Unit 1 – BSBHRM417 Learner Assessment Pack V1.1 24

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Learner Assessment Pack (LAP)

 

BSBHRM417 Support human resources functions and processes (Release 1)

 

Assessment Tasks

 

For this unit you are required to complete the following assessments:

 

Assessment Task 1 Assessment Task 2

 

Once you have completed the above assessment tasks, you will be required to submit your work and agree to the required student declarations.

 

©2023 College for Adult Learning. This Assessment Pack was developed by the College for Adult Learning V123

 

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Table of Contents Assessment Description ……………………………………………….. 3 Introduction ………………………………………………………………….. 3 Assessment Task 1 – Review Human Resources functions …………………………………………………………………………………….. 4

 

Task 1 Specifications………………………………………………………………..4

 

Part A: Research, review and analyse the company’s HR

 

functions ………………………………………………………………………………….5

 

PART B HR staff induction presentation ……………………………………6

 

Part C: Report on review outcomes …………………………………………..7

 

Assessment Task 2: Analyse and report on HR metrics….. 9

 

Task 2 Specifications………………………………………………………………..9

 

Appendix 1: Organisational performance for financial years

 

2022-2027 ……………………………………………………………………. 11

 

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Assessment Description

 

This assessment pack requires the learner to review the human resources functions within an organisation. Two assessment tasks must be completed.

 

For a task to be considered satisfactory, all elements of it must be completed. On completion of both tasks, the learner will demonstrate that they can:

 

• Identify human resources functions

 

• Review policy and procedures frameworks

 

• Apply ethical framework

 

• Analyse human resource metrics

 

• Report outcomes of review and analysis

 

Introduction

 

All students who have nominated a third party for their course must provide a completed third-party evidence collection form for this unit. You can nominate a third party here.

 

Download the third party evidence collection form for this unit here. Ask your nominated and approved third party to complete the form and submit the completed evidence collection form with your assessment.

 

Note: This assessment must be undertaken only using the John Readings case study organisation and cannot be undertaken based on your workplace.

 

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Assessment Task 1 – Review Human Resources functions

 

For this assessment you are required to research human resources functions, review policy and procedures frameworks and apply ethical frameworks for:

 

• John Readings (Case Study)

 

Task 1 Specifications

 

• Document: HR Functions and Strategy Review

 

• Formal Business Report: HR Policies and Procedures Review

 

• Staff Induction PowerPoint presentation (with speaker/briefing notes)

 

ScenarioJohn Readings is an Australian-owned company publishing, printing, distributing and selling books to the Australian and Global market. The company mission is to ‘deliver value to customers and investors through our highly trained, motivated, and expert workforce’.The company’s head office is in Sydney with its major warehouse business located in Melbourne. It has retail outlets in all Australia capital cities as well as many regional Centres and, its online business services Australia, New Zealand, and Asia with a soon to be realised goal to extend their online service globally.ChangeJohn Readings is going through a period of change and restructure brought on by the changing demand for books (i.e. from hard copy to online) and the way they are purchased (from retail outlets to online stores) and for those customers wanting to purchase real books from bricks and mortar outlets, there is a move to destination shopping whereby customers are seeking a retail experience that is much more than just transactional. The management team at John Readings also recognise the need to have some diversity in its channels to market and to this end has recently established a highend boutique publishing arm to attract Australian fiction and non-fiction authors as well as a new B2B channel (where previously the company has focused entirely on B2C).There are a lot of changes occurring at the company with many more to come including significant changes to the company’s organisation structure as the company diversifies its business interests, consolidates its retail outlets, and builds its online business. To this end nearly 1000 retail shop assistants will lose their current jobs.In accordance with the company’s values John Readings intends (to the extent feasible) to recruit from within the company and up-skill or re-skill existing employees presently working in those less profitable retail stores who will remain within the company. However, given the company’s previous history (when it operated retail bookstores only) of employee grievances about pay and conditions, privacy issues, limited opportunities for advancement and lack of trust, the regional store managers identified sub-standard HR functions, policies, and procedures as a risk to business goals.

 

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You are a HR Advisor within John Readings who has been tasked to:• Review current HR functions• Review the policy and procedures frameworks• Review the company’s ethical framework• Analyse workforce data and,• Make recommendations for improvements to the company’s HR functions.

Part A: Research, review and analyse the company’s HR functions

 

Based on the John Readings Case Study Resource information, select three HR functions for review for example: recruitment & selection, workforce planning, performance management, learning and development, rewards and recognition and so on.

 

Create a document titled HR Functions and Strategy Review and address the points below:

 

1. Outline the overall John Readings policy and procedure framework. Within your

 

outline, highlight those which relate specifically to the existing John Readings HR

 

functions.

 

2. List each of your three chosen functions and provide a general definition for each.

 

3. Outline how each function contributes to the achievement of:

 

a. specific company goals, objectives, and strategies (e.g., the learning and development function supports the achievement of the “Develop workforce potential” company goal and its associated strategic and operational objectives.)

 

b. specific HR objectives stated in the John Readings HR Strategic Plan

 

4. Conduct an internal and external review related to your three chosen functions to

 

evaluate and outline the strengths and weaknesses of each one:

 

a. Research and review all related information and resources within the John Readings Case Study Resource (e.g., policy and procedure documents, Current/Proposed HRM Projects document, Climate Survey data, Annual Workforce data, Employee Relations IR Data, Work/Life Reports, Issues Log document, as well as any other data in the resources file). Document your findings.

 

b. List four sources of HR data and information that you would expect to utilise when conducting a review of HR functions.

 

c. Submit documentary evidence for each of the four sources you have identified to confirm your research. (e.g., website screenshots, paper correspondence, emails, screenshots of forum chats as evidence of consultation and networking with HR professionals) which shows that you have researched and identified appropriate HR sources of information.

 

5. From your review of the company data, identify the key trends as well as any critical

 

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information you found.

 

6. Use these findings to research and review information from external sources in

 

relation to current best practice and associated legislation (e.g., HR online

 

networking groups, HR professional bodies websites and email newsletters,

 

Commonwealth and State Government websites, etc.).

 

a. Outline your findings and comment on the implications this external data may have in relation to the John Readings data you reviewed.

 

7. Identify any sustainability issues related to your three chosen functions.

 

8. Identify a small range of technology options that can be used to gather workforce

 

data and other information needed to conduct reviews of human resource functions

 

in an organisation. For each option:

 

a. Provide a brief explanation of the technology (min. 3)

 

b. Outline what it is used for and

 

c. Why/how it could be useful for John Readings and/or the HR Team.

 

9. Make a list of all the HR related data collected by John Readings as well as other

 

critical data not currently collected by the company.

 

10. Comment on the ethical requirements associated with HR data collection, analysis

 

and reporting and provide two examples where there may be ethical considerations

 

and outline how you would approach them. Now that you have completed your review:

 

11. List three recommendations for change that you would make to improve HR functions

 

at John Readings

 

12. Outline at least two barriers to change which may need to be addressed to

 

implement your recommendations. For each barrier, briefly evaluate their impact

 

(positive and negative) on the changes suggested.

 

PART B HR staff induction presentation

 

Your manager has asked you to prepare a PowerPoint presentation on HR Functions for the induction of new HR staff titled HR Functions at John Readings. The presentation must have 7-9 slides (as a minimum) and include (where appropriate) speaker/briefing notes for the slides. It must address the following key information:

 

1. A brief overview of the company’s business strategy and the HR Strategy

 

2. An overview of the general roles and responsibilities of the HR team at John

 

Readings

 

3. An introduction to the company policies and procedures specifically highlighting

 

those related to Human Resources.

 

4. An overview of the ethical requirements associated with Human Resource functions

 

and the ethical obligations the members of the HR team have in daily work practices

 

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and when making decisions at John Readings.

 

NOTE: Provide at least 2 example/s of expected ethical behaviours within the HR team (e.g., highlight the situation as well as the potential ethical consideration and what’s expected for all HR members.)

 

5. A summary of key HR related legislation that is critical to the company and that all

 

HR team members must be aware of.

 

6. An introduction to useful HR Professional Networks

 

a. Identify and provide details (i.e., name and brief overview of their role/purpose) for 4 HR networks (local, State/Territory, National & International) that could provide support to the John Readings HR team.

 

NOTE: You are not required to deliver this presentation, only develop it.]

 

Part C: Report on review outcomes

 

For this task, access the following John Readings policies and procedures:

 

• Recruitment and Selection Policy

 

• Diversity and EO Policy

 

• Discrimination, Harassment and Bullying Policy..

 

Write a formal business report for senior management titled, HR Policies and Procedures Review, which provides a review and analysis of the above policies.

 

For each policy, address the following points:

 

1. Strengths and weaknesses of each policy in relation to:

 

a. Sections included in accordance with current best practice in the HR field

 

b. Content included in terms of relevance, accuracy, currency, and volume of detail required

 

c. Compatibility of content i.e., tone, expression etc. in line with company culture and any suggestions to align the policy more closely to company culture

 

2. Legal compliance of each policy

 

3. Include at least one recommendation to improve the policy

 

4. Any barriers you think may impact on each of the recommendations (above)

 

5. Briefly evaluate the impact the barriers identified (above) may have on the

 

recommendations made.

 

6. Sustainability practices in relation to the recruitment and selection policy and

 

associated procedures.

 

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Now that you have completed your first assessment task, save your work and continue on with Assessment Task 2.

 

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Assessment Task 2: Analyse and report on HR metrics

 

For this assessment you are required to research human resources functions, review policy and procedures frameworks and apply ethical frameworks using:

 

• John Readings (Case Study)

 

Task 2 Specifications

 

• Working Document: Workforce Data Analysis and Change Options

 

• Formal Business Report: HR Research Findings

 

• Email to Senior Management Team HR Research Findings

 

ScenarioYou are a Human Resources Advisor within John Readings who has been tasked to:• Analyse workforce data and evaluate HR functions• Identify change options and prepare recommendations for improvement of HRbased on your data analysis.You need to prepare a written report for senior management with recommendations for improvement.First, you will need to access workforce data. Note that:• John Readings collects data on demographics, training, performance appraisals,and important metrics such as absentee rates and turnover data. This data isstored on the organisation’s HRMIS in accordance with the organisation’srecordkeeping policies.• Performance information is also available from the organisation’s accountingsystem and various management reports.This data is available here. Additional information is also provided in Appendix 1.

1. Create a working document titled, Workforce Data Analysis and Change Options and

 

make notes that address the points below:

 

a. Analyse the workforce data to identify and document two trends.

 

b. Outline the link between these trends and the effectiveness of related HR functions (e.g., the recruitment function policy and procedures can have a significant impact on the number of ATSI employees within the organisation).

 

c. Where applicable, comment on the ethical issues that underpin the HR functions mentioned in (b) above.

 

d. Based on your analysis, identify four options for change. To decide appropriate options, consider aspects such as organisational culture, fit, cost, etc. Determine which ones would be best to recommend to management to improve HR functions, based on your workforce data analysis.

 

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e. From what you know of the company (and the work completed in Assessment task 1), identify and evaluate any possible change barriers, making suggestions for how to overcome them.

 

f. Make a list of the technology you would use in a real workplace environment to collect and analyse workforce data and information to review HR functions.

 

2. Now that you have analysed the data and considered the options, write a clear,

 

persuasive, and formal business report that collates/presents your findings for senior

 

management. Create the report document titled, HR Research Findings, and include

 

the following:

 

a. An Executive Summary (remember this should be done last, once your report is complete).

 

b. A brief introduction that describes the purpose of the report and includes the sources used to gather the workforce data, including those which can be used in a real workplace environment.

 

c. An analysis of your findings, including key trends and important implications of the data.

 

d. An assessment of the effectiveness of HR functions in terms of achieving business goals. If, for example, you identify high rates of turnover or absenteeism, consider what this means regarding the strategies required to retain staff and encourage development and performance.

 

e. Four options for change including any issues that may relate to ongoing sustainability.

 

f. Outline your key findings in relation to John Readings current policy and procedure framework (i.e., as per your review and analysis conducted in Assessment Task 1).

 

g. Report summary that includes three critical recommendations for improving HR functions (e.g., to reduce risk to organisational goals, mitigate negative trends, or build on opportunities). Ensure your recommendations are supported by the workforce data.

 

h. Appendix – that lists relevant HR networks the reader can access for further information.

 

3. Draft an email, to introduce your written report, to the senior management team.

 

Briefly Outline what actions you took to review and report on HR functions. Also,

 

what your overall role and responsibility was as a HR practitioner/professional.

 

Now that you have completed all assessment tasks, you are ready to SUBMIT ALL your work for assessment.

 

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Appendix 1: Organisational performance for financial years 2022-2027

 

Goals	Strategic objectives	Targets/operational objectives	KPI/measure (target)	Result
Provide value to investors and owners	Increase overall profitability by 10% over next five years	Reduce costs through negotiations with suppliers	$ (10% reduction in supplier costs)	5% cost reduction
Reduce costs through HR management efficiencies	$ (5% reduction in HR service delivery costs)	1% cost reduction
Increase revenue by providing increased customer value	$ (15% increase)	12% revenue increase
Exit underperforming markets and focus on new product development in line with global trends	(restructure retail bookstores to destination shopping experience)	Complete
Provide value to customers	John Readings will continue to operate its retail outlets and expand its online operation their market share and increase their market share.	Increase customer satisfaction	Customer satisfaction rating (95%)	90%
Expand market share by 7% within the next 12–18 months	% market share (35%)	29%
Online operation – expand market share by 20% over the next four years	(completion of expansion)	Complete
Develop workforce potential	Provide required training to meet workforce needs	Deliver training to upskill employees who no longer have their position due to the restructure	% employees completed training (100%)	50%
Become an Employer of Choice	Retain managerial talent through rewards, recognition, and training	Turnover rate (10%)	See turnover data

 

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Goals	Strategic objectives	Targets/operational objectives	KPI/measure (target)	Result
Increase employee satisfaction	Absenteeism rate (1%) Average climate survey rating (3)	See absenteeism data See climate survey data
Manage performance and adherence to organisational values	Communicate organisational values and code of conduct	% employees and managers completed values training (100%)	50%
Promote levels of diversity in workplace proportional to percentage of population	% female managers (50); % ATSI (2.7%)	See demographics data