Subject Code : BSBHRM513
Country : Australia
Assignment Task:

Assessment Task 1 Instructions - (BSBHRM513)

Provide answers to all of the questions below: 

1. Explain how the ABS Labour Force Survey can be used by an organization to assist in workforce planning. 

2. Outline the purpose of the Labour Market Information Portal and give two examples of information included in the Portal that can assist with workforce planning. 

3. Explain the purpose of the National Skill Needs List and how it can be used for workforce planning. 

4. Outline the key provisions of the Fair Work Act 2009. 

5. Outline key employment conditions addressed by the National Employment Standards. 

6. Explain the purpose of enterprise agreements. 

7. Explain the use of modern awards in workplaces. 

8. Identify at least two examples of modern awards using the Fair Work Ombudsman website. Write down the name of the award and the minimum wages under the award and minimum working hours. 

9. Outline the role of trade unions in the Australian workplace relations system and indicate whether employees are required to join a union. 

10. Outline the role of the Fair Work Commission is Australia’s national workplace relations system. 

11. List two sources of expert advice that could be used when seeking industrial relations advice. 

Assessment Task 2 Instructions (BSBHRM513)
Carefully read the following: 
King Edward VII College was established in 2010. The College is based in the Melbourne CBD and it offers a range of courses in management, marketing, human resources, and international business. It currently has around 500 students enrolled across all of its courses. 
The College is very popular due to its competitive pricing structure, innovative teaching methods and state of the art facilities. 
Due to its success, the College plans to establish two additional campuses, one in Brisbane and one in Sydney. The Brisbane campus will commence in October 2020 and Sydney in early 2021. Campus locations are already in place, with the process being overseen mainly by the CEO and Finance Manager. No staff has been employed as yet, but it is anticipated that each campus will require a receptionist, a student services officer and 4 trainers. 
All other staff functions will be completed by existing staff at the Melbourne campus until such time as student numbers increase substantially. 
It is anticipated that maximum student numbers at the new campuses will be up to 50 students per campus. 
The College currently employs 24 staff members. That includes the CEO, a Marketing Manager and a Marketing Assistant, Human Resources Manager, Finance Manager, Administration Manager, Office Assistant, Receptionist, Academic Manager, Student Services Officer, and approximately 14 trainers. 
Information about the staff, including employment status, age, gender, and cultural background is provided in Workforce Information 2019. 
All staff is employed via individual contracts, and there is no enterprise agreement in place. 
Complete the following activities: 
1. Research workforce requirements 
Review the scenario information, as well as the Strategic and Operational Plan and Workforce Information 2018. Identify sources of information that you can use to research workforce supply in the education sector as in the scenario information and as indicated below. 
Make notes in relation to: 
• The organization’s requirements for a skilled and diverse workforce as reflected in its strategic objectives. 
• Workforce issues as identified in the Strategic Plan and that must be reflected in workforce objectives. 
• Workforce objectives that are required to meet the overall strategic objectives. 
• Workforce characteristics of King Edward VII College staff, including employment status, age, gender and culture. 
• Assessment of staff turnover rate and whether the rate is acceptable or not. 

• Factors affecting workforce supply, including economic conditions, industry trends, skills and labour shortages, unemployment rate and competition for workers. Your analysis should be both general, as well as specific to the education sector within which King Edward VII College operates. 
• The industrial relations framework that applies to King Edward VII College workforce. 
Your notes should be comprehensive, as you will need to use them to complete the workforce plan template that you have been provided with. 
1. Develop a workforce action plan - (BSBHRM513)
Using your research and the notes that you have made, develop your workforce plan. 
The workforce plan that you develop must address: 
• Purpose of the workforce plan 
• Strategic objectives and key workforce requirements 
• External environment analysis to identify external factors that impact on the company and its workforce 
• Industrial relations relating to the education and training industry, as well as King Edward VII College 
• Analysis of current workforce characteristics and profile using workforce information provided. 
• Future workforce needs 
• Gap analysis to identify the gaps between future workforce need and existing workers 
• Workforce plan objectives, including attracting and retaining skilled staff and workforce diversity and cross-cultural management. 
• Key workforce plan issues and actions. 
• Communication and consultation strategy to assist with organizational changes. 
• Contingency plans so as to ensure that the organization can access skilled labor in the event of unplanned events. 
Use the Workforce Action Plan Template to guide your work. 
2. Prepare a draft of an email to be sent to your assessor. 
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachment, seek their feedback and for a meeting to discuss it. 
Attach your workforce action plan to the email. 
3. Meet with the CEO to establish agreement on the workforce action plan. 
This part of the assessment requires you to meet with the CEO (roleplayed by your assessor) to discuss the workforce plan you have developed and seek their input. 
Print off a copy of your workforce action plan to take with you to the meeting. Take notes on the CEO’s feedback, as you will be expected to update your action plan with this in the next activity. 

Before concluding the meeting, ensure that you have the CEO’s approval and endorsement of your plan. You should gain their agreement and support for the plan’s objectives and proposed performance indicators. 
During the meeting, demonstrate effective communication skills including: 
• Speaking clearly and concisely 
• Using non-verbal communication to assist with understanding 
• Asking questions to identify the required information 
• Responding to questions as required 
• Using active listening techniques to confirm understanding 
4. Revise the Workforce Action Plan 
Update your Workforce Action Plan, incorporating the CEO’s feedback from the meeting. Name this document Revised Workforce Action Plan. 
5. Prepare a draft of an email to be sent to your assessor. 
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the meeting and the contents of the attachment, and seek their approval. 
Attach your revised workforce action plan to the email. 
 

Include the name of the organization and the services they provide. 

12. Describe the purpose of the labor force participation rate and how it can assist in analyzing the labor force. 

13. Describe the purpose of the employment to population rate and how it can assist in analyzing the labor force. 

14. Outline two forecasting models that can assist with identifying future workforce needs. 

Assessment Task 3: Diversity objectives implementation project - (BSBHRM513)

Complete the following activities: 
1. Update Recruitment, Selection and Induction Policy, and Procedures to increase diversity 

Review the scenario information above, as well as the Recruitment, Selection and Induction Policy and Procedures for King Edward VII College. 
Use the internet to research best practices for increasing diversity through improved recruitment and selection practices. 
Update the recruitment, selection and induction policy and procedure to reflect best practice procedures for increasing diversity in recruitment and selection. 
2. Prepare a draft of an email to be sent to your assessor. 
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachment. The email text should outline the importance of diversity in recruitment and selection as well as key changes that you have made to the Policy and Procedures. 
Attach your Updated Recruitment, Selection and Induction Policy, and Procedures to the email. 
3. Develop a diversity calendar for 2020 
Review the scenario information above. Research important dates for diversity and cultural events occurring in 2020 in Sydney. Identify at least 6 important dates and develop a calendar of events. For each event, identify how the College will celebrate that day or event. 
Your calendar may be developed in any format, as long as it addresses the above content requirements. 
4. Prepare a draft of an email to be sent to King Edward VII College staff (your assessor). 
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachment. The email text should explain the purpose of the calendar and advising staff to note the dates in their calendar. 
Attach your diversity calendar to the email.

 

Assessment Task 4: Workforce planning implementation project 

Task summary 

In this assessment task, the student is required to implement a number of actions from the Workforce Plan for King Edward VII College to assist in meeting agreed objectives for training, redeployment and redundancy, as well as succession planning and being an employer of choice. 

This assessment is to be completed in the simulated work environment in the RTO. 

Carefully read the following: 

It has been identified that a critical position within the College is the Human Resources Manager. That means that if this position is vacant, it would have a significant impact on the organization. While it has been identified that there is no shortage of Human Resources professionals, it is considered that the specialized nature of human resources within the College means it would be preferable to develop the talent from within. 

A current employee, Jackie Smith, has been identified as an employee with potential for the role. Jackie has recently returned to the workforce and is working in an administration role. However, prior to leaving the workforce to bring up her children, Jackie was working in a human resources officer role. Jackie applied for the administration position as she only wanted to work part-time. However, it has been identified over time that Jackie may like to move into a full-time position and it has identified that she has the potential to do this. 

Jackie has recently completed a self-assessment against a Role Competencies Statement in order to identify areas that she would need to develop in. 

Complete the following activities: - (BSBHRM513)

1. Implement succession planning program 

Review the Role Competencies Statement. Develop a career development plan for Jackie using the Career Development Plan Template. 

The opportunities that you identify for Jackie should include a range of opportunities, including job assignments that develop a candidate’s competencies, coaching and mentoring and formal training. The career development plan you develop should include at least six opportunities to be completed over the upcoming 12 months. 

2. Develop redundancy and redeployment policies and procedures. 

Assume that it has been identified that there is no formal process in place within King Edward VII College for redundancy and deployment. Previously, redundancies or redeployments have not been identified as issues in the workforce plan, but now a formal process is required. 

Develop King Edward VII redundancy and redeployment policy and procedures that include: 

• Introduction 

• Aim of policy 

• Key principles 

• Definitions of redeployment and redundancy 

• Redeployment procedure 

• Redundancy procedure, including entitlements as per the Fair Work Act 

Use the Redundancy and Redeployment Policy and Procedures Template to guide your work. 

3. Prepare a draft of an email to be sent to your assessor. 

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and summarise the contents of the attachments. 

Attach your career development plan and your redundancy and redeployment policy and procedures to the email.

Assessment Task 5: Workforce plan review and evaluation briefing report 

Task summary - (BSBHRM513)

This assessment task requires the student, in the role of Human Resources Manager for King Edward VII College to review the workforce plan, as well as evaluate workforce trends. 

This assessment is to be completed in the simulated work environment in the RTO.

Complete the following activities: 

1. Develop a survey 

Assume that, as part of the monitoring strategies that have been implemented as part of the workforce plan in the scenario, you are required to develop an organizational climate survey. While the organizational climate survey is designed to seek feedback in relation to the new initiatives outlined in the workforce plan, the intention is to also gain feedback on overall employee satisfaction to assist with future workforce planning initiatives. 

Design a survey using SurveyMonkey that: 

• Includes at least 12 questions about general satisfaction with the workplace. 

• Includes at least eight questions about satisfaction with new initiatives. 

• allows employees to provide an answer based on a five-point scale. 

You may use the following link to assist you in designing your questionnaire: http://workplaceinfo.com.au/hr-management/communication-in-the-workplace/climate-surveys 

2. Prepare a draft of an email to be sent to all staff (your assessor). 

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and outline the purpose of the survey, give the link to the survey and give an appropriate deadline for completing it. 

3. Develop a workforce plan review and evaluation briefing report - (BSBHRM513)

You are required to develop a workforce plan review and evaluation report. Your assessor will provide you with a template to use. Your report should be written in clear and concise English and address the following components: 

• An analysis of workforce information data Review the workforce information for King Edward VII 2019 provided to you and compare it to the 2018 data to identify: 

o Current staff turnover rate o Workforce characteristics, including age, gender, and cultural background. o Comparison with 2019 data to identify changes and to assess performance against 2018 data. 

• A review of external trends Using the Labour Market Information Portal, review current employment projections for Australia, as well as for the Australian education and training sector. Based on your review of the data, identify labor supply trends and areas of undersupply or oversupply relevant to the College and the likely impact of these trends on the demand for labor in relation to the College’s workforce. 

• A review of government policy Identify at least two government policy initiatives that affect labor demand and supply. Outline each of the policy initiatives that you have identified and how it affects labor demand and supply. 

• An analysis of focus group results. Assume that, in addition to the survey you developed, you have already conducted a focus group to determine employee satisfaction. Review all of the comments from the focus group and comment on overall employee satisfaction, as well as areas of need that should be considered as part of an ongoing review of workforce planning objectives. 

• Analysis of exit interviews. Review all of the comments from the exit interviews and comment on reasons for leaving and that should be considered as part of an ongoing review of workforce planning objectives. 

• Effectiveness of the workforce plan Based on your analysis above, evaluate the effectiveness of the workforce plan in terms of the objectives specified in the scenario information. Identify changes required to objectives and document at least two new objectives and actions for the upcoming year. 

4. Prepare a draft of an email to be sent to the CEO (your assessor). 

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. It should introduce and a brief outline of the purpose of the report. 

Attach your briefing report to the email.

 

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  • Posted on : February 17th, 2019
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