Assessment Task 1 - Unit Knowledge Questions

STUDENT ASSESSMENT TOOL
Qualification BSB61015 Advanced Diploma of Leadership and Management

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Unit code/name: BSBMGT616 Develop and implement strategic plans
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Unit Assessment Task (UAT)

Assessment Task 1 - Unit Knowledge Questions
Assessment type:
 Written Questions
Instructions provided to the student:
Assessment task description:

 This is the first (1) unit of assessment task student must successfully complete to be deemed
competent in this unit of competency.
 The Unit Knowledge Test is comprised of twenty-six (26) written questions.
 Student must respond to all the question and submit them to the Trainer/Assessor.
 Student must answer all questions to the required level, e.g. provide the number of points,
to be deemed satisfactory in this task.
 Trainer/Assessor is required to provide the feedback within two weeks and notify students
when results are available.
Applicable conditions:
 All knowledge tests are untimed and are conducted as open book tests (this means student
can refer to textbooks during the test).
 Student must read and respond to all questions.
 Student must use computers to answer the questions.
 Student must complete the task independently.
 No marks or grades are allocated for this assessment task. The outcome of the task will be
Satisfactory or Not Satisfactory.
 Trainer /Assessor must assess student’s written skills and knowledge as he/she complete this
assessment task.
 The trainer/assessor may ask student relevant questions on this assessment task to ensure
that this is his/her own work.

Resubmissions and reattempts:
 Where a student’s answers are deemed not satisfactory after the first attempt, a
resubmission attempt will be allowed.
 Student may speak to their Trainer/Assessor if student have any difficulty in completing this
task and require reasonable adjustments (e.g. can be given as an oral assessment).
BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 1

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 For more information, please refer to RTO Staff Handbook.

Location:
 This assessment task may be completed in a classroom, learning management system (i.e.
Moodle), workplace, or independent learning environment.
 Trainer/Assessor will provide student further information regarding the location for
completing this assessment task.
Purpose of the assessment

 The purpose of this assessment task is to assess the students’ knowledge essential to
develop and implement strategic plans and managing business document design and
development in a range of contexts and industry settings.
Instructions for answering written questions:

 Student must complete a written assessment consisting of a series of questions.
 It is expected from students to correctly answer all the questions.
 Answers must demonstrate an understanding and application of relevant concepts, critical
thinking, and proficient writing skills.
 Student must be concise and write answers according to the given word-limit to each
question and do not provide irrelevant information.
 Student must not use non-discriminatory language. The language used should not devalue,
demean, or exclude individuals or groups based on attributes such as gender, disability,
culture, race, religion, sexual preference or age. Gender inclusive language should be used.
 Assessor should not accept answers copied directly from texts without acknowledgement of
the text.
How trainer/assessor will assess the work?

 This assessment task requires the student to answer all the questions.
 Answers must demonstrate the student’s understanding and knowledge of the unit.
 If all assessment tasks are deemed Satisfactory (S), then the unit outcome is Competent (C).
 If at least one of the assessment task is deemed Not Satisfactory (NS), then the unit outcome
is Not Yet Competent (NYC).
 Once all assessment tasks allocated to this Unit of Competency have been undertaken,
trainer/assessor will complete an Assessment plan to record the unit outcome. The outcome
will be either Competent (C) or Not Yet Competent (NYC).
 The “Assessment Plan” is available with the Unit Assessment Pack (UAP) – Cover Sheet.

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Instructions for assessors:

 Assesses each student’s answers in accordance with the guidelines provided in the “Trainer
Assessment Pack”.
 Should not accept answers copied directly from texts without acknowledgement of the text.
 Assess each student’s answers and provide feedback within two weeks of submission.
 Notify each student that they are Satisfactory/ Not Satisfactory via the learning management
system.
 Submit assessed unit assessment pack to student administration within one week of
marking, so that results can be uploaded into the student management system.
Purpose of the assessment task:
This assessment task is designed to evaluate your following skills and abilities:
 Skill to confirm organisational vision and mission are existing and supported to
organisation.
 Skill to modify the to the mission or vision statement and develop the supported values.
 Skill to analyse the internal and external environment and seek the advice from experts
where appropriate.
 Skill to conduct SWOT test and make the refinement in the plan as required.
 Skill to document strategic plan and formulate the objectives for future needs.
 Skill to implement the strategic plan with the help of all relevant personnel and
stakeholders.
 Skill to make appropriate refinements to plan.
 Skill to review effectiveness of plan and consider methods for improving strategic planning
processes.
 Reading skills to collect, review, interpret/understand and analyse/review text-based
business information from a range/number of sources.
 Written and oral/speech communication skills to organise and deliver information to
effectively communicate to develop and implement strategic plans processes to a range of
stakeholders/interested people.
 Numeracy/numbers- mathematical skills to interpret/understand mathematical data when
reviewing and analysing scenario/setting-situation business information.
 Skill to work independently/freely as well as collaboratively/together to make decisions
about develop and implement strategic plans.
 Skill to prepare a strategic document research plan to formulate strategic objectives and
detail each strategy and an assigned priority to circulate strategic plan for comment,
support and endorsement.

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 Skill to interact/cooperate with others using appropriate conventions/systems when

communicating to, and consulting/discussing with stakeholders/interested parties.
 Ability/skill to sequence/in order and schedule/plan activities and manage communication.
 Skill to analyse relevant/appropriate information to identify scope/range of work, goals and
objectives and to evaluate/review options/other choices.
 Skill to identify and implement strategic plan to brief people with a specific role from
performance indicators to make necessary refinements to evaluate and review
effectiveness of plan and consider methods for improving strategic planning processes.
 Skill to use familiar/known digital technology to access/get to information, document
findings/results and communicate them to stakeholders.
Overview
Prior to commencing the assessments your assessor will explain each task and the terms and
submission of your task. Please consult your assessor if you are unsure of any questions. It is
important that you understand adhere to the terms and conditions and address each task. The
assessor will support you throughout this process.
Written work
The assessment tasks are used to measure your understanding and underpinning skills and
knowledge of this unit of competency. When answering please ensure you address each criteria and
sub point, demonstrate your research of each of the questions and cover the topic in a logical and
structured manner.
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your trainer/assessor. The following list outlines some of the activities for which a student can be
accused of plagiarism:
 Presenting any work by another individual as one's own unintentionally
 Handing in assessments markedly similar to or copied from another student
 Presenting the work of another individual or group as their own work
 Handing in assessments without the adequate acknowledgement of sources used, including
assessments taken totally or in part from the Internet

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If it is identified that you have plagiarised within your assessment task, then we will organise a
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Competency Outcomes
Each activity in this assessment tasks will be marked as either Satisfactory or Not Satisfactory.
If your work is marked as Not Satisfactory you will be provided with feedback from your assessor and
then given time to complete the task. Your assessor will provide you with a timeline in which you will
be required to submit your task. Resubmission timeline will be determined by the assessor and
based on the extent of the re-submission.
When you have completed all tasks in this document you will be granted an overall competency
outcome, which will be either Competent or Not Yet Competent.
If your work is marked as Not Yet Competent you will be asked to resubmit the assessment tasks as
indicated by your assessor. You will not be able to gain competency if any of your tasks are not fully
completed.
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If you are dissatisfied with the outcome of one of the assessment tasks or the final outcome of the
assessment task because you feel that the result is unfair or incorrect, you may request to have the
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Student Declaration
I declare that:
þ I am submitting work in this assignment that is my own, except where acknowledgement/s
of sources are made.
þ I have not copied in part, or in whole, or otherwise plagiarised the work of others.

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Application of the unit – BSBMGT616A Develop and implement strategic plan

This unit describes the skills and knowledge required to establish the strategic direction of the
organisation, sustain competitive advantage and enhance competitiveness. It covers analysis and
interpretation of relevant markets, capability assessment of the organisation and analysis of the
organisation’s existing and potential competitors and allies. It also covers implementation of the
strategic plan and developing specific actions and initiatives that will be undertaken by people
working in various roles.
It applies to individuals working in senior roles in the organisation who have responsibility for
ensuring that the organisation is positioned to ensure its long-term viability and success.

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Assessment Task 1 - Unit Knowledge Test (UKT)
Questions:
Question 1: Identify and explain the six (6) steps in developing organisational values, which would
support the vision and mission statement of an organisation. Answer in 450-500 words.
According to the mission and vision of the company those are some examples of steps
that we can take to develop organisational values.
Step 1: Identify the current culture of the company.

One important action to take is to evaluate the current organizational culture. Your belief
about the business and what it actually represents are two different perspectives. Hence
checking the reviews about your company is important. The mission and vision goals.
You can also ask your employees and customers directly so that you can get a clear
understanding of where your company stands currently. Surveys, focus group, vendors
will help you to get a clear picture of culture-induced effectiveness.
Step 2: Revisit your present Strategic Plan.

If there is a business, there will always be a strategic plan in place. Usually, this strategic
plan will be created after careful consideration and futuristic.
Brainstorming session with your employees helps to identify how relevant and effective is
your culture in the growth path. Also, deep dive to discover the cultural impact in
revenue, production and growth plans.
Step 3: Mind the organizational culture

By this step, you would already have a clear idea of the current organizational culture of
your company. So now you need to find the tools to achieve it effectively.
Also, do research whether your current values need a shift to be in line with the culture.
From the surveys, brainstorming sessions, research results that were done in the previous
steps you can decide if the values are going to help you to achieve your goals
Step 4: Selecting the Values

By now you would have collected enough data to choose and finalize the most relevant
core values.

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Values always come with a cost. Make sure you evaluate the cost before implementing
the statement.
Employees will not follow the values if it doesn’t have any purpose. Even the customers
won’t prefer your products if your product and services don’t have a strong value.
Don’t be in a hurry. The process will take some time and teamwork is the best way to
decide the core values.
Be careful with the summary heading. It should be easy to remember.
Values should be parallel with the company’s culture. Culture is determined in the first
place for this reason.
An action plan should set alongside to avoid bottlenecks and overheads.
Step 5: Strategy and Meaning

Now you have to define the meaning for value and plan a strategy to introduce the values
to the employees.
As a leader, when you introduce the core values you should explain it clear and specific
and also the honor that comes along with the introduction of these values should be
communicated well. This can be achieved only if there is a properly defined meaning for
each of the core values.
Step 6: Going live!

Use the devised plan to integrate the core values in company processes without any loose
end.
Make sure the core value is visible to the employees always rather than be hidden in the
handbook.
Introducing the core values to the new joiners is easy than with the existing employees.
Introduce orientation programs and training sessions to imbibe organizational core
values. Keep revisiting the values until it becomes muscle memory.
Simple tools available in the market help you check how employees adhere to the
company core values. These tools help measure the value adherence of individual
employees as well as to identify which employee groups excels or need more training.
You can try Synergita Core Values Rating mobile app to measure and preserve your
company core values and work culture.
Right core values form a strong foundation for the company. It will do wonders in the
company’s performance. Although this implementation of core values is a slow and
demanding process, the impact in the culture will be tremendous.

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Question 2: Answer the following questions:
a. What is a PEST Analysis? Write your answer in 50-100 words

b. How can a PEST analysis assist businesses to monitor their internal and external
environment to determine impacts on organisational objectives? Write your answer
in 150-200 words.
c. What are the benefits of an organisation analysing PEST in a global context? Write
your answer in 50-100 words
a. PEST Analysis (political, economic, social and technological) is an

administration technique whereby an association can evaluate
significant outside factors that impact its activity to turn out to be more
cutthroat on the lookout. As depicted by the abbreviation, those four
zones are integral to this model. It is believed that PEST Analysis was
first introduced under the name ETPS by Harvard professor Francis J.
Aguilar.
b. The principal reason for PEST investigation is to comprehend what outer
powers may influence your association and how those elements could
set out open doors or dangers to your business. Nuisance investigation
helps you: Understand current outside effects on the business so you can
chip away at realities instead of suspicions. PEST is especially valuable
for understanding the general market climate. The more dangers or
hazard factors on the lookout, the more troublesome it is to work
together. By investigating the market influences at play, the more
essential you can be in your arranging and dynamic. Moreover, PEST
examination assists associations with arranging activities and drives so
you just spotlight on projects that have the best possibility of progress.
It likewise gives you the devices to estimate changes so you can develop
your association with those progressions as opposed to neutralizing
them. It also helps to develop a better long-term strategy.
c. An organization may have all the data it needs about the nature of its
foundation, the degree of assets, and the representative ability
accessible to it, however it may not be completely mindful of the outer
climate wherein it is to work or dispatch another venture. It can even

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anticipate future possibilities of a venture or item by contemplating the

PEST factors. We should drill down the a few advantages that we can
acquire from the discoveries of a PEST Analysis, as for instance, Provides
a comprehension of the more extensive business climate; Encourages
the advancement of vital reasoning, Straightforward and just costs time
to do, and besides
a. What is a SWOT analysis? Write your answer in 200-250 words.

b. What are steps to conduct SWOT analysis for an organisation? Explain all the steps in 250-
300 words.
a. SWOT (strengths, weaknesses, opportunities, and threats) examination is

a structure used to assess an organization's serious position and to foster
vital arranging. SWOT examination surveys inward and outer variables,
just as current and future potential. A SWOT investigation is intended to
work with a reasonable, actuality based, information driven gander at the
qualities and shortcomings of an association, drives, or inside its industry.
The association needs to keep the examination exact by staying away
from pre-imagined convictions or defined situations and rather zeroing in
on genuine settings. Organizations should utilize it as a guide and not
really as a solution. You can utilize SWOT Analysis to capitalize on what
you have, to your association's best benefit. Furthermore, you can
decrease the odds of disappointment, by understanding what we are
missing, and dispensing with risks that would some way or another catch
you unprepared. Even better, you can begin to make a procedure that
recognizes you from your rivals, thus contend effectively in your market.
The essential goal of a SWOT investigation is to assist associations with
fostering a full attention to every one of the variables engaged with
settling on a business choice. This strategy was made during the 1960s by
Albert Humphrey of the Stanford Research Institute, during an
investigation led to recognize why corporate arranging reliably fizzled.
Since its creation, SWOT has gotten quite possibly the most helpful
apparatuses for entrepreneurs to begin and develop their organizations.
b. 1. Settle on the target of your SWOT examination

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To capitalize on your SWOT examination, you ought to have an inquiry or

objective as a top priority from the beginning.
2. Exploration your business, industry and market
Before you start the SWOT examination you need to do some exploration
to comprehend your business, industry and market. Get a scope of
viewpoints by conversing with your staff, colleagues and customers.
3. Rundown your business' qualities
The initial step is to distinguish and list what you believe are your
business' qualities. Models could incorporate qualities identifying with
representatives, monetary assets, your business area, cost benefits and
seriousness.
4. Rundown your business' shortcomings
Rundown things in your business that you consider to be shortcomings
(for example that put your business in a difficult spot to other people).
5. Rundown likely freedoms for your business
Consider the conceivable outer chances for your business. Openings could
incorporate new innovation, preparing programs, organizations...
6. Rundown likely dangers to your business
Rundown outside factors that could be a danger or cause an issue for
your business.
7. Set up needs from the SWOT
At the point when you have finished the means above, you will have 4
separate records. In a perfect world, these rundowns can be shown one
next to the other so you can have a general image of how your business is
running and what issues you need to address.
8. Foster a technique to address issues in the SWOT
Audit your 4 focused on records by inquiring:
How might we utilize our qualities to make the most of the chances
recognized?
How might we utilize these qualities to conquer the dangers recognized?
What do we have to do to conquered the distinguished shortcomings to
make the most of the chances?
How might we limit our shortcomings to beat the recognized dangers?

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Question 4: How can you determine information requirements and undertake research to be able to
deliver the relevant information? Write your answer in 250-300 words.
We can use 4 simple steps in order to understand and be able to deliver proper informartion.
These steps are:
-Distinguish future issues. Welcome a board of inside pioneers and outside specialists that know
about the association just as with the climate of the association. Request that the board
recognize key issues that the association will look inside the following 2-5 years.
-Recognize data required for chosen issues. Request that the board indicate the data required
for the most probable and most significant issues. Make a non-repetitive rundown of data
required across all issues inspected.
-Rate the significance of the data for various issues. Request that the board set need for data
expected to address various issues.
-Apportion assets to administer the assortment and examination of data based on the new
needs. Distinguish data that should be gathered regularly, data that should be automated, and
data that might be gathered when the need emerges later on.
There are numerous benefits to the proposed approach.
By constraining customers to consider future issues, the arranging exertion diminishes the risk
of zeroing in on recent concerns and data needs. This kind of "issue driven" strategy likewise
limits the potential for gathering information that may not be utilized in any essential choice.
Straightforwardly asking customers what data they need may prompt things that appear to be
significant however are not critical for any major impending choices. By depending on a
gathering as opposed to an individual, the approach limits the intellectual and social
impediments of having a solitary individual characterize data needs. By adding outer specialists
to the participation of the gathering, the approach underscores what individuals in the
association need and what individuals outside figure they may require.
Question 5: Identify five (5) appropriate experts from whom you may seek advice regarding your
strategic plan and explain their role. Write your answer in 250-300 words.
Bookkeepers

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Bookkeepers are quite possibly the most well-known business consultants and organizations
will normally look for guidance from a bookkeeper at any rate once every year.
Business brokers
Great business investors will have an exhaustive comprehension of your business needs
Just as offering guidance on a scope of banking items, your financier ought to likewise have
expansive business and monetary information. They should understand the stuff for a business
to prevail in a specific industry.
Specialists
The term advisor portrays a wide scope of experts with various abilities or aptitude who can
offer you guidance regarding explicit spaces of your business (for example the executives, IT,
HR, deals and promoting and so on) Specialists by and large work for a consultancy firm or are
independently employed.
Monetary consultants
A monetary consultant, likewise called a monetary organizer, can assist you with fostering a
generally monetary procedure for your business. Your monetary counsel's responsibility is to
gather point by point data about your monetary circumstance and give exhortation on
contributing, superannuation, retirement and progression arranging, hazard the board,
protection and expense.
Protection agents
Getting the correct protection is a significant piece of dealing with your business' resources,
representatives and lawful risk. Numerous organizations counsel protection representatives to
help them settle on the correct protection decisions. Qualified merchants comprehend the
protection showcase and can arrange cutthroat strategies for your sake. They can assemble an
extensive and savvy protection bundle for your business.
Legitimate specialists
Eventually all entrepreneurs will require lawful counsel. Attorneys have various specialized
topics and can assist you with a scope of issues at any phase of your business life cycle.
Business guides
Coaching in business alludes to a connection between an accomplished money manager (the

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guide) and an entrepreneur or worker. A business coach goes about as a good example, counsel,
pundit and expert.
Question 6: How can you identify and evaluate the strengths and weaknesses of present and
potential competitors? Answer in 150-200 words.
-Start with a SWOT analysis: A SWOT examination considers interior and outside factors that are
useful or destructive to your business and the way it's run.
-Talk with others: Obviously, I am the master on your business. However, conceivably significant
data is conceivable in an event that you set aside some effort to talk with various partners,
including clients, providers, and workers.
-Intently screen client objections: Assessing your organization's qualities is likely simpler than truly
investigating its blemishes. One accommodating wellspring of data is client grievances. In case I
am not previously checking the recurrence and substance of these grievances, this is a fun
opportunity to begin.
-Match your business against the rivalry: There's a great deal you can find out about your own
organization by survey it through the perspective of the rivalry.
-Join a companion warning board: In a classified setting, CEOs and entrepreneurs share thoughts
and bits of knowledge, alternate talking about their difficulties and getting counsel (and
responsibility), and gain from the experience of their chief level friends.
Question 7: Why should you ensure that your analysis of the internal and external environments is
consistent with the perspectives of other informed people? Write your answer in 150-200 words.
The Internal Analysis of qualities and shortcomings centres around inward factors that give an
association certain benefits and hindrances in addressing the requirements of its objective
market. Qualities allude to centre skills that give the firm a benefit in addressing the necessities of
its objective business sectors. Any investigation of organization qualities ought to be market
arranged/client in light of the fact that qualities are just significant when they help the firm in
addressing client needs. Shortcomings allude to any restrictions an organization faces in creating
or executing a technique. Shortcomings ought to likewise be analyzed from a client viewpoint
since clients regularly see shortcomings that an organization can see. Being market while
investigating qualities and shortcomings does not imply that non-market situated qualities and
shortcomings ought to be neglected. Maybe, it proposes that all organizations should attach their
qualities and shortcomings to client prerequisites. Just those qualities that identify with fulfilling a

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client need ought to be viewed as evident centre capabilities.
Question 8: What are the major components of a strategic plan, in which you will need to include
documented and relevant research? Write your answer in 300-350 words.
The significant pieces of a standard key arrangement incorporate the accompanying:

 Mission, vision, and desires
A statement of purpose is your in general, enduring definition of why your organization
exists and what it desires to be. It incorporates the objectives you need to achieve and a
layout of how you expect to satisfy them. An essential arrangement needs an
unmistakable articulation of your organization's motivation, its justification existing in
any case. By making your thoughts regarding your organization's motivation and
qualities concrete, you will be venturing out toward the production of an arrangement
that can lead you to progress.
 Basic beliefs
With your main goal and vision explanations set up, you will next commonly center
around creating articulations of fundamental beliefs. Your basic beliefs express the focal
"musts" and "must nots" of your organization; the essential rules that need to control
pioneers and workers in their everyday and long-range dynamic.
 Qualities, shortcomings, openings, and threats(SWOT)
A SWOT investigation of qualities, shortcomings, openings, and dangers is a summary of
your organization's present circumstance, from these four key viewpoints. It addresses a
depiction of the pathways open to you and the traps you may experience, too as the
resources you can attract on to help you en route.
 Goals, methodologies, and operational strategies
Your long-range goals address what you need to focus on to make your vision a reality.
These goals commonly have time skylines of quite a long while or more.
 Estimations and subsidizing streams
You should consolidate a methods for following your organization's yield and execution
against consistently booked targets. You will likewise require monetary examination
that considers past and projected execution. The numbers in your essential arrangement
don't should be intricate, however they do have to help you and likely financial backers;
get an outline of your monetary assets.

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Question 9: Describe any six (6) steps to formulate strategic objectives and strategies needed which
are beneficial for the future of an organisation. Answer in 400-450 words.
1. Assemble current realities

To realize where you are going, you need to know where you are at this moment. So, before
you begin looking forward, you should audit the previous exhibition, or the current
circumstance. Take a gander at every space of the business and figure out what functioned
admirably, what might have been exceptional and what openings lie ahead.
2. Foster a dream explanation
This assertion ought to portray the future heading of the business and its points in the
medium to long haul. It is tied in with depicting the association's motivation and qualities.
Business masters have discussed long and hard about what starts things out – the vision, or
the statement of purpose. In any case, by and by, you could create both simultaneously.
3. Foster a statement of purpose
Like the vision proclamation, this characterizes the association's motivation, however it
additionally traces its essential targets. This spotlights on what requirements done in the
present moment to understand the drawn out vision. Anyway, for the vision explanation, you
might need to respond to the inquiry: "Where would we like to be in 5 years?".
4. Recognize key goals
At this stage, the point is to foster a bunch of undeniable level goals for all spaces of the
business. They need to feature the needs and advise the plans that will guarantee conveyance
of the organization's vision and mission. By investigating your survey in sync one, specifically
the SWOT and PESTLE examination, you can consolidate any distinguished qualities and
shortcomings into your objectives. Crucially, your targets should be SMART (Specific,
Measurable, Achievable, Realistic and Time-related). Your destinations should likewise
incorporate factors like KPI's, asset designation and spending prerequisites.
5. Strategic Plans
This is the ideal opportunity to put some meat on the bones of your technique by making an
interpretation of the essential goals into more itemized transient plans. These plans will
contain activities for divisions and capacities in your association. You may even need to
incorporate providers.
6. Execution Management
All the arranging and difficult work may have been done, yet it is essential to ceaselessly audit
all targets and activity intends to ensure you are as yet on target to accomplish that general
objective. Overseeing and observing an entire procedure is a perplexing undertaking, which is
the reason numerous chiefs, administrators and business pioneers are looking to elective
techniques for dealing with methodologies. Making, overseeing and investigating a

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methodology expects you to catch the important data, separate enormous lumps of data,
plan, focus on, catch the applicable data and have a reasonable vital vision.
d. Why is it necessary to consult with and brief people in a range of roles in relation to
strategies? Write your answer in 150-200 words
e. How can you structure this process to ensure the briefing process works? Write your
answer in 150-200 words
D Conference empowers us to recognize and screen patterns, difficulties and discernments

after some time with explicit gatherings of partners. It along these lines helps us to:
Identify and track needs and assumptions. Recognize and track discernments and
perspectives. Partner counsel includes the advancement of valuable, useful connections
over the long haul. It brings about a relationship of common advantage; it empowers us
to distinguish drifts and arising difficulties which are right now or will later on affect on
the business. Tuning in to partner concerns and input is a significant wellspring of data
that can be utilized to improve project plan and results and assist an enterprise with
distinguishing and control outside chances. It can likewise shape the reason for future
cooperation and organizations. The inside and outer partner commitment can be
indispensable to the viable designation of assets, the accomplishment of individual
turns of events, and the more extended term achievement and heading of the company.
E A decent short assists with guaranteeing that the completed task is the thing that you
imagined, which means it is bound to be a compelling piece of your advertising effort,
let's see why:
You will improve work delivered: Whether the customer composes the brief alone or works
with the office (or the organization composes the brief, as once in a while occurs) the
truth of the matter is that a decent short defines clear objectives and goals for the
mission or task. Having a reasonable objective allows the organization to focus on
imaginative thoughts and creation moves toward that will 'move the needle' for that
goal.
Clear instructions sets aside time and cash: Efficiencies can be made by assisting offices with
getting to the correct thoughts all the more rapidly first time round, as opposed to
changing the goal lines a few times during the cycle; all of which costs time and cash for
the office and the customer.

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Question 11: Strategic planning is a dynamic process of continuously looking at your current
situation and plotting your next move. This requires a solid understanding of the organisation as well
as an understanding about the environment that the organisation operates in.
Supporting this statement answer why we should review the effectiveness of a plan and consider
methods for improving strategic planning processes. Write your answer in 200-250 words.
To gauge the viability and proficiency in an association technique, you need to analyze how it
connects your goals to the manner in which you intend to accomplish them and the methods
you intend to utilize. A technique is viable on the off chance that it utilizes the assets you
designate as per your arrangement and conveys the normal outcomes. You need to persistently
assess utilization of assets and execution to check if your procedure is hitting your objectives.
Changing Customer Needs: In spite of the fact that you can zero in your methodology on
conveying more worth to clients than your rivals, what your clients worth may change. You
need to constantly overview your market climate to check whether new clients are supplanting
existing ones in your objective business sectors, client assumptions are changing or clients need
various degrees of administration. Discovering New Suppliers: You may have based pieces of
your cutthroat technique on utilizing a specific provider if the merchandise you purchase from
the business have novel qualities.than they did previously. Further developed Products: Items
become outdated as they are surpassed by mechanical turns of events, supplanted by improved
items or uprooted by items that present new capacities and highlights. On the off chance that
your items are more established, you can change your serious system to lessen the costs of the
current items and present more up to date forms at greater costs.
Question 12: Mention any five (5) legislations, regulations or codes of practice applicable to strategic
planning and explain how you apply them? Write your answer in 150-200 words.
1. Buyer rights and item prerequisites
You need to think about your clients' privileges and your legitimate commitments. The
Competition and Consumer Act 2010 covers against serious direct, value fixing, unseemly lead
and different issues, like publicizing. The Act likewise sets out customers' privileges and duties
including returns, discounts, guarantees, agreements, promoting and advertising.Every
Australian state and region additionally has a reasonable exchanging controller that directs and
upholds Australian Consumer Law (ACL).
2. Codes of training
There might be at least one codes of training, implicit rules or codes of morals that your

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business should agree with.
Codes of Practice are willful rules (however now and again they may uphold existing
enactment) generally created by an industry or association determining how they consent to act
collectively.
3. Trademarks, patents, intellectual property
It is essential to lawfully secure your thought, item, plan or business personality.
4. Environment
Know or your natural prerequisites including neighborhood water limitations which may apply
to your business.
5. Privacy
The Privacy Act 1988 (Privacy Act) directs how close to home data is gathered, put away,
utilized and shared.
Question 13: Identify and explain five (5) tools and approaches you may find useful for strategic
planning and developing and/or implementing the strategic plan. Answer in 50-100 words for each.
1. SWOT Analysis
SWOT examination is an essential arranging apparatus and abbreviation for qualities,

shortcomings, openings, and dangers. It's utilized to recognize every one of these components
according to your business
2. Porter's Five Forces
Utilizing Porter's Five Forces as an essential arranging apparatus to distinguish the financial
powers that sway your industry and decide your business' cutthroat position.
3. PESTLE Analysis
4. Visioning
5. VRIO Framework
The VRIO framework is another strategic planning tool that's used to identify the competitive
advantages of your product or service.

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a. Define organisational values. Write your answer in 100-150 words

b. List the techniques used to develop organisational values. Write in 100 to 150 words.
a. Hierarchical qualities portray the centre morals or standards which the

organization will comply with, regardless. They rouse workers' earnest
attempts and furthermore compel their activities. ... Over the long haul,
improve the association's moral character as communicated in its tasks
and culture. Solid, plainly expressed qualities ought to be a genuine
impression of your association's goals for suitable working environment
conduct and assume a significant part in building a positive culture at
your association. Each association inclinations a few qualities over
others. A college may esteem scholarly thoroughness, autonomy and
the quest for information. By correlation, a recorded media
communications organization would incline toward client assistance,
network unwavering quality, and benefit.
b. 1) Assess Your Current Organizational Culture
To sort out your authoritative personality, talk with sellers, customers,
workers and your initiative group—either in center gatherings or by
means of an online study.
2) Review Your Strategic Business Plan
Where does your association need to be in one, three or five years?
3) Determine the Culture Needed to Achieve Your Plan
4) Decide If Your Values Need to Shift
Investigate your underlying study or center gathering results, and
choose if those are the qualities expected to arrive at your essential
objectives.
5) Define What Your Chosen Values Really Mean
6) Incorporate These Values into Organizational Processes
A strong establishment of qualities for your association won't just
assistance you enlist the ideal individuals, yet in addition construct an
association culture that is drawing in, authentic and in particular,
effective.

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a. Identify and explain four (4) types of risk that an organisation can encounter. Write your
answer in 150-200 words
b. Explain what intellectual property rights and responsibilities are and the risks associated
with them. Write your answer in 200-250 words.
c. How can you integrate risk management into strategic planning? Write your answer in 300-
350 words
a. 1. Financial Risk
The economy is continually changing as the business sectors vacillate. Some sure
changes are useful for the economy, which lead to blasting buy conditions, while
adverse occasions can decrease deals. It's imperative to watch changes and
patterns to possibly recognize and get ready for a monetary plunge.
2. Consistence Risk
Entrepreneurs face a plenitude of laws and guidelines to conform to. For
instance, late information security and installment preparing consistence could
affect how you handle certain parts of your activity.
3. Security and Fraud Risk
As more clients utilize on the web and versatile channels to share individual
information, there are additionally more prominent freedoms for hacking.
Reports about information penetrates, data fraud and installment
misrepresentation represent how this sort of hazard is developing for
organizations.
4. Monetary Risk
This business hazard may imply credit reached out to clients or your own
organization's obligation load. Financing cost variances can likewise be a
danger.
5. Notoriety Risk
There has consistently been the danger that a despondent client, item
disappointment, negative press or claim can antagonistically affect an
organization's image notoriety. Nonetheless, online media has intensified the
speed and extent of notoriety hazard.
b. Copyright privateers, brand impersonators, patent flouters and proprietary
advantage hoodlums are a significant danger to organizations, given their
expanded forcefulness towards licensed innovation (IP) burglary. These, and
whatever other unique innovative works that have monetary worth and are
ensured by law, can be arranged as IP. IP laws reward the makers of unique
works by keeping others from duplicating, performing or disseminating those
works without authorization. They give motivators to individuals to deliver
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benefit on these thoughts. A few sorts of IP are naturally shielded by law from
the snapshot of their creation, though others require a particular award of
rights from an administration organization before they can be secured by law.
Albeit essentially every country has laws ensuring IP, some don't energetically
authorize them. In that capacity, falsifying is a significant issue around there.
Licensed innovation incorporates certain connected fields of law, for example,
proprietary advantages and the privilege of exposure. Proprietary innovation
law ensures private data that has a place with a business and gives that
business an upper hand. For instance, the recipe for making a soda is a
proprietary innovation secured by IP laws. Right of exposure law secures the
option to utilize one's own name or similarity for business purposes. For
instance, a renowned competitor may benefit by utilizing their own name to
embrace a given item.
c. - Strategic targets disintegration
Any sort of hazard investigation should begin by taking an undeniable level goal
and separating it into more strategic, operational key execution pointers (KPIs)
and targets. This is a basic advance to ensure hazard directors comprehend the
business rationale behind every unbiased and assists make with gambling
examination more focused. Important note, while it ought to be the board's
obligation to recognize and survey chances, the business reality in your
organization might be that occasionally the danger chief should assume the
liability for performing hazard evaluation on essential destinations and start to
lead the pack.
- Identifying factors related with vulnerability
When the essential targets have been separated into more strategic, sensible
pieces, hazard directors need to utilize the technique report, monetary model,
marketable strategy or the planning model to decide key suppositions made by
the management. Most suspicions are related with some type of vulnerability
and consequently require hazard examination. Hazard investigation assists with
putting ridiculous administration suppositions under the spotlight.
- Performing hazard investigation
When displaying hazards it is basic to think about the connections between's
various suppositions. One of the valuable instruments for a top to bottom
danger examination and ID of interdependencies is a necktie outline. Tie charts
should be possible physically or utilizing programming. Such examination assists
with deciding the causes and results of each hazard, improves the
demonstrating of them just as recognizing the relationships between's various
administration suspicions and occasions.
- Turning hazard investigation into activities

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Hazard supervisors ought to talk about the results of hazard examination with
the leader group to see whether the outcomes are sensible, reasonable and
actionable.Based on the danger investigation results the administration might
be needed to survey or refresh the whole system or only components of it. This
is one reason why it is energetically prescribed to perform hazard examination
before the procedure is settled.
i. Define and identify four (4) internal sources of information. Write your answer in 50-
100 words
ii. Define and identify four (4) external sources of information. Write your answer in 50-
100 words
iii. How are they relevant to an organisations market, competitors, customer base, vision,
values and capabilities? Write your answer in 50-100 words
i. There are four different areas a company can gather internal data from: sales, finance,
marketing, and human resources. Inner information will be data created from inside the
business, covering zones like tasks, upkeep, staff, and account. Interior information
assists you with maintaining your business and advance your tasks.
ii. Outer information comes from the market, including clients and contenders. It's things
like measurements from reviews, surveys, examination, and client input. Outside
information assists you with bettering comprehend your client base and the serious
scene.
iii. Utilizing inner and outer information is a fundamental component in great dynamic.
Organizations that utilization more inside and outside information sources have a more
prominent scope of opportunities for information examination.

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c. What is a cooperative venture? Write your answer in 30-50 words

d. What are the advantages of a cooperative venture? Write your answer in 150-200
words
e. What are the risks associated with a cooperative venture? Write your answer in 150-
200 words
f. How can a cost benefit analysis and due diligence ensure consistency with an
organisations vision, mission and values? Write your answer in 150-200 words
a. Cooperative ventures take into account more adaptable arrangements between the
joint endeavor parties. In agreeable joint endeavors organizations have the decision to
sort out themselves as a restricted obligation organization or as a non-lawful individual
wherein the accomplices are dependent upon limitless responsibility. This implies that
the accomplices are altogether at risk for misfortunes the joint endeavor may cause. By
and by, most of helpful joint endeavors are set up as restricted risk organizations.
b. Perhaps the best benefit of a helpful organization is the uniformity associated with its
administration and how equitable it is generally. The individuals can have the entirety
of their necessities met without conceding to a solitary individual. This evenhanded sort
of association makes the agreeable business significantly steadier than a standard
business. Individuals will travel every which way without fundamentally upsetting the
manner things work. Truth be told, at whatever point change is essential, it will take the
whole gathering of individuals to settle on it. Likewise, on the grounds that every part
has quite recently a solitary vote, everybody has an equivalent balance in the business
regardless of the number of offers they own. Helpful is its very own body. It is viewed as
a lawful individual, so it assumes liability for its own obligations instead of depending
on the representatives, chiefs or investors, except for circumstances when there has
been misrepresentation or carelessness. Every agreeable part's responsibility is
restricted to her individual speculation.
c. A portion of the significant dangers implied with joint endeavors are:
- Lack of lucidity with respect to the commitments and obligations of every one of the
accomplices
- Clash in the administration styles and strategies of various accomplices, prompting
regular struggle
- An irregularity of the capital and the assets contributed by the accomplices prompting
incessant contentions and irreconcilable situations
- Ineffective goal of struggles

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-Ambiguous goals
The destinations of a joint endeavor are not 100% clear and infrequently imparted
plainly to all individuals include
-Adaptability can be limited
There are times when adaptability is confined in a joint endeavor. At the point when
that occurs, members need to zero in on the joint endeavor, and their individual
organizations endure all the while.
The achievement of a joint endeavor appears to increment when there is a shared
objective, clear correspondence between all gatherings, shared/diminished expenses,
and a conspicuous potential gain to the entirety of the accomplices in question.
An association's vision, mission and qualities are fundamentally the rules that should be
clung to by any type of a movement did. For instance, the money saving advantage
investigation and due persistence ought to be steady with the mission, vision and
upsides of an association.
Money saving advantage investigation is a methodology that is utilized to assess
qualities and shortcomings of various options that may bring about accomplishing
benefits at the most minimal expense. The examination of these choices ought to be in
accordance with the vision, mission and upsides of an association in that the other
options or choices picked ought not repudiate the set vision and ought to be choices
that upgrade the upsides of an association.
Due ingenuity is a viewpoint identifying with examinations or assessments completed to
decide current realities of a given matter. These examinations ought to be completed in
way that guarantees the vision and missions of an association are ensured. Along these
lines, due determination ought to be done in agreement to the qualities, mission and
vision of an association. The assessments or examinations ought not meddle with the
upsides of an association. Holding fast to these viewpoints follows that there is
consistency with the qualities, mission and visons of an association.
Assessor’s feedback:
Task outcome:  Satisfactory  Not Satisfactory

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Assessment Task 2 – Unit Project (UP)
Assessment type:
 Unit Project (UP) – Complete a Report

 This is the second (2) unit assessment task that student must successfully complete to be
deemed competent in this unit of competency.
 This assessment task is comprised of a Unit Skills Test (UST).
 Student is required to prepare a report on strategic planning in this assessment task.
 Student must attempt all criteria to the required level, e.g. Assessment criteria mentioned in
the performance checklist to be deemed satisfactory in this task.
 Student must prepare a report on strategic planning by following all given instructions, for
the trainer/assessor to assess competency in this assessment task.
 This project is untimed and is conducted as open book tests (this means you are able to refer
to your textbook).
 Student must read and respond to all criteria of the project.
 Student must use computers to answer the criteria of the project.
 As student complete this assessment task student predominately demonstrating his/her
practical skills, techniques and knowledge to trainer/assessor.


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Location:
 Trainer/Assessor will provide student further information regarding the location of
General Instructions for attempting the skills test:
 Student must correctly attempt all activities of this assessment task.

 Student will analyse business data and information in this assessment task.
thinking, and good writing skills.
 Student must concise to the point and write answers according to the given word-limit to
each question and do not provide irrelevant information.
demean, or exclude individuals or groups on the basis of attributes such as gender, disability,
 Assessor should not accept answers copied directly from texts, paraphrased or summarized
information without acknowledgement of the source.
 This assessment task requires the student to prepare a report on strategic planning.

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Instructions for the assessor:

 Assesses each student’s performance in accordance with the performance criteria for
competency listed in the Unit Trainer and Assessor Pack (UTAP).
 Assess each student’s performance and provide feedback within two weeks of student
attempting this assessment task.
 Notify each student that they are Satisfactory/ Not Satisfactory via the student portal.
 Submit assessed unit assessment pack to student administration within one week of marking
so results can be uploaded into the student management system.
This assessment task is designed to evaluate your following skills and abilities:
 Skills to confirm organisational role and responsibilities to formulate strategic plans.
 Skills to discuss the strategic planning and what does it consist of.
 Skills to discuss the organisational objectives of strategic planning.
 Skills to examine the improvements required in the planning process.
 Skills to Identify the specific role from performance indicators to make necessary
refinements to evaluate and review effectiveness of plan.
 Skills to identify the appropriate findings of research and analysis.
 Skills to Identify the suitable expert to obtain advice in strategic planning.
 Reading Skills to collect, review, interpret/understand and analyse/review text-based
effectively communicate strategic planning processes to a range of stakeholders/interested
people.
 Skills to work independently/freely as well as collaboratively/together to make decisions
about strategic planning.
 Skills to interact/cooperate with others using appropriate conventions/systems when
 Ability/Skills to sequence/in order and schedule/plan activities and manage communication.
 Skills to analyse relevant/appropriate information to identify scope/range of work, goals and
 Skills to use familiar/known digital technology to access/get to information, document

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Assessment Task 2 - Unit Project (UP)

The objective of the assessment task:
The objective of this assessment task is to ensure you are competent to research the
planning requirements and develop, implement and maintain the strategic plan for an
organisation.
Description of the assessment task:

This assessment task requires you to complete the following activities:
1. Complete a report - Research the planning requirements and report them to the
management
2. Role play - Consultation with relevant managers, team leaders and employees.
3. Develop a strategic plan
4. Implement the strategic plan
5. Maintain the strategic plan
You must read the scenario and related information to complete all the mentioned above
assessment activities.
You must demonstrate that you have acquired the skills and the knowledge to develop a
strategic plan for an organisation to meet its current and foreseeable business and
performance objectives.
Scenario:
Echo Pty. Ltd. is a famous professional development and talent development organisation. It
currently has a library of over 500 professional development and talent development programs.
The main goal of the company is to increase awareness of cultural competence and diversity in
the workplace. It strongly believes in the principles that Integrating a diverse and culturally
competent workforce enables businesses to uphold their corporate social responsibility and
increase profitability. It has two main branches in Melbourne and Sydney and over 100 mentors
and 250 support staff.
In a recent board meeting, the following has been discussed for the Melbourne and Sydney
offices:

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Melbourne
● Most of the mentors and support staff of the company are from Melbourne (70
mentors and 200 support staff).
● The business experienced a 10% growth in the last 6 months.
● The business is expected to grow by 20% in the next 6 months.
● Melbourne has a lot more potential compared to Sydney for running Echo’s
professional development and talent development programs.
● The two directors of the Melbourne branch are having ongoing conflicts
● A number of staff have performance problems as a result of internal conflicts
● The job-contracts for 30% of the mentors and 40% of the support staff will be
terminated over the next six months over work performance and other related
issues. This will cost 40% savings in salary and 20% in direct wages
● The management of the Melbourne branch believes they do not need to hire new
staff but properly use the skill sets of the existing employees.
● The participation of employees is very poor in decision-making.
● There are no clear job analysis and design
● The branch is not focused on short-term results but results and outcomes for cost-
reduction.
● The focus is not on developing a strong workforce but promoting and reaching out to
as many clients as possible.
● The organisation discussed that if internal conflicts are not properly managed and
resolved, the organisation may lose substantial business opportunities and
employees.
● The management would like to implement a range of corporate renewal strategies
to significantly change the organisation structure, people and processes in place.
● The budget for the Melbourne branch was also discussed during the meeting. The
copy of the budget is attached below.

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Melbourne Budget
Master budget with profit projections
Echo Pty. Ltd. –Melbourne Branch
Master Budget/Financial plan FY 2018/2019
FY Q1 Q2 Q3 Q4
Revenue 3,100,00 700,000 1,000,000 700,000 700,000
0
Commission 77,500 17,500 25,000 17,500 17,500
(2.5% of Sales)
Direct wages 200,000 50,000 50,000 50,000 50,000
Sales 3,100,00 700,000 1,000,000 700,000 700,000

0
Cost of Goods 400,000 100,000 100,000 100,000 100,000
sold (COGS)
Gross profit 2,500,00 550,000 850,000 550,000 550,000
0
Expenses
General
administrative
overhead
Accounting fees 20,000 5,000 5,000 5,000 5,000
Legal fees 5,000 1,250 1,250 1,250 1,250

Bank charges 600 150 150 150 150
Office supplies 5,000 1,250 1,250 1,250 1,250
Postage and 400 100 100 100 100

printing
Dues and 500 125 125 125 125
subscriptions
Telephone 10,000 2,500 2,500 2,500 2,500
Repair and 50,000 45,00 2,000 2,000 1,000
maintenance
Payroll tax 25,000 6,250 6,250 6,250 6,250

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Marketing
Expenses
Advertisement 200,000 50,000 50,000 50,000 50,000
Sales 77,500 17,500 25,000 17,500 17,500
Commission
Employment
expenses
Superannuation 45,000 11,250 11,250 11,250 11,250
Wages and 500,000 125,000 125,000 125,000 125,000

salaries
Staff amenities 20,000 5,000 5,000 5,000 5,000
Occupancy cost
Electricity 40,000 10,000 10,000 10,000 10,000

Insurance 100,000 25,000 25,000 25,000 25,000
Rates 100,000 25,000 25,000 25,000 25,000
Rent 200,000 50,000 50,000 50,000 50,000
Patty Cash 1,000 300 300 200 200
Water 30,000 7,500 7,500 7,500 7,500
Waste removal 50,000 12,500 12,500 12,500 12,500
Total expenses 1,480,00 355,675 365,175 357,575 356,575

0
Net profit 1,020,00 194,325 484,825 192,425 193,425
before interest 0
and Tax
Income tax 306,000 58,298 145,448 57,728 58,028
expenses (30%
of net profit)
Net profit after 714,000 136,028 339,378 134,698 135,398
tax
Assumptions

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1 Inflation remains negligible

2 Business uncertainly was under control
Inflation and deflation on the currency was
3 negligible

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Sydney
● Sydney has a number of similar organisations running professional development and

talent development programs.
● 30 Mentors and 50 support staff operate from the Sydney office.
● The job-contracts for 30% of the mentors and 40% of the support staff will be
terminated over the next six months over work performance and other related
issues.
● The delivery mode of sessions organisation provide is face-to-face, whereas a
number of competitors in Sydney offer online webcasts and webinars.
● The organisation does not have employees that can develop, run and manage
engaging online webcasts and webinars.
● The organisation also discussed that they may focus on the entry-level, low-skill
workforce to fill the positions than skilled employees or training existing staff.
● There is no succession planning in place for any of the locations.
● Outsourcing of recruitment processes to a specialised recruitment agency has been
considered.
● Labour supply forecasting is required to project workforce profile as a part of the
organisation’s core business in the future.
● In a recent Work Health and Safety Audit, 2 training rooms and several items of
furniture and types of equipment at the location have been deemed unsafe and
unstable to use. Therefore, Directors decided to increase 10% of total administration
overhead will be spent in security.
● The Sydney branch has also received a notice from the Ombudsman to be
discriminatory (a breach reported according to the Fair Work Act and Fair Pay
Commission) against its female staff members.
● The management discussed to develop a competitive strategy.
● The following three generic competitive strategies were discussed:
○ Cost leadership strategy where the organisation can compete with others in
the industry on the basis of having the lowest cost.

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○ Differentiation strategy where the organisation offers unique and valued

programs.
○ Focus strategy where the organisation implements a cost or differentiation
advantage strategy in an industry segment. The selection of one or a
combination of strategies depends on the organisation’s strengths and the
competition’s weaknesses.
● The budget for the Sydney branch was also discussed during the meeting. The copy
of the budget is attached below.
Sydney Budget
Master budget with profit projections
Echo Pty. Ltd. –Sydney Branch
Master Budget/Financial plan FY 2018/2019
FY Q1 Q2 Q3 Q4
Revenue 5,100,00 800,000 1,000,000 700,000 800,000
0
Commission (2.5% 127,500 20,000 25,000 17,500 20,000
of Sales)
Direct wages 300,000 60,000 70,000 80,000 50,000
Sales 5,100,00 800,000 1,000,000 700,000 800,000

0
Cost of Goods sold 500,000 110,000 130,000 150,000 100,000
(COGS)
Gross profit 4,300,00 630,000 800,000 470,000 650,000
0
Expenses
General
administrative
overhead
Accounting fees 30,000 8,000 8,000 8,000 5,000
Legal fees 9,000 2,500 2,500 2,500 2,500

Bank charges 1000 1250 1250 1400 200

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Office supplies 7,000 2,000 2,000 2,000 2,150
Postage and 500 500 700 120 120

printing
Dues and 750 300 350 425 100
subscriptions
Telephone 10,000 7,500 3,000 3,000 3,000
Repair and 7,000 4000 5,000 5,000 2,000
maintenance
Payroll tax 35,000 8,200 7,500 7,000 7,000
Marketing
Expenses
Advertisement 350,000 100,000 150,000 50,000 50,000
Sales Commission 127,500 20,000 25,000 17,500 20,000
Employment
expenses
Superannuation 75,000 12,500 15,500 15,000 17,500
Wages and salaries 750,000 250,000 250,000 125,500 125,000
Staff amenities 20,000 5,000 7,000 6,000 5,000
Occupancy cost
Electricity 50,000 12,000 15,000 12,000 15,000

Insurance 100,000 25,000 25,000 25,000 25,000
Rates 12,000 27,000 27,000 25,000 25,000
Rent 200,000 50,000 50,000 50,000 50,000
Patty Cash 1,000 300 300 200 200
Water 40,000 8,000 7,500 7,500 7,500
Waste removal 75,000 15,000 15,000 12,500 12,500
Total expenses 1,900,75 559,050 617,600 375,645 374,770

0

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Net profit before 2,399,25 70,950 182,400 94,355 275,230

interest and Tax 0
Income tax 719,775 21,285 54,720 28,307 82,569

expenses (30% of
net profit)
Net profit after tax 1,679,47 49,665 127,680 66,049 192,661
5
Assumptions
1 Inflation remains negligible
2 Business uncertainly was under control
3 Inflation and deflation on the currency was negligible
Excerpts from the Business plans, Operational plans and the Strategic plans
Mission (organisation): To advance, transmit and sustain knowledge and understanding at

the highest standards.
KPI’s:
1. Student to teacher ratio: Measure how many students are admitted per class, per teacher. If you
have a low student to teacher ratio, you’re doing well. This is something that can be your USP

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when attracting prospective staff and students, as it looks as if plenty of contact time and
support will be available.
2. Student attendance rate: By measuring how frequently students attend their classes, you’ll get
an idea of student satisfaction and engagement. A low attendance rate should raise alarm bells,
giving you the opportunity to investigate into why students aren’t turning up.
3. Course completion rate: Is the course too difficult? Is the workload unreasonable? Does the
institution have the correct materials for students to use? In a similar way, students hitting their
predicted grades will signify strong teaching ability. This helps measure the success of the
institution and often goes towards the ranking in university leaderboards.
4. International students %: Some international students often have different requirements, such
as additional storage and holiday accommodation. Measure this metric to keep track of how
many students from abroad you have per year and aim to increase this for next time. Not only
will it earn you cash, it’ll have a positive effect on diversity within the student population.
5. Dropout rate: Reasons for this metric to be high include disengagement, staffing issues or
uninspiring course content. To keep this figure low, meet with staff regularly and ask if there are
any students that might be thinking of dropping out. Additional support for those students might
be able to win them back.
6. Increasing the profit margin to 200% in the next 3 years.
7. Opening branches in each Australian state and 3 overseas countries - USA, UK and India in
the next 3 years.
HR Directorate: Strategic Planning and Financial Management
HR Services: Recruitment, Appointments, Leave, Salary Related Payments, Resignations,

Terminations, Alesco, Employee Self Service, System Reports, Superannuation & Salary
Packaging, Eligible Termination Payments and Statements and Executive and Chair
Appointments, Academic Promotions

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Employee Relations and Management Services: Industrial Relations, Enterprise Bargaining,

Classifications, Mobility, Organisational Change and Restructure, Consultancy/Advice on HR
Issues, Alternative Dispute Resolution
Organisational and Staff Development Services: Implementation of the Leadership

Framework including the provision of program, workshops and facilitation to support
strategic, leadership, academic, professional and personal development of staff;
Management and development of organisational change initiatives and projects; Training
Support Services
Safety and Health Services: Occupational Health and Safety, Employee Assistance Program,
Radiation Protection, Biological Safety, Chemical Safety, Injury Management and Workers'
Compensation, OHS Management Systems Auditing
Equity and Diversity Services: Equal Opportunity, Diversity, Affirmative Action, Harassment,
Discrimination, Work, Family and Flexibility, Workplace Culture, Diversity and Equity in the
Curriculum
Policy and Planning: Planning, Research, Policy Development, Review and Evaluation,
Monitoring and Reporting, Workforce Planning
The External Environment: Strategic human resource management recognises the

economic, social and political factors that create the external context in which the
organisation operates. Factors with significant implications for effective human resource
management related to the changing composition of the Australian workforce, in terms of
age, gender and ethnic distribution. The organisation seeks to ensure that its workforce, to
the greatest extent possible, is a reflection of the Australian community. To that end, the
organisation will continue to analyse and remove the systemic organisational barriers to
women’s advancement and encourage diversity in its staff and learner population.
There are significant challenges in maintaining high-level productivity in an ageing workforce

and ensuring that the organisation is successful in recruiting and retaining high-quality staff.
For all staff, the issue of work-life balance has become a high priority that is essential to
address.

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A comprehensive approach to personal and professional development is necessary so that

the organisation can create career opportunities and reward structures that contribute to
ongoing job satisfaction and, hence, retention.
The organisation operates within a complex legal and HR framework. A number of items of
legislation are directly relevant to day to day human resource management.
The Internal Environment
Human Resources is a centralised function that operates within a complex and dynamic
framework where a range of external challenges intersect with our unique organisational
culture or, to be more
accurate, organisation cultures. Its role is to provide advice and support to Executive and
line management on human resource issues. The Human Resources Division at the
organisation, unlike most other organisations, incorporates a full suite of HR functions.
Within this framework, effective human resource management processes are required that
facilitate continual staff learning and development (creating a learning organisation),
improve leadership capacity, and encourage consultation and collaboration with members
of the organisation and the broader community. Such processes are central to the
achievement of our intended outcomes -- a cultural change that enhances organisational
equity and diversity, high morale, commitment, trust and a willingness to embrace change,
and high productivity.
Mission statement: To engage in best practice human resource management that enables
organisation excellence.
Vision: To be a model of best practice human resource management in Australia. This vision
will be achieved through consultation and communication with clients, by:
● Providing high-quality professional HR expertise;
● Being collaborative, consultative and supportive;
● Fostering and sustaining relationships;
● Modelling inclusive behaviour in all our services

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● Benchmarking our services nationally to foster continuous improvement;
● Aligning our services to the organisation’s core business;
● Facilitating culture change;
● Utilising transparent systems and regularly evaluating these; and
● Identifying and responding positively to new challenges
Current HR Practices
All the recruitments are currently organised by each local branch. This creates different HR
systems and services in both locations.
The other issues in human resource (HR) planning and management include:
● Lack of support from the executive leadership
● Improper budget allocation to the HR department
● Lack of transparency
● Ineffective conflict resolution strategies in place
● Poor change management
● Delayed communication
Your role
You have recently joined the organisation as a Human Resource manager. Your job-role and
responsibilities included the following:
● Researching the planning requirements
● Developing, implementing and maintaining the human resources strategic plan
The organisation has provided you with the following:
● Brief about Melbourne and Sydney office
● The budget for Melbourne and Sydney office
The organisation would like you to centralised the resources and the management
structure.
You have been asked to research the following:

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● Australian Government Fair Work Ombudsman - best practice guide to consultation

and cooperation in the workplace https://www.fairwork.gov.au/how-we-will-
help/templates-and-guides/best-practice-guides/consultation-and-cooperation-in-
the-workplace
● HR Strategies and Planning by Australian HR Institute

https://www.ahri.com.au/assist/hr-strategies-and-planning
● HR strategy examples – What makes a successful HR strategy?

https://www.poppulo.com/blog/hr-strategy-examples-what-makes-a-successful-hr-
strategy/
● How to do human resource strategic planning

https://www.thebalancecareers.com/how-to-do-human-resources-strategic-
planning-1918404
● Strategic human resource planning

https://en.wikipedia.org/wiki/Strategic_human_resource_planning
Assessment activity 2 - Complete a report
This is the first assessment activity. This assessment activity requires to systematically
investigate into and study all the materials and information provided to establish facts and
reach to conclusions and share your observations with the management of the organisation
in a report format.
In the first assessment activity, you are required to read the provided scenario and other relevant
information and complete a report to evaluate the currency of the organisational vision and mission,
make any necessary changes, and communicate the review processes to all stakeholders in order to
gain their support.
You must review the organisation’s vision and values by studying all the materials and information
provided, as well as meeting with a key stakeholder (role-played by your trainer). After reviewing all
materials and information, revise the vision and mission statements to reflect the current status and
direction of the organisation, then communicate established facts to the relevant stakeholders to

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outline the suggested changes to vision and organisational values and describing the strategic
planning processes and identifying where input can be provided.
The role of your trainer:

● Your trainer/assessor is the final signing authority representing the organisation.
● Your trainer/assessor has been included in the development of all workplace
documentation.
● Your trainer/assessor is aware of all the business activities and objectives and seek changes
to meet the current and future needs and direction of the business.
● Your trainer/assessor will provide you information about the current practices of the
organisation and, in particular, whether they support the mission objectives of the
organisation, or point to potentially new objectives for the organisation.
Your report must be based upon the following factors:
● Analysing the information available to establish and evaluate the currency of the
organisational vision and mission.
● Current practices of the organisation and, in particular, whether they support the mission
objectives of the organisation, or point to potentially new objectives for the organisation.
● Describe the current organisational understanding and enactment of the mission and vision
statements.
● Making the necessary changes in the organisation’s mission and vision statements that
reflect the current organisational requirements.
● Describe the organisational values required to support the revised mission and vision
statements.
● Undertake environmental analysis to identify all external and internal elements that can
affect the organisation’s performance.
○ Determining the information requirements to complete the strategic plan
○ Undertaking or commissioning research to deliver relevant information
Applicable conditions on the assessment activity:
● The report should be between 1000-1400 words.

● The student is required to read the scenario and research planning requirements.

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● This assessment activity is taking place during the student’s own time.
● The report must be completed in the attached template.
Template:
Report
Introduction (50-100 words)
The propose of this report is to do an analysis of the Echo Pty. Ltd organization which is a famous
professional development and talent development organization. The main goal of the company is
to increase awareness of cultural competence and diversity in the workplace and we want to
evaluate the currency of the organisational vision and mission, make any necessary changes, and
communicate the review processes to all stakeholders in order to gain their support considering i t
has two main branches in Melbourne and Sydney and over 100 mentors and 250 support staff.
Mission/ Vision review (150-200 words)

The mission of the organisation is to advance, transmit and sustain knowledge and understanding
at the highest standards. What the organisation wants to achieve for performance aspects are
increasing the profit margin to 200% in the next 3 years, opening branches in each Australian state
that can be Queensland, Canberra and Perth to write some examples, also, open in 3 overseas
countries and the candidates are USA, UK and India.
In the students sector the mission and vision is to keep and have a low student to teacher ratio to
have plenty of contact time and support available. The student’s attendance successfully and
satisfactory to make sure we have engagement with the students. Improve in the courses
completion rates having the correct material for students use and goes towards the ranking in the
university leaderboards and finally increase the percentage of the international students in the
organisation, because this helps to improve the workforce.
Environmental analysis (150-200 words)

Basically, human resources play a very important role in the issue of organizations, since they are
the fundamental basis for forming the team or community that creates an environment in the
organization and a clash and encounter of cultures.
Echo Pty Ltd Unlike other organizations, this organization incorporates effective human resource
management processes that facilitate continuous learning and development of staff (creating a
learning organization), enhance leadership capacity, and encourage consultation and
collaboration with members. of the organization and the community in general.
This is structured to meet the main objectives of a cultural change that improves equity and

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organizational diversity, high morale, commitment, trust and the willingness to accept change and
high productivity. This allows excellence and constant success in the organization.
We take into account that the organization specifies that the mission is to participate in the best
human resource management practices that allow the organization to achieve excellence.
In the other hand the vision is to be a model of best practices in human resources management in
Australia.
Organisational values (150-200 words)
One of the most important values of the organisation and that can make the difference for the
other ones is the fact of providing high-quality professional HR expertise this is an important value
cause gives recognition, prestige and quality. Another value that we can mention is being
collaborative, consultative and supportive this always allows to open new opportunities and
improvements to the organisation and environment. Fostering and sustaining relationships is
another value, and this is for what is made a team and a group. Modelling inclusive behaviour in
all our services is a value that allows to make the differences from other organisations and be an
example to follow to another’s organisations or competition, also, for all the people involved
within the organization. Continues improvement is another value of the company cause is con
constantly growing and improving. The organisation also has facilitating culture change and is
open for change and identifying and responding positively to new challenge.
Stakeholder consultation (150-200 words)
Partner conference is truly about starting and supporting productive outer connections over the
long run. As talked about in the past segment, the revelation of data should uphold interview.
Discussion is a two-route cycle of exchange between the venture organization and its partners. It
brings about a relationship of common advantage; it empowers us to distinguish drifts and arising
difficulties which are right now or will later on affect on the business. Tuning in to partner
concerns and criticism is a significant wellspring of data that can be utilized to improve project
plan and results and assist an organization with recognizing and control outside chances. It can
likewise frame the reason for future coordinated effort and associations. The interior and outside
partner commitment can be crucial to the viable assignment of assets, the achievement of
individual turns of events, and the more drawn out term achievement and course of the
corporation. Specific project-based meeting is generally utilized for both business and social
activities. In the public area, it is regularly named "public commitment" or "public counsel" and is
normally identified with nearby assistance improvements inside explicit networks, and strategy
advancement at all levels.
Current and potential changes to industrial/legal requirements (150-200 words)
It is helpful to know about later and expected changes in work law. Think about the accompanying
later/approaching changes in legislation: Zero hours contracts: it is a kind of agreement between a
business and a laborer, where the business is not obliged to give any base working hours, while
the specialist isn't obliged to acknowledge any work advertised. The worker may consent to an
arrangement to be accessible for function as and when required, with the goal that no specific

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number of hours or seasons of work are determined. Contingent upon ward and states of
business, a party time agreement may contrast from easy-going work. They are regularly utilized
in agribusiness, lodgings and providing food, instruction, and medical care areas. They are utilized
to empower accessible as needs be planning. This term is utilized to allude to accessible as needs
be shift booking rehearses, despite the fact that it is only an agreement which empowers it.
Workplace tormenting: Everyone has a privilege not to be tormented or pestered at work. There
are public enemy of tormenting laws and state or region wellbeing and security bodies that can
assist individuals with harassing and provocation in the working environment.
Revised vision and mission (150-200 words)
Mission and vision explanations depict impeccably the business. Except if your business or
association changes its concentrate totally, you will not have to change the mission or vision
explanation. Nonetheless, as the association or business advances, you may join extra
components into your main goal or vision explanation. This may remember working for your
current objectives or extending your crowd. Vision and statements of purpose are regularly
utilized reciprocally, however contrasts exist. A statement of purpose portrays what an
association or business does and a dream explanation depicts what an association or business
desires to accomplish because of explicit activities. Statements of purpose center around the
present and vision explanations investigate what's to come. For instance, a youngster care office's
vision proclamation may incorporate extending to different neighborhoods all through the city
and maybe offering different projects, for example, after-school care.
Conclusion (50-100 words)
The main goal of the company is to increase awareness of cultural competence and diversity in
the workplace and we want to evaluate the currency of the organisational vision and mission,
make any necessary changes, and communicate the review processes to all stakeholders in order
to gain their support considering it has two main branches in Melbourne and Sydney and over 100
mentors and 250 support staff. The mission of the organisation is to advance, transmit and sustain
knowledge and understanding at the highest standards. In the students sector the mission and
vision is to keep and have a low student to teacher ratio to have plenty of contact time and
support available. The student’s attendance successfully and satisfactory to make sure we have
engagement with the students.
Performance criteria checklist for unit assessment task:

Trainer/ Assessor to complete
Assessment activities to be  Prepare a report on strategic planning

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completed  For a full project outline, please refer to the student

assessment instructions
Resources required for the  Unit assessment guide template
unit assessment task  Access to live or simulated working environment
 Interaction with others
Does the candidate meet the following criteria Yes No
Followed the instructions provided within the assessment activity
Used the template provided to write the report
Described the existing mission and vision statements
Described the current organisational understanding and enactment of the
mission and vision statements
Met with the stakeholders to identify and discuss the changes required in
Developed revised vision and mission statements that reflect the current
organisational requirements
Described the organisational values required to support the revised
Feedback

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Assessment Task 3 – Role Play (RP)
Assessment type:
 Role Play - Consultation with relevant managers, team leaders and employees
Instructions given to student:

 This is the third (3) unit assessment task that student has to successfully complete to be
 This assessment task is comprised of a Role Play
 Student is required to perform a role play/ presentation in front of trainer/assessor.
 Student must ensure that premise of the role play is closely related to the previous
assessment tasks.
 Role Play is timed, and consultation should be 10-15 minutes.


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Location:
 This assessment task may be completed in an independent learning environment or learning
management system.

 Student will complete a unit project on human resource plan in this assessment task.

 This assessment task requires the student complete a unit project on strategic plan.
This assessment task is designed to evaluate student’s following skills and abilities:

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 Skills to discuss the strategic plan and its content with the audience/trainer and assessor
 Skills to describe the overall operations of organisation
 Skills to identify, analyse and interpret legislation, codes of practices and national standards.
 Skills to effectively deliver the presentation with good body language.
 Skills to conduct an interactive and creative presentation/ role play.
 Reading skills to collect, review, interpret/understand and analyse/review text-based
business information from a range/number of sources
effectively communicate risk management processes to a range of stakeholders/interested
people.
reviewing and analysing scenario/setting-situation business information
 Skills to work independently/freely as well as collaboratively/together to make decisions
about risk management
 Skills to interact/cooperate with others using appropriate conventions/systems when
communicating to, and consulting/discussing with stakeholders/interested parties
 Ability/Skills to sequence/in order and schedule/plan activities and manage communication
 Skills to analyse relevant/appropriate information to identify scope/range of work, goals and
objectives and to evaluate/review options/other choices
 Skills to use familiar/known digital technology to access/get to information, document
 Skills to analyse any reasonable adjustment in the workplace for people with a disability or
special needs.
 Skills to answer the questions asked by the audience/trainer and assessor.
Assessor’s instructions:

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Role play Instructions:

This activity is in continuation from the previous assessment activity.
In this assessment task, you are required to work with the relevant managers, team leaders and
employees to discuss the report and your findings and complete analysis of the organisational
environment to develop an understanding of potential competitors and allies, and the associated
risks and benefits associated with the organisation. The purpose of the assessment activity is to
ensure you participate in effective stakeholder engagement.
3.1. Prior to undertaking the role play make notes of what you are going to discuss. For example,
your findings and analysis of the organisational environment to develop an understanding of
potential competitors and allies, and the associated risks and benefits associated with the
organisation and document in below. Discuss your notes with your assessor prior to undertaking
the role play. Your assessor will allocate a date and time for the role play activity and ensure
that all your colleagues have presented their notes to the assessor first prior to undertaking the
role play.
Your notes:
3.2. Role-play activity
Undertake the role play as directed by your assessor. Applicable conditions on the assessment
activity:
● You must have this consultation for 10-15 minutes.
● The consultation must be based on the provided guidelines.
● Your trainer needs to ensure there are six people available and suitable to play the following
roles:
○ Two managers (one from Sydney and one from Melbourne)
○ Two Team leaders (one from Sydney and one from Melbourne)

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○ Two employees (one from Sydney and one from Melbourne)

● Students or other staff members can play the above roles.
● Each student must play the role of the HR manager to consult with the relevant managers,
team leaders and employees.
○ You must discuss:
■ The report you prepared and submitted as part of the assessment activity 1.
■ Identify and describe existing and potential competitors/allies, then
summarise the strengths and weaknesses of each
■ develop a separate summary statement for each potential ally for a
cooperative venture that describes their alignment with organisation’s
vision, mission, values and attributes.
■ Conducting PEST analysis (including a review of legislation impacting on the
organisation)
■ SWOT analysis
■ A review of potential allies and a statement of their alignment with
organisational values (as described in the previous assessment activity).
■ Discussion with team leaders should be based upon:
● A completed set of analyses (PEST and SWOT)
● A review of existing and potential competitors and allies
● A review of potential allies and a statement of their alignment with
organisational values
■ Discussion with employees should be based upon:

● To participate in the discussion about PEST and SWOT analysis
● Provide and maintain workplaces, programs and systems
● Provide information about the hazards and risks to the business and
staff
● Each and every role must follow the mentioned below guidelines:
○ Managers
■ PEST and SWOT analysis

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■ Review of potential allies and how they align with organisational values
■ Review of potential competitors
○ Team leaders
■ To discuss:
● how organisation can achieve mission and vision
● what changes are required in the mission and vision and why
● how organisation values fits into the current business circumstances
○ Employees
■ To participate in the discussion about how the organisation can meet its
mission and vision
■ Provide and maintain workplaces, programs and systems
■ Provide information about the hazards and risks to the business and staff
■ Provide information about how amended mission and vision will affect the
business.
● All team members must agree on the mission, vision, and values before you start working on
the development of the strategic plan.
This role-play activity must occur in front of your trainer/assessor.
Submit a revised copy of the report incorporating consultation
You must make appropriate changes to your report and submit a revised copy to your
trainer/assessor before developing the strategic plan.

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Observation Checklist- Trainer/ Assessor to complete:

Assessment activities to be  Role Play
completed  For a full project outline, please refer to the student
Resources required for the unit  Unit assessment guide template
assessment task  Access to live or simulated working environment
 Case study on NCVO
a. Conducted the role play according to the following guidelines:
Greeted and welcomed all parties involved
● Said hello or welcome
● Addressed everyone by name
● Discussed the agenda items of meeting/conducting role play/explain the
purpose of the role-play activity.
Communicated in a respectful and understandable manner
● Used effective communication (tone, volume, expression, facing the
audience and/or trainer/assessor, eye contact, gestures)
● Treated everyone with respect/ Get along well
● Did not use jargon or acronyms
● Spoke distinctly at a comfortable pace
● Listened to each-other and waited their turn to speak
● Asked, “do you have any questions?”
Understood concepts (for example, scenarios, decision-making steps etc.
Shared knowledge, research, opinions and perspectives
b. Followed the instructions provided within the assessment activity
c. The role play was well prepared and organised.
d. The role-play was played in a convincing, consistent manner and captured
and maintained audience interest.

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e. Development of risk management techniques for the organisation to mitigate

the risks
f. The revised copy of the report has been submitted
g. Successfully evaluate the objectives in the HR strategic plan
Participate in the role play and meet the following criteria:
h. The report student prepared and submitted as part of the assessment activity
1 discussed.
i. Identified and described existing and potential competitors/allies, then
summarise the strengths and weaknesses of each develop a separate summary
statement for each potential ally for a cooperative venture that describes their
alignment with organisation’s vision, mission, values and attributes.
j. Conducted PEST analysis (including a review of legislation impacting on the
organisation)
k. Conducted SWOT analysis
l. Reviewed of potential allies and a statement of their alignment with
organisational values (as described in the previous assessment activity).
m. Discussion with team leaders were based upon:

● A completed set of analyses (PEST and SWOT)
● A review of existing and potential competitors and allies
● A review of potential allies and a statement of their alignment with
organisational values
● Discussion with employees should be based upon:
● To participate in the discussion about PEST and SWOT analysis
● Provide and maintain workplaces, programs and systems
● Provide information about the hazards and risks to the business and staff
Assessor’s feedback

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Assessment type:
 Unit Project – Develop a Strategic Plan

 This is the fourth (4) unit assessment task that student has to successfully complete to be
 This assessment task is comprised of a Unit project.
 Student is required to develop a human resources strategic plan
 Student must analyse business data and information by following all given instructions, for
to your textbook).

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Location:

 This assessment task requires the student to analyse business data and information from the
scenario.

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• Skills to explain needs of strategic plan.
• Skills to identify labour supply source.
• Skills to understand the effect of technology on human resources.
• Skills to describe the related requirements for business.
• Skills to identify practice and function of human resources.
• Skills to adopt plan according to situation.
• Reading skills to collect, review, interpret/understand and analyse/review text-based
• Written and oral/speech communication skills to organise and deliver information to
effectively communicate on human resources strategic planning processes to a range of
• Numeracy/numbers- mathematical skills to interpret/understand mathematical data when
• Skills to work independently/freely as well as collaboratively/together to make decisions
about manage human resources strategic planning.
• Skills to interact/cooperate with others using appropriate conventions/systems when
• Ability/Skills to sequence/in order and schedule/plan activities and manage communication
• Skills to analyse relevant/appropriate information to identify scope/range of work, goals and
• Skills to use familiar/known digital technology to access/get to information, document

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Assessment activity 4 - Develop the strategic plan

In this assessment activity, you are required to develop and document the strategic plan for the
organisation based on the research you have conducted throughout Assessment activity 1 and
Assessment activity 2. You will also need to communicate the strategic plan to key stakeholders in
the organisation.
You must develop a strategic plan, including consideration of resource implications, and then
circulate to stakeholders. After endorsement from the final signing authority and team leaders,
communicate the plan to employees and describe any implications for their role in the organisation.
This assessment activity must take place in a closely simulated workplace environment.
Simulated workplace environment
The trainer/assessor will ensure the development of the strategic plan must occur in the simulated
workplace environment.
The simulated workplace environment consists of:
● Your RTO as an educational institute
● The standard operating/workplace procedures at your RTO
● Your trainer/assessor to provide you assistance throughout the assessment activity.
● Six people available and suitable to provide consultation on the following roles:
● Australian Government Fair Work Ombudsman - best practice guide to consultation and
cooperation in the workplace
● Fair Work Act
● Fair Pay commission guidelines
● Computers and internet for all participants and students.

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● Up-to-date software and equipment such as MS Office, browser applications, and operating
systems
● Timeclocks or another form of formal attendance recordkeeping to work within stated
timelines to meet deadlines.
The simulated workplace environment must meet the following criteria:

Are there opportunities for students to: Yes/No/NA
Follow standard operating/workplace procedures
Use up-to-date software and equipment
Work within stated timelines to meet deadlines
Gain experience in the challenges and complexities of dealing with multiple

tasks
Experience prioritising competing tasks and dealing with contingencies
Deal with customers, clients, or other colleagues
Work with others in a team
Communicate with diverse groups
Find, discuss and test solutions to problems
Explore health and safety issues in the workplace environment
Answer practically oriented, applied knowledge questions
Show the level of written and verbal expression sufficient for the work
requirements
Work independently and manage workload
Other applicable conditions on the assessment activity:

4.1. You must complete the attached templates to develop the strategic plan.

code/name:
Students ID/Name:
Assessor’s name:
a) Formulate strategic objectives for the organisation in the strategic themes and priorities
section of the template (based on all the previous assessment activities).
b) For each objective, develop and describe strategies that you think could be used to meet the
objective in the future.
c) For the strategies described, you need to:
o develop a prioritised list of strategies
o describe a timeframe for each to be completed
o assign responsible parties to each strategy
o assign measurable performance indicators to individual strategies.
You must develop the strategic plan in the simulated workplace environment. Your strategic
plan must include the following:
 Abstract
 Vision
 Mission
 Core Values
 Strategic Themes
 Strategy Map
 Business
 Objectives
 Strategic Initiatives
 Financial Summary
 Appendix - Integrated Strategy Map
4.2. When you have completed your draft strategic plan, you need to make an appointment to meet
with the final signing authority representing the organisation (role-played by trainer/assessor) to
discuss your plan. They will gain endorsement from the Board for the plan and return it to you
with any required amendments.
4.3. After you have received the endorsed plan from the Board, you need to do the following.
o Develop briefing materials (dot-point descriptors) for the identified responsible
parties, outlining the requirements of their role in achieving the relevant strategy.
o Develop a cover statement/letter to be sent out with the strategic plan that
includes:
 a brief overview of key objectives
 a description of the research and process used to develop the plan.

code/name:
Students ID/Name:
Assessor’s name:
o You must provide detailed procedure on how you would implement and monitor the
strategic plan. You must discuss these procedures with the final signing authority
representing the organisation (role-played by trainer/assessor)
Template: Strategic plan template

code/name:
Students ID/Name:
Assessor’s name:
Strategic Plan
ACCELERATED ROLL-OUT
OF THE PLAN
[Author Name]
05/20/2021
R&S COMPANY S.A

code/name:
Students ID/Name:
Assessor’s name:
Abstract
R&S COMPANY, the overall forerunner in revaluated omnichannel client experience the
executives, today delivered its income for the second from last quarter of 2017. The Group's
Board of Directors met today and is declaring the choices made with respect to the
progressions in R&S COMPANY administration and association. The Group is additionally
refreshing its essential arrangement and five-year monetary targets.
Table of Contents
Abstract 1
Vision 3
Mission 3
Core Values 3
Strategic Themes 4
Strategy Map 5
Business Objectives 6
Strategic Initiatives 7
Financial Summary 8
Appendix - Integrated Strategy Map 9

code/name:
Students ID/Name:
Assessor’s name:
Vision
We trust in a basic answer for accomplish our objectives: cheerful representatives fulfill
clients, which, thusly satisfies customers and glad investors.
Mission
We convey a remarkable client experience, at each and every chance, because of our
responsibility, energy and commitment to greatness. In this manner, we set out open
doors and an incentive for workers, customers, clients, networks and investors
Core Values
Core values provide the foundation upon which a business is built. These are the values
any employee will sign up to when joining a company. They are the values that anyone
looking at the company would automatically relate to. They have to be honest. A core
value that is not in keeping with a company image has no value at all (other than a
negative value). It is important to keep the number of core values small, five or six is
considered optimum. A label and description is required. The label is usually used
externally, the description internally. For example:
Core Value Description

We appreciate the feeling of deep admiration for someone or something
Respect
elicited by their abilities, qualities, or achievements.
We present quality of having strong ethical or moral principles and following
Integrity
them at all times, no matter who's watching .
Professionalism We appreciate competence or skill expected of a professional.
Innovation We propose the creation, development and implementation of a new
product, process or service, with the aim of improving efficiency,

code/name:
Students ID/Name:
Assessor’s name:
effectiveness or competitive advantage.

Our employees dedicate to our organization, cause, or belief, and a
Commitment
willingness to get involved
Responsibility We have a duty to deal with something or of having control over someone.
Strategic Priorities
The essential focal points of R&S 2018-2022 key arrangement are on sharpening its industry
verticals ability, growing across BRICS and MIST** nations, and improving computerized and
omnichannel joining. The arrangement sets the accompanying destinations for 2022:
- Revenue of over €6 billion
- EBITA before non-repeating things of over $850 million
- Organic and obtaining drove development
Challenges and Enablers

The accompanying table is a synopsis of a significantly more broad arrangement of difficulties and
empowering agents that were distinguished utilizing the SWOT interaction. Through the data
acquired we can see that there is a need to rapidly expand on our present victories to foster our
image. There is a further really convincing need to zero in on content stockpile and securing and
to upgrade our specialized capacity to all the more likely use content and give state-of-the-art UIs.
Challenges Enablers
(Strengths) (Weaknesses)
- Excellent coverage worldwide ● Modest advertisement budget
-Good reputation among local community
-Outstanding recruitment system ● Using/providing low and old
equipment
(Opportunities) (Threats)
● Growing locations throughout the ● Rising cost of services
following months

code/name:
Students ID/Name:
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● Grow our employee number and ● Uncertain clients environment

provide inside opportunities.
Strategy Canvas
The accompanying Strategy Canvas has been created by utilizing a blend of in-house
aptitude and extra exploration where required. The material shows, true to form, that in
relative terms our substance supply isn't pretty much as solid as it ought to be and that
our client assistance is inadequate. Our image is moderately acceptable, however the
outer examination shows we don't speak to a more youthful crowd.
Using the SWOT analysis and Strategy Canvas, we have set three Strategic Priorities:

code/name:
Students ID/Name:
Assessor’s name:
Strategic Priorities
Content Partnerships Customer Service Brand Awareness
Within the market we know
that customer service is our
We have arranged what we We want to give our young
priority. That is why both
call a "safe space" between people the idea of getting a
the training of our clients
market competitors where job without requiring
and the improvement of the
we will arrange contracts experience and at the same
equipment will contribute
with certain clients at time making good money
significantly to the
certain seasons. while they are with us.
improvement of our
services.
Strategy Map
The major thrust of our strategy is to improve the way we handle customer service in a
single interaction. Each of these is of utmost importance and must be satisfactory for both
parties.

code/name:
Students ID/Name:
Assessor’s name:

code/name:
Students ID/Name:
Assessor’s name:
Business Objectives
R&S has an assortment of possible destinations from benefit augmentation to developing
great associations with different business partners. Monetary hypothesis frequently
accepts that organizations are normal benefit maximisers. Nonetheless, in reality, there
are numerous different goals that a firm can pursue. These are our primary business
targets.
Business Objective: Increase Profit

Improve employee salaries, without sacrificing service or significantly increasing
customer rates.
>90% time Training
-Proper training in order to reduce handling time
efficiency Department
At least 80% of
-“Work at home” program employees in HR department
their homes
-Periodic bonuses & rising opportunities 2-3 weekly calls Supervisors
5-10% rising Resources
-Better negotiations with clients
prices department
Business Objective: Improve Content Supply

Encourage our employees to significantly improve customer service
-Daily monitoring 85% in quality QA department
At least 3.5 in
-Catch non reliable representatives costumer QA department
satisfaction
-Weekly commitments and KPIs 2-3 KPIS HR department
1 supervisor per
-Comfortable teams HR department
team

code/name:
Students ID/Name:
Assessor’s name:
Business Objective: Improve our Technology

Significantly improve the facilities of the building and supply with the latest technology
equipment to our employees who require it
Laptop devices to supervisors 80% covered IT department
Improve facility network 250gb Internet IT
Develop faster internal software New APPs IT
At least
Provide home internet bonuses $30AUD per Financial
home agent
Business Objective: etc.

Intended Result:
Measures Target Owner
Strategic Initiatives
The accompanying drives centre around the centre exercises needed to carry out our
procedure, they are in need arrange and address the corporate view. Where shown there
will be independent departmental undertakings that feed into the corporate drives.
Strategic Initiative: 1.0 - Approach the national network to explore content partnerships
Approach the biggest and most effective network company in Australia in order
convince our clients that our service is outstanding
Promotional codes R&S June 2021 December 2021
Network discounts National Network January 2022 April 2022

code/name:
Students ID/Name:
Assessor’s name:
Purchase gifts National Network October 2021 July 2022

December
Special seasons R&S January 2022
2021
September
New clients, free months National Network November 2022
2021
Strategic Initiative: 2.0 Redesign the software
Change the software to a more friendly and pleasing app, in order to facilitate the
procedures
New apps IT department October 2nd January 2nd
New programming method IT department June 15th December 15th
More and experienced
HR department June 2021 January 2022
employees
Special bonuses Financial DPT December 10th December 31st
Interpreter change IT department June 2021 June 2022
Strategic Initiative: 3.0 Redesign the logo
Change the corporates main logo to a more eye attractive one and easy to remember
New designers HR department June 2021 June 2022
New colors Designers July 2022 December 2022
Marketing December
Potential marketing April 2023
department 2022
New capital letters Designers July 2022 December 2022
New badges Designers July 2022 December 2022

code/name:
Students ID/Name:
Assessor’s name:
Strategic Initiative: 4.0 Internationalization of the service
Be able to expand nearly by the service in countries such as New Zealand

New towers IT department June 20th December 20th
More employees HR department September 2nd November 2nd
New antennas IT department July 2021 July 2022
New clients HR department December 5th March 26th
More marketing Marketing May 2022 May 2023
Financial Summary
At this stage the specific expenses and advantages of the essential arrangement have not
be determined, this will be done sometime in the future. Be that as it may, the
accompanying gives a bunch of evaluations dependent on the data accessible. These
drives have been focused on and relegated, business cases are being created and will be
accessible from December 2021 onwards.
Initiative Completion Cost Benefit

1.0 New equipment By 2022 $50,000 $65,000
2.0 New employees By 2022 $60,000 $80,000
3.0 Logo change By 2023 $25,000 $40,000
4.0 Software improvement By 2023 $55,000 $70,000
5.0 Marketing 2021 $10,000 $20,000

code/name:
Students ID/Name:
Assessor’s name:
11.0 Home agents 2021 $20,000 $45,000

12.0 Improve network By 2022 $50,000 $100,000
13.0 New facilities By 2025 $95,000 $148,000
Etc.

code/name:
Students ID/Name:
Assessor’s name:
Appendix - Integrated Strategy Map

An integrated strategy map should be included for completeness. There should be a pointer
to the actual presentation as clearly the map in this format is too small to be useful.
However, it does indicate that this iteration of the strategic planning process has been
completed. The section should start with a short narrative explaining what the map is and
why it has been attached, for example:
The following is Integrated Strategy Map has been included for reference only. The map can
be found in the xxx shared area location www.nameofcompany.com/strategy. The map
shows that a full set of business objectives, measures, targets and initiatives have been
identified at the company level. Many of these will be cascaded as-is, some will refined to
suit the needs of our departments. The Integrated Strategy map will appear on the public
intranet and will be posted on notice boards in selected areas.

code/name:
Students ID/Name:
Assessor’s name:

code/name:
Students ID/Name:
Assessor’s name:
Assessor checklist: Assessment activity 3 - Development of Human Resources Strategic

Plan
Meet the conditions of the assessment activity: Satisfactor Not

y satisfactor
y
Followed the instructions provided within the

assessment activity
Align with the business strategy
Are specific and relevant
Are measurable
Are achievable
Are reliable
Are time-bound and supported by technology
Assessors feedback

code/name:
Students ID/Name:
Assessor’s name:

Assessment type:
 Unit Project – Implement the Strategic Plan

 This is the fifth (5) unit assessment task that student has to successfully complete to be
 This assessment task is comprised of a Unit project.
 Student is required to implement the human resources strategic plan
 Student must analyse business data and information by following all given instructions, for
to your textbook).
 Student may handwrite/use computers to answer the criteria of the project.

code/name:
Students ID/Name:
Assessor’s name:
Location:

 This assessment task requires the student to analyse business data and information from the
scenario.

code/name:
Students ID/Name:
Assessor’s name:
• Skills to explain needs of strategic plan.
• Skills to identify labour supply source.
• Skills to understand the effect of technology on human resources.
• Skills to describe the related requirements for business.
• Skills to identify practice and function of human resources.
• Skills to adopt plan according to situation.
• Reading skills to collect, review, interpret/understand and analyse/review text-based
• Written and oral/speech communication skills to organise and deliver information to
effectively communicate on human resources strategic planning processes to a range of
• Numeracy/numbers- mathematical skills to interpret/understand mathematical data when
• Skills to work independently/freely as well as collaboratively/together to make decisions
about manage human resources strategic planning.
• Skills to interact/cooperate with others using appropriate conventions/systems when
• Ability/Skills to sequence/in order and schedule/plan activities and manage communication
• Skills to analyse relevant/appropriate information to identify scope/range of work, goals and
• Skills to use familiar/known digital technology to access/get to information, document

code/name:
Students ID/Name:
Assessor’s name:
Assessment activity 5 - Implement the strategic plan, monitor progress and develop a report
evaluating the implementation
In this assessment activity, you are required to Implement the strategic plan, monitor progress and
develop a report evaluating the implementation using a strategic plan implementation document.
As part of your review, you need to develop a report describing the implementation as measured by
the achievement of KPIs, milestones and overall effectiveness. You also need to identify and describe
any refinements or improvements that can be made to the implementation process. Once your
report is completed, you are to present the report to relevant stakeholders, seeking feedback and
input.
Workplace simulation environment
The trainer/assessor will ensure the implementation of the Human resource strategic plan must
occur in the simulated workplace environment.

● Fair Work Act

code/name:
Students ID/Name:
Assessor’s name:
systems


tasks
requirements
5.1 In this assessment activity, you are required to implement the strategic plan for the
organisation. Word limit is 500 – 700 words. Applicable conditions on the assessment activity:
a) You must complete the attached template to implement the strategic plan.

code/name:
Students ID/Name:
Assessor’s name:
b) You must work with all team members and trainer/assessor to ensure the plan is
successfully implemented.
c) Your strategic plan implementation document must include the following:
o KPI progress: Review and describe the progress of the strategic plan, according to
each of the identified performance indicators.
o Milestone progress: Evaluate the achievement of identified objectives against the
established timeline milestones for the strategic plan.
o Overall progress: Evaluate and describe the overall effectiveness and progress of the
strategic Plan.
o Improvements: Make necessary refinements to ensure continued achievement of
the plan; describe methods for improving strategic planning processes.
5.2 Once the report is completed, draw up a communication plan outlining:
o who the audience will be
o what resources will be needed
o the delivery timeframes
o the content of the presentation (can be in a PowerPoint presentation or similar
medium, ensuring it is to be 5 to 10 minutes).
You must deliver the information session to the relevant audience (your trainer/assessor) and
ensure the strategic plan and implementation plan have approval and support of
trainer/assessor.

code/name:
Students ID/Name:
Assessor’s name:
Template: Implementation Plan (Strategic plan)

Introduction (describe the existing vision and mission and changes made to meet current and future
requirements and KPIs, also discuss current approaches, additional to organisational values)
KPI progress report (Review and describe the progress of the strategic plan, according to each of the
identified performance indicators.)
Milestone progress (Evaluate the achievement of identified objectives against the established timeline
milestones for the strategic plan.)
Overall progress (Evaluate and describe the overall effectiveness and progress of the strategic Plan)
Improvements (Make necessary refinements to ensure continued achievement of the plan; describe
methods for improving strategic planning processes.)
Communication plan (Discuss what and how the information will be communicated to the
assessor/trainer including the process for oral presentation, process for implementation of plan, its
progress and any refinements)
Conclusion (Discuss overall implementation strategy)

code/name:
Students ID/Name:
Assessor’s name:
Please provide the evidence of the presentation and communication plan to reflect:
● that you have analysed and evaluated the progress of the strategic plan implementation
through the scenario and information provided, and reflected these in the progress report
you have developed
● the way in which you communicated the contents of the report and to whom, including how
you implemented the strategic plan and the process you used to monitor its progress. You
will also need to gather input from the audience (your assessor).
5.3 Monitor the strategic plan

This activity is in continuation to the previous assessment activity.
This assessment activity requires you to monitor and review the strategic plan. For a strategic
plan to be effective, it must be measurable. You must make the necessary changes to the
strategic plan developed as part of the Assessment activity 3 based on the additional details
provided in this assessment activity.
Additional Information
You as a HR Manager has noticed the following changes and updates after implementing the
strategic plan:
● The following KPI’s cannot be addressed because of budget restrictions:

○ Expanding the organisation to each Australian state within next 3 years
○ Expanding the organisation to 3 overseas countries within next 3 years
You must evaluate and review the performance of the organisation against the above changes
and updates.
Workplace simulation environment

code/name:
Students ID/Name:
Assessor’s name:
The trainer/assessor will ensure the implementation of the Human resource strategic plan must
occur in the simulated workplace environment.

code/name:
Students ID/Name:
Assessor’s name:

● Fair Work Act
systems


tasks

code/name:
Students ID/Name:
Assessor’s name:
requirements
In this assessment activity, you are required to monitor the strategic plan for the organisation.
Applicable conditions on the assessment activity:
a) You must make appropriate changes to maintain the strategic plan developed as part of
Assessment activity 3.
b) Your updated copy of strategic plan must include the following:
a. Updated strategies to manage KPI’s
b. Validate findings of research and analysis occurred throughout the assessment
activities.
c. Analysis of organisation’s internal and external environment including:
i. background and research relevant to the plan
ii. legislation, regulations and codes of practice, including for intellectual
property
iii. objectives, strategies and priorities
iv. roles and responsibilities
v. performance indicators
vi. timeframes
vii. consideration of co-operative ventures

code/name:
Students ID/Name:
Assessor’s name:
viii. cost-benefit and risk analysis

d. monitor and evaluate the implementation of the plan and make refinements as
appropriate
e. review effectiveness of planning processes and identify opportunities for
improvement.
f. seek advice from the trainer/assessor wherever required
g. Changes made to the existing strategic plan based upon activities 4 and 5
You must use the template provided in the Assessment activity 3 to complete this assessment task.
The revised changes should be highlighted and submitted with an updated strategic plan. The
changes should be included in a new section titled “changes to the strategic plan” if those do not fit
in the existing sections of the strategic plan.
Performance checklist criteria

Assessment activities to be
 Unit project on HR Management plan
completed
 For a full project outline, please refer to the student
Resources required for the unit
 Unit assessment guide template
assessment task
 Access to live or simulated working environment
Implement HR strategic objectives/targets that:
Are measurable
Are achievable
Are reliable
Are time-bound and supported by technology
Unit project on HR Management plan

code/name:
Students ID/Name:
Assessor’s name:

Monitor and review the HR strategic objectives/targets that:
Are measurable
Are achievable
Are reliable
Assessor’s feedback:

Assessment Task 1 - Unit Knowledge Questions

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STUDENT ASSESSMENT TOOL

Qualification BSB61015 Advanced Diploma of Leadership and Management

Unit Assessment Task (UAT)

Instructions provided to the student:

Assessment task description:

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 1

 For more information, please refer to RTO Staff Handbook.

Purpose of the assessment

Instructions for answering written questions:

How trainer/assessor will assess the work?

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 2

Instructions for assessors:

Purpose of the assessment task:

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 3

 Skill to interact/cooperate with others using appropriate conventions/systems when

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 4

Assessment Appeals Process

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 5

Application of the unit – BSBMGT616A Develop and implement strategic plan

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 6

Assessment Task 1 - Unit Knowledge Test (UKT)

Step 1: Identify the current culture of the company.

Step 2: Revisit your present Strategic Plan.

Step 3: Mind the organizational culture

Step 4: Selecting the Values

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 7

Step 5: Strategy and Meaning

Step 6: Going live!

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 8

Question 2: Answer the following questions:

a. What is a PEST Analysis? Write your answer in 50-100 words

a. PEST Analysis (political, economic, social and technological) is an

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 9

anticipate future possibilities of a venture or item by contemplating the

Question 3: Answer the following questions:

a. What is a SWOT analysis? Write your answer in 200-250 words.

a. SWOT (strengths, weaknesses, opportunities, and threats) examination is

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 10

To capitalize on your SWOT examination, you ought to have an inquiry or

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 11

There are numerous benefits to the proposed approach.

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 12

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 13

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 14

client need ought to be viewed as evident centre capabilities.

The significant pieces of a standard key arrangement incorporate the accompanying:

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 15

1. Assemble current realities

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 16

Question 10: Answer the following questions:

D Conference empowers us to recognize and screen patterns, difficulties and discernments

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 17

1. Buyer rights and item prerequisites

BSBMGT616 Assessment Tool V2 Issued 23 April 2019 Page | 18

business should agree with.

3. Trademarks, patents, intellectual property

It is essential to lawfully secure your thought, item, plan or business personality.

SWOT examination is an essential arranging apparatus and abbreviation for qualities,

2. Porter's Five Forces