Scenario: · Web viewStudents that are assessed “satisfactory” after re-assessment of areas deemed NS will achieve competency for this assignment. I acknowledge the assessment

Assignment Written Responses Student InstructionsBSBHRM513 Manage workforce planning

Student Name: Student ID:

Group: Date:

Type of AssessmentThis summative assessment will enable your Assessor to make a judgement of competency based on the submission of your completed assignments against the requirements of this unit of competency.

Assessor InstructionsThe Assessment Benchmark developed for each unit of competency is the evidence criteria used to judge the quality of performance (i.e. the assessment decision-making rules). Assessors must use these benchmarks to make judgement on whether competency has been achieved and to determine if the participant has performed to the standard expected to meet unit requirement and learning outcomes. Competency results for each unit are recorded in the Record of Assessment Form.

Reasonable AdjustmentCareers Australia will allow flexibility in relation to the way in which each unit is delivered and assessed based on the student’s requirement. The following are the reasonable adjustments for this unit:

Reasonable Adjustment for this unit College Based On Line Deliveryassistance of a Learning Support Teacher for LLN issues Yes Yesmodifications to physical environment, eg wheelchair access Yes Not Applicablechanges to course design, eg instead of written assessment task – change to verbal questioning & assessor to write the answers

Yes Not Applicable

Assessment CodingAssessment of this program of study is based on competency based principles.S = SatisfactoryNS = Not SatisfactoryStudents who fail to perform satisfactorily for the assessment in the prescribed date may be assessed as ‘not satisfactory’. You are required to be assessed as ‘Satisfactory’ on completion of Assessments assigned by your assessor for this unit of competency.

Re-assessment

Any re-assessment is conducted as soon as practicable after you have been informed of the requirement to be re-assessed and have been given the opportunity to be re-trained and assimilate the training. You are re-assessed in only the areas assessed NS. It is at the assessor/s discretion to re-assess the entire assessment should it be demonstrated an overall understanding of this unit has not been achieved. Students that are assessed “satisfactory” after re-assessment of areas deemed NS will achieve competency for this assignment.

I acknowledge the assessment process has been explained and agree to undertake assessment. I am aware of Careers Australia’s appeals process, should the need arise. I also understand that I must be assessed as ‘satisfactory’ in all parts of the assessment to gain a competent result for this unit of competency. I declare that the work contained in this assessment is my own, except where acknowledgement of sources is made. I understand that a person found responsible for academic misconduct will be subject to disciplinary action (refer to student handbook).

Student Signature: __________________________ Date: ______

Assessor use only

Assessor Comment/Feedback: _________________ __________ __________ __________ Assessor Name: ____________________________ Assessor Signature: _______________________________

Date: _________________ Result: Satisfactory/Not Satisfactory

Office use only:

Results entered by: Date: Skills Centre:

April 2016 v1.5 Page 1


Students must complete all tasks as outlined in the following pages.

Hints: - The following hints will assist when preparing reports for submission

Report format:

Executive summary

An executive summary is a very useful tool in communicating your information to busy people. It is essentially a short summary (often no more than a page) of the report objectives, findings, and conclusions.

Contents

Any report over three pages in length should have a list of contents. A list of contents not only helps people find their way around the report but it also gives an indication of what is in the report and the structure.

Introduction

The introduction should set the scene for the report by concisely describing the reason for the report and the background or history relevant to the report.

Body The body should address the main information including: • objectives of the review; • how the review was conducted, who was consulted, etc.; and • results of the review and key issues identifiedSummary/Conclusions/Recommendations

Your conclusions should be clearly justified with reference to the results of the review. Your recommendations should be made twice, briefly in the opening summary or Executive Summary and then in more detail in the recommendations section.

Useful links to assist with assigned tasks.

This information is to be handed to each student to outline the assessment requirements.

Assessment due date: This will be aligned to Session Plan



Instructions

Compile a report by answering all questions based on data from your own organisation or by utilising the following scenario.

Scenario:

You are the Regional Manager for CA City Retail Group, a large organisation with a Department Store, a Café and Service Station, located in Southeast QLD. You have noticed one of your key stores has had an increased staff turnover in female staff during the past six months. This can be found presented in the graph below. You will be sending your report to your key stakeholders the CEO and HR Director of CA City Retail Group.



Question One

Review and research current labour data on staff turnover and demographics in the retail industry. We recommend you access the following sites to conduct your research:

LMIP- www.lmip.gov.au RBA-www.rba.gov.au ABS- www.abs.gov.au Service Skills Australia- www.serviceskills.com.au Department of Employment- www.employment.gov.au

We also recommend you read the 2014 Retail Workforce Study developed by the Australian Workforce and Productivity Agency in association with Service Skills Australia. This document has been provided for you below:

This is a lengthy document, and whilst you are encouraged to read the document thoroughly, you will find that by reading the Overview in pages 13-22, most of the key concepts and ideas are covered, however you will be required to study keys sections of this document in greater detail to extract the required information to fully answer the questions. You can then extend your reading further, if so desired.

1a How does the graph above (your current working environment) compare to the information you have gleaned through your labour market research with regard to staff turnover? Are these high rates in line with the rest of the retail industry?

1b Based on the information you have read, identify three factors that may affect your workforce supply. For each factor identified, explain why this is of significance to the workforce supply in the retail industry or the industry of your choice. These factors may be related to:

Pick three from this list: You will find information on these topics in your ebooks, in the attached study and on google.

Technological advancesWhat technological advances may affect workforce supply? Why has this affected workforce supply in the retail industry?

Labour market competition Economic conditions Industry changes Market trends Skills and labour shortages Unemployment rates

1c Evaluate the organisation’s workforce requirements using your labour research findings for the Retail Industry. Explain what the workforce requirements are for the CA City Retail workforce (or for your organisation).

Hint: The requirements for the workforce may include diversity in age, gender, generation, learning styles, race, religious beliefs, sexuality, and workers’ background, including cultural and linguistic background. Further, there will be specific requirements for education and foundation skills. This relates to appendix A

Think about what they have given you in the hint? As a retail store what would their requirements be for CA City? Your ebook has information on this


http://www.employment.gov.au/

http://www.serviceskills.com.au/

http://www.abs.gov.au/

http://www.lmip.gov.au/


Question Two

Identify three organisational strategies from your organisation or use the following three organisational strategies that have been communicated by the executive team (in the scenario), these are:

Attract and retain a capable skilled workforce

Develop the workforce to meet future skill needs

Increase diversity in retail workforce

These three organisational strategies may require you to either modify your workforce composition; and/or retain the current employees in your workforce. You are required to create two operational objectives in support of each strategy. If you are using the scenario, use the CA City Retail Group’s Diversity Policy (Appendix A) to understand the organisations view on diversity.

Hint: The operation objective may include specific objectives for the organisation on recruitment, training, retention, redeployment and redundancy.

Your ebook has some information on this and so does the attached study.


What strategies are you going to implement to attract skilled workers and what strategies are you going to implement to retail your skilled workers?


What strategies can you implement to develop the people you have to meet future skills needed ?


How can you increase diversity in CA City workforce?

Question Three

Staff turnover is an important measure of workforce planning. Answer the following questions regarding staff turnover.

3a Explain if the current staff turnover (in the scenario or within your organisation) is acceptable and give two reasons to support your thoughts. Do you think the current staff turnover with CA City is acceptable? If so or if not, why? 2 reasons needed.

3b Based on the objectives you have set in Question 2, create three strategies that can be implemented to address the turnover and how can these strategies help to assist employees. See ebook and study

So whatever objectives you came up with in Question two – Provide three strategies to retain staff

EG Flexible working hours – This will help assist the female employees in particular who want to work school hours or those employees wanting a more work/life balance

3c Set some realistic targets for this objective.

Set some targets for the three strategies

EG Implement a procedure to allow 5% of the current workforce to take on part time house within the 6 months.



Question Four

How could you go about sourcing skilled workers? Identify at least two methods, and explain how you could use those two methods in the future to make sure your organisation continues to bring in the right people.

Method oneThis method will help…….

Method twoThis method will …..

Question Five

Now you have set your objectives, strategies and targets, name two stakeholders you would consult for approval. Draft an email to the two people you have identified. You need to confirm the following details with them:

Outline the proposed objectives are and why you believe they are important to the organisation Why you have chosen them, in particular, to assist with the approval process.

List 2 stakeholders

Then Draft an email – make sure you address the points please

Hint: Include timeframes and instructions for the process of approval of the objectives and strategies.

Question Six

Based on the objectives and strategies you have set, construct a contingency plan to address and avoid future work related problems. Ebook and attached study or google strategies

Objectives Contingency plans


Here you list how you will attract and retain skilled workers

EG:TV marketing campaign to sell the benefits of working in retail

This is Plan B or your backup plan is the first one does not work

Here you list how you would attract or retail skilled workers if your first plan failed

EG: Hire a specialist recruitment company





Question 7

Create an action plan to support one of your objectives for recruitment, training, redeployment and redundancy you identified in question 2.

Objective Actions Responsibilities Date due

Put one objective here from Question 2

1. List the steps needed to make the objective happen?

Who is responsible for that step?

When must that step be completed by?

2.

3.

4.

5.

6.

7.

Question Eight

Create a flow chart to demonstrate how you would implement a succession planning system ensure desirable workers are developed and retained within the organisation.

You must insert a flow chart here. It can just be a simple dot point list or an actual flow chart.

You may use google images to find ideas (search for succession planning process steps) or there is a sample in your ebook

Question Nine

Your staff are your most valuable resource, you need to be sure they are all performing well and to the best of their abilities. How will you know if this is the case? You need to ask them for their feedback.

9a Create an employee satisfaction survey for the CA City Retail Group’s store (or for your own organisation) to measure the current climate. Please make sure to create at least seven questions. Ebook has a bit on surveys

Here you are to ask questions to your employees. You are the Manager and you want feedback on whether they are satisfied in their jobs

9b Provide two types of programs you could put into place to ensure you become an employer of choice in the future? Look in your ebook or google for ideas

9c Employee satisfaction surveys are important tools to regularly monitor the workplace climate. You will need to collate the survey responses and track outcomes to monitor the change in organisational climate. The table below provides results recent organisational climate survey. 230 Surveys were issued and 182 responses received. This was the same response rate as per last quarter’s survey. Complete the satisfaction calculations for each climate dimension measured in the survey. Then, using these calculations complete the survey summary section in the table.



Dimension definitions:

Employee Welfare The extent to which the organisation values and cares for employeesAutonomy Designing jobs in ways which give employees wide scope to enact workParticipation in decision making Employees are given considerable influence over decision-makingCommunication The free sharing of information throughout the organisationEmphasis on training A concern with developing employee skills

Dimension Satisfaction % previous quarter

Number ‘satisfied’ respondents

Number of ‘unsatisfied’ respondents

Satisfaction %

Employee Welfare 93% 138 22

Autonomy 82% 127 72

Participation in decision making 80% 148 34

Communication 77% 165 17

Emphasis on training 90% 132 50

Survey summary

Dimension of concern % variance to last survey

Reason for concern

Question Ten

Referring to the graph and industry research that you reviewed in question 1, and the strategies you have listed, comment on how you would review and monitor their effectiveness.

Look in ebook and attached study

Question Eleven

Explain how you will continue to regularly monitor labour supply trends and government policy on labour demand in the retail industry as a whole?

What information sources will you use?

Look in ebook



Question Twelve

There are a number of techniques which can be used to estimate and forecast human resource demand; some are listed in the table below. Provide an explanation of each technique: Ebook or google

Managerial Judgement

Work Study Technique

Ratio-trend Analysis

Econometric Models

Delphi Model

Estimates based on historical records

Question Thirteen

The executive team has just announced the Department Store trading hours will be extended from 6.00pm to 11.00pm each night between 15 October and 31 December. Sufficient staff will need to be allocated for these hours. The current staffing levels are unlikely to meet with this demand and strategies need to be put into place to meet with this business directive. You are required to revisit your workforce objectives, in response to this change. Please provide details of three new objectives you would identify for the workforce. If you are using your own organisation, identify a similar workforce change that impact on your organisational objectives and provide a response to this change.

Here the scenario is saying instead of the store closing at 6pm it will now stay open until 11pm but we do not have enough staff to cover the additional hours.

Question Fourteen

Now your policy has been in place for six months, how can you evaluate the effectiveness of the changes you have made? Please make sure to list at least three different ways this can be assessed. See ebook



Appendix A

CA City Retail Group’s Diversity PolicyGuiding Principles

Our organisation respects and values the competitive advantage of diversity, and the benefit of its integration throughout the organisation, in order to enrich our perspective, improve performance, increase member value, and enhance the probability of achievement of our goals and objectives.

Our guiding principles with respect to diversity are:

To treat all employees, prospective employees, contractors, consultants, members and suppliers, fairly and equally regardless of their gender, age, sexuality, culture/ethnicity, language and religious beliefs, and regardless of any disability or flexible workplace practices.

To value diversity by maintaining a safe work environment and taking action against inappropriate workplace behaviour including discrimination, harassment, bullying and victimisation.

To promote an organisational culture that values diversity and tolerates differences by developing and offering work arrangements that help to meet the needs of a diverse work force.

To promote the recruitment of employees and directors impartially from a diverse field of suitably qualified candidates.

To provide learning and development strategies and opportunities to develop the knowledge skills and experience of all employees.

We will realise our guiding principles by:

Being aware of diverse strategies and organisational and market opportunities and utilising a range of tactics to achieve our goals and objectives;

Adding to, nurturing and developing the skills and experience of employees; Developing our culture, management systems, processes and procedures to be aligned with our guiding

principles and promote the attainment of diversity. We will develop, implement and measure ongoing strategies, initiatives and programs to promote diversity

across the organisation.

Monitoring and reporting

The Human Resources department will monitor, review and report (at least annually) to the CEO and the Executive on the organisation’s progress with respect to this policy including its progress against all measurable objectives introduced.

Our annual report will contain details of the measurable objectives set by the board in accordance with this policy and our progress towards achieving them. In addition, we will disclose in our annual report details of the proportion of women employees in our organisation and women in senior executive positions.

Accountability and responsibility for this policy

The Human Resource department has responsibility for administration, monitoring and ongoing review of this policy.

Management, employees, contractors and consultants have responsibility for understanding and adhering to the terms of this policy.

Compliance

We will meet all obligations with respect to the issue of diversity in line with any applicable regulatory and reporting requirements including but not limited to:

Age Discrimination Act Disability Discrimination Act Racial Discrimination Act Sex Discrimination Act Human Rights and Equal Opportunity Commission Act



CONTACT US

If you would like to lodge an informal complaint, please contact HR on [email protected]

If you would like to lodge a formal complaint please do so via: https://www.humanrights.gov.au/complaints/make-complaint


https://www.humanrights.gov.au/complaints/make-complaint

https://www.humanrights.gov.au/complaints/make-complaint

mailto:[email protected]

Scenario: · Web viewStudents that are assessed “satisfactory” after re-assessment of areas deemed NS will achieve competency for this assignment. I acknowledge the assessment

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