ASSESSMENT COVER PAGE

STUDENT DETAILS / DECLARATION:

Course Name: BSB50615 Diploma of Human Resources Management

Unit / Subject Name: BSBHRM501 Manage human resources services

Trainer’s Name: Assessment No: Task 1, Task 2, Task 3

o I fully understand the context and purpose of this assessment.

o I am fully aware of the competency standard/criteria against which I will be assessed.

o I have been given fair notice of the date, time and venue for the assessment.
I declare that:
o I am aware of the resources I need and how the assessment will be conducted.

o I have had the appeals process and confidentiality explained to me.

o I agree that I am ready to be assessed and that all written work is my own.

o This assessment is my:

o First submission o Re-submission (Attempt )
Student Name: Jun Ren Ng Student ID: TM20190281

Student’s Signature: Ng Submission Date: / /

ASSESSOR USE ONLY: (ACADEMIC DEPARTMENT)

Result:
Assessment task 1: o Satisfactory o Not Satisfactory

Assessment task 2: o Satisfactory o Not Satisfactory

Assessment task 3: o Satisfactory o Not Satisfactory

Final Assessment Result for this unit C / NYC

Feedback:
Feedback is given to the student on each
Yes / No
Assessment task & final outcome of the unit

Assessor’s
Feedback:
Assessor’s Date: / /
Signature:

ASSESSMENT FIRST SUBMISSION/RE-SUBMISSION RECEIPT:

It is student’s responsibility to keep the assessment submission receipt as a proof of submission of assessment tasks.

Student Name: Jun Ren Ng Student ID: TM20190281

Unit / Subject Code: Assessment No:

Trainer Name: Date: / /

Signature:

Assessment Cover page Page 1 of 1

Version 1.0 05/18
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve competence
when all assessment components listed under procedures and specifications of the assessment section are Satisfactory. Your trainer will give you
feedback after the completion of each assessment. A student who is assessed as NYS is eligible for re-assessment. Should the student fail to
submit the assessment, a result outcome of Did Not Submit (DNS) will be recorded.
Student should be provided with an appropriate time frame in which to resubmit their work, according to the RTO’s re-assessment policy and
procedure.
Plagiarism, cheating and collusion.
Where a trainer/assessor believes there has been an incident of academic misconduct involving plagiarism, cheating, and/or collusion, they should
report this along with reasons for the allegation. Assessors should refer to their RTO’s policy and procedures regarding training and
assessment for further information.”
When all unit’s assessment tasks have been submitted and assessed (including resubmissions), print out a copy of this unit’s Final Results Record,
included as the last page of this document. Record the result for each task and the final result for the unit as C (Competent) or NYC (Not Yet
Competent). There is also space to give the student some written feedback for the overall unit.
Sign and date the middle section and give the sheet to the student. After discussing their results with them, the student must fill out and sign the
final section of the Record, where they acknowledge the result that you have given them.
When the student has filled out the final section of the Final Results Record, make a copy for them and retain the original with the
student’s records.

Resources required for this Assessment

 All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
 Upon completion, submit the assessment printed copy to your trainer along with assessment coversheet.
 Refer the notes on eLearning to answer the tasks
 Any additional material will be provided by Trainer

Instructions for Students

Please read the following instructions carefully

 This assessment is to be completed according to the instructions given by your assessor.

 Students are allowed to take this assessment home.
 Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with
feedback on your work within 2 weeks of the assessment due date.

 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given
another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
 If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment and re-enrolment policy for more information.
 Please provide required references of the sources, if you use any information from any sources (such as: learner book, power point and
online resources) to answer the assessment questions and make the required changes to justify that it is your own work.

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BSBHRM501 Assessment
Version 1.0 01/18
Re-submission opportunities
Please read the following instructions carefully

 Students will be provided feedback on their performance by their Assessor. The feedback will indicate if you have satisfactorily addressed
the requirements of each part of this task.

 If any parts of the task are not satisfactorily completed your assessor will explain why and provide you written feedback along with
guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt/ s will be arranged at a later time
and date.
 Students have the right to appeal the outcome of assessment decisions if they feel they have been dealt with unfairly or have other
appropriate grounds for an appeal.

 Students are encouraged to consult with their assessor prior to attempting this task if they do not understand any part of this task or if they
have any learning issues or needs that may hinder them when attempting any part of the assessment.

 Please see Student Assessment, Reassessment and Repeating Unit of Competency Guidelines v1.1 for more detail.

BSBHRM501 Assessment
Version 1.0 01/18 Page 2
Assessment Task 1: Human resources requirements project

Task summary
For this assessment task, you are required to determine human resources strategies for Boutique Build Australia by
reviewing the company’s strategic plan in order to determine its goals and objectives and resulting human resources
needs.
You are then required to meet with Senior Managers to discuss the briefing paper that you prepared and seek feedback on
it.

Assessment Task 1 Instructions

Carefully read the following:

Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and
build of high-quality designer homes for the Sydney metropolitan and surrounding areas. The company has been
operational for seven years.
The company employs the following staff:
Managing Director, Marketing and Sales Manager, Sales Consultants (4), Office Manager, Human Resources Manager,
Human Resources Assistant, Construction Manager, Site Manager (2), Production Draftsperson (2), 6 Carpenters and a
range of contract staff, including plumbers, electricians, tilers, painters and plasterers.
The workforce is predominantly male, with the only three females employed (the Office Manager and the two Human
Resources positions). As indicated in the Strategic Plan, the company wishes to increase the number of women in its
workforce.
Another current staff issue for the company is that, while the use of contractors (such as tilers, painters and plasterers)
reduces the company’s ongoing staff overheads, at times it is difficult to ensure that all the required contractors are
available to work on the company’s projects.
The company’s vision, as stated in its Strategic Plan, is to be the best boutique home builder in Australia. Its
values are listed as quality, innovation, leadership, respect and honesty and reliability.
As the Human Resources Manager for the company, you have been tasked by the General Manager as part of the
ongoing continuous improvement of the company to review and report on human resources services.

Complete the following activities:

1. Send an email to the Managing Director, Marketing and Sales Manager, Office Manager and
Construction Manager staff (your assessor).
It should invite them to attend a meeting to discuss their human resources needs and strategies. Your
invitation should indicate the date, time and duration (at least 30 minutes) of the meeting, as well as its
purpose. Include a request to managers to consider their human resources needs, so that these can be
discussed at the meeting. Advise managers that they should consider a range
 of areas as part of human resources needs, for example, workforce planning, recruitment strategies,
professional development and so on.

Question 1

Dear assessor,
I would like to invite you for a face to face meeting to discuss the following content.
 Discuss improvement on workforce planning which includes analysing, forecasting and planning workforce
supply and demand.
 Assessing gaps gender diversity in our workplace.
 Develop recruitment strategies to hire the right new blood.
 Identified workforce problems faced and develop solutions.

The meeting will be take place on the 15 th of March 2016, starts from 9am and ends at 11pm. It will be held at the
Boutique Build Australia conference room. Please confirm whether you will be able to attend the meeting by 10 th of
March 2016. I have enclosed additional documents which provide some background information on. An agenda will
also be sent to you shortly. I will be looking forward to hearing from you.

Kind regards,

Ren
Human Resources Manager

2. Research and develop a briefing report

Review the scenario information and the company’s Strategic and Operational Plan. Then
conduct research and develop a briefing report that addresses:
It should address the following:
 An analysis of the company’s strategic priorities and their relationship to human resources.
 A PESTLE analysis that identifies and analyses external factors that affect or are likely to affect
the human resources requirements of Boutique Build.
 Potential strategies for increasing female representation.

Question 2

Business Report
Company’s strategic priorities
Boutique Build Australia should develop a clear mission statement to express on what the company does. The
company specialize in on-site design consultation and quick turnaround to meet the highest standards of our
customers, and use only the finest woods and artisan craftsmanship. The company should also identify a goal. It
must be operational example if having trouble with consistent profitability, the goal will be improving pricing,
work contract, collection procedures or bank financing. The company should also develop a strategic plan. SWOT
analysis is also a good method for examining a specific topic or goal which includes strengths, weaknesses,
opportunities and threats associated with that goal and the current business situation.  A well written strategic plan
is a great road map to review and make sure by putting all your good ideas into action. Start with the mission
statement, then provide a detailed description of the goal. List the results from the SWOT analysis for that goal and
plan carefully to optimize the positives and reduce or control the negatives.
The relationship between human resources towards the company is consider to be weak as no cross functional team
span across organisational boundaries. It allows employees from different departments to come together, combine
their skills and work towards a common goal. Building such teams allow people from diverse departments who have
never worked together to get to know each other. Moreover, when people with different skills work on a project
together, problem-solving becomes efficient. Which also helps the problem of gender gap in our workforce.

PESTLE Analysis
Political Factors:
 Changes in Industry and government legislation affecting construction industry
 Possible adverse effects of government policy formulation
 Government may profound impact on infrastructure regulations which will greatly impact our company
 Changer of government policy, political stability or instability, corruption, foreign trade policy, tax policy,
labour law, environmental law and trade restrictions. 
Economic Factors:
 High level of competition in the same industry
 Predicted uncertainties in world economy impacting level of demand for housing
 Low price competitors
 Exchange rates greatly effect
 Unemployment rate increase
Social Factors:
 Broaden the market within Australia and determine population trends such as the population growth rate, age
distribution, income distribution, career attitudes, safety emphasis, health consciousness, lifestyle attitudes
and cultural barriers.
 Boutique Build Australia has to communicate its image and create a brand name so that people can associate
with us as something that connects the together.
Technological Factors:
 Boutique Build Australia can focus on social media
 The social media explosion has allowed for increasingly interactive engagement with the consumers with real
time results
 Stay ahead of all the developments that take place with keeping in view how the youth of today utilizes
technology for their benefit
 Reach clients in order to keep on increasing brand recall and brand engagement
Legal Factors:
 Consider professional liability coverage issues and applicable standard of care. Discuss coverage scope with
your designers and their risk management representatives
 Consider engaging a qualified consultant on cost control and determine potential overruns
 Address the negative consequences of the economic loss rule in the law of jurisdiction during the contract
drafting stage.
Environmental Factors:
 Environmental considerations and energy efficiency should be part of building design and purchasing criteria.
 Balance appropriately with product safety, price, performance and availability
 Energy efficiency and environmental performance should be evaluated using a systems approach
 Any process for establishing “sustainable” building/product criteria should be  transparent and open to all
stakeholders

Potential strategies for increasing female representation:

 Put women in leadership positions

We should give the opportunity to more females. It’s well documented that diverse leadership
teams are more successful, so we are being serious about growing our business and recruiting
talented women must ensure that our leadership team includes strong female leaders.

 Be Vigilant about excising sexism from the workplace

 We should documented policies against discrimination and sexual harassment in the workforce.
Create a culture that truly embraces equality. Leadership and management must excise sexism
in all forms from the workplace. Educate employees about unconscious biases and benevolent
sexism.

 Offer paternity leave

Offer a generous paternity leave policy is a very effective way to demonstrate a commitment to
women and working families. Implementing paternity leave shows that an employer is willing
to go above and beyond to promote equality and inclusion.

3. Meet with the Boutique Build Australia Management and contractors.

Introduce the meeting by discussing the purpose of the meeting, as well as providing all attendees with
the briefing paper.

Review the briefing paper with the managers and seek feedback on both your report and
managers’ human resources needs.

Your assessor and fellow students will be roleplaying the staff invited and will give you specific feedback
about their human resources needs.

Listen carefully to the feedback provided and ask questions to explore issues further and to confirm
information.

Demonstrate effective communication skills, including:

 speaking clearly and concisely
 asking questions
 active listening.

Facilitate the discussion such that some concrete recommendations for human resources requirements are
discussed and agreed upon.

Question 3

Briefing Note
Purpose:
 Discuss improvement on workforce planning which includes analysing, forecasting and planning workforce
supply and demand.
 Assessing gaps gender diversity in our workplace.
 Develop recruitment strategies to hire the right new blood.
 Identified workforce problems faced and develop solutions.
Background:
Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and
build of high-quality designer homes for the Sydney metropolitan and surrounding areas. The company has been
operational for seven years. The company’s vision, as stated in its Strategic Plan, is to be the best boutique home
builder in Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability.
Current Situation:
The workforce is predominantly male, with the only three females employed (the Office Manager and the two Human
Resources positions). As indicated in the Strategic Plan, the company wishes to increase the number of women in its
workforce. The second current staff issue for the company is that, while the use of contractors (such as tilers, painters
and plasterers) reduces the company’s ongoing staff overheads, at times it is difficult to ensure that all the required
contractors are available to work on the company’s projects.
 4. Develop a 12-month Human Resources Action Plan
Draw on your research and analysis as documented in your briefing paper, as well as the outcomes of
the meeting.

Your action plan should include clear strategies and actions based on agreed human resources requirements, as
well as roles and responsibilities and timelines.

Use the Action Plan Template to guide your work.

Question 4

Human Resources Action Plan

Strategies Actions Priority Time Responsibility Performance

(what) (how) (L/M/H) frames (who) Indicators
(when)
Improve Establish regular meetings Conduct weekly Q2 2021 Human Increased
communication with the members and monthly resource employee
department and HR meetings and manager communication
representatives conduct cross and satisfaction
Tailor all functional Q3 2021 measured by
communications to specific communication surveys
stakeholders
Launch the HR Business Q3 2021
Partner (HRBP) model for
each department to serve as a
point-of-contact
Develop written Information about warranties Communicate Q1 2021 Site manager, Site craftmans
contract to covering materials and with craftsman Managing in place
contractors workmanship and discuss director
A written statement of about the Q1 2021
 company right to cancel the agreement
contract if one signed it at a
location other than the
seller’s permanent place of
business
Develop the payment Q1 2021
schedule for the contractor,
subcontractors, and suppliers
Keep a log or journal of all Q3 2021
phone calls, conversations,
and activities
Don’t make the final Q4 2021
payment or sign an affidavit
of final release until
company is satisfied by the
work made
Create effective Conduct mentorship, Develop and Q2 2021 Human Number of
gender diversity coaching, and sponsorship implement resource females in
action plans Hire more female in the strategies for Q2 2021 manager company
workplace increasing increased by at
number of least 30%
Create effective gender women in the Q3 2021
diversity programs workplace
Following up, monitoring Q4 2021
and measuring progress

5. Send an email to the Managing Director (your assessor).

The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
 It should introduce and summarise the contents of the attachment and seek their feedback on it. Attach the first
draft of your action plan to the email.
Your assessor will provide you with feedback on your action plan.

Question 5
Dear assessor,
I would like to request permission to approve the 12-month Human Resources Action Plan that has been designed for
improving human resource communication towards the company, the contractor issue and the gap gender towards the
workforce. Below is the Human Resource action plan mention:

Strategies Actions Priority Time Responsibility Performance

(what) (how) (L/M/H) frames (who) Indicators
(when)
Improve Establish regular meetings Conduct weekly Q2 2021 Human Increased
communication with the members and monthly resource employee
department and HR meetings and manager communication
representatives conduct cross and satisfaction
Tailor all functional Q3 2021 measured by
communications to specific communication surveys
stakeholders
Launch the HR Business Q3 2021
Partner (HRBP) model for
each department to serve as a
point-of-contact
Develop written Information about warranties Communicate Q1 2021 Site manager, Site craftmans
contract to covering materials and with craftsman Managing in place
contractors workmanship and discuss director
A written statement of about the Q1 2021
company right to cancel the agreement
contract if one signed it at a
location other than the
seller’s permanent place of
business
Develop the payment Q1 2021
schedule for the contractor,
subcontractors, and suppliers
Keep a log or journal of all Q3 2021
phone calls, conversations,
and activities
Don’t make the final Q4 2021
payment or sign an affidavit
of final release until
company is satisfied by the
work made
Create effective Conduct mentorship, Develop and Q2 2021 Human Number of
gender diversity coaching, and sponsorship implement resource females in
action plans Hire more female in the strategies for Q2 2021 manager company
workplace increasing increased by at
number of least 30%
Create effective gender women in the Q3 2021
diversity programs
 Following up, monitoring workplace Q4 2021
and measuring progress

I’d love to receive your feedback on how the action plan is designed in your opinion. Please don’t hesitate to contact
me. I will be looking forward to hearing from you.

Kind regards,

Ren
Human Resources Manager

6. Update your action plan based on the feedback provided.

Strategies Actions Priority Time Responsibility Performance

(what) (how) (L/M/H) frames (who) Indicators
(when)
Increase HR Develop HR Staffing plan Update and Q1 2021 Human Vacancy posting
capability through as part of workforce report once a resource for 2 HR
additional hiring planning week manager professionals
and development Develop existing Q2 2021 will be filled by
of existing HR staff capability to secure Q2 2021
staff Q2 2021
skills
Develop written Information about Communicate Q1 2021 Site manager, Site craftmans
contract to warranties covering with craftsman Managing in place
contractors materials and workmanship and discuss director
A written statement of about the Q1 2021
company right to cancel the agreement
contract if one signed it at a
location other than the
seller’s permanent place of
business
Develop the payment Q1 2021
schedule for the contractor,
subcontractors, and
suppliers
Keep a log or journal of all Q3 2021
phone calls, conversations,
and activities
Don’t make the final Q4 2021
payment or sign an
affidavit of final release
until company is satisfied
by the work made
Learning and Develop learning and Enhance Q2 2021 Human Succession
development of development action plan knowledge resource planning
employees for learning and sharing and manager, coverage
development contribute to managing percentage,
Enhance and review in capacity Q3 2021 director employee
house learning and developement attrition rate
 development programs
addressing core
development
Enhance learning Q3 2021
opportunities for staff
through collaborating
knowledge to various
platform
Provide staff guidance and Q4 2021
consultation for further
development and learning

7. Record keeping
Take a screen shot of your folder and files.
The final part of this assessment requires you to demonstrate that you can file your records in an effective and
logical way.
Ensure that you have an overall folder for your work, as well as sub folders if necessary.
All of the documents you have submitted for this assessment task should be correctly named and filed.
The screen shot should show all the folders and documents.
Assessment Task 2: Develop and monitor a service level agreement

Task summary
For this assessment task, you are required to develop a service level agreement for the core human resources function
of recruitment and selection.
You will then be required to monitor the service level agreement provided.

Assessment Task 2 Instructions

Carefully read the following:

The Managing Director of Boutique Build Australia has agreed to the strategies included in the Action Plan, and one of
these strategies is to develop a service level agreement for core Human Resources services. The aim of the Service Level
Agreement is to clearly document the services to be provided by the human resources department, as well as the
performance standards for the provision of the services.

Line Managers are now to be involved in the recruitment process as set out in the company’s new recruitment and
selection policy.

The Service Level Agreement needs to include, as a minimum, roles and responsibilities and specific targets in relation
to:
 Job analysis
 Advertising
 Preparation of documentation
 Interview
 Appointment offers.

The agreement should clearly set out the services that the HR team will provide in relation to the recruitment and
selection, as well as the responsibilities of the line manager and performance standards. The responsibilities of each party
should be documented as brief dot points and be based on the Boutique Building Company recruitment and selection
policy and procedure provided to you by your assessor.

Complete the following activities:

1. Develop a service level agreement

Use the Service Level Agreement Template to guide your work. Your
SLA should, as a minimum, include the following:
 Purpose of the service level agreement
 Responsibilities of Managers (in relation to the SLA inclusions as above)
 Responsibilities of Human Resources Team (in relation to the SLA inclusions as above)
 Monitoring and evaluation arrangements
Carefully read the following:

The Service Level Agreement was eventually agreed to and has been in operation for 3 months. Part of it sets out the
following:

Activity Detail Responsibility SLA target

Advertising On receipt of completion position description HR Team Within 2 days of receipt of
template and approval form, post job position description template
advertisement on relevant advertising forum and approval form

Shortlisting Compile applications for review and forward HR Team Within 1 day of closing date
to line manager of application
Shortlist applications and return to HR Line Manager Within 3 days of receipt of
applications
Candidates Inform successful and unsuccessful HR Manager Within 1 day of receiving
contacted candidates shortlist

There have been 3 new staff recruitments (a sales consultant and two carpenters) in the last 3 months. Sales

Consultant position
 Position description received by HR from Marketing and Sales Manager on March 2, 2017.
 Advertisement developed and placed by HR on 4 March 2017 with a closing date of 13 March 2017.
 Applications forwarded to Marketing and Sales Manager on 17 March 2017.
 Shortlisted applications received by HR on 23 March 2017.
 Successful and unsuccessful candidates contacted on 25 March 2017.

Carpenter position 1
 Position description received by HR from Marketing and Sales Manager on 12 March 2017.
 Advertisement developed and placed by HR on 15 March 2015 with a closing date of 24 March 2017.
 Applications forwarded to Construction Manager on 27 March 2017.
 Shortlisted applications received by HR on 7 April 2017.
 Successful and unsuccessful candidates contacted on 8 April 2017.

Feedback received from Construction Manager that shortlisting delayed because of Easter. Carpenter position

2
 Position description received by HR from Marketing and Sales Manager on 4 May 2017.
 Advertisement developed and placed by HR on 6 May 2015 with a closing date of 15 May 2017.
  Applications forwarded to Construction Manager on 17 May 2017.

Question 1

Human Resources Service Level Agreement

Overview
The purpose of the Service Level Agreement is to outline the key service delivery standards agreed with all parties
involved. This Agreement sets out:
 The overall level of service the HR department provided
 The service standards the HR department aims to achieve
 A mechanism for resolving any problems relating to the delivery of the service

Service Specifications
 Representative of Boutique Build Australia
 Service Departments
 External stakeholders
 All staff

Performance Standards

Performance standards include:

The human resources team will ensure that all activities associated with recruitment are actioned in the following
timelines.

Activity Detail Responsibility of Responsibility of SLA target

Managers Human Resources Team

Job analysis Create a list of details of Provide information Arrange the right details Provide description
job description to the on the requirements to the right job role and template and
specific job role. for the job role obtain approve by the approval
manager form within 10 days
Advertising Post job advertisement Confirm the final draft Publish job vacancy and Post of job vacancy
on relevant and approve to publish check incoming request is published for 2
advertising forum or job vacancy to the from the public months starting
online media public from the date
posted
Preparation of Compile applications for Review and select the Contact the selected Within 3 days of
documentation review and favourable candidates candidates receipt of
forward to department applications
manager
Interview Face to face interview Select the right Contact and inform Within 7 days of
and evaluate the candidates with the successful and interview and
candidate right position job role unsuccessful shortlisting
candidates
Appointment Send appointment letters Contact the successful Ensure that successful Within 3 days after
offers to successful candidates candidates and build candidates signed their announcing their
and require them to sign first impressions offer letters success in the
and approve interview
Complete the following activities:

2. Write short (two or three paragraphs) memos to the managers who have not achieved their targets.
Analyse the information above to see if the required targets have been achieved by each of the Managers.
Create a new Word document for each memo, naming and filing it correctly.

Each of the memos you send should restate the target in the service level agreement and clearly explain
which targets have not been met and the variances between actual performance and required performance.
You should also explain your intended actions to ensure targets are met and seek feedback as to the
Manager’s experience of the achievability of the targets and whether there needs to be any role
adjustment.

Offer to arrange training support if required.

Question 2

Memo to sales consultant

According to last year’s KPI, there was a 38% discrepancy between budgeted and actual sales. You are responsible
for the whole sales department and you were unable to meet the targets. The productivity of the department has
declined by 25% over the past year. The company has greatly suffered in terms of sales revenue and the profits have
decrease as well.

You have been our employee for 3 years and your performance was always excellent. However, since you been
raised as the head of the sales department, you and the department’s performance has downgrade the acceptable
standards. This makes us doubtful about your managerial skills.

If the poor performance would continue, it might result in your demotion or permanent termination. This letter will
be kept in your employee file and will be used for your future evaluation.

We hope to see improved performance and better results. Let us know if we can help in any way to help you in
improving your performance.

Memo to carpenter
According to last year’s KPI, there was a decrease of 40% of output KPI, which measure the financial and non-
financial results of business activities. The number of customers had decreased 40% over 2 the past 2 years. The
process KPI is also measure as inefficient, the days that needed to be delivers to clients had been increase to 10
days. The company has greatly suffered in terms of customer loyalty and the profits have decrease as well.

At the time of joining, it was clearly mentioned that we are construction oriented company and are in need of
people who are self-driven, go-getter and believe in delivering results. You assured to perform well. In the four
month probation period, there was no contribution from your side to the company; still the company extended your
probation period for another 6 months. But the management has noticed that the time given was just waste of
time. There were no serious efforts made on your behalf to improve the performance.

It is the reminder to focus on your work performance in the coming two months after which a final decision to
retain you with the company or not will be taken by the upper management. If you have any problems then feel
free to discuss with the company. A one to one training will be provided to you as well to ensure the quality of your
performance and work.
3. Record keeping
Take a screen shot of your folder and files.
The final part of this assessment requires you to demonstrate that you can file all of your records in a
logical structure.
Ensure that you have an overall folder for your work, as well as sub folders if necessary.
All of the documents you have submitted for this assessment task should be correctly named and filed.
The screen shot should show all the folders and documents.

.
 Assessment Task 3: Human Resources Survey

Task summary
For this assessment task, you are required to prepare for, and conduct, a meeting with staff about potential work-life
balance programs.

Assessment Task 3 Instructions

Carefully read the following:

One of strategies included in the 12-month human resources services action plan is to implement a work-life balance policy
and procedures for Boutique Build Australia. Currently, there are no specific arrangements in place, and you have been
asked to survey staff about this. You decide to do this by conducting a meeting with staff.

Complete the following activities:

1. Write a short (one-page) report on potential work-life balance strategies

Use the internet to research strategies that have worked for similar businesses.

Your report should include:

 The benefits of work-life balance programs
 Use of work-life balance programs in Australian companies
 Examples of work-life balance strategies – research at least 5 of these

Question 1

A good work-life balance can enable staff to feel more in control of their working life and lead to productivity
increase as having the right mood and attitude will effect a person’s productivity. Next, staff will feel valued from the
company and they will care more towards their personal and family friend life. More engaged staff will also be
produced as they are in a happier and less stressed workforce. The mental health and well-being of employees will
also be improve. Greater loyalty staff and more commitment by them when they are being motivated by the working
environment. Which also makes staff less likely to leave.

The benefits of a work-life balance initiative are not confined to just the workforce. Work-life policies and flexible
working practices can also benefit companies too as it can decrease the absence percentage of staff and also sickness
and stress. It also increase competitiveness and productivity if the company. Having the right attitude at a positive
workforce boost staff morale and improve customer services. Balance work force also helps company react to change
the market conditions more effectively and meet customer demands through flexibility. For example, shift work, part-
time work and flexitime can open longer without making employees work longer hours. Another important benefit is
that it decrease turnover rate and minimize recruitment cost. People and the public will also recognise the company
that people want to work for and therefore helps to attract top talent people.

Many Australian companies enforce work-life balance programs. A range of flexible policies are develop to help
people balance their work and personal lives. With flexible working hours, job share arrangements, the ability to purchase
additional annual leave, and the option to work from home, companies recognises the work should fit around employee’s life.
Australian company like Tickmaster have a great reputation for taking care of staff. They offer incentives that having no
absence dates, like raffle prizes, free lunches, and extra days off, as well as perks like free and discounted tickets. Working at
big companies can be hectic and intense, but companies have to know how to appreciate employee’s hard work. Other
companies also offer attractive packages that retain talented and dedicated workers which include training and education
programs. They promote healthier lifestyles for employees and ensure they are fell recognised and rewarded. Wellness
Strategy encompasses physical, emotional and financial wellness, and encourages holistic health for all employees and their
family members.
A great example of work life strategies is by Google. Google foster a healthy work environment by offers its employee free
meals, napping pods, gym memberships, games rooms and more. Now they’ve even gone as far as to create Mountain
View, a state-of-the-art California base that includes an outdoor amphitheatre, giant solar tent work space, and native
woods in which to immerse employees. Another example is create flexible policies like Suncorp. It enable employees to
access flexible work arrangements such as part-time, job-share, career breaks and return to work schemes, they also allow
for working at home should it be required. The third example is to engage with the community. Employees would have to
feel connected towards the community by sponsoring local charity to the homeless or orphanage like fast food chain
company KFC. Employees will feel more connected and spread kindness to the public. Another example is train managers to
look for problems such as burnouts and overwork. Manager are leaders that is best positioned to help employees to
improve their work-life balance. Improving manager coaching skills and allow managers to offer specific benefits to
employees who are struggling. The last example is create flexible leave policies. Companies nowadays have changed their
leaving policy. Instead of offering specific amount of sick and vacation day, they combined them into paid time off (PTO).
This initiate employees truly value and they don’t feel they have to account for how they use their time off.

2. Conduct a staff meeting.

Your assessor will select five of your fellow students to roleplay Boutique Build staff members. Your
assessor and students who are role-playing the staff invited and will give you specific feedback on their
ideas on work-life balance.
Take notes during the meeting, as you will be required to write up the meeting minutes afterwards.

At the meeting, you will need to:

 Begin by discussing the purpose of the meeting
 Share your research findings with the team
 Seek feedback on your research findings
 Ask for the team’s ideas on the suitability of work-life balance programs for the organisation
 Ask for the team’s ideas on specific programs that could be introduced.
 Listen carefully to the feedback provided
 Ask questions to explore issues further and to confirm information.
 Before the end of the meeting, you should reach agreement on realistic options for the company.

You will be assessed on your use of effective communication skills, including:

 Speaking clearly and concisely
 Using effective non-verbal communication skills to encourage audience interest
 Responding to questions
 Asking questions to seek feedback
 Use of active listening techniques to confirm and clarify understanding.

Carefully read the following:

Boutique Build Australia’s Code of Conduct includes the following guidelines for personal and professional behaviour:

In the performance of their duties, staff members are to:

 Treat customers and other staff members or contractors with courtesy and sensitivity to their rights
 Comply with any relevant legislative, industrial or administrative requirements, and all company rules, policies
and procedures
 Avoid undertaking any activity that could potentially compromise the performance of their duties.

It has been recently come to your attention that one of the carpenters has been uploading photos on his Facebook page
showing photos of jobs completed by other carpenters that he feels are not good and making offensive comments.

The company does not currently have a social media policy or guidelines.
As the Human Resources Manager, you are required to immediately address this situation.

Question 2

The purpose of this meeting is to:

 Make decisions that have been made from the last meeting.
 Planning on future steps
 Identification and tracking of action items

Date: 1 September 2017

Time: 9.00am
Place: Boutique Build Australia meeting room
Facilitator, Secretary, Executive Director, Board Member, Human Resource
Attendees:
Manager, Finance advisor, Purchasing Manager
Apologies: Marketing Manager
 Item Description
1 Present and apologies
Review of previous meeting (if applicable – delete if not)
Action/resolution Who Status
Launch the HR Business Partner (HRBP)
Head of each
model for each department to serve as a department
Done
point-of-contact
Human
Develop the payment schedule to
Resource Done
contract carpenters executive
2
Human
Recruit 3 female employees during
Resource Done
second quarter of the year department
Human
Organize team building Resource Done
department
One to one training session to
Consultant Done
underperformance employees
Budget Committee Report: The budget for 2017 has been finalized and was
distributed by Sarah, who led the committee. She ran through an itemized list of
3 the line items, with board members asking questions periodically. The main
change from 2017’s budget was an increased marketing spend. The motion to
accept the revised budget was seconded and passed.
New Wood Research: Zac explained the result of the research he has been
doing into the new brand of wood that some members have been purchasing.
4 He found out that to buy them in bulk for the company would be too expensive,
and recommend against it. His motion to dismiss this proposal was seconded
and passed.

Marketing Plan for new product: Deferred to next meeting as Marketing

5 Manager was not in attendance.

Next meeting
Time: 15 October 2017
6
Date: 9.00am
Place: Boutique Build Australia meeting room
7 Meeting close

Minute taker: Sarah, Facilitator

Signed:
Name:
Date: 1 September 2017

3. Develop social media guidelines for the company

 Use the internet to see what guidelines other companies have established and develop guidelines that are
relevant for Boutique Build Australia.
They should, at a minimum, include:
 The purpose of the guidelines
 A definition of social media
 Scope of the guidelines
 What may be considered a breach of the policy
 Social media good practice

Question 3
The purpose of the social media guidelines are:

 To encourage employees to follow official accounts

 Share company’s social media strategy
 Empower employees to engage positively
 Educate on social media best practices
 Protect employees from social harassment
 Safeguard from cyber security risks
 Boost brand’s reputation on social media

Social media is any digital tool that allows users to quickly create and share content with the public. Social media
encompasses a wide range of websites and apps. Some, like Facebook,Twitter, specialize in sharing links and short
written messages. Others, like Instagram and TikTok, are built to optimize the sharing of photos and videos.
Social media guidelines
 Protect confidential content
Ensure employee are always aware of confidentiality when it comes to company and customer related information.
As these information are important as once it leaks out to the wrong hands, hacking of data might happen and it will
affect the company. Always to avoid sharing confidential info at a networking event.
 Monitoring employee about sharing information
Ensure employees know not to disclose financial or legal information around customers or clients. Be clear about the
boundaries of what they should and shouldn't be sharing. Remind them of their contractual obligations to the business
when they became an employee and just emphasise that social media is no different to what they're already doing.
 Social Etiquette
Many organizations will have a code of conduct in place. When employees sign the contract to join the company, a
code of conduct is often used to inform employees on how the company expects them to behave. Remind employees
that the code of conduct is also relevant to online activity.
 Building a helpful community in the workplace
Encourage employees to think about their audience and serve their audience. Building a community by adding value
and encouraging their community members to engage is the right kind of usage for social media. No-one wants to
convert employees into marketing megaphones. Teach them to learn and share.
 Avoid respond competitor posting negative reviews
If employees see a negative comment about the company, they should be directed to inform the social media manager
immediately, instead of responding themselves. Flame wars, would occur whether propagated by the company or by
its employees. Responding in a defensive way only gives more fuel to the flame war fire and often backfires to make
the complainant look justified.
 Share company news, event and stories
Company news and events should spread around to encourage audiences to grow. HR leaders should be leveraging
every employee as a source for sharing content and raising awareness and engagement on all social channels. Sharing
suggested social media posts around large announcements helps employees to know the types of things to say. The
easier you can make social sharing for your employees, the better results you ultimately get from the efforts.

In employment contracts, breach of policy should be treated with the utmost importance.
What may be considered a breach of the policy:
 Ensure that any and all policies are brought to the attention of employees by making reference in the contract
of employment and or letter of appointment
 Explain the detail of any and all policies in the induction process
 Retain records
 Confirm declarations from employees for significant policies
 Consistently enforce the policies where breaches occur

Social media good practice

 Encourage employees to learn everything they can about the audience

 Research the demographics as it helps to determine which networks to use
 Create a social media strategy, summarizing what do achieve on social media
 Set goals and create social media KPI to track progress
 Recognize who are the competitors and evaluate them
 Responds to all comments whether it is positive or negative
Assessment Tasks Checklist
Student’s name: Jun Ren Ng

Completed
Did the student: successfully Comments
Yes No
Task 1
Develop a briefing report that documents relevant human
resources requirements based on an analysis of strategic business
plan and operational priorities, as well as the external business
environment?
Conduct research to identify strategies to increase female
representation in the workplace?
Recommend options for the delivery of human resources services
based on review of strategic business plan and research on the
external environment?
At the meeting, discuss human resources requirements with
managers and consult with managers to identify their human
resources needs, including reviewing the briefing paper with the
managers and seeking feedback on the
report and managers’ human resources needs?
At the meeting, demonstrate effective communication skills,
including speaking clearly and concisely and asking questions
and active listening?
At the meeting, facilitate the discussion to discuss and agree on
concrete recommendations for human resources requirements?

Following the meeting, develop a 12-month human resources

action plan that draws on the research and analysis conducted,
as documented in the briefing paper, as well as the outcomes of
the meeting?
Submit an action plan that includes clear strategies and actions
based on agreed human resources requirements, as well as roles
and responsibilities and timelines?
Update action plan based on feedback provided?
Correctly name all files and save them in an appropriately named
folder?
 Task 2
Submit a Service Level Agreement that includes as a minimum
roles and responsibilities and specific targets in relation to:
 Job analysis
 Advertising
 Preparation of documentation
 Interview
 Appointment offers?

Submit a Service Level Agreement that includes:

 Purpose of the service level agreement
 Responsibilities of Managers in relation to SLA
inclusions
 Responsibilities of Human Resources Team in
relation to SLA inclusions
 Monitoring and evaluation arrangements?

Email the service level agreement to the Managing Director and

all other senior and line managers seeking feedback and
approval?

In the email identify:

 how the service level agreement will be monitored?
 document a 12-month program of training for
managers?
Correctly name all files and save them in an appropriately named
folder?
Take action to ensure that service level agreements are kept to,
and underperformance is managed?
Task 3
Consult with managers to seek feedback on the introduction of
work-life balance programs?
At the meeting, beginning by discussing the purpose of the
meeting, and sharing research findings with the team?
At the meeting, seek feedback on research findings, as well as
the team’s support of and ideas on work-life balance programs
that could be introduced?
At the meeting, facilitate the discussion and reach agreement on
realistic options for the company?
Within 3 days of the meeting, provide minutes of the meeting
that include the date, time and attendees as well as an accurate
record of the key points discussed and the agreed outcomes?

Obtain approval to vary existing arrangements by implementing

work-life balance programs?

Manage an unethical behaviour incident?

Develop social media guidelines which are no more than 2 pages
long and clearly spell out the company’s expectations?

Manage unethical behaviour incident and ensure required conduct

of all staff
Task Outcome: Satisfactory  Not Satisfactory 

Assessor Name:

Assessor Signature:

Date: