision and strategy
• set targets for each objective for year 1 and year 2
• note your goals, objectives and targets in the format given below.

Submission requirements

At the end of this part, submit your strategic goals, objectives and targets to your assessor, in the format specified.

Goal 1:
Objectives	Targets
	202X	202Y
Goal 2:
Objectives	Targets
	202X	202Y
Goal 3:
Objectives	Targets
	202X	202Y

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 3, Part B

Did the student:	Satisfactory
Select any three strategic goals (3) goals (based on own research and goals agreed during management meeting)	Yes  No
For each goal develop at least two (2) objectives, ensuring they align with the organisation’s vision and strategy	Yes  No
Set targets for each objective for 202X and 202Y	Yes  No
Note goals, objectives and targets in the format specified	Yes  No

Outcome – Assessment 3, Part B

Result– Assessment 3, Part B	Feedback to student:
Satisfactory  Not Satisfactory

Part C – Conduct cost-benefit analysis of options for the provision of workforce services

AWS requires two IT specialists to facilitate the remote working team and online training and assessment delivery in the next six months.

You’ve been asked to conduct cost benefit analyses for the following options for the provision of workforce services:

• Hiring employees
• Engaging services of a consultant or contractor

You may use the following research provided to you in Appendix A to identify types of costs and benefits.

You are to research and identify at least two costs and two benefits of the two identified options.

Task

For each option:

• research and identify two types of costs such as:

• Direct costs (e.g., costs of HR staff salary)
• Indirect costs (e.g., overheads, utilities, etc.)
• Costs associated with managing risks specific to opportunity (e.g., regulatory risk cost, insurance, business risk cost, etc.)

• research and identify two potential benefits (financial returns as well as non-financial benefits).

Then, make an assessment of the feasibility of each option, considering the type of positions to be filled, the duration of the employment and the nature of work.

You may organise your Cost-benefit Analysis Matrix Template provided in Appendix B.

Submission requirement

At the end of this part, submit your cost-benefit analysis matrix to your assessor.

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 3, Part C

Did the student:	Satisfactory
Identify two types of direct costs for each human resource option	Yes  No
Identify two potential benefits of each human resource option	Yes  No
Make an assessment of feasibility of each option	Yes  No

Outcome – Assessment 3, Part C

Result – Assessment 3, Part C	Feedback to student:
Satisfactory  Not Satisfactory

Part D – Identify appropriate technology and systems to support agreed workforce programs and practices

Scenario

AWS has kept a paper-based file for each employee with personal information, benefits forms, etc. This means that every two weeks the HR and Accounts officers need to spend several hours gathering payroll information, such as regular hours, overtime hours, vacation time and sick time that had been taken, etc. to process payroll.

The CEO has asked you to investigate the possibility automating some of these tasks. Even with a small number of employees, it might be easier for them to use some type of a human resource information system (HRIS). She has asked you, research and identify how technology and systems can support the HR strategic plan.

Task

1. Prepare a research report in no more than 500 words on appropriate technologies and systems to support human resource plan. The report should address the following:

• Definition of HR software solution (40-50 words)
• Types of HR software solutions (mention at least three)
• Best suitable solution for AWS’ situation
• Three reasons why AWS should explore the option of purchasing an HRIS

Submission requirements

At the end of this part, submit your research report to your assessor as a word-processed document.

Please upload your submission as per the task

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 3, Part D

Did the student prepared a research report that:	Satisfactory
Define HR software solution	Yes  No
Identify three main types of HR software solutions	Yes  No
Identify best suitable HR software for AWS	Yes  No
Provide three reasons why AWS should explore the option of purchasing an HRIS	Yes  No
Follow word limits specified	Yes  No

Outcome – Assessment 3, Part D

Result – Assessment 3, Part D	Feedback to student:
Satisfactory  Not Satisfactory

Part E – Develop the strategic workforce plan and obtain senior management support for the plan

The research report you have prepared in Assessment Task 2, outlining the identified human resources strategic directions; objectives and targets for AWS, and the detailed research you have conducted in Assessment 3 Parts A – D will help you develop and document the strategic workforce plan.

In this task, you need to:

1. Develop a Strategic workforce plan for AWS that demonstrates a clear alignment with the broader business objectives of AWS. (Use the Strategic Workforce Plan Template in Appendix C to prepare your plan).

The plan should include the following:

1.  Introduction to the operating context of AWS
   Situation analysis, internal analysis, organisational mission, vision and objectives, HR preferences, philosophies and values.
   b.    Research findings
   Emerging HR practices and trends, future demands, options for sources labour, regulatory, industrial and legal requirements that may impact on AWS.
   c.    Strategic direction for human resources
   Strategic goals, objectives and targets for human resources, recruitment strategy, new technology.
   d.    Implementation plan (using the template in Appendix D) for the four objectives, including at least two of each of the following for every objective:
   performance indicators
   implementation strategies or actions to be taken
   resources required to implement
   personnel responsible
   monitoring activities
2.  A budget for staff training programs, using the Budget Template in Appendix E, identifying costs based on topics for training, number of sessions, and number of participants.
   f.    Develop a risk management plan for the human resources strategy that demonstrates a clear alignment with the broader business objectives of AWS. You must use the Risk Management Plan Template provided in Appendix F, and identify one legal, one WHS and one technology related risk.
3.  Write a covering email to the CEO, attaching the strategic workforce plan to seek their approval for implementation of the plan.

In your email, you must briefly summarise the attachments you are submitting to the CEO. Your email should be written in an appropriate formal style using correct spelling, punctuation and grammar.

Your assessor will provide you with an email address on which to submit your email and documents.
Submission requirements

At the end of this You must submit your Strategic workforce Plan to your assessor.

Please upload your submissions as per the task

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 3, Part E

Did the student:	Satisfactory
Develop a strategic workforce plan that includes:
Introduction to the operating context of AWS including Situation analysis, internal analysis, organisational mission, vision and objectives, HR preferences, philosophies and values	Yes  No
Research findings including emerging HR practices and trends, future demands, options for sources labour, regulatory, industrial and legal requirements that may impact on AWS	Yes  No
Strategic direction for human resources including strategic goals, objectives and targets for human resources, recruitment strategy, new technology	Yes  No
Implementation plan for the strategic objectives including at least two of each of the following for every objective- performance indicators implementation strategies or actions to be taken resources required to implement personnel responsible monitoring activities	Yes  No
A budget for staff training programs identifying costs based on topics for training, number of sessions, and number of participants	Yes  No
Develop a risk management plan for the human resources strategy that is aligned with the broader business objectives of the organisation, and includes one legal, one WHS and one technology related risk	Yes  No
Submit a covering email to the CEO, attaching the strategic workforce plan to seek their approval for implementation of the plan	Yes  No

Outcome – Assessment 3, Part E

Result – Assessment 3, Part E	Feedback to student:
Satisfactory  Not Satisfactory

Result

Satisfactory  Not Satisfactory

Comment

Assessment 4: Project 3 – Support implementation of strategic workforce plan

Assessment task description

• This is the fourth (4th) of the four assessment tasks you must complete satisfactorily to be deemed competent in this unit.
• Parts of this task must be conducted in a simulated work environment, which will be recreated and observed in the classroom/online using video conferencing software like zoom or meet by your assessor.
• This assessment is made up of three (3) parts.

Part A – Role play – Work with others to implement the plan	Will be conducted in simulated work environment under the supervision of Assessor at Gen Institute
Part B – Monitor, review and adapt the plan	To be completed in Student’s own time at Gen Institute or Home.
Part C – Evaluate and review performance of plan against objectives	To be completed in Student’s own time at Gen Institute or Home.

• You must attempt all criteria to the required level, e.g., assessment criteria mentioned in the performance checklist to be deemed satisfactory in this task.
• You must complete this task by following all given instructions, for the trainer/assessor to assess competency in this assessment task.

Applicable conditions   

• You will need to complete this project in your own time unless specified to be conducted in simulated work environment and submit it as per the Gen Institute’s requirements.
• You must complete the task independently.
• You can refer to the textbook, learning materials or your research of external resources in completing this task.
• Time limit for role plays is 10 minutes, unless otherwise specified.
• The Trainer/Assessor may ask you relevant questions on this assessment task to ensure that this is your own work, or to confirm your knowledge to close any gaps they may identify as not evidenced in your written responses.
• The Trainer /Assessor will assess your practical skills, technique and knowledge as you complete this assessment task.
• All criteria listed in the performance checklists guide must be completed satisfactorily to the standard described.
• No marks or grades are allocated for this assessment task. The outcome of the task will be Satisfactory or Not Satisfactory.
• You must express all answers/responses in your own words or acknowledge the sources of reference materials used where necessary.

Resource requirements

You will need the following materials/ resources for this task:

• Textbook/ Online learning resources
• Computer with Internet access for research purposes and word processing
• Interaction with others for role play
• Classroom or online set up as a participation venue
• Participants (students in the group)
• Appendix G: Flexible Work Team Integration Activity Plan Template

Part A: Role Play – Work with relevant stakeholders to implement the plan

Scenario

This is a continuation of the scenario in Assessment 3.

The CEO has approved the strategic HR plan, and has given you approval to go ahead with its implementation.

As a first step, you are to present the approved plan to the management team. You are also to explain the roles and responsibilities of those involved in implementing the strategic workforce plan about the expected outcomes of the implementation plan, the activities to be undertaken and the time frame for implementation.

Task

Prepare a PowerPoint presentation of the key points of the strategic workforce plan to present it to the management team at AWS.

The presentation should contain 8 – 10 slides and you are allowed 15 minutes to present your slides.

During the presentation, you must:

• use the PowerPoint slides you have prepared to explain the key features of the strategic workforce plan, such as the background, the benefits to the company, etc.
• explain the implementation plan to those involved in implementing the plan, and the expected outcomes, monitoring methods, etc.
• allocation of responsibilities to staff for the framed actions
• encourage the participation and support of the staff

During presentation, you must demonstrate effective communication skills including:

• speaking clearly and concisely
• responding to questions asked by the staff members
• playing a lead role in consulting and negotiating the buy-in of the staff
• using appropriate non-verbal communication
• participation in discussions using listening and questioning skills to ask the staff members for their opinions or clarify or confirm your understanding.

This is a role play. You must play the role of the HR Manager. Your assessor will organise four volunteers to play the roles of the management team members, who will be your audience.  Your assessor will record and assess your work using the Role Play Observation Checklist below.

Prior to the assessment, read the Role Play Observation Checklist to identify the standard of performance expected of you in this task.

Submission requirements

At the end of this part, you must submit the following documents to your assessor:

• a Role Play Observation Checklist completed by your assessor, and signed by you and your assessor
• a copy of your presentation slides in hand out format

Please upload your submissions as per the task

Appendix G – Flexible Work Team Integration Activity Plan Template.docx

Please download Appendix G

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Role Play Observation Checklist and Assessment Outcome – Assessment 4, Part A

Did the student demonstrate the following actions and behaviours during the presentation:	Check (X) Y/N	Comments
Welcome team members appropriately, and explain the purpose of the presentation	Yes  No
Explain the key features of the strategic workforce plan	Yes  No
Explain the implementation plan to those involved in implementing the strategy and the expected outcomes	Yes  No
Allocate responsibilities for activities to be undertaken to staff.	Yes  No
Speak clearly and concisely	Yes  No
Respond to questions asked by the members	Yes  No
Participate in discussions using listening and questioning skills to ask the staff members for their opinions or clarify or confirm your understanding	Yes  No
Play a lead role in consulting and negotiating the buy-in of the staff	Yes  No
Obtain agreement of the team on the strategic workforce plan	Yes  No
Use suitable language and non-verbal features conventions and protocols for communicating the team	Yes  No
Thank the team for their participation	Yes  No
Make notes of all input provided by the team	Yes  No

Outcome – Assessment 4, Part A

Result – Assessment 4, Part A	Feedback to student:
Satisfactory  Not Satisfactory

Part B – Monitor, review and adapt the plan

Scenario

You must assume that it is now three months since you implemented the strategic HR plan at AWS, and time for the quarterly review.

Assume that the three goals you had selected were:

• facilitate a flexible workforce to promote talent retention
• support the development of AWS as a learning organisation that is responsive to individual and organisational needs, achieve organisational goals and promote job satisfaction and retention
• monitor organisational and individual performance

One of the monitoring methods you had selected was an employee satisfaction survey, which you have conducted with 30 employees of AWS, comprising trainers and some administration staff.

The survey was conducted online, and staff were assured of anonymity.

The following are the collated results of the staff satisfaction survey:

Quarterly staff satisfaction survey
Question	Strongly Agree	Agree	Not sure	Disagree	Strongly Disagree
I am able to access all the information I need to complete my work tasks.	0	10	5	9	6
I have been able to manage my work and non-work interests e.g., caring responsibilities, study, sporting interests etc.	0	4	8	10	8
I am not able to complete my tasks at the end of the day, and continue to work into my non-work time.	22	6	0	2	0
I would recommend working in this organisation to my friends.	0	10	12	6	2
Compared to a year ago, I feel more loyal to this organisation.	0	6	16	6	2
I intend to look for a job with another organisation next year.	10	10	6	4	0
I intend to continue working and growing in this organisation for the next few years.	0	6	16	6	2

Task

1.You are required to analyse the survey results and prepare an email, reporting the performance to the CEO of the company. You should also research and finalise six (6) training or support activities which will support the staff in working effectively from home, managing time and tasks efficiently, improving productivity and maintaining a work-life balance

You must include the following in the email:

1. the details of the survey
2. at least two possible reasons for results
3. the conclusions and insights that can be gathered from the staff results
4. your recommendations for six training and support sessions and staff social activities, to help them achieve the desired workforce performance outcomes

You may use the information in the following web links on the website of Safe Work Australia to guide your research:

• https://www.safeworkaustralia.gov.au/covid-19-information-workplaces/industry-information/general-industry-information/working-home#heading–9–tab-toc-i_have_workers_working_from_home_who_are_also_caring_for,_and_educating,_their_school_aged_children_who_are_unable_to_attend_school._what_are_my_obligations_towards_these_workers?%C2%A0
• https://www.talentlms.com/blog/how-to-train-remote-employees-the-training-topics-and-tools-you-need

Your email should be no longer than 400 words and should be written using correct spelling, punctuation and grammar.

Submit your email to the CEO (your assessor) at an email address specified by your assessor.

2.The CEO has written to you thanking you for the report and accepted your recommendations. Now he/she has asked you to research and plan opportunities for the flexible team to integrate with other aspects of the organisation.

You are required to use the Flexible Work Team Integration Activity Plan Template in Appendix G to complete the task. You must identify at least four activities in your plan. You have been provided with one example in the template for reference.

Submission requirements

At the end of this part, you must submit the following to your assessor:

• an email to the CEO, submitted via email at an address specified by your assessor
• a Flexible Work Team Integration Activity Plan

Please upload your submissions as per the task

Select File to Upload

Sample Flexible Work Team Integration Activity Plan

Flexible Work Team Integration Activity Plan

Strategy for team integration	Type of activity (Individual/Team)	Purpose	Frequency of activity
Telephone check-in	Team	Ensure that staff is aware of their responsibilities and work plan, and to discuss any issues.	Daily
Please input 1	Please input 2	Please input 3	Please input 4
Please input 1	Please input 2	Please input 3	Please input 4
Please input 1	Please input 2	Please input 3	Please input 4
Please input 1	Please input 2	Please input 3	Please input 4
Please input 1	Please input 2	Please input 3	Please input 4

Performance Checklist and Assessment Outcome – Assessment 4, Part B

Did the student:	Satisfactory
Prepare an email to the CEO that: Describe the details of the staff satisfaction survey Identify two possible reasons for results describes conclusions and insights that can be gathered from the survey results include recommendations for six training and support sessions and staff social activities, to achieve desired HR performance outcomes	Yes  No
Prepare a Flexible Work Team Integration Activity Plan that includes: Four team building activities integrated with work or social aspects of the organisation Type and purpose of each activity Frequency of each activity	Yes  No

Outcome – Assessment 4, Part B

Result– Assessment 4, Part B	Feedback to student:
Satisfactory  Not Satisfactory

Part C – Evaluate and review performance of plan against objectives

Scenario

It is now one year since you implemented the strategic HR plan at AWS.

The staff satisfaction survey was conducted once again with 30 employees of AWS, and the quantitative results are recorded below.

Annual staff satisfaction survey
Question	Strongly Agree	Agree	Not sure	Disagree	Strongly Disagree
I am able to access all the information I need to complete my work tasks.	18	10	2	0	0
I have been able to manage my work and non-work interests e.g. caring responsibilities, study, sporting interests etc.	10	15	5	0	0
I am not able to complete my tasks at the end of the day, and continue to work into my non-work time.	0	0	0	20	10
I would recommend working in this organisation to my friends.	16	10	3	1	0
Compared to a year ago, I feel more loyal to this organisation.	14	13	3	0	0
I intend to look for a job with another organisation next year.	0	3	3	7	18
I intend to continue working and growing in this organisation for the next few years.	16	10	3	1	0

Qualitative evaluation was also conducted at various points to gather feedback on the organisational HR training and development program and has yielded the following results:

• During the last 12 months:

• 100% of employees had put a meaningful development plan in place
• Employees continued to engage in career conversations with their managers
• There has been a positive difference to attitudes towards flexible working arrangements.
• There has been a notable improvement in staff morale.
• Staff said they are experiencing greater opportunities for career progression within the organisation.
• Staff reported they worked better as a team following over the last 12 months.
• Staff reported they felt a greater sense of staff worth and belonging.

The following are excerpts of the CEO’s business update to all staff at the end of the year:

CEO of AWS

When we first implemented the strategic HR plan, we were rushed, and did not have much experience of organise this huge change. We realise we had not planned adequately to support our staff.Moreover, the COVID-19 situation was most unusual, and it impacted on practically every aspect of our business. As a result, we faced difficulties in implementing online training/ remote training, and staff morale was low. The situation improved dramatically after we introduced strategies such as: Professional development activities on delivering and assessing online Team building activities Training for trainers I am also pleased to announce the following achievements: AWS’ website has received 4.8 rating on Google for training quality and no negative reviews. AWS was found to be compliant with the regulatory standards, according to the audit report by the regulator. We were not able to meet the targets for ensuring at least 30% women in management positions, since this year we did not recruit any new managers. However, we will aim to achieve this target in the coming year. Though the pandemic situations are very uncertain, I assure that we are totally planned to meet any uncertainties in future.

Task

You are required to study the given information in the scenario about the performance of the strategic workforce plan and evaluate it against the agreed outcomes.

Examine the findings and identify aspects of the program that could have been done better. Then, prepare the lessons learnt report for the management about the first mentoring program implemented by AWS.

In your report, you must provide:

• a brief description of the mentoring program and its expected outcomes and how they were met or not met.
• identify at least four aspects of the strategic HR plan that worked well.
• identify at least two aspects of the strategic HR plan that could be improved in future.

Your report should be no longer than 400 words and should be written using correct spelling, punctuation and grammar.

Submission requirement

At the end of this task, you must submit your evaluation report to your assessor, as a word-processed document.

Please upload your submissions as per the task

Select File to Upload

Performance Checklist and Assessment Outcome – Assessment 4, Part C

Did the student submit an evaluation report that:	Satisfactory
Include a brief description of the mentoring program and its expected outcomes	Yes  No
Include whether the outcomes of the program were met, or not really met	Yes  No
Identify at least four aspects of the mentoring program that worked well	Yes  No
Identify at least two aspects of the mentoring program that could be improved in future mentoring programs	Yes  No
Present the report using required organisational formats	Yes  No
Use specialised vocabulary appropriate to context and audience expertise	Yes  No
Use appropriate format and language features in the report	Yes  No

Outcome – Assessment 4, Part C

Result – Assessment 4, Part C	Feedback to student:
Satisfactory  Not Satisfactory

Result

Satisfactory  Not Satisfactory

Comment

I acknowledge that I understand the requirements to complete the assessment tasks. The assessment process including the provisions for re-submitting and academic appeals were explained to me and I understand these processes. I understand the consequences of plagiarism and confirm that this is my own work and I have acknowledged or referenced all sources of information I have used for the purpose of this assessment

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