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BSBHRM602
Manage human resources strategic planning
Version 2.0
Assessment Information...................................................................................................................................... 5
About this Marking Guide................................................................................................................................ 5
Assessment Tasks.......................................................................................................................................... 5
Assessment Plan............................................................................................................................................. 5
Assessment Documents.................................................................................................................................. 5
Assessment Attempts and Resubmissions...................................................................................................... 5
Assessment Outcomes.................................................................................................................................... 6
Task Cover Sheet............................................................................................................................................ 6
Assessment Appeals....................................................................................................................................... 6
Training and Assessment Strategy.................................................................................................................. 6
Plagiarism, Cheating and Collusion................................................................................................................. 7
Resources and Equipment Required for These Assessments........................................................................7
Conducting Assessment...................................................................................................................................... 7
Assessment Context....................................................................................................................................... 7
Written Assessments....................................................................................................................................... 7
Practical Observations..................................................................................................................................... 8
Reasonable Adjustment.................................................................................................................................. 8
Definitions............................................................................................................................................................ 9
Assessment..................................................................................................................................................... 9
Dimensions of Competency............................................................................................................................. 9
Principles of Assessment and Rules of Evidence............................................................................................ 9
Assessment Task 1: Develop Human Resources Strategic Plan......................................................................13
Part A – Display Human Resources Strategic Planning Knowledge.............................................................14
Part B – Determine Human Resource Requirements..................................................................................18
Part C – Stakeholder Consultation...............................................................................................................26
Part D – Develop Human Resources Strategic Plan.....................................................................................29
Part E – Develop Contingency Plan.............................................................................................................34
Assessment Task 2: Monitor and Evaluate Human Resources Strategic Plan..................................................36
Part A – Deliver Briefing Session.................................................................................................................37
Part B – Monitor and Adapt Plan.................................................................................................................39
Part C – Evaluate Plan and Document Lessons Learned..............................................................................42
Unit mapping – BSBHRM602 Manage human resources strategic planning.....................................................45
Assessment Information
Assessment Tasks
This unit is assessed in the following ways:
Assessment Task 2: Project Student will monitor and evaluate the effectiveness of
Monitor and Evaluate the human resources strategic plan they developed.
Human Resources
Strategic Plan
Assessment Plan
The Student Assessment Booklet includes an assessment plan that students are required to read and sign. Get
this signed plan before students begin the assessment tasks for this unit. Students can use this plan to declare
whether they need any support or adjustments.
Assessment Documents
We have developed a range of comprehensive assessment documents for assessment of this unit.
Assessors will need the following documents:
Assessment Record Tool – to be used by the assessor to record the decision-making process. Details
about workplace-based tasks (if applicable) are also included in this document.
This Marking Guide, which includes:
a guide to assessors on the process of assessment
benchmark responses to assessment tasks
Students will need to receive:
Student Assessment Booklet for this unit.
Assessors must provide students with the due date for each assessment task for this unit – students should be
instructed to write the dates in their Student Assessment Booklet.
Assessment Outcomes
Each assessment task will be given an outcome of either Satisfactory (S) or Not Satisfactory (NS). Students
must complete all tasks for a unit satisfactorily to achieve an overall outcome of Competent (C) for a unit. If one
or more of tasks are assessed as Not Satisfactory, students will be given an overall outcome for the unit of Not
Yet Competent (NYC).
Students can be given two further attempts to complete the task and achieve a Satisfactory outcome. Students
need to be given a timeframe for resubmission and advised what they must include in the resubmission.
Assessors are required to use the Assessment Record Tool to record the assessment decision for each task.
The Record of Assessment Outcomes on the final page of the Assessment Record Tool should be completed
by the assessor.
Assessment Appeals
All students have the right to appeal an assessment decision. To make an appeal about an assessment
decision, students must follow the process outlined in the Student Handbook.
Conducting Assessment
Assessment Context
A simulated work environment is to be used when assessing this unit. Therefore, assessment tasks:
Reflect real life work tasks
Are required to be performed within industry standard timeframes as specified by assessors in relation to
each task
Are assessed using assessment criteria that relate to the quality of work expected by the industry
Are performed to industry safety requirements as relevant
Utilise authentic workplace documentation
Require students to work with others as part of a team
Require students to plan and prioritise competing work tasks
Involve the use of standard, workplace equipment such as computers and software
Ensure that students are required to consider workplace constraints such as time and budgets.
Assessment tasks are varied and must be completed over a period of time and, where required, on a number of
occasions.
Written Assessments
Observe student conduct where appropriate (for example, closed book conditions).
Liaise with the student during any projects/research tasks as required.
Ensure assessment timings are adhered to where appropriate.
Ensure the submission date is complied with where appropriate.
Intervene if assessment conditions are not complied with.
Mark assessment using the model answers and record performance for each question in the checklist.
Check submissions for plagiarism, cheating or collusion. Where you believe this has occurred it should be
reported and managed according to the RTO’s process.
Indicate performance for theory questions using the checklist provided.
AEC Consulting Pty Ltd
The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
P: 1800-THE-ONE (843-663) E:
info@theoneintlcollege.edu.au
www.theoneintlcollege.edu.au
Version:
v2.0/February
Page 5 of 44
2019
RTO No. 22270
CRICOS Provider
No. 03091A
BSBHRM602
Practical Observations
Practical observations provide opportunities for students to demonstrate both knowledge and skills.
Observe performance from an appropriate position.
Assess student performance against the assessment criteria.
Use your professional judgement when deciding if a student has satisfactorily addressed the assessment
criteria.
Record performance on the observation checklist at the time of observation.
Record appropriate comments and use for feedback purposes.
Reasonable Adjustment
A legislative and regulatory framework underpins and supports the delivery of vocational education and training
across Australia. Under this framework, providers of vocational education and training must take steps to
ensure that learners with recognised disabilities have the same learning opportunities and same opportunities
to perform and complete assessments as learners without disabilities. Sometimes reasonable adjustments are
made to the learning environment, training delivery, learning resources and/or assessment tasks to
accommodate the particular needs of a learner with a disability. An adjustment is reasonable if it can
accommodate the learner’s particular needs while also taking into account factors such as: the views of the
learner; the potential effect of the adjustment on the learner and others; the costs and benefits of making the
adjustment.
RTOs are obliged by law to provide reasonable adjustment to ensure maximum participation of learners with a
disability.
Adjustments must:
Be discussed and agreed to by the learner with a disability
Benefit the learner with a disability
Maintain the competency standards
Be reasonable to expect in a workplace.
Adjustments are not required if they could:
Cause the RTO unjustifiable hardship
Harm other learners.
Making reasonable adjustments requires the RTO to balance the need for change with the expense or effort
involved in making this change. If an adjustment requires a disproportionately high expenditure or disruption it
is not likely to be reasonable.1
Some examples of reasonable adjustments that could be made for the assessments include:
Allowing a student to provide verbal responses to written activities (such as questions and answers tasks
and case studies)
Rescheduling assessor observations or role plays in the event that conditions may not be suitable (for
example, safety concerns, required resources not being available, lack of appropriate clients on the day,
and so on).
Providing information through assistive/adaptive technologies
Modifying tasks where existing ones pose a problem for the learner
1
From https://www.ibsa.org.au/sites/default/files/media/BSBv1.1_Business_Services_Implementation_Guide.pdf
AEC Consulting Pty Ltd
The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
P: 1800-THE-ONE (843-663) E:
info@theoneintlcollege.edu.au
www.theoneintlcollege.edu.au
Version:
v2.0/February
Page 6 of 44
2019
RTO No. 22270
CRICOS Provider
No. 03091A
BSBHRM602
Definitions
Assessment
Assessment is ‘the process of collecting evidence and making judgements on whether competency has been
achieved, to confirm that an individual can perform to the standard required in the workplace, as specified in a
training package or VET accredited course.’2
Dimensions of Competency
To be competent, a person must show their ability to perform effectively in a broad capacity. The dimensions of
competency ensure the person being assessed has the skills to perform competently in variety of different
circumstances. To be competent, a person must demonstrate the following:
Task Skills: The skills needed to perform a task at an acceptable level. They include knowledge and
practical skills, and these are usually described in the performance criteria.
Task Management Skills: These are skills in organising and coordinating, which are needed to be able to
work competently while managing a number of tasks or activities within a job.
Contingency Skills: The skills needed to respond and react appropriately to unexpected problems, changes
in routine and breakdowns while also performing competently.
Job Role/Environment Skills: The skills needed to perform as expected in a particular job, position, location
and with others. These skills may be described in the range of variables and underpinning skills and
knowledge.
PRINCIPLES OF ASSESSMENT
Validity: ‘The individual learner’s needs are considered in the assessment process. Where appropriate,
reasonable adjustments are applied by the RTO to take into account the individual learner’s needs. The
RTO informs the learner about the assessment process and provides the learner with the opportunity to
challenge the result of the assessment and be reassessed if necessary.’
Each task has been mapped to unit of competency requirements. Refer to the ‘Unit mapping’ section at the
end of this guide for more information. Assessment tasks are varied and are required to be completed over
2
From the Users’ Guide: Standards for Registered Training Organisations (RTOs) 2015
AEC Consulting Pty Ltd
The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
P: 1800-THE-ONE (843-663) E:
info@theoneintlcollege.edu.au
www.theoneintlcollege.edu.au
Version:
v2.0/February
Page 7 of 44
2019
RTO No. 22270
CRICOS Provider
No. 03091A
BSBHRM602
RULES OF EVIDENCE
Validity: ‘The assessor is assured that the learner has the skills, knowledge and attributes as described in
the module or unit of competency and associated assessment requirements.’
This Marking Guide provides a set of benchmark responses for each assessment task. Assessors are to
record assessment outcomes for each task in the accompanying Assessment Record Tool. Assessor
observations require the assessor to watch the student complete specific workplace activities in which they
can demonstrate the skills and knowledge required.
Sufficiency: ‘The assessor is assured that the quality, quantity and relevance of the assessment evidence
enables a judgement to be made of a learner’s competency.’
The ‘Unit mapping’ section at the end of this guide demonstrates how assessment tasks align with unit of
competency requirements. Some units may require the student to demonstrate assessment over a period of
time and more than once. These requirements will be made clear in the relevant assessment task.
Currency: ‘The assessor is assured that the assessment evidence demonstrates current competency. This
requires the assessment evidence to be from the present or the very recent past.’
Evidence for each assessment task will be gathered over the duration of the course. Workplace-based
tasks (if applicable) will allow the student to draw from current workplace conditions and experiences, and
students will be able to use technology, tools and equipment specific to their workplace.
Authenticity: ‘The assessor is assured that the evidence presented for assessment is the learner’s own
work.’
AEC Consulting Pty Ltd
The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
P: 1800-THE-ONE (843-663) E:
info@theoneintlcollege.edu.au
www.theoneintlcollege.edu.au
Version:
v2.0/February
Page 8 of 44
2019
RTO No. 22270
CRICOS Provider
No. 03091A
BSBHRM602
The following assessment tasks use a simulated business called Complete Business Solutions Australia
(CBSA). In order to complete the assessment tasks, you will need to access information, templates, policies
and procedures found on the CBSA website. Your assessor will provide you with login details. Navigate to
www.cbsa.com.au, select ‘Log in’ and enter your username and password prior to completing your
assessment tasks.
For this assessment you will play the role of Human Resources Consultant for Complete Business Solutions
Australia (CBSA). CBSA is a simulated consultancy service providing assistance with compliance, finances,
human resources, information technology and other business needs to ensure that businesses have the
expertise and support they need to survive and prosper. You should familiarise yourself with what CBSA
does, its services and history, the organisational structure of the business and its employees. Ensure that
you read the Business Plan to understand CBSA’s mission, vision, and business objectives.
TASK SUMMARY
There are five parts to this task:
In Part A, you will be displaying your knowledge of human resources strategic planning by answering a
series of questions.
In Part B, you will be researching and analysing future human resourcing needs for an organisation
In Part C, you will be consulting with managers on their human resources needs, philosophies, and
organisational values and policies
In Part D, you will be developing a human resources strategic plan
In Part E, you will develop a contingency plan for the human resources strategic plan
To begin this part read the following email and its attachment, and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
I want you to begin looking at human resources strategic planning for the organisation to ensure that the
strategic goals of the organisation can be supported to fruition for the upcoming business year.
Prior to beginning this project, I just want to gain an understanding of your knowledge of strategic planning
for human resources. As such, please answer the questions attached with this email.
You may need to review the organisation’s Business Plan, and the policies and procedures available through
the CBSA website to answer these questions.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
ATTACHMENTS
Theory Knowledge.docx
Questions
1. Describe three common practices and/or functions that a human resource department might typically
undertake.
1. Detail five relevant legislative, regulatory and industrial requirements for CBSA.
2. Excluding full-time or part-time staff, detail four different options for sourcing labour.
3. Explain the impact technology can have on job roles.
4. Describe the requirements of a strategic plan.
TASK
For this task, you must review the email and the attached document, and then answer the questions given in
the attachment using a word processor.
ASSESSOR INSTRUCTIONS FOR PART A
Purpose of the part
This part is designed to ensure that the student can display knowledge evidence of human resources
strategic planning.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
To begin this part, read the following email and its attachments, and then complete the tasks that follow:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
Thanks for providing answers and displaying your knowledge in regard to workforce planning.
Please review the attached documents and the organisation’s Business Plan to determine the human
resources strategic direction, objectives and targets.
As part of this task, you need to develop a report that:
Identifies emerging patterns and trends that may impact on human resources management
Determines any recent and potential changes to industrial and legal requirements
Determines whether new technologies could be used to impact on job roles and job design
Identify future labour needs, skills requirements and options for sourcing labour
Please use the attached Report Template to send through your analysis.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
ATTACHMENTS
Staff Audit Results.docx
Employee overview
Total staff members: 29
Typical
Date
Employee Position Type Location Hours
Started
Worked
Tina Hughes Sales & Marketing Manager FT/permanent 01/09/2009 Head office, NSW 40
Business Development
Kelly Munro FT/permanent 10/112014 Head office, NSW 37.5
Specialist
Adrian Russo Marketing Strategist FT/permanent 06/06/2008 Head office, NSW 37.5
Sally Fischer Systems Analyst FT/permanent 12/01/2018 Head office, NSW 37.5
Tan Yamamoto Software Developer FT/permanent 12/01/2014 Head office, NSW 37.5
Sam Tailor Support Specialist FT/permanent 08/08/2013 Head office, NSW 37.5
James Hanson Graphic Designer FT/permanent 21/09/2018 Head office, NSW 37.5
Zane O'Brien Human Resources Consultant FT/permanent 10/10/2010 Head office, NSW 37.5
Henry Thomas Governance Manager FT/permanent 07/06/2003 Head office, NSW 37.5
Jay Gartner Business Compliance SpecialistFT/permanent 13/11/2005 Head office, NSW 37.5
Dave O'Connor Sustainability Expert FT/permanent 05/03/2018 Head office, NSW 37.5
Jason Yee Health & Safety Advisor FT/permanent 15/07/2015 Head office, NSW 37.5
Wi Zhang Chief Finance Officer FT/permanent 07/08/2011 Head office, NSW 37.5
Tim Gibbons Accounts Officer FT/permanent 19/10/2011 Head office, NSW 37.5
Jane Porter Financial Advisor FT/permanent 22/07/2018 Head office, NSW 37.5
Demographics
Age: Median age of the workforce is 42.
Gender: 17 male and 12 female.
Ancestry:
Australia: 20
New Zealand: 2
England: 2
Japan: 2
Greece: 1
China: 1
India: 1
Highest education level:
Secondary: 4
Technical or further education institution: 5
University or tertiary institution: 20
Staff turnover analysis
For the 20XX year:
At the start of the year there were 29 employees
At the end of the year there were 29 employees
There were six employees that left throughout the the year
Annual staff turnover ratio: 6 / 29 * 100 = 20.69%
Reasons for leaving for the 6 employees were given as follows:
Low pay – got a higher paying job at a competitor
High workload expectations – feeling overwhelmed and stressed
Feeling undervalued and not being listened to by management
Job did not meet expectations
Growth opportunities not available
Moved with family overseas
Strategic Plan Summary.docx
Report Template.docx
Technology considerations
<<Insert technology considerations here >>
Legislation and industrial considerations
<<Insert legislation and industrial considerations here >>
TASK
Based on the email, review the staff audit results on staff turnover and demographics, the summary of the
Strategic Plan which contains the strategic objectives of the organisation, and the organisation’s policies and
procedures including the Business Plan. Then using the Report Template, develop a report where you are to:
1. Detail human resource trend analysis of the organisation. You should provide:
An overview of the departments that CBSA uses
An overview of the current number of employees including their employment type (full time, part time,
etc)
The services CBSA currently offers and those that it intends to offer
Analysis of the demographics and education level of the employees
Analysis of staff turnover from the last year
The number of new human resources required for the coming year
2. Detail the future human resources needs by outlining:
The job role
The number of employees required for the job role
The skills required for the job role
What option(s) should be used to source the job role
3. Detail the technology considerations by outlining:
The current technology used by the organisation
Any different technology that could be implemented to increase productivity which may impact on job
roles/skills.
4. Detail legislation and industrial considerations by outlining:
An overview of the major policies and procedures used by the organisation and the legislation they
relate to.
Research and detail any recent or impending legislation or industrial changes that may affect the
organisation in some capacity.
ASSESSOR INSTRUCTIONS FOR PART B
Purpose of the part
This part is designed to ensure that students can research and analyse human resources requirements for
an organisation based on the current human resources and the strategic objectives of the organisation.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
Student must detail the services CBSA wants to offer including in-house training, app development, and
financial as detailed in the Strategic Plan Summary document.
Student must analyse the demographics and education level of the employees. Student should detail a
breakdown of the ancestry and the education level of the employees given in the Staff Audit Results
document.
Student must analyse staff turnover from the last year. Student should provide details of the six
employees who have left including their reasons as summarised in the Staff Audit Results document.
Student must detail the number of new human resources required for the coming year. The Strategic
Pan Summary document has a goal of increasing work force by 25%. Student should identify that as the
number of current employees in 29, then this would translate to seven new employees required.
2. Future human resources needs
Future needs
Student must document job roles to support strategic goals. Job roles should be defined for the new
services being implemented which are in-house training, app development, financial analysis and also
for the client relationship specialist role. Some example job roles could include:
In-house trainer
App Developer
Financial Analyst
Client Relationship Specialist
Student must specify the number of employees required for each job role. For example, 3 x in-house
trainers, 1 x app developer, 1 x financial analysis, 1 x client relationship specialist
Student must document the skills required for each job role. Student should research advertised jobs on
Seek or similar to determine skill requirements for the job roles they have specified. For example, a
client relationship specialist may have skills similar to the following:
Knowledge skills to answer initial customer queries around the services CBSA provides
Software skills to manage client accounts on CRM system
Problem solving skills to dealing with account activation issues and document collecting
Verbal and non-verbal skills to support clients
Management skills to act as a conduit between the client and various other sections of the
business
Student has detailed what option(s) they would use to source the job role. For example, use a job
agency, advertise on Seek locally, advertise overseas, etc.
3. Technology considerations
Technology considerations
Student should detail the current technology used by the organisation as specified in the Business Plan
including:
Windows 10 Professional
Windows Server 2016 Standard
Office 365 Enterprise E3
Salesforce
MYOB AccountRight
Visual Studio 2017 Professional
NetBeans IDE 8.0.2
Brackets 1.13
WordPress 4.9.8
Student should analyse any different technologies that could be implemented to increase productivity
which may impact on job roles/skills. The student’s analysis will be dependent on which technologies are
available at the time they undertake the assessment compared to the specified list of software listed in
the Business Plan. Cloud based systems are updated automatically as part of the license arrangement.
For example, software such as Salesforce, Office 365, and MYOB should be at least current, though
there are competitor products available. Other software will likely be outdated. Student can also identify
software products not specified currently that may introduce productivity benefits.
4. Legislation/industrial considerations
Legislation considerations
Student should provide an overview of the major policies and procedures used by the organisation and
the legislation they relate to. Some examples include:
Access, Equity and Anti-Discrimination Policy – anti-discrimination legislation
Code of Ethics
Risk Management Policy & Procedures – WHS legislation
Privacy Policy & Procedures – Privacy Act 1988
Quality Assurance Policy & Procedures
Health & Safety Policy & Procedures – WHS legislation
Student should research and detail any recent or impending legislation or industrial changes that will
affect the organisation in some capacity. As the organisation is a B2B service provider there is a large
range of possible legislation and industrial changes that may impact on the business. Like technological
changes, the student’s analysis will be dependent on when they sit this assessment and what impended
legislation and industrial changes are about to occur. Accept any reasonable analysis which details
upcoming changes to legislation/industrial that affect a B2B service provider within Australia.
One good source of this type of information is via the business.gov.au website. For example, the
following is relevant for the 2018: https://www.business.gov.au/news/law-changes-for-business-in-2018
PART C – STAKEHOLDER CONSULTATION
To begin this part, read the following email and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
Thanks for providing a report of your analysis of the future human resources needs for our organisation. I
would now like you to conduct a consultation session with the managers of the departments for the job roles
you have identified as being required in the future to meet strategic objectives.
During the consultation session you should:
1. Provide an overview of:
The new job roles required including the number of each role, the skills required, and the option you
selected to source the job role
The current human resources philosophy for CBSA (found in the organisation’s Business Plan)
The organisation’s Code of Ethics on expected employee values
The Staff Management Policy & Procedures
2. Seek input from stakeholders in regard to:
The job roles that you have specified, the skills required and the labour sourcing option. Are they
applicable or could improvements be made?
The current human resources philosophy for CBSA on how it can be improved
The organisation’s current Code of Ethics values and whether they need to change
How employees are hired, inducted, trained, and performance managed in the Staff Management
Policy & Procedures and whether any improvements could be made
3. Negotiate on any changes to the:
Human Resources Strategic Analysis Report to update future human resources needs
Business Plan to update human resources philosophy
Code of Ethics to update values
Staff Management Policy & Procedures
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
TASK
Based on the email you are to complete the following task:
You are to lead the stakeholder consultation with a representation of the organisation’s managers. You will be
undertaking the consultation session to at least three attendees who will be managers of the organisation (role
played by your assessor and fellow students).
During the consultation session, your assessor will be looking to see that you can:
Verbally lead the consultation session communicating the new job roles, Code of Ethics, human
resources philosophy, and Staff Management Policy & Procedures using appropriate verbal conventions
and protocols
Utilise listening skills to receive feedback around what you have presented and to answer questions
Use negotiation and persuasion skills to agree on any changes to the documents you have presented
Confirm the attendees’ understanding of the documents including any changes that are to be made
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
To begin this part, read the following email and its attachment, and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
Thanks for consulting with the managers and agreeing on the human resource requirements to meet our
future needs.
I’ve set aside a budget of $50,000 to implement the human resources strategic plan for the upcoming year. I
would like you to develop a Human Resources Strategic Plan using the attached template that can be
implemented under this budget cap.
The plan needs to:
Identify strategic objectives, their priority, how they will be measured, and the strategic target
Contain cost-benefit analysis of labour sourcing options
Detail any technology support requirements
Specify a human resources plan of actions, their priority and responsibility and when they must be
completed by ensure that strategic objectives are achieved.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
ATTACHMENT
Human Resources Strategic Plan.docx
HUMAN RESOURCES STRATEGIC PLAN 20XX
Strategic objectives
<<Insert the strategic objectives for the plan in the following table>>
Performance
Objective Priority How Measured
Target
Technology support
<<Insert technology support requirements here>>
Human resources plan
<<Insert technology support requirements in the following table>>
Action Priority Responsibility Schedule Status
TASK
Based on the email, develop a Human Resources Strategic Plan using the given template to:
1. Identify at least two human resources strategic objectives for the plan that:
Specifies what the objective is
Specifies a priority for the objective using a high, medium, or low rating
Specifies how the objective will be performance measured
Specifies what the performance target for each objective is
2. Undertake cost-benefit analysis of three labour sourcing approaches for the new job roles that:
Specifies each labour sourcing approach
Specifies the expected cost of taking each labour sourcing approach
Specifies a monetary benefit for each labour sourcing approach
Calculates a ratio of the cost versus benefit
3. Detail any technology support requirements. You should use your research into new or alternative
technologies conducted previously as a guide.
4. Develop an action plan to implement tasks to ensure human resource strategic objectives are reached that:
Specifies the actions that must occur
Specifies the priority for each action using a high, medium, or low rating
Specifies who will be responsible for undertaking/managing each action
Specifies when each action needs to be completed by
ASSESSOR INSTRUCTIONS FOR PART D
Purpose of the part
This part is designed to ensure that the student can develop a human resources strategic plan.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
Student must specify three different labour sourcing approaches. Examples could include: using an
agency to find employees, taking on interns (non-paid), advertising via a particular tool such as Seek,
Indeed or similar, outsourcing job tasks to specialise experts/consultancy firms, advertising mediums
such as TV, radio, newspaper etc.
Student must specify the expected cost of taking each labour sourcing approach. Accept any reasonable
quoted values.
Student must specify an approximate monetary benefit for each labour sourcing approach. Expenses
could vary widely. Accept any reasonable suggestions.
Student must calculate a ratio of the cost versus benefit by dividing the benefit by the cost.
To begin this part, read the following email and its attachments, and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
I have approved the Human Resources Strategic Plan that you developed.
I would now like you to identify risks for the Human Resources Strategic Plan, and then develop some
contingency plans around these risks. Please send these contingency plans through to me once complete.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
TASK
Based on the email, you are to review the organisational Risk Management Policy & Procedures and then
develop contingency plans using the Contingency Plan Template.
To do this, within the Contingency Plan you need to identify two business risks of the Human Resources
Strategic Plan and for each:
Determine the impact of the risk
Determine the likelihood of the risk occurring
Determine a mitigation strategy to try and avoid or limit the damage of the risk
Determine a contingency plan if the risk occurs
ASSESSOR INSTRUCTIONS FOR PART E
Purpose of the part
This part is designed to ensure that the student can develop contingency plans to mitigate identified risks.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
TASK SUMMARY
There are three parts to this task:
In Part A, you will be delivering a briefing session about the human resource plan you have developed
In Part B, you will be monitoring and adapting a human resource plan you have developed
In Part C, you will be evaluating and reviewing performance against the plan objectives
To begin this part, read the following email and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
I would like you to conduct a stakeholder briefing session with those employees who are responsible for
implementing actions to meet the strategic objectives in the Human Resources Strategic Plan. Can you
please cover all of the actions that need to be implemented including the responsibility, priority, and target
date. You need to seek input from the stakeholders and make any negotiated adjustments as necessary to
the plan based on their feedback.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
TASK
Based on the email you are to complete the following task:
You are to lead the stakeholder briefing session with a representation of the stakeholders you have identified
as being responsible for implementing strategic actions in the Human Resources Strategic Plan. You will be
undertaking the consultation session to at least three attendees who will be a representation of the identified
stakeholders (roleplayed by students/assessors).
During the briefing session, your assessor will be looking to see that you can:
Verbally led the briefing session communicating the strategic objectives and actions that are to be
implemented incorporating appropriate communication conventions and protocols
Utilise listening skills to receive feedback from attendees about any queries they have and to seek advice
and support from the stakeholders
Use negotiation and persuasion skills to agree on any changes to the plan
Confirm the attendees’ understanding of the plan including any changes that are to be made
ASSESSOR INSTRUCTIONS FOR PART A
Purpose of the part
This part is designed to ensure that the student can lead a briefing session to those stakeholders involved in
the implementation of Human Resources Strategic Plan objective actions.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
To begin this part, read the following email and its attachment, and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
Now that the Human Resources Strategic Plan has been operational for some time, as part of our continuous
improvement process, I would like you to analysis the performance measurements against the human
resources strategic objectives that you identified previously. You will need to:
Determine whether performance measurements systems are working effectively
Identify any failures and variances to the action implementation to ensure strategic objectives are
achieved
Determine remedial actions based on any failures or variances
I have attached a performance report that you should refer to.
Please send me an email with the findings of the monitoring action, and an updated Strategic Plan if you
believe changes are required.
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
ATTACHMENT
Performance report.docx
The following provides a summary after one month of the new Strategic plan implementation.
Strategic goal monitoring summary
Action(s) for Strategic Goal 1 are on target.
Action(s) for Strategic Goal 2 are having major issues and will not be met.
TASK
Based on the email and its attachment you are to complete the following task:
Review the performance against the actions of the two strategic objectives in the Human Resources Strategic
Plan. You should apply the monitoring results in the order that you have listed the strategic objectives in your
plan. Based on your strategies and the results you are to:
Make any necessary refinements to the Human Resources Strategic Plan based on the performance
results to address any short fallings.
Email Glenda with a summary of your findings and a modified Human Resources Strategic Plan to address
any issues where:
You must specify who the email is to
You must specify who the email is from
You must specify the date and time you sent the email
You must specify a subject
You must specify the Human Resources Strategic Plan as the attachment
You must complete the body part of the email detailing why you are sending this email and a summary
of any changes to the plan you have made
You must complete the email footer specifying the job position you are role playing
Student must refine the action(s) for Strategic Goal 2 to address a major problem with its performance
measurement being vastly behind where it should be.
Use the following checklist to ensure that student has drafted the email sufficiently:
Email
To begin this part, read the following email and its attachment, and then complete the task that follows:
To: You
From: Glenda Williams (glenda.williams@cbsa.com.au)
To You,
I have attached the performance monitoring results for the Human Resources Strategic Plan one year after it
was initially developed. Please update the status column for each of the actions in the Strategic Plan based
on the results.
Now that you have completed the full process of developing, consulting, implementing, monitoring, and
refining the organisation’s Human Resources Strategic Plan, I would like you to document the lessons
learned for the strategic planning processes.
Using the Lesson Learned Form are you able to identify and document the following:
What worked well
What didn’t work so well
What changes you would make if you completed this task next time
Kind regards
Glenda Williams
HR Manager
300 Fictional Way, Sydney, NSW 2000
Phone: 1800 111 222
www.cbsa.com.au
ATTACHMENT
Performance report.docx
The following provides a summary after one year of the Human Resources Strategic Plan implementation.
Strategic objective monitoring summary
Actions for Strategic Goal 1 has been achieved successfully.
Actions for Strategic Goal 2 has been achieved successfully.
TASK
Based on the email, you are to complete the following tasks:
Update the Human Resources Strategic Plan to document the status of each of the strategic goals.
Download the Lessons Learned Form and document:
What worked well
What didn’t work so well
What changes you would make if you completed this task next time
ASSESSOR INSTRUCTIONS FOR PART C
Purpose of the part
This part is designed to ensure that the student can evaluate achievements of strategic objectives in a
Human Resources Strategic Plan they have been involved in, analyse this process based on their
experiences, and suggest improvements as part of an organisation’s continuous improvement processes.
Reassessment arrangements
If the student completes any part of their project incorrectly, they will need to be given an appropriate time in
which to resubmit. Provide guidance to the student on what they have to address and a date for
resubmission.
Guidance to assessors about this part
The assessor is to organise a time for the student to undertake the presentation of their findings. This
presentation can be undertaken in person or via video-conferencing software. The assessor plays the role of
Gavin Stead for the purpose of this assessment task.
Use the following checklist to ensure that student has met the minimum requirements for delivering the
presentation:
Evaluation of human resources strategic planning processes
Student must document the completion of the the actions related to each strategic objective in the
Human Resources Strategic Plan as being completed successfully
Student must use the Lesson Learned Form template to document their reflections
Student must document what went well with the human resources strategic planning processes
Student must document what didn’t work so well with the human resources strategic planning processes
Student must document what changes they would make if you completed this task next time. Student
must recommend at least one change.
Assessment Tasks
Element Performance criteria AT1 AT2
3. Research planning 3.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets B
requirements 4.1 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource
B1
management in the organisation
5.1 Identify future labour needs, skill requirements and options for sourcing labour supply B2
6.1 Consider new technology and its impact on job roles and job design B3
7.1 Review recent and potential changes to industrial and legal requirements B4
8. Develop human 8.1 Consult relevant managers about their human resource preferences C
resource strategic 9.1 Agree on human resource philosophies, values and policies with relevant managers C
plan
10.1 Develop strategic objectives and targets for human resource services D1
11.1 Examine options for the provision of human resource services and analyse costs and benefits D2
12.1 Identify appropriate technology and systems to support agreed human resource programs and practices D3
13.1 Write a strategic human resource plan and obtain senior management support for the plan D4
14.1 Develop risk management plans to support the strategic human resource plan E
15. Implement human 15.1 Work with others to see that the plan is implemented A
resource strategic 16.1 Monitor and review the plan B
plan
17.1 Adapt plan should circumstances change B
18.1 Evaluate and review performance against plan objective C
Assessment Tasks
Reading Organises, evaluates and applies content from a range of structurally complex texts relating to human resource strategic planning A, B, C, D, E B, C
Writing Communicates complex ideas relating to strategic objectives, matching style of writing to purpose and audience B, D, E B, C
Oral Communication Establishes and maintains complex and effective spoken communications in a broad range of contexts with relevant managers to
C A
determine resources preferences, philosophies and values.
Assessment Tasks
Numeracy Selects and interprets mathematical information that may be embedded in a range of tasks and texts to analyse costs and benefits
D, E
as well as dealing with budgets and risk management plans
Navigate the world of Ensures knowledge of legislative requirements and products is kept up to date in order to provide accurate information A2, B4
work
Develops and implements strategies that ensure organisational policies, procedures and regulatory requirements are being met B, D, E B
Interact with others Selects and uses appropriate conventions and protocols when communicating with managers at various levels C
Participates in conversations relevant to role responding, explaining, negotiating and persuading as required C
Get the work done Sequences and schedules complex activities, monitors implementation and manages relevant communication when developing the
D
strategic plan
Makes a range of critical and non-critical decisions in relatively complex situations, analysing data and taking a range of factors into
B, C, D, E
account when researching planning requirements and developing the plan
Gathers and analyses data and seeks feedback to improve plans and processes B, C, D
Uses digital technologies to manage business operations and actively investigates new technologies for strategic and operational
B3, C, D3
purposes
Assessment Tasks
trends and emerging practices that may have an impact on human resource management B1
consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan including:
budget D
priorities D1, D4 A
agreed objectives, targets, programs and practices based on cost-benefit analysis D1, D2
timeframes D4 A
risk management E
Assessment Tasks
To complete the unit requirements safely and effectively, the individual must:
explain the relevant legislative, regulatory and industrial requirements for the business A2
recruitment options A3
casual labour A3
outsourcing A3
contractors A3
consultants A3
Assessment Tasks
Assessment must be conducted in a safe environment where evidence gathered demonstrates consistent performance of typical activities experienced in the
workforce development human resource development field of work and include access to: