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Assessor Marking Guide

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

About this Marking Guide


This document is to be used as a guide to marking the assessment tasks required for this unit.
This document outlines the instructions provided to the student for each task and accompanying sample/
benchmark answers and any relevant instructions for the assessor.

Assessment Tasks
This unit is assessed in the following ways:

Assessment Task Assessment Method Overview

Assessment Task 1: Project Students will develop a human resources strategic


Develop Human plan to meet an organisation’s human resourcing
Resources Strategic Plan needs.

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 Attempts and Resubmissions


Students have up to three attempts to complete assessment tasks satisfactorily. If after the third attempt, the
student has not completed the task satisfactorily, the assessor must make alternative arrangements for
assessment. Depending on the task, this may include:
 Resubmitting incorrect answers to questions (such as written tasks and case studies)
 Resubmitting part or all of a project, depending on how the error impacts on the total outcome of the task
 Redoing a role play after being provided with appropriate feedback about their original performance
 Being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily
completed the first time, after being provided with appropriate feedback.
BSBHRM602

Manage human resources strategic planning

Students should be provided


with an appropriate time frame in which to resubmit their work, for example students may:
 Be given 30 days in which to resubmit incorrect responses to written tasks, projects and so on
 Be provided with feedback on the day about their performance in a role play and then redo the task during
the next task
 Need to redo workplace-based tasks (if applicable) during the same workplace visit or a follow-up
observation may be required – you should discuss arrangements with the student’s supervisor to agree on
a suitable time and date for reassessment.
Assessors should refer to their RTO’s policy and procedures regarding training and assessment for further
information.

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.

Task Cover Sheet


Assessors must ensure that students have completed the Assessment Task Cover Sheet for each task where
they are required to submit items for assessment. Assessment Task Cover Sheets are not required for tasks
that require observations only.

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.

Training and Assessment Strategy


Each RTO will have a Training and Assessment Strategy that outlines the assessment methods and tasks to be
used in the delivery of each course.
All assessors should be provided with a copy of the relevant Training and Assessment Strategy for the courses
they deliver.
Assessors must ensure they work within the parameters and guidelines of the strategy and communicate any
areas that may need improvement or updating as they are identified.

Plagiarism, Cheating and Collusion


Where a trainer/assessor believes there has been an incident of academic misconduct involving plagiarism,
cheating, and/or collusion, they should report this along with reasons for the allegation. Assessors should refer
to their RTO’s policy and procedures regarding training and assessment for further information.

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BSBHRM602

Manage human resources strategic planning

Resources and Equipment


Required for These Assessments
You will need to ensure that the following items are available for students to complete their assessments:
 Access to textbooks and other learning materials
 Access to a computer, the Internet, and a web browser
 Access to a word processor
 CBSA organisational policies and procedures (accessible via the CBSA website)
 Business Plan (accessible via the CBSA website)
 Contingency Plan Template (accessible via the CBSA website)
 Lessons Learned Form (accessible via the CBSA website)
 2 additional students to play the part of a stakeholder during role play activities

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.
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NSW 2142
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RTO No. 22270
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Manage human resources strategic planning

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
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RTO No. 22270
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 Modifying the way the task


or response is required to be presented
 Breaking the task down into step-by-step instructions
 Conducting assessment at a different venue if the learner is distracted by others’ movement or noise
 Providing additional practice opportunities
 Giving the student additional time to complete their assessments.
Record any reasonable adjustments made in the space provided in the relevant task’s checklist in the
Assessment Record Tool.

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 and Rules of Evidence


Assessment must be conducted in accordance with the rules of evidence and principles of assessment
(definitions from the Users’ Guide: Standards for Registered Training Organisations (RTOs) 2015).

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
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The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
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RTO No. 22270
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No. 03091A
BSBHRM602

Manage human resources strategic planning

a period of time and, where


required, on a number of occasions. Practical observations provide opportunities for students to
demonstrate both knowledge and skills.
 Reliability: ‘Evidence presented for assessment is consistently interpreted and assessment results are
comparable irrespective of the assessor conducting the assessment.’
This marking guide provides benchmark answers for each assessment task to ensure accuracy and
consistency in the assessment decision-making process.
 Flexibility: ‘Assessment is flexible to the individual learner by:
 reflecting the learner’s needs
 assessing competencies held by the learner no matter how or where they have been acquired
 drawing from a range of assessment methods and using those that are appropriate to the context, the
unit of competency and associated assessment requirements, and the individual.’
A range of assessment methods have been provided that are relevant to unit context.
 Fairness: ‘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.’
Students are required to sign an agreement in their Student Assessment Booklet and state if they have any
special needs or considerations that may affect their ability to complete the assessments. Any reasonable
adjustments that are required to be made to these assessments must be noted in the Assessment Record
Tool for this unit, in the checklist for the relevant task.
Students are provided with information about the appeals process in their Student Assessment Booklet and
in their Student Handbook.

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.’
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The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
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Manage human resources strategic planning

Students are required to


sign the Assessment Task Cover Sheet, indicating that the work they have submitted for assessment is
their own.
Practical classroom tasks and workplace observations (if applicable) by the assessor ensure that the
assessor sees the student demonstrating the skills and knowledge required of this unit.
Third party reports (where applicable) require third party persons to sign that they have observed the
student undertake the tasks detailed in the checklist.

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The One International College
Suite 2C, Level 1, 1C Grand Ave, Camellia
NSW 2142
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RTO No. 22270
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Assessment Task 1: Develop Human Resources Strategic Plan

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

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK:


 Access to textbooks and other learning materials
 Access to a computer, the Internet, and a web browser
 Access to a word processor
 CBSA organisational policies and procedures (accessible via the CBSA website)
 Business Plan (accessible via the CBSA website)
 Contingency Plan Template (accessible via the CBSA website)
 2 additional students to play the part of a stakeholder during role play activities

WHEN AND WHERE WILL THIS TASK BE COMPLETED?


 This task may be done in your own time as homework or you may be given time to do this task in class
(where applicable).
 Your assessor will provide you with the due date for this assessment.

WHAT HAPPENS IF I GET SOMETHING WRONG?


If you get something wrong you will need to resubmit that part of the task that has not been completed correctly
or fully. Your assessor will provide you with guidance as to what needs to be resubmitted and how.

STUDENT INSTRUCTIONS FOR TASK 1


Complete all parts of the assessment below.
PART A – DISPLAY HUMAN RESOURCES STRATEGIC PLANNING KNOWLEDGE

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)

Date/time: Monday 3:18PM


Subject: Strategic Human Resources Planning Knowledge
Attachment: Theory Knowledge.docx

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.

Guidance to assessors about this part


The assessor should use the following checklist to ensure that student has answered the three questions
sufficiently:
Questions
For Question 1, the student must describe three common practices/functions that a Human Resources
department might undertake. Some common examples include:
 Job recruitment
 Employee orientation/induction
 Employee relations
 Labour legislation compliance
 Work Health and safety compliance
 Performance reviews
 Training and development
For each the student must briefly describe what the practice/function is.
Accept any other reasonable suggestions not listed above.
For Question 2, the student should identify five legislative acts, regulatory and industrial requirements
related to a B2B service provider. Examples of relevant legislative acts, regulatory and industrial
requirements could include:
 State implementation of Model Work Health and Safety Acts
 State implementation of Model Work Health and Safety regulations
 Competition and Consumer Act 2010
 Fair Work Act 2009
 Privacy Act 1988
 Copyright Act 1968
 Spam Act 2003
 Anti-discrimination legislation such as:
 Age Discrimination Act 2004
 Disability Discrimination Act 1992
 Racial Discrimination Act 1975
 Sex Discrimination Act 1984
 Australian Human Rights Commission Act 1986
 Legislation relevant to tax:
 Income Tax Assessment Act 1997
 Superannuation Act 2005
 Fringe Benefits Tax Assessment Act 1986
 A New Tax System (Goods and Services Tax) Act 1999
 Modern Awards list
Accept any other reasonable legislative acts, regulations, and/or industrial requirements not specified in
the list above.
For Question 3, students must detail four different options for sourcing labour. Accept any four of the
following:
 Employing casual labour
 Employing new graduates or trainees
 Volunteers
 Employing off shore workers
 Outsourcing employment to an agency
 Hiring contractors
 Hiring consultants
Accept any other reasonable suggestions not listed above.
For Question 4, student must explain what the impact of technology can be on job roles. The impact can
have many effects, both negative and positive. Accept any answers that talk about increased productivity,
change of job role, loss of job due to increased automation, reliance on technology, or any other
reasonable answer where a job role has been impacted upon by technology.
For Question 5, the student must describe what the requirements of a strategic human resources plan are.
The four main key requirements are to:
 Define the budget
 Define the strategic objectives/targets
 Define key performance metrics
 Define timeframes for task implementation (including responsibility and priority)
PART B – DETERMINE HUMAN RESOURCE REQUIREMENTS

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)

Date/time: Tuesday 11:19AM


Subject: Future Health Resourcing Needs
Attachment: Strategic Plan Summary.docx, Staff Audit Results.docx, Report Template.docx

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

Gavin Stead Managing Director FT/permanent 27/10/1998 Head office, NSW 48

Sally Pierce Personal Assistant PT/permanent 15/02/2004 Head office, NSW 25

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

Con Kafatos IT Manager FT/permanent 19/10/2011 Head office, NSW 42

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

Tina Yates IT Technician FT/permanent 12/04/2011 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

Glenda Williams HR Manager FT/permanent 13/07/2006 Head office, NSW 40

Ian Banks Contract Specialist PT/permanent 15/05/2015 Head office, NSW 25

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

Isha Khatri Legal Advisor PT/permanent 29/07/2012 Head office, NSW 12

Keith Banks Auditor FT/permanent 02/04/2013 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

May Lee Payroll FT/permanent 04/05/2018 Head office, NSW 37.5

Jimmy Burton Tax Agent PT/permanent 19/03/2015 Head office, NSW 22

Jane Porter Financial Advisor FT/permanent 22/07/2018 Head office, NSW 37.5

Brenda Hawkins Accountant FT/permanent 25/10/2010 Head office, NSW 37.5

Steve Alfonso Training Manager FT/permanent 03/12/2012 Head office, NSW 45

Trey White Trainer FT/permanent 08/062015 Head office, NSW 37.5

Abby Smith Trainer FT/permanent 12/03/2018 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

Mission statement: “Helping businesses to help themselves.”


Vision statement: “To become Australia’s largest business advocate.”
Core values
Our commitment is to:
 Implement innovation and excellence.
 Provide ways to help customer grow so they are successful.
 Empower and inspire our customers.
 Behave honesty with respect for all individuals.
 Act professionally with our customers, and each other.
 Continually pursue new knowledge and share this openly with others.
Strategic plan 20XX
Strategic objectives for this year include:
 Acquiring five new clients per month
 Maintain 90% retention rate of our existing customers by employing a client relationship specialist to
manage client relationships
 Grow our business financially by 25%
 Implement three new services for our clients: in-house training, app development, financial analysis,
 Grow our workforce to support new services and expected growth by 25%.

Report Template.docx

Human Resources Strategic Analysis Report


Human resource trend analysis
<<Insert your human resources trend analysis here>>
Future human resources needs
<<Insert the identified human resources needs here using the following table>>
Options to source
Job Role Number required Skill requirements
labour

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.

Guidance to assessors about this part


Use the following checklists to ensure that the student has met the minimum requirements for analysing
human resources requirements based on strategic objectives:
1. Human resources trend analysis
Trend analysis
Student must provide an overview of the departments that CBSA uses. Student should detail that CBSA
has six departments: Sales & Marketing, IT, HR, Governance, Accounts, and Training as detailed in the
Org Chart in the Business Plan.
Student must provide an overview of the current number of employees and their employment type.
Student should specify that CBSA has 29 employees with 25 full time employees and 4 part time
employees as detailed in the Staff Audit Results document.
Student must detail the services it currently offers and those that it intends to offer. Student should detail
existing services as specified in the Business Plan:
 Financial services such as budgeting, payroll, accountancy, bookkeeping, and financial planning
 IT services such as systems analyst and integration, website/software development, networking
and security, and IT Support
 Business services such as human resources management, auditing, branding and styling, legal
advice, business compliance and administration
 Training services to offer a range of training programs tailored to the client’s needs.

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)

Date/time: Friday 2:22PM


Subject: Manager Consultation Session

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

ASSESSOR INSTRUCTIONS FOR PART C


Purpose of the part
This part is designed to ensure that the student can consult with a number of key stakeholders to reach a
consensus on organisational human resources requirements, philosophies, values, and policies.

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 group of two or more people (students/assessors) in addition to themselves to
act as the attendees for the consultation session. The session can be undertaken in person or via video-
conferencing software.
The assessor should assign roles for the attendees to relevant managers based on what job roles they have
identified. For example, if the student has identified a tin-house trainer, then Steve Alfonso should be one of
the managers in the role play.
Use the following checklist to ensure that the student has met the minimum requirements for consulting with
stakeholders:
Stakeholder consultation
Student must 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
Student must utilise listening skills to receive feedback around what they have presented and to answer
questions
Student must use negotiation and persuasion skills to gain agreement on any changes to the documents
they have presented
Student must confirm the attendees’ understanding of the documents including any changes that are to
be made
PART D – DEVELOP 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)

Date/time: Tuesday 9:03PM


Subject: Manager Consultation Session
Attachment: Human Resources Strategic Plan.docx

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

Labour souring cost-benefit analysis


<<Insert cost-benefit analysis of different labour sourcing options in the following table>>
Labour sourcing Cost Benefit Ratio
option

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.

Guidance to assessors about this part


Use the following checklists to ensure that the student has met the minimum requirements for developing a
Human Resources Strategic Plan:
1. Human resources strategic objectives
Strategic objectives
Student must identify at least two human resources strategic objectives. Some examples include:
 Provide services that contribute to ongoing improvement of employees
 Provide high quality hiring and orientation services
 Reduce employee turnover rates by actively engaging with the employees
 Provide high quality human resource services
 Monitor organisational and individual performance
 Actively respond to workplace trends and opportunities
Accept any other reasonable suggestion not listed above.
Student must specify a priority for each strategic objective as either high, medium or low.
Student must specify how each objective will be performance measured. This measurement will be
determined by what the objective is. For example: an objective to ‘reduce staff turnover’ may have a
performance measurement of the number of employees who have left the organisation. Or if the
objective is ‘Provide high quality hiring and orientation services’, the performance measurement might be
feedback rating from new employee survey.
Student must specify a target for each objective. For example: an objective to ‘reduce staff turnover’ may
have a target of less than two employees leaving for the year. Or if the objective is ‘Provide high quality
hiring and orientation services’, the target might be a feedback rating of ‘Excellent’ for induction and
orientation processes.
5. Labour sourcing cost benefit analysis

Cost benefit analysis

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.

6. Technology support requirements


Technology requirements
Student must detail any technology requirements to support the human resources strategic objectives.
The students answer should reflect their research and analysis for Part B in this assessment task where
they identified the organisation’s current technology systems, and researched possible alternatives or
new technologies that could improve productivity/efficiency of operational activities. Accept answers that
reflects this research and analysis.
7. Human resources action plan
Action plan
Student must identify actions that must be implemented to ensure strategic objectives are reached.
There must be a minimum of two actions, one for each objective, though student can implement further
actions as necessary. What actions should be implemented will be dependent on what the objectives
are. As an example, if an objective is to “reduce staff turnover”, then an action might be to develop a new
Employee Succession Policy and Procedure.
Student must specify the priority for each action using a high, medium, or low rating.
Student must specify who will be responsible for undertaking/managing each action. The student should
assign responsibility using the org chart as a guide based on the action and who would typically be
responsible for that sort of task.
Student must specify when each action needs to be completed by. Accept any reasonable timeline
suggestions.
PART E – DEVELOP CONTINGENCY PLAN

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)

Date/time: Friday 1:07PM


Subject: Contingency Plan

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.

Guidance to assessors about this part


Use the following checklist to ensure that the student has meet the minimum requirements for developing
contingency plans:
Contingency Plan
Student must use the Contingency Plan Template
Student must identify two risks of the Human Resources Strategic Plan and document these in the
Contingency Plan. Examples risks could include: skills shortages for specified job roles, key employees
leaving the organisation, competitors taking larger market share, decrease in sales, scope creep, new
employee ethics/behaviour, intellectual property theft or violation, legislation non-compliance (such as
work health and safety), inadequate induction/training processes, inadequate hiring processes, etc.
Student must use the Risk Management Policy & Procedures to determine an impact and likelihood for
each risk and document these against each risk.
Student must document one possible mitigation strategy for each risk. For example, if a risk is key
employees leaving the organisation, then a mitigation strategy might be to have succession processes in
place so that the impact is minimised/mitigated.
Student must document a contingency plan for each risk. As an example, if a risk is a decrease in sales,
a contingency plan might be to analyse why this is the case, and then take steps to try and address the
decrease.

SUBMISSION REQUIREMENTS FOR TASK 1:


 Answers to questions for Part A.
 Human Resources Strategic Analysis Report for Part B.
 Modified Human Resources Strategic Analysis Report for Part C if adjusted.
 Modified Business Plan for Part C if adjusted.
 Modified Code of Ethics for Part C if adjusted.
 Modified Staff Management Policy & Procedures for Part C if adjusted.
 Human Resources Strategic Plan for Part D.
 Contingency Plan for Part E.
Assessment Task 2: Monitor and Evaluate Human Resources Strategic Plan

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

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK:


 Access to textbooks and other learning materials
 Access to a computer, the Internet, and a web browser
 Access to a word processor
 CBSA organisational policies and procedures (accessible via the CBSA website)
 Lessons Learned Form (accessible via the CBSA website)
 Human Resources Strategic Plan developed in the previous Assessment Task
 2 additional students to play the part of a stakeholder during role play activities

WHEN AND WHERE WILL THIS TASK BE COMPLETED?


 This task may be done in your own time as homework or you may be given time to do this task in class
(where applicable).
 Your assessor will provide you with the due date for this assessment.

WHAT HAPPENS IF I GET SOMETHING WRONG?


If you get something wrong you will need to resubmit that part of the task that has not been completed correctly
or fully. Your assessor will provide you with guidance as to what needs to be resubmitted and how.

STUDENT INSTRUCTIONS FOR TASK 2


Complete all parts of the assessment below.
PART A – DELIVER BRIEFING SESSION

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)

Date/time: Monday 10:39AM


Subject: Human Resources Strategic Plan Briefing Session

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.

Guidance to assessors about this part


The assessor is to organise a group of two or more people (students/assessors) in addition to themselves to
act as the attendees for the briefing session. The session can be undertaken in person or via video-
conferencing software.
The assessor should assign roles for the attendees based on those the students have assigned
responsibility to within the Human Resources Strategic Plan, with the assessor playing the role of one of
those stakeholders identified.
Use the following checklist to ensure that the student has met the minimum requirements for briefing the
stakeholders:
Stakeholder briefing
Student must verbally lead the briefing session communicating the strategic objectives and actions that
are to be implemented incorporating appropriate communication conventions and protocols
Student must utilise listening skills to receive feedback from the attendees and seek advice and support
from the stakeholders if changes are required
Student must use negotiation and persuasion skills to agree on any changes to the Human Resources
Strategic Plan actions to be implemented
Student must confirm the attendees’ understanding of agreed upon actions in the Human Resources
Strategic Plan
PART B – MONITOR AND ADAPT 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)

Date/time: Wednesday 3:19PM


Subject: Human Resources Strategic Plan Performance Monitoring
Attachment: Performance Report.docx

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

ASSESSOR INSTRUCTIONS FOR PART B


Purpose of the part
This part is designed to ensure that the student can monitor and evaluate the performance of the Human
Resources Strategic Plan, and to suggest remedial actions if there are issues with the 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.
Guidance to assessors about this part
Use the following checklist to ensure that student has modified the Human Resources Strategic Plan
sufficiently:
Human Resources Strategic Plan changes

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

Student must use the Email Template


Student must specify that the email be delivered to (Glenda Williams)
Student must specify that the email is from themselves
Student must specify the date and time that they sent the email
Student must specify a relevant subject. ‘Modified Human Resources Strategic Plan’ or similar
Student must specify that they have attached the Human Resources Strategic Plan file
Student must complete the message body of the email. They must specify what the email is addressing,
and a summary of what changes they made to the Human Resources Strategic Plan based on the
performance monitoring results.
Student must specify the job position that they are role-playing (Human Resources Consultant)
PART C – EVALUATE PLAN AND DOCUMENT LESSONS LEARNED

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)

Date/time: Monday 12:23PM


Subject: Review of Human Resources Strategic Plan Processes
Attachment: Performance Report.docx

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.

SUBMISSION REQUIREMENTS FOR TASK 2:


 Modified Human Resources Strategic Plan if necessary, for Part A.
 Modified Human Resources Strategic Plan for Part B.
 Email for Part B.
 Modified Human Resources Strategic Plan for Part C.
 Lessons Learned Form for Part C.
Unit mapping – BSBHRM602 Manage human resources strategic planning
Application This unit describes the skills and knowledge required to develop, implement and maintain a strategic approach to managing human resources in an organisation ensuring
that the organisation has the structure and staff to meet current and foreseeable business and performance objectives
It applies to individuals employed as human resource managers after a firm grounding has been established in a range of human resource activities.
Licensing requirements NA
Prerequisites NA

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

Foundation skills Description AT1 AT2

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

Foundation skills Description AT1 AT2

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

Performance Evidence AT1 AT2

Evidence of the ability to:

 analyse information from a range of internal and external sources to determine:

 human resource strategic direction, objectives and targets D1

 trends and emerging practices that may have an impact on human resource management B1

 relevant technology B3, D3

 recent and potential changes to industrial and legal requirements B4

 future labour needs and skills requirements B2

 options for sourcing labour B3, D2


Assessment Tasks

Performance Evidence AT1 AT2

 organisation s preferences regarding human resources C

 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

 evaluation against objectives B, C

Assessment Tasks

Knowledge Evidence AT1 AT2

To complete the unit requirements safely and effectively, the individual must:

 describe human resource practices and functions A1

 explain the relevant legislative, regulatory and industrial requirements for the business A2

 outline common options for sourcing labour including:

 recruitment options A3

 casual labour A3

 new graduates or trainees A3

 off shore workers A3

 outsourcing A3

 contractors A3

 consultants A3

 explain the impact of technology on job roles A4, B3


Assessment Tasks

Knowledge Evidence AT1 AT2

 outline labour market options for sourcing labour supply A3

 describe the requirements of a strategic plan A5

Assessment Tasks

Assessment Conditions AT1 AT2

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:

 relevant legislation, regulations and codes of practice A2, B4

 the business strategic and operational plan B

 workplace policies and procedures A, B, C, D, E A, B, C

 interaction with others C A

Assessors must satisfy NVR/AQTF assessor requirements RTO to ensure

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