BSBDIV501 Student Assessment Tasks

Darwin Institute of Technology
RTO Code 41128 | CRICOS Code 03609J
Student Assessment Tasks
BSBDIV501 Manage diversity in the workplace
Student ID: DIT220009
Name: MOHAMMED ATEEQ UR REHMAN
………………………………………………………
BSBWRT301 Write simple documents Student Assessment Tasks
Contents
Assessment information 2
Assessment instructions 3
Student assessment agreement 6
Assessment Task 1 Cover Sheet 7
Assessment Task 1: Briefing Report 8
Task summary 8
Assessment Task 1 Checklist 11
Assessment Task 2: Develop a training manual 14
Task summary 14
Assessment Task 3: Undertake Staff Training 20
Task summary 20
Final results record 26
© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment information
The assessment tasks for BSBDIV501 Manage diversity in the workplace are included in this Student Assessment Tasks
booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment plan
Assessment Task Overview
You must, in the role of the Recruitment Manager

of Blue Healer Resort, review documentation and
1. Briefing Report
develop a briefing report for the CEO and make
changes based on feedback.
You must develop a training manual for staff to

2. Develop a Training Manual assist with the implementation of the workplace
diversity program; Set for Skilling.
You must design and implement a training session

for staff to assist with the implementation of the
3. Undertake Staff Training workplace diversity program; Set for Skilling and
then develop an external communication based on
feedback.
Assessment preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for clarification if you have any
questions.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment Agreement. Fill it out, sign it
and hand it to your assessor, who will countersign it and keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your RTO’s assessment appeals
process.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with unfairly or have other
appropriate grounds for an appeal.

Assessment instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet

This must be filled out, signed and submitted with your assessment responses.
If you are submitting hardcopy, the Assessment Task Cover Sheet should be the first page of each task’s submission.
If you are submitting electronically, print out the Assessment Task Cover Sheet, fill it out, sign it and then scan and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which will be satisfactory (S) or
unsatisfactory (U). If your work has been assessed as being not satisfactory, your assessor will include written feedback on the
Assessment Task Cover Sheet giving reasons why. Your assessor will also discuss this verbally with you and provide advice on
reassessment opportunities as per your RTO’s reassessment policy.
Depending on the task, this may include
 resubmitting incorrect answers to questions (such as written questions and case studies)
 resubmitting part or all of a project, depending on how the error impacts on the total outcome of the task
 redoing a role play after being provided with appropriate feedback about your performance
 being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily completed the first time,
after being provided with appropriate feedback.
Assessment task information

This gives you:
 a summary of the assessment task
 information on the resources to be used
 submission requirements
 resubmission opportunities if required.
Assessment task instructions

This includes questions you will need to answer or tasks that you need to complete.
Your answers must be typed using software as indicated in the assessment task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment task submission.
Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the information as indicated in the section called
‘Naming electronic documents’ (see below).

Naming electronic documents

It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
 Course identification code
 Assessment Task number
 Document title (if appropriate)
 Student name
 Date it was created
For example, BSBDIV501 AT3 Training Manual Joan Smith 20/10/20
Icons
Icons are used in task instructions to indicate three of the common stages within the task.
This icon indicates that you will need to meet with your assessor (and possibly other
students) to complete a meeting or role play.
This icon indicates that you will need to demonstration your competency in
communicating via email or sending documents via email.
This icon indicates that you will need to submit an item of evidence.
This icon indicates all other stages during the task, which may include research,
developing documents, brainstorming ideas and so on.
Additional resources
You will be provided with the following resources before you begin each assessment task.
Assessment Task 1:
 Blue Healer Resort Set for Skilling Program document
 Dispute Resolution Policy and Procedures
 Briefing Report Template
Assessment Task 2
Assessment Task 3

 Session Plan template
Checklist
This will be used by your assessor to mark your assessment. Read through this checklist as part of your preparation before
beginning the assessment task. It will give you a good idea of what your assessor will be looking for when marking your responses
or observing your performance.

Student assessment agreement

Make sure you read through the assessments in this booklet before you fill out and sign the agreement below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit?  Yes  No
Do you understand the requirements of the assessments for this unit?  Yes  No
Do you agree to the way in which you are being assessed  Yes  No
Do you have any specific needs that should be considered  Yes  No
If so, explain these in the space below.
Do you understand your rights to reassessment?  Yes  No

Do you understand your right to appeal the decisions made in an  Yes  No
assessment?
Student name MOHAMMED ATEEQ UR REHMAN
Student ID number DIT220009
Student signature
Date 07/05/2022
Assessor name Morshedul Islam
Assessor signature

Date

Assessment Task 1 Cover Sheet

Student declaration
To be filled out and submitted with assessment responses
 I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded with any other
student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against me according to the
process explained to me.
 I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name MOHAMMED ATEEQ UR REHMAN
Student ID number DIT220009
Student signature
Date 07/05/2022
Assessor declaration
 I hereby certify that this student has been assessed by me and that the assessment has been carried out according to the
required assessment procedures.
Assessor name Morshedul Islam
Assessor signature
Date
Assessment outcome S NS DNS Resubmission Y N
Feedback
Student result response

 My performance in this assessment task has been discussed and explained to me.
 I would like to appeal this assessment decision.
Student signature

Date 07/05/2022
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

Assessment Task 1: Briefing Report
Task summary
This assessment task requires you, in the role of the Recruitment Manager of Blue Healer Resort, to review documentation and
develop a briefing report for the CEO and make changes based on feedback.
This assessment is to be completed in the simulated work environment in the RTO.
Required
 Access to textbooks and other learning materials
 Computer with Microsoft Office and internet access
 Blue Healer Resort Set for Skilling Program Documents
 Briefing Report template
Timing
Your assessor will advise you of the due date of this assessment.
Submit
 Draft of an email with Briefing Report attached
 Draft of an email with updated Diversity Policy attached
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment
criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate
competence.
Resubmission opportunities
You will be provided feedback on your performance by the 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, the assessor will explain why, and provide you with written feedback along
with guidance on what you must undertake to demonstrate satisfactory performance. Reassessment attempt(s) will be arranged at
a later time and date.

You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other
appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you
have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 1 Instructions as provided to students
Carefully read the following scenario
Blue Healer Resort is a resort with 25 staff in a range of diverse roles. Located in
one office, based in Sydney, there are a variety of different teams within the office.
The Staffing roles within each of the teams have a range of different skill sets that
required to run the business, ranging from senior management staff to entry-level
staff.
The company is in a period of expansion and needs to ensure that it can access a
sufficient number of qualified staff. Over the last 12 months, the company has found
it challenging to attain and maintain adequately trained staff. As a result, the CEO
has decided to address this by rolling out a 'Set for Skilling' program.
The CEO hopes that this program will help increase staff retention and reap all the
benefits of a highly skilled, diverse workplace.
The success of the Set for Skilling Program relies on your ability to work as a
Recruitment Manager managing the program implementation. A vital part of the
implement is your ability to educate the staff on the Blue Healer Resort diversity
policy in the roll out of the Set for Skilling Program.
1. Review documents
Access and review the Blue Healer Resort Set for Skilling Program Documents in
your student resource folder and locate and review the diversity policy for Blue
Healer Resort from within the documents and familiarise yourself with the Dispute
Resolution Policy and associated procedures.
Critically review the diversity policy and determine if it is suitable or if an update is
required.
Your aim within the review is to ensure that the program is effectively implemented
and that as the backbone of the program it is understood and acted upon by all staff
and to ensure it aligns with the Set for Skilling Program. It needs to include clear
procedures for staff to be able to follow and must include a procedure for ensuring
diversity in selecting and recruiting staff.

Review the legislative requirements that are applicable to the program. Due to the
recruitment changes imposed by the program, the business will now be required to
adhere to legislation in all states, instead of just NSW and the diversity policy also
needs to reflect this

2. Develop a briefing report
Based on your review completed, develop a briefing report for the CEO detailing
your feedback and suggestions for changes to the policy and development of
procedures along with ideas on strategies you plan to take to ensure the Set for
Skilling program is effectively implemented, acted on and understood by the various
program stakeholders, including new and existing staff.
Complete the report using the template provided in your resources folder and make
sure you complete all sections.
3. Prepare a draft of an email to be sent to the CEO (your assessor).
Demonstrate attaching your report to the email.

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 and approval to update the policy.
4. Update the Diversity Policy.
Once you have received feedback from the CEO, make the necessary changes to
the Diversity Policy, write the procedures and submit to the CEO (your assessor)
via email as an attachment.
It should introduce and summarise the contents of the attachment.

1.Legal Compliance Briefing Report of Blue Healer Hotel
Current legislation regarding Hotel and catering:

 Food Act 2006
 Queensland Food Act 2006
Professional standard codes and government regulations:
 Companies registered documents
 Food and health safety
 The contract between two parties
 Payment schedule
Professional standards
In general, all of the employees shall maintain their hygiene within the work premises and
kitchen. The employers shall also respect the professional standard and shall not compromise
with the service or facility they shall provide. In case of compromise in work ethic or facility that
concern work health safety it shall be communicated in a proper fashion
Standards issued by regulatory authorities

 Food safety standards
 Food Standards Australia New Zealand
Various codes of practice

 Microbiological food protection using the required technique and refrigeration
 The food structure, including toxins, waste, chemicals or other substances shall
be managed in a professional manner
 Food details, like labeling, advertising and marketing shall be done for transparency reason
Regulatory information and specialist legal advice
 Risks and consequences of not complying with compliance obligations

 Keep on track with the laws and regulations that are changing
 Make sure that the staffs follow the policies and procedures
 Schedule internal audits
Current legislation and Government regulatory documents
Hospitality industry legislations relate to guests and employees and include legislation on
employee health and safety, labor laws, environmental protection, hygiene, alcohol licensing
regulations, negligence, privacy, and contracts
 Hotel Association of New Zealand Act 1969
This Act created the Hospitality Association, a statutory body to provide assistance to and establish controls
within
the hospitality industry.
 Food Act 2014
From 1 March 2016, all new food businesses must operate under the Food Act. Food safety standards place
obligations on food businesses to produce food that is safe and suitable to eat.
 Sale and Supply of Alcohol Act 2012
The Act was created to ensure the safe and responsible sale, supply, and consumption of alcohol and the
minimization of harm caused by its inappropriate use.
 Key points for business
Key points on the Sale and Supply of Alcohol Act from the Ministry of Justice.
Professional standards
Employees must respect the organization; their colleagues must have a high level of respect for
the customers. Also, the employees must respect the established methods and procedures of the
company, space, and equipment of the company and must carry out all their administrative tasks.
Codes of practice and Standards issued by regulatory authorities

Honesty, integrity, and fair play are important assets in our business. All employees of our
Organisation must ensure that the Organizations’ reputation is elevated by our complete honesty,
loyalty, and ethical action. This Code of Conduct sets out the standards of behavior expected
from the employees, and guidelines to handle different situations.
Regulatory information and business management manuals issued by industry associations

It may include :
 accident and incident reporting
 counseling and discipline
 customer service
 cancellations, refunds, and exchanges
 EEO
 food handling and hygiene

 harassment
 local community protection
 minimal impact practices to reduce negative environmental
 impacts of water, energy, and site use
 responsible service of alcohol
 responsible conduct of gaming
 transport, handling, and storage of food

 waste management
 work health and safety:
 consultation
 emergency evacuation
 hazard identification and risk assessment
 occupational rehabilitation.

Risks and consequences of not complying with compliance obligations:

It may include:
 Legislative action form the government
 The disinterest of work form employee
 Employee and customer health violation
 Closing of hotel
 Loss of reputation and goodwill
Specialist legal advice required to ensure compliance

 compliance consultants
 industry associations
 lawyers
 local, state, territory, or commonwealth government
 departments or regulatory agencies.
Requirements
For each law, code, standard, and licensing requirement listed above, fill out the following
table:
2.Develop policies and procedures
Name of the law, code, standard or licensing requirement

Practices that are prohibited by the law Fair work act 2009
Auditing and inspection regimes needed to Hotel Association of New Zealand Act 1969
ensure compliance
The main consequences of non- compliance mandatory codes of conduct, enshrined in
legislation
Business or occupational licensing and occupational licenses and certification for food
associated compulsory training and certification handlers and food safety supervisors operators of
table games (dealers) within licensed casinos tour
guides operating in certain destinations

Required record keeping and acceptable record financial operations and taxation
keeping mechanisms
Statutory reporting requirements
work health and safety Workers Compensation
workplace relations.
Any business insurance(s) required Insurance licensing
Mandatory codes of conduct enshrined in Hotel Association of New Zealand Act 1969
legislation
Required plans, policies, codes of conduct or Fair Work Act 2009 financial operations food safety
business practices land management local community protection
The rights and responsibilities of employees and consumer protection contracts and unions
employers
Any other actions that must be taken for legal public liability and duty of care Queensland Tourism
compliance Services Act (2003)
The Senior Management Team has discussed your briefing report, and it has been decided
that, to ensure ongoing staff compliance with the obligations you have identified, policies and
procedures need to be developed for a number of areas. These are:
 Workplace health and safety
 Information management
 Customer Service
 Recruitment, induction and termination
 Diversity
 Sustainability
Each policy and relevant procedures should include, as a minimum, the following:
 Relevant laws and licensing obligations
 The roles and responsibilities of personnel directly involved with regulatory
compliance. It is not necessary that tasks are allocated to specific personnel, but there
should be differentiation between managers’ and
employees’ responsibilities.
Use the internet to access, and review, other organisations’ policies and procedures
covering these topics. Use the Policy and Procedures Template to guide your work.
2.Policies and procedures
Blue Healer
Workplace, Health and Safety Policy and Procedures

BSBDIV501 Manage diversity in the workplace | Student Assessment Tasks
Policy
The workplace health and safety policy and procedures illustrates the approach that is proposed by
Blue Healer Restaurant to guarantee a secure and healthy environment for workers , customers,
guests and other stakeholders throughout their engagement in work related activities in the workplace
Compliance with legislation

Via this policy and related process, Blue Healer Company meets the following requirements:
Work, Health and Safety Act 2011
Work, Health and Safety Regulation 2017
Roles and responsibilities
 The roles and responsibilities of the staffs, work health and safety officer includes:
 All workers are responsible for working efficiently, taking good care of their own health and
protection,
 and always taking into account the health and safety of those who may be influenced by their
acts and behaviours.
 Both employees and guests are expected to adhere to Blue Healer's protocols for entering
premises.
 Workers entering the customer's premises must insure that they obey all the customer's WHS
directions.
 As soon as the workers become suspicious of any risks and safety accidents, all workers are
expected to report it to the Health and Safety officer. Instant action will be taken by the
company to react to accidents,
 evaluate risk and monitor dangers where appropriate.
 Workers must promptly report any accidents that occur in the workplace that can affect the
health or safety of an person.
 Records of the occupational accidents, risks and workplace incidents of the company would be
recorded by the health and safety officer accurately at all times.
 Health and safety officer shall monitor all the activities related to the work health and safety
and ensure that all the staffs follow the rules.
Procedures
Procedure title Responsibility

1. Workplace Inspections
Each worksite would be checked at least yearly
by the Health and Safety Representative by
using Health & safety Inspection Checklist.
The trainer will examine distribution sites

whereby training is to take place before starting
delivery to confirm that it is a convenient site.
- The WHS Compliance Registry will report the

results of the inspections.
2. Incident Reporting An Injury Incident report must be filled by the

employees when an injury happens in the
workplace.
The first person attending a workplace

accident can promptly call for help in the event
DIT_BSBDIV501_SAT_V1.0 Page 1 of 50
of injury or danger of injury, requesting

assistance from the health and safety
committee and an ambulance where required.
-Injury Incident Reports can, if necessary, be

used as the basis for an inquiry into the case.
It is also essential to log all accidents on the

Injury Incidents Registry.
-All accidents must be reviewed for
hazards that can contribute to the recurrence of

the incident.
3. Risk Assessment and Hazard Control All workers have a duty to disclose threats in the
workplaces as they are recognized and must be
Identify and report hazards reported using Report for hazard recognition.
Risk Assessment A risk evaluation will be performed for all risks

reported to compute the possibility of someone
Risk Rating being subjected to the danger.
Risk rating matrix is to be determined.
Control risks and dangers
- Hierarchy of Controls chart to identify the
Hierarchy of controls options of hazard control.
Information Management Policy and Procedures

Blue Healer
Information Management Policy and Procedures
Policy
The main aim of the Information Management Policy is to make sure that all Companies activities and
actions are properly registered, handled, maintained or disposed of in a complete and precise manner
and in compliance with the applicable legislation. It will allow the Company to gain accessibility,
business development and enhancement of information.

Via this policy and related process, Blue Healer Restaurant meets the following requirements:
Information Management legislation which includes:
 Privacy Act 1988
 Privacy Regulation 2013
 Freedom of Information Act 1982
 Fair Work Act 2009
 Electronic Transactions Act 1999
Roles and Responsibilities

All the employees have the duties and responsibility to:
 Adhere to the Information Management Policy and Procedures

 Establish detailed and comprehensive documentation of their business operations, containing

records of all decisions and acts taken during the formal course of their business.
 Make sure that all documents are kept in the record management systems of the organization.
 Establish, record and safeguard documents before their approved disposal.
 Ensure that reports are created after the incident or transaction at the moment or as soon as
possible.
 Compliance with corporate document style, layout and document specification requirements,
i.e. specific.
Managers have the responsibility to:

 Make sure that documents are built and managed inside of their segment in a manner that
aligns with the Policy and Procedures on Information Management.
 Make sure that records of corporate value are established and documented in compliance with
the protocols of the Company.
 Make sure that workers adhere with the policy and procedures for record management.
 Ensuring that employees are informed that sensitive information must only be used for
commercial purposes in compliance with the Code of Conduct of the Company.
 Recognize and suggest possible system change and potential problem areas
 Make sure that employees are properly trained in the production and management of records.
Procedures
Recording and Reporting -Under the Telecommunications1979, the

company will fulfil its information storage
obligations, understanding that the
company will depend on the immediate
circle restriction for any related services
given only to individuals who are directly
linked to the activities of the company.
-The CeO will make sure that information

Monitoring, Review and Assurance management is regularly checked and
controlled to assess how well information
management suits the business and the
strategic priorities of the company and its
compliance with laws and regulations.
- Outcomes of the monitoring would be
submitted to the Governance Committee on
Information Technology.
-Blue Heaven's all the ICT policies and
processes will be reviewed annually by the
companies Information Technology
Governance Committee and adequate
consultation will also be ensured.
Customer Service Policy and Procedures
Blue Healer
Customer Service Policy And Procedures Policy
The Customer Service Policy and Procedures describes Blue Healer Restaurants stakeholders, also
showing the approach of the company in delivering sound, moral and quality services. It is designed to
make sure that Blue Healer's staffs respond to the customers in a way that is consistent to the goal of
providing anticipated service quality as promised and also to foster a high level of customer service.

 Privacy Law
 Fair Trading Act
 Customer Service Regulations

Employees must:
 Take all the training given surrounding this policy and stay up to date about any new policies
and procedures.
 Report any disruption of service to the Managers and Human Resources, as applicable.
 Stay aware of any changes undertaken to the policy and the development changes that could
occur.
Procedures

1.Contacting and greeting - Customers must be greeted properly by the
employees so that they can have a
feeling that they are respected
- Our customers need to realize not only

2. Understanding are we getting their message right, but we do
have the right mindset to support.
3. Problem Solving - The positive and strong relationship must

be formed with the customers and the staffs
must work accordingly to fix the
situation.
4. Closing - Courtesy and compassion must be used
to this and affirm that the matter has been
addressed to their satisfaction.
Recruitment, Induction and Termination Policy and Procedure

Blue Healer
Recruitment, Induction and Termination Policy And Procedures Policy

The goal of this policy is to set out standards for recruiting and hiring the employees. In order
to accomplish its corporate strategy, Blue Healers seeks to recruit and hire the most
appropriate person for the role who will respect the ideals, culture and objectives of the
company.

Via this policy and related process, Blue Healer Company meets the following requirements :
 Equality Act 2010
 Employment Rights Act 1996
 Employment Act 2002
 Part time workers regulations 2000

The staff and management of Blue Healers are responsible for the implementation of this policy and
are responsible for engaging in the recruitment, selection, induction and termination procedures.
Managers are given consistent support and guidance in regard to the problems of recruitment and
selection.
Procedures

1. Recruitment A comprehensive job description is
developed before the first position is
posted and open to all candidates until a
vacancy occurs.
2. Induction All new workers will endure a probation
period in which the main roles and
responsibilities will be implemented. An
induction program will be developed that
includes information about the company
and its role.
3. Termination Procedure Any workers who violates the rules and
regulations of the company and conducts
any severe offence shall be terminated
from the work.
Diversity Policy and Procedure
Blue Healer
Diversity Policy and Procedures Policy

The main aim of the Diversity Policy and Procedure is to provide a diverse culture, workforce and a
working atmosphere in which all workers are treated equally, valued and have the ability to contribute
to success of the company while also being given the chance as individuals to realize their full
potential.

 Diversity Act
 Racial Discrimination Act, 1975
 Anti- discrimination law

 Managers are responsible for recognizing their role in fostering diversity, coordinating and
successfully enforcing policies and procedures, and collaborating with workers to incorporate
the concepts of diversity into work practices.
 In compliance with this Diversity Policy, it is the duty of all directors , officers and personnel
to abide with the Diversity Policy of the Company and report violations or
alleged violations.
Procedures

1.Training - In implementing this, managers and workers
will acquire adequate services, training and
support.
-It will be continually revised to reflect changes in

2. Monitoring legislation, trends and department
priorities.
3. Compliance -Any lack of accordance with this Diversity Policy

should be communicated to the appropriate
Manager. Violating this policy may be subjected
to the disciplinary action
including termination.
Sustainability Policy and Procedures
Blue Healer
Sustainability Policy and Procedure
Policy
The aim of this Policy is to provide the basis for communicating the dedication of Blue Healer
Companies to integrating values and practices of sustainability in all its activities.
Compliance to legislation
 Local government and Australian environment law
 Environment Protection and Biodiversity Conservation Act
 Roles and Responsibilities
 It is the duty and responsibility of all the managers, employees and other stakeholders of the
company to follow the companies sustainability policy and procedures.
 Managers must control the, processes and use of resources in the workplace, and support those
that provide the significant reductions in water, energy and materials, and
 minimize employee exposure to hazardous pollutants and environmental damage.
 It is also the duty of a manager to guide and promote sustainable operations growth.
 Employees must minimize or remove unneeded use of certain resources and equipment.
 Employees must switch off monitors during the workday while exiting the work space for a
longer length of time.
 Employees must adhere with internal policies that support the county's sustainability
objectives, as established within each unit.
Procedures

1. Reduce Use products that avoid producing waste.
Reduce waste by selecting items which have
limited packaging and that can be used and
then recycled constructively.
2. Reuse - Wherever practicable, re-use cans, packages

or waste goods.
3. Recycle - Recycle waste products, whenever feasible,

into useable goods.
3. Send an email to all Blue Healer Staff
To: The staffs

From: The Operations Manager
Subject: Regarding the company's policy and procedures
Dear staffs,
Hello dear employees, I hope you are doing fine. I am writing regarding the company's policy and
procedures that has been developed. The following policies and procedures have been developed:
 Customer Service Policy and Procedure: The Customer Service Policy and Procedures
describes Blue
 Healer Restaurants stakeholders, also showing the approach of the company in delivering
sound, moral and quality services.
 Diversity Policy and Procedure, the main aim of the Diversity Policy and Procedure is to
 WHS Policy and Procedures: The workplace health and safety policy and procedures illustrate
the approach that is proposed by Blue Healer Restaurant to guarantee a secure and healthy
environment for workers, customers, guests, and other stakeholders
 throughout their engagement in work related activities in the workplace
 Information Management Policy and Procedures: The main aim of the Information
Management Policy is to make sure that all Companies activities and actions are properly
registered, handled, maintained, or disposed of in a complete and precise
 manner and in compliance with the applicable legislation.
 Recruitment, Induction and Termination Policy and Procedures: The goal of this policy is to
set out standards for recruiting and hiring the employees.
 Food Management Policy and Procedures:
All these policy and procedures consists of the following contents:
 Policy
 Compliance to legislation
 Roles and responsibilities
 Procedures
Additionally, I have also attached all these policies and procedures for you reference. Could you please
go through it thoroughly and your feedbacks would be highly appreciated. If you have any problems,
you can directly reply to this mail.
Thank you.
Warm regards,
Operations Manager
Blue Healer Restaurant
4. Send an email to the Human Resources (HR) Manager
To: The HR Manager

From: The Operations Manager
Subject: Regarding organizing a meeting
Respected sir,
Hello sir, I hope you are doing fine. I am writing this email in regard to the organizing a meeting with
the HR department. In order to make sure that the employees receive regular update on the changes
to legal compliance requirements, and the staff roles and responsibilities involved, a meeting with the
HR Department is required to be organized. The annual plan of information updates for the staff
members of the company are listed below as follows:
Discussion and consultation regarding the changes required in the roles and responsibilities of the staff
Updates on the legal compliance requirements, and the staff roles and responsibilities
Meeting with the HR Department regarding the updates made
Disseminate the changes made and update the employees on the changes in their roles and
responsibilities and other legal compliances.
Could you please send me the date time and venue for the meeting? If you have any problem, you can
directly reply to this mail.
Thank You
Warm regards,
Operations Manager,
Blue Healer Restaurant.
Assessment Task 1 Checklist
Student’s name: MOHAMMED ATEEQ UR REHMAN
Completed
successfully
Comments
Did the student: Yes No
Locate and review the diversity policy

from within the Set for Skilling
documentation and use the information
to critically review the policy?
Determine its applicability to the

organisation by making
recommendations and providing
feedback on changes that need to be
made to ensure its relevance for staff?
Outline formal and informal complaints

procedures as provided in the Dispute
Resolution Policy and Procedures?
Identify and outline key features of

relevant current legislation regarding:
 age discrimination
 disability discrimination
 racial discrimination
 sex discrimination
 human rights
 equal opportunity.
Implement an action to ensure that the

diversity policy can be understood by
staff and implemented by way of
developing associated procedures?
Aim for diversity in selecting and

recruiting staff by developing a
procedure within the diversity policy?
Task Outcome: Satisfactory  Not Satisfactory 

Completed
successfully
Comments
Assessor signature
Assessor name
Date

Student Declaration
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
MOHAMMED ATEEQ UR REHMAN
Student name
DIT220009
Student ID number
Student signature
07/05/2022
Date
 I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Morshedul Islam
Assessor name
Assessor signature
Date
Feedback

Student signature
07/05/2022
Date
Assessment Task 2: Develop a training manual
Task summary
This assessment task requires you, in the in the role of the Recruitment Manager of Blue Healer
Resort, to develop a Staff Training Manual for the Set for Skilling program to be submitted to the CEO
(assessor) for review.
Required
 Access to the Aus Accountancy Set for Skilling Program documents
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Draft of an email with:
 Completed Staff Set for Skilling Training Manual
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily
address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be
asked to complete further assessment to demonstrate competence.
You will be provided feedback on your performance by the 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, the assessor will explain why, and provide you
with written feedback along with guidance on what you must undertake to demonstrate satisfactory
performance. Reassessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt
with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand
any part of this task or if you have any learning issues or needs that may hinder you when attempting
any part of the assessment.
Assessment Task 2 Instructions as provided to student

Complete the following activities:
It’s time to implement strategies decided on for rolling out the program to staff
members. As noted in the case study, there have been prior difficulties with some
staff members and the CEO is wanting to ensure that prior difficulties and situations
are addressed in the training to enable all staff to better manage any conflict in the
future.
The CEO has requested that a Set for Skilling Staff Training Manual is
developed and then a training session be developed and delivered based on the
manual.
1. Design and develop a Set for Skilling Staff Training Manual (in the form of a pdf or word
document).
The training manual should be designed to assist you, the Recruitment Manager
and your team, roll out the Set for Skilling Program, program initiatives, diversity
policy and associated procedures and be designed using language appropriate to
the staff of Blue Healer Resort.
The Training manual should address the training needs you have identified will be
required for the staff of Blue Healer Resort to successfully embrace the Set for
Skilling Program and will be used as a training tool document to help you train your
staff (recruitment officers) on the Set for Skilling Program, who will in turn train
others within the company and new employees during induction.
The staff training manual must include:
1. An introduction to the Set for Skilling Program including the program
objectives and initiatives.
2. The benefits of the Set for Skilling Program, in the workplace in relation to
work performance, skill level and the delivery of the business’s services to
customers. (specifically outlining the benefits of working effectively with
difference).
3. A summary of the training needs identified and how the Set for Skilling
Program provides solutions to these. You are to identify these by reviewing
the CEO’s background information in the Set for Skilling Program
Document
4. A process for employees to follow to help them become aware of and let go
of any negative beliefs, bias or judgements they may hold toward people
who are different from them. (This could be in the form of a training activity,
such as questionnaire or reflection activity that could be implemented in the
training).
5. An overview of Blue Healer Resort’s diversity policy and the dispute
resolution procedures so employees are aware of the aims of the
organisation in relation to diversity and the location of and the procedures
to be followed if they encounter conflict in the workplace.
5. Prepare the draft of an email to be sent to the CEO
Demonstrate that your training manual is attached to the email to the CEO
(assessor) for review.
It should introduce and summarise the contents of the attachment and seek their
feedback and approval to move ahead with the delivery session.
The objectives of staff training and development are to benchmark the status of
improvement in a performance improvement effort. The performance appraisal indicates
performance improvement that is needed in the business. The professional development
program is to help the employees eligible for planned change in role in the organization. It
focuses on being a test or pilot for operation of a new performance management system
from this specific training.
The benefits of the Set for Skilling Program are that it will increase efficiencies in
processes that result in financial gain by allowing Blue Healer Resort to increase the
capacity to adopt new technologies and methods. There is increased innovation in
strategies and products from the increased employee motivation, job satisfaction and
morale (Rodriguez & Walters, 2017). There will be enhanced Blue Healer Resort image
through conducted ethics training and the risk management through diversity and sexual
harassment training.
The training needs to embrace the policies and practices in places to protect the
employees' rights by staying compliant with the diversity and inclusion regulations. Blue
Healer Resort will think about the impact of policies and practices on a diverse group of
employees. The business will need to have proper documentation of policies and
procedures through concrete plans that will be implemented and included in the
employee's handbook (Celikdemir & Katrinli, 2020). There is the outline of employment
conditions and termination, compensation and benefits policy, code of conduct outline
company's policy and non-discrimination policy.
Lastly, sensitivity training for the employees will be the last item in this Set for Skilling
Program because it will help employees examine and adjust their perspectives from
different backgrounds (Sung & Choi, 2018). Teaching employees how to communicate
and resolve the conflict properly.
Staff training manuals are documented ideas and practices which are given
to employees by training managers for their future reference. Employee training
manual should include relevant information which would help employees enhance their
will and capabilities
Below employee training and development material keep your staff motivated and
assists them in learning new constructs
Some of the ways thoroughly training employees can benefit a practice include:
 Trained employees are going to be more efficient. Also, if you work to cross-train
your staff, you won't face gaps if an employee is out of work or leaves the practice.
 Well-trained staff members are going to translate to a better customer service

experience, which will help keep customers loyal and can also serve as a way to
attract new customers.
The benefits of skillet
Agility
As the work landscape shifts, learning to be agile is a critical skill, as yesterday's solutions
do not solve tomorrow's problems. At the heart of being agile is shifting gears when the
context calls for it and responding accordingly to the needs of your workplace, patients.
Verbal communication
Advancing in your career is not just based on what you do. There's a good chance that at
some point in your career you'll have to use strong verbal communication skills so you
can sell others on your ideas, products, or services. Whether you're needing to explain
your value when you are being considered for a promotion, presenting as part of a team
project, or speaking on stage, you need to be able to communicate well and convey
strong, persuasive ideas.
Empathy
The ability to empathize with others, or see things from their perspective by
understanding their emotions and reactions, is a fundamental part of how we interact with
one another. Communicating genuinely and authentically with others is vital because
even in instances when you disagree with your coworkers on elements of a work project,
for example, empathy allows you to demonstrate to others that they are seen and heard.
Individual flexibility agreements

It is possible to alter certain minimum terms and conditions of a modern award or
enterprise agreement is through an individual flexibility agreement (IFA). An IFA allows an
employer and employee to agree in writing to alternate terms and conditions but only for
certain obligations.
Each modern award specifies which award obligations may be varied and usually include
the ability to vary matters such as penalty rates, hours of work, leave loading and
overtime. The terms of an enterprise agreement that may be varied are only those terms
of the enterprise agreement that are specifically mentioned in the flexibility term of the
enterprise agreement as being alterable.
Importantly, an IFA must be genuinely agreed to by both parties, must still place the
employee in a better off overall position in comparison to the award/enterprise agreement
(however this is not limited to simply a financial benefit) and can be terminated by an
employee. While an IFA does come with these requirements, they may still be useful tool
for those in the hospitality and tourism industry as it allows the variation of such things as
ordinary hours of work and penalty rates.

Completed
successfully? Comments
Submit a Set for Skilling Training

Manual for the position of Recruitment
Officer that includes an introduction to
the Set for Skilling including:
 Program initiatives
 Program Objectives

Officer that includes an introduction to
the Set for Skilling that details the
benefits of the Set for Skilling Program,
in the workplace in relation to work
performance, skill level and the delivery
of the businesses services to
customers?

Officer that outlines the training needs
provided as part of the Set for Skilling
Program and how the program provides
solutions to these is outlined?

Officer that includes a process for
employees to follow to help them
become aware of and let go of any
negative beliefs, bias or judgements they
may hold toward people who are
different?

Officer that includes an overview of both
the Diversity policy and the Dispute
Resolution Policy including location and
procedures if they face conflict?
Submit a program training manual

designed for the purpose of meeting and
addressing all of the above objectives
using language appropriate to the Staff

of Blue Healer Resort?
Task outcome:  Satisfactory  Not satisfactory
Assessor signature:
Assessor name:
Date:

Student Declaration
 I declare that this task is all my own work and I have not cheated or plagiarised the work or
colluded with any other student(s).
 I understand that if I am found to have plagiarised, cheated or colluded, action will be taken
against me according to the process explained to me.
MOHAMMED ATEEQ UR REHMAN
Student name
DIT220009
Student ID number
Student signature
07/05/2022
Date
Morshedul Islam
Assessor name
Assessor signature
Date
Feedback

Student signature
07/05/2022
Date
Assessment Task 3: Undertake Staff Training

Task summary
In Assessment Task 3 you are required to develop and conduct a staff training session based on the
Set for Skilling Employee Manual you created in Assessment Task 2. You must then create an external
communication for clients based on feedback from the training.
Required
 Access to the Aus Accountancy Set for Skilling Program documents
 Staff Training Manual (created in Assessment Task 2)
 Case study document
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Session Plan
 External communication
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily
address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be
asked to complete further assessment to demonstrate competence.
You will be provided feedback on your performance by the 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, the assessor will explain why, and provide you
with written feedback along with guidance on what you must undertake to demonstrate satisfactory
performance. Reassessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt
with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand
any part of this task or if you have any learning issues or needs that may hinder you when attempting
any part of the assessment.
Assessment Task 3 Instructions as provided to students
To kick off the roll out of the Set for Skilling Program, the CEO has requested you
run a staff training for your team of Recruitment Officers in the Set for Skilling
Program, who will then be prepared to deliver the training to others in the
organisation throughout the coming months. The CEO (assessor) will sit in on this
training.
You will utilise the training manual you have created as the primary tool to assist
you in training the staff in the organisation requirements of the Set for Skilling
Program.
1. Develop a session plan
Using the template provided in your resources folder, develop a session plan which
includes timings and topics as well as brief instructions to yourself on how to run
the training based on the training manual you have developed from the Set for
Skilling program documentation. The session must run for approximately 30 mins
and the assumption is that all of the participants are familiar with the manual. Your
assessor will ensure your team is diverse in nature.
Your training must include:
 An introduction outlining the purpose and benefits of the program
 A summary of the training needs identified and how the Set for Skilling
Program provides solutions to these
 An activity to help participants become aware of and let go of any negative
belief systems, bias or judgements they may hold toward people who are
different from them – based on what you developed in the employee
manual
 An example of your own previous bias (as the Recruitment Manager) and
how you overcame this and let go of pre-conceived ideas of stereotypes
 A series of activities such as role plays directly demonstrating how to follow
the procedures for:
o managing tension created by difference
o identifying and managing harassment allegations
o employee conflict and complaints processes.
You need to specifically develop some role plays for the participants ensuring that
you play the lead role and each of the participants has a turn to play the roles of
people from diverse backgrounds and cultures. The aim of this is to demonstrate
and model how to address issues of difference, manage tensions and work
effectively with difference, along with demonstrating how conflict resolution
techniques can be utilised. Access the case study document in your student
resources folder for ideas.
Submit the session plan to your assessor for review before scheduling the training
session with your assessor and delivering it.
2. Deliver the training session

Using the session plan, deliver the training to a group of three participants arranged
by your assessor. Your assessor will sit in and watch the training session in the role
of the CEO.
During the training you must:

 Present the information using language and body language appropriate to your
team
 Encourage team collaboration
 Encourage respect for individual and team differences by role modelling
 Educate the team on Blue Healer Resort’s Diversity Policy and program
initiatives
 Spread a consistent message of respect for individual and team differences
 A summary of the diversity policy and procedures
 Facilitate a feedback process whereby you generate and participate in
discussion to collect feedback from the team members of the training
identifying:
o the key learnings and messages they received from the training
o ways that the program can be developed further to improve the

business products and services and meet the organisation
objectives including ways to promote diversity to clients and
external stakeholders.
3. Promote diversity externally
Now that the training session has been delivered, based on feedback collected at
the end of your training session, develop some type of external communication to
promote the benefits of diversity and the image and reputation of the company as a
leader in promoting it.
You may create the communication in any format you feel is relevant, as long as it
is designed to promote diversity and portray a positive image of the organisation for
clients and other stakeholders outside of the organisation which promotes is
accounting services.
Submit this to your assessor.
How to Create an Employee Training Manual

Creating an employee training manual could be challenging and you need to know how to
create a process in the form of a manual that could act as a reference point for both
employees and the company.
You have to create it by setting the right expectations, communication protocols, objectives,
right tools, and training methods.
An employee training manual empowers employees with the necessary skills and ensures
that the organization realizes its goals.
Manuals help convey the vast information related to training to all your employees. Errors are
bound to happen and to avoid that you need an employee training manual that not only
guides the employees but also keeps the organization on track.
8 Steps to Create Employee Training Manual
Step 1: Identify the Objective for Employee Training Manual

As technology changes, you should keep an eye on your training objectives. What might
have worked a year back may not work now.
Work with employees and managers to set new goals for training. Based on the discussion,
you can change the objectives and overall goals of your employee training efforts.
The goal of new employee onboarding should be to impart them with all the essential training
to adapt to the company's culture and complete their work.
An employee must be provided with the training roadmap and the benefits that they will reap.
It helps them to get an idea about the importance of training and encourages involvement.
The manager's goal should be to assess the effectiveness of the training and its impact on
the employee's performance.
The assessment process should not take place immediately after training but it should be
conducted periodically in a targeted manner to learn employee's efficiency in each category
such as technical skills, soft skills, critical thinking, and analytical abilities.
The objective should be to make your employees build upon their strengths and overcome
their weaknesses.
You should also include advanced skills for the promotion of the employee as an important
objective in your training manual.
If you prepare your workforce with advanced skills it becomes easy to internally promote an
employee rather than spending huge sums of money on hiring new candidates and it boosts
the career of your employees who understands the culture of the company.
The objective must be designed in line with the company's overall aspirations and ambitions
of your employees to create a workforce that can help the organization and employees to
achieve their respective targets.
Step 2: Collaborate to Create Employee Training Manual
Whenever you execute a project, transformation effort, change initiative, or even creating a
training manual, communication and collaboration are the key elements that will help you to
achieve success.
Creating an employee training manual is not an easy task. Understanding the requirement of
each job function or role could be difficult while creating the manual.
To draft a training manual properly, create a team that comprises of manual designer, writer,
editor, and planning master.
Further, be open to collaborating with employees from other departments to get an idea about
what is expected from the training manual and training program.
Communicate your ideas to the managers and leaders and take their input as well to create a
great employee training manual.
Step 3: Understand Your Audience
The last thing you want is the employees not getting benefit out of your employee training
manual. The best way is to create customized training manuals for each job function.
You have to build upon step 2 and understand the demographics, mindset, behavior, job role,
function, background, and purpose of your audience.
Knowing this will help you to design a proper training manual that gets a higher engagement
rate, improves employee performance, and reduces job errors.
Further, you must know where the knowledge of your audience stands and for that, you can
conduct a survey. Design your manual by considering the person with minimum knowledge.
Doing so will help you create a manual that can be referred by anyone with even a bare
minimum knowledge and everyone gets the benefit of it.
Step 4: Set the Milestones and Deadlines
In Step 1, we defined objectives to serve the overall purpose. Here we are going to discuss
the Milestones that an employee needs to achieve which helps to get towards that objective.
Milestones help employees to know where they stand and give a sense of accomplishment. A
goal of training could be to impart technical skills to an employee in a matter of 6 months but
during that whole period employees might be overwhelmed and could give up.
To avert such a situation, divide the objectives into small yet significant milestones to
motivate employees to proceed after each achievement.
Milestones indicate substantial accomplishments that boost morale and helps employees to
continue working toward their final objectives.
You should also assign deadlines to these milestones, but don't be unreasonable. Each one
of us is different and we all take a different amount of time to grasp or learn something.
Be flexible with your deadlines. The aim of having a deadline is to create a sense of discipline
in the training structure and make your employees value the time they spend on training. The
purpose is not to make them panic.
Step 5: Analyze What should be Included
Now that we have covered a lot of ground, it is time to add the content for training. Of course,
you need the right tools, training methods, and instructors to impart the right knowledge but
for now, just note what content should be taught to the employees.
Be careful while creating the training flow and content. Missing crucial details could create big
repercussions.
For instance, if you forget to cover what details are required when entering a new opportunity
into your CRM, your sales team might enter flawed data which could make your reports
useless.
So, it is important to analyze all the steps and procedures that you add to the employee
training plan.
Step 6: Use the Right Tools
Now that you understand your target audience, and objectives. It is time to use the right
training tools to deliver on the expected lines.
You must utilize authoring tools like Adobe Captivate to create a course within the
organization or could use a subscription-based learning method like Udemy or could use Live
online training sessions to impart the necessary skills.
But the real question is these training tools and methods sufficient?
Well, the answer is No.
Most people learn things by taking action and for that either you can go with a simulated
training method where employees are trained in a virtual environment using technologies like
Virtual Reality (VR) or You can go one step further and make your employee productive from
the first day itself by using tools like a Digital Adoption Platform(DAP).
It is a solution that will guide your employee from one step to another seamlessly. It can be
designed in a customized manner for each job function. Using methods like these you not
only save time but also get better ROI.
A DAP also includes the ability to export on-screen guidance as a PDF or Word document
with screengrabs to use in your training manual.
Step 7: Create the Final Draft of Training Manual
Use this checklist to ensure your training manual follows best practices and has all the necessary
elements:
Objective Action Participants/Stakeholders
Set the right What actions they have to take to achieve the Learning Head and Department
expectations mentioned objective. Head
Assessment Prepare the test which the candidate has to Managers, Subject matter experts,
qualify before acquiring any new skill. and consultants
Failing to clear the test should make them
revisit the learning material to enhance their
knowledge and skills.
Employee The training manual should be designed in Instructional Designer, Training

Engagement such a way that it must be interactive. Using Head
the right set of training tools and training
methods can help you engage the employees.
Proper The employee must be guided on every step Instructional Designer, Content
Guidance and they should not be dependent on external Coordinator, and Content Creator
help. Every step and action must be clearly
defined in the employee training manual. The
training imparted should also be in a step by
step manner which should be supported by
relevant videos and documentation.
Crisp yet People have a short span of concentration Content Coordinator, Content
effective and feeding them with a lot of information at Creator, Department Managers,
content once could overwhelm them. Enable blended and Instructional Designer
and microlearning using tools like
LXP(Learning Experience Platform) and
DAP(Digital Adoption Platform)
Mode of You have to decide what type of medium to Learning Head, and Department
communication use to communicate any updates or changes Head
in existing training content. You can choose
medium like email, webinar, and in-app
announcements to convey changes in the
training content.
Step 8: Get Feedback and Improve
No process is perfect and the same goes for the employee training manual. You have to
strive to improve it and to do that you have to ask for genuine feedback from the participants.
You can segregate the feedback process into three phases.
The first feedback can be taken during the employee training and onboarding process, the
second feedback can be taken after the assessment test and the final feedback can be taken
after few months to check the impact of the training on their jobs.
Keep the feedback process short and crisp because most of the time participants are not
interested to share their thoughts. So keep it simple for your employees.
Taking feedback at a different stage will help you to improve the flaws in the existing training
system and eventually will help you to make a better training manual.
Summing it Up
Knowledge of creating an employee training manual is crucial to your business. Knowing how
to do it will help you make the employees productive and processes better.
It must align with companies overall objective and employee's personal goals. Splitting the
objective into small milestones will always help to keep employees' spirits high.
Using the right tools and training methods will help you to create the training manual
efficiently. While creating the final draft of the manual you have to keep numerous things in
mind such as from setting the correct expectations to providing the right guidance at the right
time.
One of the best things you can do to build better documentation and training manuals is to
invest in a Digital Adoption Platform which trains your employee from the first day with on-
screen guidance.
It will play a vital role throughout the learning journey of your employees especially when they
are using numerous web-based applications in their day to day jobs and trying to improve
their performance.
Completed
successfully
Did the student: Comments
Yes No
Develop a session plan to guide their training which

meets the requirements of the assessment activity?
Conduct a training session to a group of a diverse

nature?
Deliver their training according to their session plan

developed?
Facilitate a process in the training for employees to

help them become aware of and let go of any
negative belief systems, bias or judgements they may
hold toward people who are different from them?.
Share an example of their own diversity bias and how

they overcame it?
Demonstrates within the training how to follow

procedures for:
 managing tension created by difference
 recognising and managing harassment
allegations
 employee conflicts and complaints
management?
Presents the above information using language and

body language appropriate to the team?
Participates in and encourages collaboration of the

training attendees (people from diverse
backgrounds)?
Encourage respect for individual and team

differences?
Educate the team on Blue Healer Resort’s Diversity

Policy and program initiatives.
Completed
successfully
Did the student: Comments
Yes No
Facilitate a feedback process where they generate

and participate in discussion to collect feedback from
the team members of the training identifying:
 the key learnings and messages they
received from the training
 ways that the program can be developed
further to improve the business products and
services and meet the organisation objectives
including ways to promote diversity to clients
and external stakeholders.
Promote diversity and the organisation’s approach to

it using an external method/forum?
Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature
Assessor name
Date
Final results record

Student name: MOHAMMED ATEEQ UR REHMAN
Assessor name: Morshedul Islam
Date 07/05/2022
Final assessment results
Result
Satisfactor
Task Type y Unsatisfactory Did not submit
Program Implementation
Assessment Task 1 S U DNS
Report
Assessment Task 2 Develop a Training Manual S U DNS
Assessment Task 3 Undertake Staff Training S U DNS
Overall unit results C NYC
Feedback
 My performance in this unit has been discussed and explained to me.

Student signature: ___________________________ Date: 07/05/2022________

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What is the purpose of the assessment tasks?

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What are the three assessment tasks that must be completed?

What are the three assessment tasks that must be completed?

Darwin Institute of Technology

RTO Code 41128 | CRICOS Code 03609J

Student Assessment Tasks

BSBDIV501 Manage diversity in the workplace

Student ID: DIT220009

Name: MOHAMMED ATEEQ UR REHMAN

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment Task Overview

You must, in the role of the Recruitment Manager

You must develop a training manual for staff to

You must design and implement a training session

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment Task Cover Sheet

Assessment task information

Assessment task instructions

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Naming electronic documents

 Dispute Resolution Policy and Procedures

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Student assessment agreement

Do you understand your rights to reassessment?  Yes  No

Student name MOHAMMED ATEEQ UR REHMAN

Student ID number DIT220009

Assessor name Morshedul Islam

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment Task 1 Cover Sheet

Student name MOHAMMED ATEEQ UR REHMAN

Student ID number DIT220009

Assessor name Morshedul Islam

Assessment outcome S NS DNS Resubmission Y N

Student result response

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment Task 1: Briefing Report

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

Assessment Task 1 Instructions as provided to students

Carefully read the following scenario

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

2. Develop a briefing report

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

Demonstrate attaching your report to the email.

4. Update the Diversity Policy.

© Darwin Institute of Technology (DIT) I RTO Code 41128 I CRICOS 03609J

1.Legal Compliance Briefing Report of Blue Healer Hotel

Current legislation regarding Hotel and catering:

Standards issued by regulatory authorities

Various codes of practice

Regulatory information and specialist legal advice

 Risks and consequences of not complying with compliance obligations

Codes of practice and Standards issued by regulatory authorities

Regulatory information and business management manuals issued by industry associations

 food handling and hygiene

 transport, handling, and storage of food