BSBHRM602 Student

Student Assessment Tasks
BSBHRM602 Manage human resources strategic

planning
BSBHRM602 Manage human resources strategic planning Student Assessment
Tasks
Table of Contents
Table of Contents 2
Assessment Information 3
Assessment Instructions 5
Student Assessment Agreement 7
Assessment Task 1 Cover Sheet 9
Assessment Task 1: Written Questions 11
Assessment Task 1 Instructions 14
Assessment Task 1 Checklist 16
Assessment Task 2: Human resources strategic plan project 19
Assessment Task 3: Human resources implementation project 31
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BSBHRM602 Manage human resources strategic planning Student Assessment Tasks
Version : 2.0 Last Updated : 07 May 2018 Next Update: 07 May 2019 Page 2 of 42
Tasks
Assessment Information
The assessment tasks for BSBHRM602 Manage human resources strategic planning 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

1: Written Questions You must correctly answer all written questions.
2: Human Resources Strategic Plan You are required to develop and present a briefing report
project to inform the development of the Human Resources
Strategic Plan and then develop a Risk Management
Plan.
3: Implementation project You are to implement the Human Resources Strategic
Plan.
4: Review project You must report on performance, as well as review and
update the Human Resources Strategic Plan.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for
clarification if you have any questions at all.
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 then 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 they feel they have been dealt with
unfairly or have other appropriate grounds for an appeal.

Tasks
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, BSBHRM602 AT2 Risk Management Plan Joan Smith 20/10/18
Additional Resources
You will be provided with the following resources you begin the Assessment Tasks.
Assessment Task 2
 Human Resources Strategic Plan Template
 Risk Management Plan Template
 Strategic and Operational Plan
 Workforce Information
Assessment Task 3
 Work Life Balance Report and Action Plan Template
 Health and Safety Policy and Procedures

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

This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each task’s submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this 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 in the Assessment Task Cover Sheet giving reasons why. Your
assessor will also discuss this verbally with you and provide advice on re-assessment opportunities as per
your RTO’s re-assessment policy.
Depending on the task, this may include

 resubmitting incorrect answers to questions (such as short answer 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
 re-submission opportunities if required
Assessment Task Instructions

These give questions to answer or tasks which are to be completed.
Your answers need to be typed up 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 unit identification
number, the task number, your name and the date.
Checklist

Tasks
This will be used by your assessor to mark your assessment. Read through this 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.

Tasks
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 re-assessment?  Yes  No

Do you understand your right to appeal the decisions made in an assessment?  Yes  No
Student name
Student number
Student signature
Date
Assessor name
Assessor signature
Date

Tasks
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 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
Student ID number
Student signature
Date
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
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

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

Tasks
Assessment Task 1: Written Questions
Task summary
This is an open book test, to be completed in the classroom.
A time limit of 1 hour to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and sent to the assessor as an email attachment.
Required
 Access to textbooks/other learning materials
 Computer and Microsoft Office
 Access to the internet
Timing
Your assessor will advise you of the due date of this assessment.
Submit
 Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task
satisfactorily.
Re-submission opportunities
You will be provided feedback on their 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
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.
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.

Tasks
Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell
you how you should answer the question. Use the definitions below to assist you to provide the type of
response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in in detail, and identify
important points and key features. Generally, you are expected to write a response one or two paragraphs
long.
Compare – when a question asks you to compare something, you will need to show how two or more things
are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected
to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things
are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write
a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or
features, and express some form of critical judgement. Generally, you are expected to write a response one
or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities
or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should do so putting forward arguments
for and against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should
provide a detailed response with key points and features and provide critical analysis. Generally, you are
expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something
happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe
the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information
in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally,
you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the
main points. Generally, you are expected to write a response a few sentences long.

Tasks

Tasks
Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Describe five key functions of a Human Resources Manager.

Recruitment And Selection
Recruitment is the process of captivating, screening, and selecting potential and qualified candidates based
on objective criteria for a particular job. The goal of this process is to attract the qualified applicants and to
encourage the unqualified applicants to opt themselves out.
Before starting the process of recruitment, the companies must execute proper staffing plans and should
grade the number of employees they are going to need. Forecasting of the employees should depend upon
the annual budget of the organization and short-term and long-term goals of the organization.
Recruitment and selection process is very important to every organization because it reduces the costs of
mistakes such as engaging incompetent, unmotivated, and underqualified employees. Firing the unqualified
candidate and hiring the new employee is again an expensive process.
Orientation
Many organizations do not provide a thorough orientation to the new employees. This is the fundamental
step to help a new employee to adjust himself with the employer and with his new job. Employee orientation
program should include the objectives and goals of the organization and how the employee can help to
achieve the long-term and short-term goals of the organization.
Giving intensive orientation to the employee is one of the major functions of human resource management.
The program should help the employee to know his assigned duties and his exact job description, job role,
and the relationship of position to other positions in the organization. It gives clarification to the employee to
take an active role in the organization.
Related: 5 Ways to Make the Job of an HR Person Easier

Maintaining Good Working Conditions
It is the responsibility of the human resource management to provide good working conditions to the
employee so that they may like the workplace and the work environment. It is the fundamental duty of the
HR department to motivate the employees. The study has been found that employees don’t contribute to the
goals of the organization as much as they can. This is because of the lack of motivation.
Human resource management should come up with a system to provide financial and non-financial benefits
to the employee from the various departments. Employee welfare is another concept which should be
managed by HR team. Employee welfare promotes job satisfaction.
Managing Employee Relations

Employees are the pillars of any organization. Employee relationship is a very broad concept and it is one of
the crucial functions of human resource management. It also helps to foster good employee relations. They
have the ability to influence behaviors and work outputs.

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Management should Organize activities which will help to know an employee at the personal and
professional level. Well-planned employee relations will promote a healthy and balanced relation between
the employee and the employer. It is the key for the organization to be successful.
human resource management
Training And Development

Training and development are the indispensable functions of human resource management. It is the attempt
to improve the current or future performance of an employee by increasing the ability of an employee
through educating and increasing one’s skills or knowledge in the particular subject.
2. Explain the importance of the human resources strategic planning function and list three
objectives related to human resources strategic planning.
Answer: the importance of the human resources strategic planning function

The overall purpose of strategic HR planning is to:
Keep up with social, economic, legislative and technological trends that impact on human resources in your
area and in the sector. Remain flexible so that your organization can manage change if the future is different
than anticipated.
three objectives related to human resources strategic planning.
Search Results
Featured snippet from the web
Following are the objectives of human resource planning:
(i) To ensure the right distribution of manpower in different trades in an undertaking. (ii) To determine
training needs. (iii) To provide control measures to ensure that necessary human resources are available.
3. Explain the aim and scope of the Fair Work Act 2009 and its importance for the human
resources function.
Answer: The Fair Work Act 2009 (Cth) ... 2.43 The Fair Work Act is one of the key Commonwealth statutes
governing the employment of mature age workers. It provides for terms and conditions of employment and
sets out the rights and responsibilities of employees, employers and employee organisations in relation to
that employment.
Fair Work Legislation
They provide a safety net of minimum entitlements, enable flexible working arrangements and fairness at
work and prevent discrimination against employees.
The Fair Work Commission is Australia's national workplace relations tribunal. It is an independent body
with power to carry out a range of functions including: providing a safety net of minimum conditions,
including minimum wages in awards. facilitating good faith bargaining and making enterprise agreements
4. Outline the 10 minimum workplace entitlements for a permanent employee of an organisation
outlined in the National Employment standards.
Answer: Personal/carer's leave, compassionate leave, and family and domestic violence leave – 10 days
paid personal/ carer's leave, two days unpaid carer's leave as required, two days compassionate leave as
required and five days unpaid family and domestic violence leave (in a 12-month period).
5. Outline at least four examples of the information that must be kept for each employee according
to the Fair Work Regulations 2009.

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Answer: A pay slip must include all of the following: • the employer's name • the employer's ABN (if any) •
the employee's name • the date of payment • the pay period • the gross and net amount of payment • any
loadings (including casual loading), monetary allowances, bonuses, incentive-based payments, penalty
rates, or other .
6. Explain which employees are covered by unfair dismissal laws and which are not.
Answer: Who are not covered by the protections? If a worker has been in the job for less than six months
they cannot make an unfair dismissal claim. And if they were employed by a small business, a continuous
period of 12 months of employment is required before they will be eligible for an unfair dismissal claim.
7. Explain each of the following options for sourcing a workforce:

 Recruiting from outside of the company
 Casual labour
 New graduates or trainees
 Offshore workers
 Contractors
 Consultants
 Outsourcing to recruitment consultants
For each option discuss at least two advantages and two disadvantages of using options for the
provision of human resource services.
Answer:
• Recruiting from outside of the company
1
2
1
2
• Casual labour
1
2
1
2
• New graduates or trainees
1
2
1
2
• Offshore workers
1
2
1
2
• Contractors
1
2
1
2
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• Consultants
1
2
1
2
• Outsourcing to recruitment consultants
1
2

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8. Explain the impact of technology on the human resources function and how this has benefited
the recruiting function of human resources.
Answer:
the impact of technology on the human resources function
For the human resources industry in specific, HR technology is used to attract, hire, retain and maintain
talent, support workforce administration, and optimize workforce management. The goal from automating
the following functions is to help managers work faster and more efficiently.
and how technology has benefited the recruiting function of human resources. Technology changes the way
HR departments contact employees, store files and analyze employee performance. Used well, technology
makes HR practices more efficient. When used poorly, it can get in the way of managing the company's
human resources.
9. Outline the four key steps in the human resources strategic planning process.
Answer: key steps in the human resources strategic planning process
Human resources planning ensures the best fit between employees and jobs while avoiding manpower
shortages or surpluses. There are four key steps of the HRP process. They include analyzing present labor
supply, forecasting labor demand, balancing projected labor demand with supply, and supporting
organizational goals
analyzing labor supply

Labour Supply Analysis
Once a business has forecast what it's future requirements are likely to be, it is then important to determine
what number of employees will be needed, with what skills and when. Labour supply may come from within
the organisation or outside.
Labour Supply Analysis
Once a business has forecast what it’s future requirements are likely to be, it is then important to determine
what number of employees will be needed, with what skills and when. Labour supply may come from within
the organisation or outside. The first step therefore, is to do an analysis of the skills currently within the
business. If skills are not available internally, then they may need to be sought externally. Once looking
externally factors such as availability of skills within the job market will be a major consideration.
forecasting labor demand

Labour demand forecasting is the first step in the workforce optimisation process before anonymous shift
creation and shift filling where accurate demand is predicted based on different demand signals for any time
interval.
Labour Demand Forecasting
Labour demand forecasting is crucial, as businesses don’t want a surplus of employees who are not being
fully and effectively deployed, nor do they want gaps in their employee pool which results in reduced
productivity, performance and profitability.
balancing projected labor demand with supply

Balancing the Supply and Demand

Tasks
If a business is short of employees to achieve the business objectives, effective recruitment strategies will
need to be devised. Considerations will then relate to job design, career development, flexible work options,
remuneration and reward programmes.
If a business has too many employees, effective strategies will need to be created to manage retirements,
redundancies and if appropriate, dismissals.
supporting organizational goals

Importance of organizational goals
Goals help define a company's purpose, assist its business growth and achieve its financial objectives.
Setting specific organizational goals can also help a company measure their organization's progress and
determine the tasks that must be improved to meet those business goals.
10. Describe three key areas that could be included in a Human Resources Strategic Plan.
Answer: key areas that could be included in a Human Resources Strategic Plan
Human resource management is therefore focused on a number of major areas, including:
Recruiting and staffing. Staffing is about filling short-term positions or hiring candidates for particular
projects. Moreover, staffing is faster than the recruiting process because it is about hiring for a specific
position or for a short-term employment. On the other hand, recruiting is more about hiring a person for a
permanent role.
Compensation and benefits. Compensation and benefits refers to the compensation/salary and other
monetary and non-monetary benefits passed on by a firm to its employees. Compensation and benefits is
an important aspect of HRM as it helps to keep the workforce motivated.
Training and learning. Training is the giving of information and knowledge, through speech, the written word
or other methods of demonstration in a manner that instructs the trainee. Learning is the process of
absorbing that information in order to increase skills and abilities and make use of it under a variety of
contexts.
Labor and employee relations.

Organization development.
1.描述人力资源经理的五个关键职能。
2.解释人力资源战略规划职能的重要性，并列出与人力资源战略规划有关的三个目标。
3.解释《 2009 年公平工作法》的目的，范围及其对人力资源职能的重要性。
4.概述国家就业标准中概述的组织永久雇员的 10 种最低工作场所权利。
5.根据《 2009 年公平工作条例》，概述至少四个必须为每个员工保留的信息的示例。
6.说明哪些雇员受不公平解雇法保护，哪些没有。
Tasks
7.解释以下每个用于劳动力招聘的选项：
•从公司外部招聘
•临时工
•应届毕业生或见习生
•离岸工人
•承包商
•顾问
•外包给招聘顾问
对于每个选项，至少讨论使用选项提供人力资源服务的两个优点和两个缺点。
8.解释技术对人力资源职能的影响以及这如何使人力资源的招聘职能受益。
9.概述人力资源战略规划过程中的四个关键步骤。
10.描述可以纳入人力资源战略计划的三个关键领域。

Tasks
Assessment Task 1 Checklist
Student’s name:
Did the student provide a sufficient and Satisfactory

performance Comments
clear answer that addresses the
suggested answer for the following? Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Task Outcome: Satisfactory  Not Satisfactory 

Assessor signature
Assessor name
Date

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Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback

Student signature
Date

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Tasks
Assessment Task 2: Human resources strategic plan project
Task summary
This assessment task requires you to conduct research and develop a briefing report to inform the
development of the Human Resources Strategic Plan for a fictitious business, King Edward VII College. You
must then present the briefing report to the management team to seek feedback and approval and develop
the Human Resources Strategic Plan.
This assessment is to be completed in the simulated work environment in your RTO.
Required
 Computer and Microsoft Office (or similar program)
 Access to the Internet for research
 Meeting participants
 Space for a meeting
 Access to a whiteboard or butcher’s paper to write up ideas
 Human Resources Strategic Plan Template
 Risk Management Plan Template
 Strategic and Operational Plan
 Workforce Information
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Email with briefing report attached.
 Email with Human Resources Strategic Plan and Risk Management Plan 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.
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the assessment.

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Carefully read the following:
King Edward VII College has been operating for five years. The college is based in the Melbourne CBD, with
about 500 students enrolled. It offers a range of courses in management, marketing, human resources and
international business. Courses are offered at all levels from Certificate II to Graduate Diploma. The college
is very popular due to its competitive pricing structure, innovative teaching methods and state of the art
facilities.
Due to its success, the college plans to establish two additional campuses, one in Brisbane and one in
Sydney. The Brisbane campus will commence operating in January 2018 and Sydney in mid-2018. Campus
locations are already in place, with the process being overseen mainly by the CEO and the Finance
Manager. No staff have been employed as yet, but it is anticipated that each campus will require a
receptionist, a student services officer and 4 trainers. Existing staff at the Melbourne campus will complete
all other staff functions until such time as student numbers increase substantially. It is anticipated that
maximum student numbers will be up to 50 students at each of the new campuses.
The College currently employs 24 staff members including the CEO, a Marketing Manager and Marketing
Assistant, Human Resources Manager, Finance Manager, Administration Manager, Office Assistant,
Receptionist, Academic Manager, Student Services Officer, and approximately 14 trainers.
Further details regarding the above staff, as well as the staff turnover statistics, are provided in the
Workforce Information document.
King Edward VII College understands the overall importance of strategic planning for human resources and,
given the company’s expansion plans, a Human Resources Strategic Plan is now required. 爱德华七世国王
学院已经运营了五年。该学院位于墨尔本中央商务区，招收了约 500 名学生。它提供有关管理，市场营销，
人力资源和国际商务的一系列课程。提供从 II 级证书到研究生文凭的所有级别的课程。该学院因其具有竞争
力的价格结构，创新的教学方法和先进的设施而非常受欢迎。
由于取得了成功，该学院计划建立另外两个校区，一个在布里斯班，另一个在悉尼。布里斯班校区将于 2018
年 1 月开始运营，悉尼将于 2018 年中开始运营。校园位置已经到位，该过程主要由首席执行官和财务经理监
督。尚未聘用任何员工，但预计每个校园将需要一名接待员，一名学生服务官和 4 名培训师。墨尔本校区的
现有员工将完成所有其他员工职能，直到学生人数大幅增加为止。预计每个新校区最多可容纳 50 名学生。
该学院目前雇用 24 名员工，包括首席执行官，市场经理和市场助理，人力资源经理，财务经理，行政经理，
办公室助理，接待员，学术经理，学生服务主任以及大约 14 名培训师。
有关上述员工的更多详细信息以及员工离职统计信息，请参见《劳动力信息》文档。
爱德华七世国王学院了解人力资源战略计划的总体重要性，鉴于公司的扩张计划，现在需要一项人力资源战
略计划。
The status of key areas of human resources is as follows:
 Equal employment opportunity and diversity: equal employment opportunity is implicit in recruiting
staff and in the workplace but there is no formal policy or strategy in place or arrangements for
flexible working arrangements.
 Human resources information systems: the current human resources system is basic. Staff files are
kept in a filing cabinet and payroll is managed through accounting software. There is interest in

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migrating to an advanced HR information system as the business grows and has multiple sites.
Costs need to be identified.
 Induction is limited to a couple of hours at the beginning of an employee’s employment. There is no
follow up.
 Job analysis and design: no formal systems in place.
 Occupational health and safety: policies and procedures and processes are in place. However, no
formal training system or ongoing development systems are in place.
 Performance management: while performance management is indicated in the company’s strategic
plan, it is sporadic and depends on the manager. Clearer procedures and systems need to be put in
place and there also needs to be some attention to reward and recognition schemes.
 Professional development: professional development onus is on the staff with no formal systems in
place. Any professional development undertaken by staff is not always recorded although staff are
supposed to complete a professional development register. An online system for recording
professional development and that is linked to the human resources information system would be
useful. There is no current budget for professional development and an annual amount needs to be
identified per staff member.
 Recruitment and selection: there is a desire to identify recruitment and selection strategies that
ensure the recruitment of quality staff.
 Staff retention and succession planning: no formal systems are in place.
人力资源关键领域的状况如下：
•平等的就业机会和多样性：平等的就业机会隐含在招聘人员和工作场所中，但是没有灵活的工作安排的正式
政策或策略或安排。
•人力资源信息系统：当前的人力资源系统是基础。员工档案保存在文件柜中，薪资通过会计软件进行管理。
随着业务的增长和拥有多个站点，有必要迁移到高级 HR 信息系统。需要确定成本。
•入职仅限于雇员开始工作后的几个小时。没有后续行动。
•工作分析和设计：没有正式的系统。
•职业健康与安全：制定政策，程序和流程。但是，没有正式的培训系统或正在进行的开发系统。
•绩效管理：虽然绩效管理已在公司的战略计划中指出，但它是零星的，并取决于经理。需要建立更清晰的程
序和系统，还需要注意奖励和表彰计划。
•专业发展：没有正式制度的员工就要承担专业发展的责任。尽管员工应该完成专业发展登记册，但员工进行
的任何专业发展都不会始终记录下来。一个记录专业发展并与人力资源信息系统链接的在线系统将很有用。
当前没有用于职业发展的预算，需要确定每位工作人员的年度金额。
•招聘和 selection 选：希望确定可以确保招聘高素质员工的招聘和 selection 选策略。
•员工保留和继任计划：没有正式的系统。

Tasks
Complete the following activities:
1. Write a briefing report

Prior to developing the Human Resources Strategic Plan, you are required to develop a briefing
report to present to the CEO and Senior Managers.
Thoroughly review the King Edward VII College’s Strategic and Operational Plan that sets out
the College’s strategic objectives and operational priorities, as well as Workforce information.
Next, you will need to conduct research in the Internet on human resources strategic plans that
is appropriate to the case study.
Then prepare a briefing report regarding information on, and recommendations for, the Human
Resources Strategic Plan. This briefing report will be presented at a meeting with the CEO and
Senior Managers. Their approval is needed to move forward with the project. 1.撰写简报
在制定人力资源战略计划之前，您需要先编写一份简报报告，以提交给首席执行官和高级经理。
彻底审查爱德华七世国王学院的战略和运营计划，其中列出了学院的战略目标和运营重点，以及
劳动力信息。
接下来，您将需要在 Internet 上进行适合案例研究的人力资源战略计划研究。
然后准备一份有关人力资源战略计划的信息和建议的简报。该简报将在与首席执行官和高级经理
的会议上发表。需要他们的批准才能推进该项目
The briefing report should be about two pages long. It should also address the following:
 An overview of King Edward VII College’s human resource requirements for the next three
years, as identified from the scenario information and Strategic and Operational Plan and
workforce information you have been provided with.
 A review and analysis of emerging trends and practices that may impact on human
resources management in King Edward VII College, and strategies to address these. This
should also include a review of any new technology relevant to King Edward VII College
and all of its departments and staff, and impacts on job roles and design.
 A review of any recent and potential changes to industrial and legal requirements that will
impact on the King Edward VII College workforce.
 A review of the number and type of staff that will be needed to meet the company’s strategic
direction, skill requirements for new and existing staff, and options for sourcing required
staff. You should consider and review the range of options for sourcing staff and discuss the
costs and benefits of each approach.
 The philosophies and values you believe should underpin King Edward VII College’s human
resources management, as well as the policies and procedures that are required to ensure
this. Review the scenario information to identify gaps in existing policies, procedures and
systems.
Tasks
 Recommended human resources strategic directions based on scenario information, research
conducted and review of Strategic Plan. As a minimum, your Human Resources Strategic Plan
should include three priority areas and objectives and targets. 简报报告应长约两页。它还应解决以
下问题：
 •从方案信息以及战略和运营计划以及您提供的劳动力信息中确定了爱德华七世国王学院未来三年的
人力资源需求概述。
 •审查和分析可能影响爱德华七世国王学院人力资源管理的新兴趋势和做法，以及解决这些问题的策
略。这还应包括对与爱德华七世国王学院及其所有系和职员有关的任何新技术的审查，以及对工作角
色和设计的影响。
 •审查将对爱德华七世国王学院员工产生影响的近期和潜在的工业和法律要求变更。
 •审查满足公司战略方向所需的员工数量和类型，对新员工和现有员工的技能要求以及寻找所需员工
的选择。您应该考虑和审查采购人员的选择范围，并讨论每种方法的成本和收益。
 •您认为应该拥护的哲学和价值观支持爱德华七世国王学院的人力资源管理以及确保这一点所需的政
策和程序。查看方案信息，以识别现有策略，过程和系统中的差距。
 •根据情景信息，进行的研究和对战略计划的审查，建议人力资源战略方向。您的人力资源战略计划
至少应包括三个优先领域以及目标和指标。

Tasks
11. Send an email to the CEO and Senior Managers (your assessor).
When you have completed the briefing report, send it to your assessor as an email attachment.
The text of the email should use grammatically correct and respectful English. Remember that
the CEO and Senior Managers receive many emails, so you will need to begin by re-introducing
the project to them and introducing yourself in an appropriate manner.
It should also include a short summary of the attachment.
Your email should include a brief outline of the purpose of the meeting and the date, time and
duration for the meeting (the meeting will last for approximately 30 minutes).
Send the email at least 2 working days prior to the planned meeting. Your assessor will have
advised you of the date and time on which you need to conduct the meeting. If they have not,
send them a short email to obtain this. 2.发送电子邮件给首席执行官和高级经理（您的评估师）。
完成简报后，将其作为电子邮件附件发送给评估者。
电子邮件中的文字应使用语法正确且受人尊敬的英语。请记住，首席执行官和高级经理会收到很
多电子邮件，因此您需要首先将项目重新介绍给他们，并以适当的方式介绍自己。
它还应包括附件的简短摘要。
您的电子邮件应包括会议目的的简短概述以及会议的日期，时间和持续时间（会议将持续大约 30
分钟）。
在计划的会议召开至少两个工作日之前发送电子邮件。您的评估师会通知您您需要举行会议的日
期和时间。如果他们还没有，请给他们发送一封简短的电子邮件以获取此信息。
12. Conduct meeting

In this part of the assessment task, you are required to conduct the meeting to discuss the
briefing report you have developed to inform the development of the Human Resources
Strategic Plan. The purpose of the meeting is to present information and recommendations for
the Human Resources Strategic Plan and to discuss ideas and seek feedback.
Your assessor will play the role of the CEO and your assessor will identify a number of your
fellow students to play the roles of Marketing Manager, Finance Manager, Administration
Manager and Academic Manager.
At the meeting, you are required to:

 Provide an introduction to the meeting and state the purpose of the meeting.
 Explain the key points from the briefing paper, as well as provide the opportunity for
questions.
 Seek input on all aspects of the briefing paper for the development of the Human
Resources Strategic Plan including:
o Asking Managers about their preferences for human resources requirements including
all of those explored in the report.
o Discussing and agreeing on the philosophies, values and polices that you have
identified for King Edward VII College’s human resources management.
 Write ideas up on a whiteboard or butcher’s paper. You will need to use the ideas you write
up in Assessment Task.
Tasks
 Demonstrate effective interpersonal and communication skills including:
o Speaking clearly and concisely
o Using effective non-verbal communication skills to encourage audience interest
o Responding to questions
o Asking questions to seek feedback
o Use of active listening techniques to confirm and clarify understanding.
Your assessor will also provide feedback on some additional areas for consideration in the
development of the Strategic Plan. You will need to incorporate this into the development of the
Strategic Plan in Assessment Task 3. 3.召开会议
在评估任务的此部分中，您需要举行会议以讨论为为人力资源战略计划的制定提供信息的简要报
告。会议的目的是为人力资源战略计划提供信息和建议，并讨论想法并寻求反馈。
您的评估师将担任首席执行官的角色，而您的评估师将确定您的许多同学，分别担任市场经理，
财务经理，行政经理和学术经理。
在会议上，您需要：
•提供会议介绍并说明会议目的。
•从简报中解释要点，并提供提问的机会。
•在简报的所有方面寻求人力资源战略计划制定方面的投入，包括：
o 向经理询问他们对人力资源需求的偏好，包括报告中探讨的所有偏好。
o 讨论并商定您为爱德华七世国王学院的人力资源管理所确定的理念，价值观和政策。
•将想法写在白板或屠夫的纸上。您将需要使用您在评估任务中写下的想法。
•展示有效的人际交往和沟通技巧，包括：
o 简洁明了地讲
o 使用有效的非语言交流技巧来激发观众的兴趣
o 回答问题
o 提出问题以寻求反馈
o 使用积极的聆听技巧来确认和澄清理解。
您的评估人员还将提供有关其他一些领域的反馈，以供制定《战略计划》时参考。您将需要将其
纳入评估任务 3 中战略计划的制定中。

Tasks
13. Develop the Human Resources Strategic Plan

You are now required to develop the Human Resources Strategic Plan using your research and
input from the meeting. Use the template provided by your assessor to develop your plan,
ensuring that you complete all sections of the plan and clearly state strategic objectives and
targets.
14. Develop a Risk Management Plan.

You are also required to develop a risk management plan to identify the risks that may be
associated with the Human Resources Strategic Plan and risk management strategies that can
be used to control risk. Identify potential risks and risk management strategies related to the
strategies and actions in your Human Resources Strategic Plan and then document them using
the template provided.
15. Send an email to the management team (your assessor).

When you have completed both plans, send them via email to the management team (your
assessor). Your email must indicate that this is the Human Resources Strategic Plan for
implementation and the Risk Management Plan and that you are seeking final approval.
4.制定人力资源战略计划
现在，您需要使用会议的研究和投入来制定人力资源战略计划。使用评估员提供的模板来制定计划，确保您
完成计划的所有部分并清楚地陈述战略目标。
5.制定风险管理计划。
您还需要制定风险管理计划，以识别可能与人力资源战略计划相关的风险以及可用于控制风险的风险管理策
略。确定与人力资源战略计划中的策略和行动相关的潜在风险和风险管理策略，然后使用提供的模板对其进
行记录。
6.向管理团队（您的评估者）发送电子邮件。
完成两个计划后，通过电子邮件将其发送给管理团队（您的评估者）。您的电子邮件必须表明这是实施的人
力资源战略计划和风险管理计划，并且您正在寻求最终批准。

Tasks
Student’s name:
Completed
Did the student: successfully Comments
Yes No
Develop a briefing report based on the case study
information and research on strategic plans?
Research the environments in which the strategic

plans will be used, including up-to-date practices and
emerging trends?
Research recent and potential changes to industrial

and legal requirements that could affect the supply of
labour.
Review new technology and any impact it may have

on the jobs and job descriptions in the proposed
campuses.
Clearly state strategic objectives and targets within

the Human Resources Strategic Plan?
Identify gaps in existing policies, procedures and

systems?
Examine the costs and cost benefits of different

options for resourcing staff?
Review of the number and type of staff that will be

needed for the new campuses, including skill
requirements for new and existing staff.
Develop a risk management plan that identifies all the

risks associated with the implementation of the HR
Strategic Plan and using the template provided?
Use correct spelling and grammar in all

correspondence, using an English that is appropriate
for the situation?

Assessor signature
Assessor name
Date

Tasks

Tasks

Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Feedback

Student signature
Date

Tasks

Tasks
Assessment Task 3: Human resources implementation project
Task summary
For this assessment, you are required to implement the Human Resources Strategic Plan by researching
and developing a short report about the range of potential work-life balance programs that could be
implemented for King Edward VII College, as well as developing an action plan
Required
 Computer and Microsoft Office (or similar program)
 Access to the Internet for research
 Work Life Balance Report and Action Plan Template
 Health and Safety Policy and Procedures
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Email with completed work-life balance briefing report and action plan attached
 Email with the following attached:
o Updated Health and Safety Policy and Procedures
o Evaluation report
o Updated Human Resources Strategic Plan
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.
the assessment.
Tasks

Tasks
Carefully read the following:
King Edward VII College has adopted the Human Resources Strategic Plan with the following strategic
objectives included:
 Support a safe, healthy and inclusive workplace culture
One of the actions identified to achieve this is:

 Develop the King Edward VII College Work/Life Balance Strategy
In addition, the outcome of a recent survey is showing that staff identify with feeling increasingly stressed
through being overworked. The Health and Safety Officer has advised that there must be immediate action.
爱德华七世国王学院通过了人力资源战略计划，其中包括以下战略目标：
•支持安全，健康和包容的工作场所文化
为实现这一目标而采取的行动之一是：
•制定爱德华七世国王学院的工作/生活平衡策略
此外，最近一项调查的结果表明，员工过度劳累会感到压力越来越大。健康和安全官已建议必须立即采取行
动。
Complete the following activities:
1. Develop work life balance report and action plan

You are now required to implement actions from the Human Resources Strategic Plan and
based on the feedback from staff and the Health and Safety Officer.
To do this, you are to conduct research and develop a short report to present to staff about
options for the range of potential work/life balance programs that could be implemented and
recommendations on which programs you think are most appropriate for King Edward VII
College.
Use the Work Life Balance Report and Action Plan Template to guide your work.
You report should be approximately 1 page long, and written in clear and concise English.
2. Send an email to the management team (your assessor.

The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.

Tasks
It should introduce and summarise the contents of the attachment, and seek their feedback and
approval to move forward with the project.
Attach your work life balance report and action plan to the email.
3. Update the Health and Safety Policy and Procedures.

Assume that the Health and Safety Officer has mailed you back, and is very supportive of the
proposed actions for Work/Life Balance actions. They advise that a further improvement would
be to ensure that the actions are formalised in the King Edward VII Health and Safety Policy and
Procedure. This should be a policy statement about the organisation’s commitment to Work/Life
Balance.
Review the Health and Safety Policy and Procedures and update it as recommended by the
Health and Safety Officer. The update will be a short statement about the organisation’s
commitment.
1.制定工作生活平衡报告和行动计划
现在，您需要根据员工和健康与安全官的反馈，执行人力资源战略计划中的行动。
为此，您将进行研究并制定一份简短报告，向员工介绍可实施的一系列潜在工作/生活平衡计划的选择方案，
以及您认为最适合爱德华七世国王学院的计划的建议。
使用工作生活平衡报告和行动计划模板来指导您的工作。
您的报告应长约 1 页，并以简洁明了的英语撰写。
2.向管理团队（您的评估者）发送电子邮件。
电子邮件的文本应使用语法正确的英语，并以适当的（礼貌的，类似业务的）样式书写。
它应该介绍和总结附件的内容，并征求他们的反馈和批准，以便继续进行该项目。
将您的工作生活平衡报告和行动计划附加到电子邮件中。
3.更新健康和安全政策和程序。
假设健康与安全官已将您寄回给您，并非常支持为“工作/生活平衡”行动而提议的行动。他们建议进一步的改
进是确保在《爱德华七世国王健康与安全政策和程序》中将这些行动正式化。这应该是有关该组织对工作/生
活平衡的承诺的政策声明。
审查《健康与安全政策和程序》，并按照健康与安全官员的建议进行更新。更新将是有关该组织承诺的简短
声明。

Tasks
Assume that it is 12 months later, and the work-life balance policies and procedures have been
implemented. One of the initiatives implemented was working from home arrangements for some staff
members.
Performance indicators relating to the implementation of work-life balance policies are indicated in the
Human Resources Strategic Plan as follows:
 High staff satisfaction with working from home arrangements.
 Technology is in place to facilitate working from home arrangements.
Key lessons learnt from implementation of the initiative are:

 The implementation of the work-from-home team has been very positive. This can be attributed to
the fact that the initiative was very well researched and project managed; and problems that could
have become issues were identified and managed as part of the trial.
 Having the right operational technology is important. There are some technology limitations: due to
the bandwidth required for the phone and network connection the work-from-home team are unable
to utilise tools such as web cams to facilitate meetings.
 Need for clarity with family members about the time and place of work-from-home.
 Need for internal policy considerations to address issues such as, when an employee relocates
residence or an employee is selected/applies for a work-from-home position and the college is not
able to provide a connection due to connection limitations.
假设已经过了 12 个月，并且已经实现了工作与生活平衡的政策和程序。实施的一项举措是从一些工作人员的
家庭安排中开展工作。
人力资源战略计划指出了与实施工作与生活平衡政策有关的绩效指标：
•员工对在家中工作的满意度很高。
•技术到位，以便利家庭布置工作。
从实施该倡议中学到的主要经验教训是：
•在家工作团队的实施非常积极。这可以归因于该倡议得到了很好的研究和项目管理。作为试验的一部分，确
定并管理了可能成为问题的问题。
•拥有正确的操作技术很重要。存在一些技术限制：由于电话和网络连接需要带宽，因此在家工作的团队无法
使用网络摄像头等工具来促进会议。
•需要与家人澄清在家工作的时间和地点。
•需要内部政策考虑来解决以下问题，例如，当员工迁居或选择/申请在家工作时，并且由于连接限制，学院无
法提供连接
4. Monitor and review implementation of the Human Resources Strategic Plan

Based on the information above, develop a short (half a page) evaluation report for the CEO
summarising the impact of the working from home arrangements and performance against
objectives from the plan. The report should be in your own words and no more than one page.
5. Update your Human Resources Strategic Plan

Tasks
Include additional actions in your Human Resources Strategic Plan to account for the actions
that need to be undertaken based on the scenario information.
6. Send an email to 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 attachments, and seek their feedback.
Attach the following to the email:

 Updated Health and Safety Policy and Procedures
 Evaluation report
 Updated Human Resources Strategic Plan 4.监测和审查《人力资源战略计划》的执
行情况
 根据以上信息，为首席执行官制定一份简短的评估报告（半页），总结家庭计划工作
和绩效对计划目标的影响。该报告应以您自己的语言写成，且不得超过一页。


 5.更新您的人力资源战略计划
 在人力资源战略计划中包括其他行动，以根据方案信息说明需要采取的行动。


 6.发送电子邮件给您的评估者。
 电子邮件的文本应使用语法正确的英语，并以适当的（礼貌的，类似业务的）样式书
写。
 它应该介绍和总结附件的内容，并征求他们的反馈。

 将以下内容附加到电子邮件：
 •更新的健康与安全政策和程序
 • 评估报告
 •更新的人力资源战略计划

Tasks
Student’s name:
Completed
successfully
Comments
Did the student: Yes No
Demonstrate the ability to work with others to

implement the plan?
Provide a detailed analysis of progress of the HR
Strategic Plan using information provided, and
report on performance against Human Resources
Strategic Plan objectives?
Report on performance against Human
Resources Strategic Plan objectives?
Assessor signature
Assessor name
Date


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Student Assessment Tasks

BSBHRM602 Manage human resources strategic

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task Overview

Australian Training School trading as Southern Academy of Business and Technology

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Australian Training School trading as Southern Academy of Business and Technology

Each assessment task in this booklet consists of the following:

Assessment Task Cover Sheet

Depending on the task, this may include

Assessment Task Information

Assessment Task Instructions

Australian Training School trading as Southern Academy of Business and Technology

Australian Training School trading as Southern Academy of Business and Technology

Student Assessment Agreement

Do you understand your rights to re-assessment?  Yes  No

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 1 Cover Sheet

Assessment outcome S NS DNS Resubmission Y N

Student result response

Australian Training School trading as Southern Academy of Business and Technology

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 1: Written Questions

Australian Training School trading as Southern Academy of Business and Technology

Written answer question guidance

Australian Training School trading as Southern Academy of Business and Technology

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Describe five key functions of a Human Resources Manager.

Related: 5 Ways to Make the Job of an HR Person Easier

Managing Employee Relations

Australian Training School trading as Southern Academy of Business and Technology

human resource management

Training And Development

Answer: the importance of the human resources strategic planning function

Australian Training School trading as Southern Academy of Business and Technology

7. Explain each of the following options for sourcing a workforce:

Australian Training School trading as Southern Academy of Business and Technology

analyzing labor supply

forecasting labor demand

balancing projected labor demand with supply

Australian Training School trading as Southern Academy of Business and Technology

supporting organizational goals

Labor and employee relations.

3.解释《 2009 年公平工作法》的目的，范围及其对人力资源职能的重要性。

5.根据《 2009 年公平工作条例》，概述至少四个必须为每个员工保留的信息的示例。

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 1 Checklist

Did the student provide a sufficient and Satisfactory

Task Outcome: Satisfactory  Not Satisfactory 

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 2 Cover Sheet

Assessment outcome S NS DNS Resubmission Y N

Student result response

Australian Training School trading as Southern Academy of Business and Technology

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 2: Human resources strategic plan project

This assessment is to be completed in the simulated work environment in your RTO.

 Risk Management Plan Template

 Strategic and Operational Plan

Australian Training School trading as Southern Academy of Business and Technology

Assessment Task 2 Instructions