Assessment Instructions

Assessment Instructions

BSBLDR523 Lead and manage effective workplace relationshipsSTUDENT NAME =DHURBA SUNAR

STUDENT ID=SCSB20418

TRAINER NAME=ASHRAFUL MINHAZ

SUBMISSION DATE =10/09/2022

Southern Cross School of Business

CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924

Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287

Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506

BSBLDR523 Lead and manage effective workplace relationships_V1.0_20/08/2021 Contents

TOC h z t "RTO Works Heading 1,1" Introduction PAGEREF _Toc65744307 h 4Assessment Task 1: Knowledge questions PAGEREF _Toc65744308 h 5Assessment Task 1: Checklist PAGEREF _Toc65744309 h 8Assessment Task 2: Project PAGEREF _Toc65744310 h 9Assessment Task 2: Checklist PAGEREF _Toc65744311 h 14Final results record PAGEREF _Toc65744312 h 17

IntroductionThe assessment tasks for BSBLDR523 Lead and manage effective workplace relationships are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.

Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Business Works Student User Guide. The Student User Guide provides important information for you relating to completing assessment successfully.

Assessment for this unit

BSBLDR523 Lead and manage effective workplace relationships describes the skills and knowledge required to lead and manage effective workplace relationships.

For you to be assessed as competent, you must successfully complete two assessment tasks:

Assessment Task 1: Knowledge questions You must answer all questions correctly.

Assessment Task 2: Project You must work through a range of activities and complete a project portfolio.

Assessment Schedule

Task Due Date

Assessment 1 Week 1

Assessment 2 Week 2

Review the unit Week 3

Assessment Task 1: Knowledge questions

Information for studentsKnowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:

review the advice to students regarding answering knowledge questions in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provideadhere with SCSBs submission guidelinesanswer all questions completely and correctly

submit work, which is original and, where necessary, properly referencedavoid sharing your answers with other students.

Submit:

Answer all the questions correctly.

Questions

Provide answers to all of the questions below:

Identify five ways in which workplace systems andpolicies and procedurescan assist in building effective relationships.

Recognize your advantages and disadvantages.

Knowing your advantages and disadvantages might be important before concentrating on developing new business ties. Building connections at work may benefit from having interpersonal skills including communication, active listening, and dispute resolution. It's critical to consider both the attributes you hope to offer to a new working relationship and those you hope to find in a partner. An emotional intelligence (EI) exam may be useful for this job.

Make time to cultivate relationships.

Strong business partnerships take time to develop. It could be challenging to find time to engage with other team members given your usual responsibilities and tasks at work. It will be simpler to talk to and get to know your co-workers if you set aside time to build connections. The best times to schedule planning time are the first ten minutes of your shift, lunchtime, or the last few minutes before you leave the workplace. Even better, schedule your meetings so that everyone gets a chance to catch up within the first ten minutes. Many businesses also provide team trips or after-hours activities that are excellent for forging bonds among staff.

Explore and pay attentionIt's also a crucial step in the relationship-building process to get to know your co-workers better, so ask questions and listen intently. You show interest in a co-worker when you ask about their personal lives, career aspirations, or basic requirements. Before disclosing any specifics about your life, give them a chance to ask you about it. Your employees will start to perceive you as a competent communicator if you start asking questions and promoting open dialogue. They are more likely to approach you when they need someone to listen, when they are happy, or when they are having difficulty.

Offer supportHelping a co-worker who needs help with a task might make it easier to develop relationships at work. If you see a co-worker is worried and you have some free time, think about volunteering to help. You are modelling the trustworthiness that is necessary for collaboration by helping your co-workers.

Respect each employee's contributionThanksgiving can help to cement relationships. Occasionally, it could seem impossible to understand the challenges that a different department is facing, and frustrations may give rise to unfavourable feelings. By keeping in mind that each department has different goals, you can determine where each person stands within the organisation. Instead of forming conclusions or putting blame on others, it would be prudent to consider viable solutions. You'll find that by working together in a positive and professional manner, you get a new appreciation for your co-workers, which will allow you to start forging strong connections.

Workplace policies and procedures are often based on legislation and regulations.Discuss the purpose of each of the following Acts and for each Act explain why the Act is important for ensuring effective workplace relationships.

Age Discrimination Act 2004

Age-based discrimination in the workplace is prohibited by the Age Discrimination Act of 2004 (ADA). It must be followed by both new and seasoned workers. Australians of all ages are also protected by the ADA against discrimination in other areas of public life, including education, the purchase or usage of services, and the renting or buying of a house or an apartment. The ADA also prohibits harassing or bullying another individual because of their age. The Age Discrimination in Employment Act prohibits employers from discriminating against persons 40 years of age or older based on their age (ADEA). Although some countries have laws preventing age discrimination against younger employees, these laws do not cover individuals under the age of forty.

Disability Discrimination Act 1992

The 1992 Disability Discrimination Act (DDA) prohibits discrimination against individuals with disabilities in a number of sectors of public life, including employment, education, access to or use of services, the right to rent or buy a home or other property, and public spaces. Short-term and long-term impairments, illnesses, diseases, physical deformities, health problems, and job accidents are all covered under the DDA. People who struggle with their physical, mental, sensory, neurological, learning, or psychosocial well-being are also included. It comprises impairments that people already have, prospective future disabilities, and disabilities that people are expected to suffer in the future. The DDA protects people with disabilities against discrimination regardless of whether they use assistive devices or equipment like wheelchairs or hearing aids or if they are accompanied by a trained animal like a guide, hearing, or service dog.

Fair Work Act 2009

The Fair Work Act is one of the most significant Commonwealth legislations governing the employment of workers over retirement age. It clarifies the responsibilities of workers, employers, and employee organisations in relation to certain employment terms and conditions. The Fair Work Act lays forth rules for both businesses and employees within the "national system." Employment that is not governed by the national industrial relations system is nonetheless subject to the relevant state industrial relations systems. However, employees in non-national systems are also eligible for a number of Fair Work Act advantages. The Act also established various organisations, including Fair Work Australia (FWA) and the FWO, to oversees its administration as well as a framework for compliance and enforcement.

Racial Discrimination Act 1975

The Racial Discrimination Act of 1975 states that it is illegal to treat someone differently based on their race, colour, ancestry, national origin, ethnic origin, or immigration status (RDA). People are protected against racial discrimination under the RDA in a variety of spheres of public life, including employment, education, service use, renting or purchasing real estate, and visiting public spaces.

Sex Discrimination Act 1984.

The Sex Discrimination Act of 1984 (SDA) prohibits discrimination against anyone based on their sex, gender identity, intersex status, sexual orientation, marital status, partner status, parental obligations, and whether or not they are now or may soon be pregnant or nursing.

Explain how effective problem-solvingand conflict resolutionstrategies outlined in policies and procedurescan support the identificationand resolution ofworkplace problems, thus maintaining effective workplace relationships.

Conflict management is one of the most important abilities in today's industry, but it's also a skill that many people shy away from using. Even though most people find conflict uncomfortable in both personal and professional settings, acquiring good conflict resolution skills is crucial, particularly at the workplace. Particularly if you hold a leadership position, this is true. If you can resolve conflicts as they come up, that's in both your best interest and the best interest of your team. Leading others requires the ability to resolve conflicts. Although conflict resolution is a talent that is best learned over years of experience and practise, beginning with some of the most popular and efficient conflict resolution techniques will provide you a solid foundation to build on for years to come.

Explain the purpose of a workplace Code of Conduct and how it can assist in ensuring aharmoniousworkplace and the way in which staff interact and communicate with each other.

A workplace code of conduct is essential because it gives employees specific instructions on how to act while doing their tasks. While some companies want to keep things simple, others want their personnel to adhere by a code of conduct with specific expectations. By being informed of the regulations, processes, and expectations, a worker may be able to excel at their job and a potential employee may be able to decide whether they can work in a given organisation. The definition of a code of conduct, five instances, the reasons for its significance, and more forms are all covered in great length on this page. A strict code of conduct can boost employee retention and loyalty. When you identify with the company's culture and ideals, you'll feel committed. The code serves as a benchmark for ethical business decisions. It serves as a means of informing the appropriate people, such as employees, clients, and customers, about a company's guiding values. Additionally, it describes how new hires must be treated after they begin working for that organisation.

Many workplacesencourage their staff to build networks both internally and externally to the organisation. This may be through online networks, such as LinkedIn, or by engaging with the community and other services or business that may be of benefit to the organisation. Furthermore, professional development processes encourage staff to meet new people by attending conferences, training sessions and other events.Discuss three reasons why networkingcanlead to a more productive and effective workplace environment.

Increase your expertiseNetworking is a great opportunity to exchange best practises, learn how other people operate their firms, and stay current with developments in your industry. A wide network of competent, linked contacts increases access to current and crucial information. The opportunity to get new knowledge is occasionally overlooked because it isn't the most obvious benefit of networking, but it also provides professional development and progress. It's a good idea to directly ask your contacts about recent developments and tactics, but you should also keep an eye on what they publish on LinkedIn and don't forget to leave a comment to let them know you liked the article. Additionally, pay attention to what people with various ideas have to say since they might be able to provide you new insights that you hadn't previously considered.

Create enduring personal connectionsEven though it should be obvious that networking is done to create and maintain professional connections, some of the strongest and longest-lasting friendships have their origins in the workplace. Since the people you meet through networking are frequently like-minded and share your goals, it is usual for your personal relationships to have an influence on your professional support network.

Obtain employment opportunitiesThrough networking, you may find new opportunities for employment, career advancement, personal growth, or even just to learn new things. By being actively involved in networking, you increase your chances of meeting possible allies and receiving recommendations, which puts you at the front of people's minds when opportunities, such as job openings, occur. Consider the fact that many roles aren't even advertised in order to access opportunities you would not otherwise have as your career progresses.

Not everyone is the best at communicating or interacting with other people. A workplace will consist of people from different backgrounds and cultures, those with different life, education and work experiences, those with varyingabilitiesand needs. Some organisations have in place a variety of systems and supports for their staff. These may relate to staff wellbeing/ employee assistance programs, training in soft skills such as communication and interpersonal skills, diversity training, and so on. Explain how these types of processes can assist staff to work more effectively together.

Employees frequently become depleted from dealing with challenging clients. They express their rage verbally, on social media, and in emails to their supervisors. In this case, the employee may get a warning or even fired, but more significantly, sales or customer satisfaction wouldn't increase. As a result, training in communication skills has become crucial for personnel. Training in communication skills among employees has the ability to improve output at work, job happiness, and the efficacy of written and spoken English replies. Programs for improving employee communication cover topics including empathic listening, rapport-building, being clear, precise, and confident. Active listening requires being aware, observant, and a good listener. The speaker urges the audience to pay close attention and take immediate action. In a manner similar to this, establishing rapport and exhibiting empathy entails teaching others how to communicate in a welcoming manner that will draw like-minded individuals and motivate those around you. Additionally, effective communication requires respecting the feelings and perspectives of others. Additionally, participants in the office staff communication skills training are taught how to be accurate and clear. Talkative persons may find themselves in a crowded setting because they like to be in charge of the conversation. It is essential that you communicate your ideas clearly as a consequence. Additionally, it aids comprehension and prevents misunderstandings.

Explain the value of consulting with employees ontopics such asworkplace issues, innovation, diversity, work health and safety, and professional development.

When a problem involving a worker's health and safety is likely to have an impact on them directly or directly on them, an employer and/or person conducting a business or undertaking (PCBU) is required to communicate with the employees, according to Safework NSW. In these situations, workers must be given the ability to express their views and take part in any decisions that might have an impact on their health and safety. This can be done through committees, representatives for workplace health and safety, or other regular meeting locations. For instance, workers must be consulted before replacing any equipment, even for risk management reasons. The employees must be considered in any consideration of how effectively the facilities are run. To the degree practical, you must consult all of your employees, volunteers, hired assistants, contractors, subcontractors, and other persons who work for you and are affected by health and safety problems. Employees have the right to speak up for themselves during consultation procedures and to have a health and safety representative chosen to speak on their behalf. The discussion must involve any current worker's health and safety representative.

Explain the requirements under Modern Awards to consult with employees, including the circumstances in which consultation is required and the steps that mustbetaken by employers in consulting with employees.

Employers could be unclear about whether and how much consultation is necessary due to the duties imposed by current awards. Employers must carefully assess and follow by the applicable contemporary award provision when it comes to award-covered personnel in order to minimise the danger of having to pay a fine or having an otherwise legitimate redundancy turn into an unjust dismissal. To guarantee that procedures are fair from a procedural perspective and to reduce the danger of a claim of unfair treatment, employers can also think about implementing the consultation process for award-free workers. Employers must give workers written information on the changes they want to make, their anticipated impacts, and any potential mitigating measures in order to honour their duty to consult with them. It may be challenging to tell whether an employer is "clearly determined" to accept change, but it is essential to stress that they must start talking as soon as it is practically possible. For instance, consult may be used if an employer decides and records during a management meeting that a change will be adopted.

List five different ways an employer may choose to consult with employees.

In order to represent them in resolving specific WHS concerns, HSRs are chosen by their workgroup as elected representatives. HSRs can do a range of jobs, and with the right training, they may suggest improvements and halt work when it poses a risk. HSRs that represent employees must participate in the consultation. The Fact Sheet on HSRs contains more information on the functions and requirements of HSRs.

HSCs, which are composed of managers and employees, design and assess the WHS policies and procedures for each work group. When five or more members of a workgroup desire to form an HSC, the HSR must submit the request. If there is an HSC, the HSR for the work group may choose to join it.

A workgroup may opt to negotiate various consultation agreements with the PCBU on its behalf. These are typically the most straightforward methods of counselling.

Several examples of agreements that have been reached include;WHS issues are a frequent meeting agenda item.

Regular toolbox seminars or topic presentations

The work group creates a contract for bringing up and offering commentary on WHS problems.

Describe a general process for conflict management.

Identify the conflict's origin.

Understanding the root reasons of the issue will make it easier for you to contribute to finding a solution. By asking a sequence of questions, such as, "When did you feel upset?" you can obtain the information you want. Do you perceive a connection between it and what is taking place? How did this occurrence start? You must give both sides an opportunity to explain their cases as a manager or supervisor. It will help you comprehend the problem more clearly and show that you are objective.

Think past the situation.

The perspective of the situation is frequently what causes anger to intensify until it eventually presents itself in a yelling match or other visibly disruptive consequence. The conflict may have started over a little incident that happened months ago, but now the parties are attacking one another rather than working out the genuine problem. You might be able to convince them to look past the event that sparked their rage in order to identify the actual cause in the calm environment of your workplace.

Request answers.

The next stage is to invite each stakeholder to provide suggestions for potential changes to the situation after gathering all of the comments. Once more, ask the parties, "How can we improve our relationship? A good body language reader who pays close attention to what others are saying are essential for a mediator. You must direct the discussion away from making accusations and towards workable solutions to the dispute if you want the disputants to stop arguing and start cooperating.

Find solutions that both disputing parties can agree on.

So pay attention while you consider your options. Give instances of the advantages of different strategies for the organisation and from each other's perspectives. You may claim, for example, that improved teamwork and collaboration are necessary for successfully handling departmental and team challenges.

Agreement.

The role of the mediator is to get the parties to shake hands and agree on one of the Step 4 options. The ultimate goal is a negotiated agreement. A contract with specific conditions and dates may even be drawn up by certain mediators.

List four ways an employer must manage the tasks and responsibilities of employees.

Make use of employee management software.

Specifically, to assist you in streamlining and automating the process of managing people and making sure they constantly perform at their best, employee management software was created. Not to mention that many of your employees are already familiar with utilising staff management software, especially if you work with intergenerational teams. With a decent one, you can organise schedules, manage workflow, and interact with your workers.

Clarify your expectations.

The truth is that you must be clear about your needs in order for your staff to fulfil them. Whatever it may be certain sales, the standard of the work, the work atmosphere, the number of hours put in, etc. Make goals for yourself. Once you've made up your decision, communicate your goals to the team. Just be sure to provide them with a due date and detailed guidelines. Employees that are unsure of themselves will only get confused, fearful of taking risks because they believe they will fail, and unproductive since they won't be working to your expectations. The root of everything is their inability to grasp your expectations of them.

Encourage employee growth.

72% of respondents to a Monster study claimed that their employer was uninterested in their career advancement. It is crucial to provide employees with the chance to grow in various positions as a consequence. This will keep workers interested in their work and help them advance their skill sets so they can be more valuable to your company. Increasing your staff by

impart internal instruction (one-on-one or online programs)

Employees should go to seminars and conferencesAccept the potential of employees to change based on their interests and skills.

Set Goals Together

Effective teamwork and communication require that each team member be focused on the same objective. Having personal ambitions is good, but it may also lead to isolation and lessen chances for cooperation. Instead, you may accomplish your company's goals by encouraging every employee to work together on a single, distinct goal.

Discuss how a manager can address cultural and social sensitivities in their team to ensure inclusivity and be mindful of diversity.

One of the most important ways to foster cultural sensitivity in the workplace is via education and educating about what it is, why it matters, and how to practise it. Training on cultural sensitivity in the workplace covers topics including etiquette, marketing, communication, and social customs. If, for instance, your company routinely transacts business with clients and partners abroad, it could be a good idea to teach personnel on regional business norms. There, the buyer could prefer a different kind of marketing than you're used to, or they might barter differently than you do. Since even seemingly simple behaviours like shaking hands or establishing eye contact may not be perceived the same way in another nation, it is essential to understand cultural differences.

Assessment Task 2: Project Information for studentsIn this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a project portfolio.

You will need access to:

your learning resources and other information for reference

Project Portfolio template

Simulation Pack (if you need a case study).

Ensure that you:

review the advice to students regarding responding to written tasks in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provideadhere with your SCSBs submission guidelinesanswer all questions completely and correctly

submit work, which is original and, where necessary, properly referencedavoid sharing your answers with other students.

Deliver:

Section 2: Delegate and confirm responsibility for fulfilling work tasks to at least two staff members (Roleplay)

Section 2: Support the two staff members to achieve their work responsibilities(Roleplay)

Section 2: Seek employee input to identify work relationship issues (Roleplay)

Section 2: Complete the table to plan your consultation/collaboration (Roleplay)

Section 2: Address the identified workplace relationship issues (Roleplay)

Section 3: Monitor the outcomes of your efforts to resolve workplace relationship issues in Section 2 (Roleplay)

Section 3: Communicate the outcomes of the conflict management for both identified workplace relationship issues to the relevant staff members (Roleplay)

Section 3: Seek feedback from relevant staff members (at least two) on how you have managed the workplace relationships. (Roleplay)

Submit:

Complete Project Portfolio

ActivitiesComplete the following activities:

Carefully read the following:

This project requires you to lead and manage effective workplace relationships on two separate occasions. As part of the assessment, you will:

establish effective workplace relationship processesmanage effective workplace relationshipsmonitor and review the management of workplace relationships.

Vocational education and training is all about gaining and developing practical skills that are industry relevant and that can help you to succeed in your chosen career. For this reason, we are giving you the choice to base this project on your own business, one you work in or a familiar with, or you can use the case study provided. This will mean that you are applying your knowledge and skills in a relevant, practical and meaningful way to your own situation!

It is important that you are able to access enough information for your chosen business in order to be able to do your assessment. If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

If you are basing this assessment on your own business, make sure you have enough information available to:

delegate and support the work of two staff members (at least one staff member should have a diverse background, such as culture, gender or disability).

address two separate conflict situations (at least one conflict should involve ethical conduct).

monitor the outcomes of your conflict resolution efforts.

As a minimum your organisation must have policies and procedures that address diversity, ethical conduct, conflict management and workplace collaboration

You will need to communicate with people who work for, or are involved, in this business or work area several times. It may be either directly with actual staff members or fellow students/your assessor can play the roles of relevant people/parties. Communication can be in any appropriate format (e.g. face to face, video conference, email) as long as it meets the requirements outlined in the Project Portfolio.

You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.

Preparation

Make sure you are familiar with the organisation you are basing this assessment on and have read through the necessary background information. For the case study business, this is all of the documents included in the Simulation Pack. If its your own business or a business where you are working or are familiar with, have your business or case study approved by your assessor.

Complete Page 4 of your Project Portfolio for this unit.

Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

Establish effective workplace relationship processes You are now required to complete Section 1 of your Project Portfolio.

To complete Section 1, you need to:

describe your job role and explain:

how your job role takes responsibility for formulating, organising and implementing plans, processes and strategies.

how your job role applies the values and goals of your organisation.

summarise the legislative requirements relevant to managing and leading workplace relationships (legislation, regulations, codes and standards).

identify organisational requirements relevant to managing and leading workplace relationships (policies and procedures that address diversity, ethical conduct, conflict management and workplace collaboration)

develop processes that support workplace relationships (consultation, conflict management and escalation). Make sure you incorporate appropriate vocabulary, grammatical structure and conventions.

Manage effective workplace relationshipsi

i

If you are basing this assessment on your own business, make sure you have enough information available to:

delegate and support the work of two staff members (at least one staff member should have a diverse background, such as culture, gender or disability).

address two separate conflict situations (at least one conflict should involve ethical conduct).

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

You are now required to complete Section 2 of your Project Portfolio.

To complete Section 2, you need to on two separate occasions:

delegate and confirm responsibility for fulfilling work tasks to at least two staff members. As you delegate tasks and confirm responsibilities, adapt your communication style to build trust and ensure positive working relationships.

follow diversity policies and procedures to support two staff members to achieve their work responsibilities.

follow the collaboration and consultation processes to seek employee input to identify work relationship issues. At least one workplace issue should involve the ethical conduct of a staff member.

follow conflict management and escalation processes to address the identified workplace relationship issues by:

providing feedback on the consultation processes

addressing the workplace issue

providing counselling, guidance support to assist the staff members overcome their relationship difficulties (and demonstrating your ability to motivate and engage others)

Make sure you have answered all questions in Sections 1 and 2. Submit to your assessor for review.

You are also required to attach certain documents as part of your evidence review the documents you need to attach as outlined in Section 1 and 2 of the Project Portfolio and make sure you attach these upon submission.

Monitor and review management of workplace relationshipsi

i

If you are basing this assessment on your own business, make sure you have enough information available to monitor the outcomes of your efforts to address the workplace relationships.

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

You are now required to complete Section 3 of your Project Portfolio.

To complete Section 3, you need to on two separate occasions:

monitor the outcomes of your efforts to resolve workplace relationship issues.

communicate the outcomes of the conflict management for both identified workplace relationship issues to the relevant staff membersSeek and evaluate feedback from relevant staff members (at least two) on how you have managed the workplace relationships.

identify at least one area for improving future workplace relations leadership in your organisation.

Make sure you have answered all questions in Section 3.

You are also required to attach certain documents as part of your evidence review the documents you need to attach as outlined in Section 3 of the Project Portfolio and make sure you attach these upon submission.

Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all necessary attachments as indicated.

Students Appendix

Project portfolio Simulation pack

Asessement 2

Students Project Portfolio

BSBLDR523 Lead and manage effective workplace relationshipsSTUDENT NAME =DHURBA SUNAR

STUDENT ID=SCSB20418

TRAINER NAME=ASHRAFUL MINHAZ

SUBMISSION DATE =10/09/2022

Southern Cross School of Business

CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924

Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287

Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506

BSBLDR523 Lead and manage effective workplace relationships_V1.0_20/08/2021 Contents

TOC o "1-3" h z t "RTO Works Heading 1,1" Section 1: Establish effective workplace relationship processes PAGEREF _Toc65745897 h 5Section 2: Manage effective workplace relationships PAGEREF _Toc65745898 h 8Section 3: Monitor and review management of workplace relationships PAGEREF _Toc65745899 h 13

Section 1: Establish effective workplace relationship processes

Describe the organisation you are basing this assessment on.

Provide an overview of the organisation and product/services/programs.

Boutique Build is a residential construction company on New South Wales South Coast that specialises in new homes, additions, and architectural restorations. It enjoys having clear lines of communication, displaying empathy, doing excellent work, and bringing value to each and every customer. Boutique Build is a recognised construction company with the skills and understanding to build new homes, expansions, and architectural alterations. Our skilled crew provides complete construction solutions for each customer, from customised design to quality build.

What are the values and goals of the organisation?

Developing one's leadership capacityStrong, competent operational leadership is crucial to the company's capacity to fulfil its overarching strategic goal and realise its vision. For operational positions, the company has had difficulty locating appropriate candidates from outside sources. In the short to medium term, it is thought that this entails giving priority to the development of leaders among the staff of the organisation.

An employment market with intense competition

Due to the great need for workers in the construction industry, the employment market is particularly competitive. The firm faces a hurdle as a result of the fact that employees now have more job possibilities. This needs to be taken care of in order to hire staff for the company.

The workforce's degree of education

The workforce's age and educational background continue to be major challenges for the construction sector. The exodus of seasoned professionals who are reaching the end of their careers is a significant issue, as opposed to the smaller numbers of those entering the sector through the apprenticeship training system.

Describe your job role.

My role is of the Human Resource manager. I will be managing small teams within departments and the allotment of tasks and responsibilities.

Explain how your job role takes responsibility for formulating, organising and implementing plans, processes and strategies.

Taking an active role in the creation and execution of generalist HR programmes, policies, and projects, and occasionally even taking the initiative.

General HR strategies and solutions must be discovered, developed, and implemented in order to successfully complete set objectives in regards to overall organisational layout, strategic restructuring, reward systems, workforce management, and other generalist HR activities, such as successful staff negotiation and consultation.

Assuming responsibility for the effects and outcomes of HR.

Providing senior managers and staff with high-level, timely, and professional guidance on how to understand and put human resource policies such as those pertaining to modify management, HR planning, workplace conditions, employee satisfaction, performance appraisal, workplace health, and organisational development and change into practise.

Explain how your job role applies the values and goals of your organisation.

The role aligns with the goals of the organization as human resources aim at employee retention an increased efficiency of the employees and overall organizational objectives.

Note: Your job role should be a leadership or management position that plays a prominent role in establishing and managing processes and procedures to support workplace relationships. As part of your role, you should use complex and diverse methods and procedures, a range of problem solving and decision-making strategies and exercise a considerable amount of judgement.

If you are using the case study, assume the role of HR Manager.

Summarise the legislative requirements relevant to managing and leading workplace relationships.

Summarise any legislation relevant to workplace relationships in your organisation.

This code of conduct is based on the following laws, which all employees are required to abide by.

The Privacy Act of 1988 is the primary part of Australian law controlling the handling of personal information about individuals (Privacy Act).

The fundamental component of Australian legislation governing the processing of personal information about persons is the Privacy Act of 1988. (Privacy Act).

Freedom of Information Act 1982(FOIA) guarantees public access to all federal agency records, with the exception of information (or portions of records) that are excluded from disclosure under one of nine exemptions or three exclusionsThe Work Health and Safety Act of 2011 safeguards the welfare, health, and safety of all employees while they are at work. The health and safety of everyone else who could be affected by the job are also protected. All workers are protected by the WHS Act, including: employees.

The major objective of the Standards is to precisely define both the obligations of education and training service providers under the Disability Discrimination Act of 1992 as well as the rights of people with disabilities in respect to education and training.

Summarise any codes relevant to workplace relationships in your organisation.

Ethical principles in the staff code of conduct include respect for others, integrity, diligence, economy and efficiency.

Respect for others include: being considerate of others and accommodating, consideration, sensitivity, and respect for the rights and dignity of others, forming fair, reasonable, and consistent judgements.

Conflict of interest includes financial interests, personal beliefs, outside employment, etc.

Diligence and economy and efficiency include regulations regarding professional ethics and staff efficiency respectively.

Summarise any standards relevant to workplace relationships in your organisation.

The employees must adhere to the company policy of standard of best practice.

Identify organisational requirements relevant to managing and leading workplace relationships.

As a minimum, your organisation must have policies and procedures that address diversity, ethical conduct, conflict management and workplace collaboration.

Summarise policies and procedures that address diversity.

All staff members do diversity training. Diversity management skills development and awareness raising about diversity-related issues are both included in diversity training. Our workers work in a secure and comfortable environment thanks to Boutique Build Australia. We provide:

Flexible schedules for the workplace

Help with employee educationEmployee social networks and organisations

Open lines of dialogue

Childcare support

Mentorship programmes

Summarise the policies and procedures that address ethical conduct.

At Boutique Build Australia, every person is required to approach their profession with morality, honesty, and integrity. All employees are expected to conduct themselves in all commercial, professional, and interpersonal dealings honestly, fairly, and honourably. Employees should never divulge private information to members of the public, Boutique Build Australia clients, co-workers, or anyone else, and they should never make statements that they know to be untrue, misleading, or dishonest. Although they must follow all policies and guidelines, employees at Boutique Build Australia are not allowed to be forced to conduct any crimes. They must notify line management of the incident and refuse any advice, instructions, or encouragement to commit a crime.

Summarise the policies and procedures that address conflict management.

Conflict management procedure starts with a discussion with the supervisor where in the conflict is being addressed with higher authority and brought to the attention along with filing a complaint if need be. The written complaint and decision are then taken into consideration wherein adequate actions based on the severity of the complaint are taken. After that, an appeal on the decision is made in case the employee is dissatisfied by the action taken, followed by further action if necessary.

Identify and describe the required processes for workplace collaboration from relevant policies and procedures.

Boutique Build Australia aims to enhance and streamline communications in order to support the vision and strategic objectives (internal and external). We will continue to develop and test new communication platforms, methods, and technologies to improve information exchange and collaboration among all employees.

The implementation of this policy must ensure adherence to all relevant legal requirements and industry best practises.

Boutique Build Australia intends that staff members will only use the channels in line with the Code of Conduct and other relevant policies and procedures and for work-related purposes.

Summarise any other relevant workplace documentation and resources available for workplace relationships (e.g. communications policy and procedure, performance review policy and procedure).

Notice boards and suggestion boxes- Notices can be displayed on a noticeboard at the workplace for everyone to see. A prominent location is required for the notice board. Unless it is an ongoing communication, all notices placed must be authorised by the relevant management and will remain up for a month. Box for suggestions: This is often located in the staff conference room. Anytime the staff adds a recommendation, the HR Manager will examine it and record it in a feedback register. The record will also detail the proposed course of action for the recommendation.

Electronic calendars - Effective employee communication necessitates the use of email and electronic calendars. These technologies enable the efficient and straightforward communication of information regarding tasks, meetings, internal operations, etc. These sources also provide records, which can be viewed as official documentation.

Meetings and conversations - A dialogue should always be the first choice (face-to-ace, telephone etc.). If the discussion covers important topics like repercussions, deadlines, negotiations, and outcomes, a summary email or paper is required. Typically, staff meetings occur once a month. A weekly team meeting could take place. Requirements particular to each project will decide how frequently meetings will occur. Prior to each meeting, each agenda should be disseminated using the format specified. The agenda should be provided at least two days prior to the meeting. Every meeting's minutes must be delivered to attendees within two days following the gathering.

Use the legislative and organisational requirements youve identified to develop processes that support workplace relationships.

Note: Each document must be written in clear and concise English, be professionally presented, grammatically correct and error-free. Include appropriate vocabulary.

Include:

consultation processes for employees to contribute to issues that relate to their work role.

Note: Describe the type, frequency and process required for at least four mechanisms where staff can provide input into a range of workplace-related matters.

The consultation process will start with describing the objective of the consultation. This consultation will be available to the employee face-to-face which can be formal or informal. The priorities of the consultation will then be discussed with the employee. Dedicated email address will be provided to employees wherein they can communicate and provide feedback regarding the consultation.

Another approach would be to conduct surveys on a regular interval and take in staff feedback. A dedicated suggestion box will be provided which will be located near the HR department for better access. The suggestions will be stored digitally in separate organized systems and necessary actions will be taken.

conflict management processes.

cultural and social sensitivities All employees must follow the staff code of conduct wherein all the details regarding the same are mentioned. These codes of conduct mention legislative actions regarding unacceptable employee behaviours.

differences in interpersonal, communication styles and leadership styles Communication is open wherein all opinions and visions are recognised. Internal and external communications go through the various streamlined communication channels provided in the internal communication policy and procedures.

communication mechanisms These includes communication channels like feedback, staff bulletin, staff surveys, the company intranet, meetings and conversations, all staff emails and email distribution lists.

processes for escalated issues (e.g. a hierarchy of responsibility to refer to relevant personnel).

Note: Describe processes that include:

responsibilities of managers in disputes- The primary duty of the manager is to create an environment where employees may work together towards common goals. The manager thoroughly considers the parties engaged in the dispute, its subject, sources, and causes before deciding on the best course of action to take.

responsibilities of employees in disputes - One can call a meeting for conflict resolution or invite the involved employees to try to settle minor workplace disagreements on their own.

the process by which a dispute will be escalated -

Identify the issue's root cause.

Identify obstacles that exist in addition to the disagreement.

Establish a shared objectiveFind out how to accomplish the aim.

Develop a contract

relevant legislative considerations

Privacy Act 1988

Copyright Act 1968

Freedom of Information Act 1982

Work Health and Safety Act 2011

Disability Discrimination Act Education Standards 2005

Attach the processes to this section of your portfolio.

HYPERLINK "file:///C:UsersLenovoDesktoppragya%20bright2be%20workSeptemberassignment%2061%20(05.09.22)%2011%20pmBSBLDR523_Simulation_Pack__1_.docx" BSBLDR523_Simulation_Pack__1_.docx

618490143510 Attach: Proof of policies and procedures relevant to workplace relationships

Workplace relationship processes (consultation, conflict management, escalation)

Section 2: Manage effective workplace relationships

If you are basing this assessment on your own business, make sure you have enough information available to:

delegate and support the work of two staff members (at least one staff member should have a diverse background, such as culture, gender or disability).

address two separate conflict situations (at least one conflict should involve ethical conduct).

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

Identify the workplace relationships you will manage and lead by completing the table below.

Note: You may use the same staff members for different workplace interactions, if necessary.

Identify Staff members Additional information

staff members to whom you will delegate work tasks to (at least two): Employee 1

Employee 2 The delegated work tasks will be communicated beforehand in order for the employees to understand them before implementation

staff members who will participate in consultations regarding work relationship issues (at least two): Employee 3

Employee 4 The staff consultation will be held by the end of the month for which survey and feedback will be taken.

staff members who will participate in conflict management relating to workplace relationships (at least two): Employee 5

Employee 6 Conflict management procedures will be first guided through and then proceed with the implementation.

Delegate and confirm responsibility for fulfilling work tasks to at least two staff members (identified in the previous question).

Complete the table to plan work delegation.

Unless already viewed in person by your assessor, attach proof of your two delegations and confirmations to this section of your portfolio (e.g. video recording of face-to-face meeting with follow up email, completed workplan and screen shot of folder system showing cloud-based location where it is stored etc.).

Note: You must delegate the work tasks and confirm the responsibilities to the two staff members on separate occasions. You may delegate the work tasks and confirm the responsibilities in any appropriate manner as long as it adheres to the organisations policies, procedures and protocols. For example:

meet face-to-face with the staff member to discuss allocated work and follow up with an email.

create a project schedule and share the link with relevant employees.

complete a work plan for the staff member and sharing the plan via the organisations cloud-based document sharing platform.

As you delegate tasks and confirm responsibilities, adapt your communication style to build trust and ensure positive working relationships (e.g. use a friendly and professional style etc.). You will be assessed on this.

Occasion 1 Occasion 2

To who will you delegate work to? Employee 1 Employee 2

What work/responsibilities will you delegate and confirm for each identified staff member? Their responsibility would be to send in surveys and maintain the data collected. They will collect responses from the suggestion box and store them digitally.

How will you delegate the work tasks and confirm the responsibilities (twice, on separate occasions)? The task will be delegated to them through an official email.

Verbal instructions will be provided during the separate occasion A detailed mail will be sent to them regarding the same.

A small meeting discussing the objectives of the procedure will be held.

How will you adapt your communication style to build trust and ensure positive working relationships? The communication style will be firm but supportive and informative. The communication style will be assisting and informative in order to prevent misinformation.

Support the two staff members to achieve their work responsibilities (delegated in the previous question).

Complete the table to plan your support.

Unless already viewed in person by your assessor, attach proof of your two separate support efforts to this section of your portfolio (e.g. video recording of informal discussion, checklist of duties, photo of project schedule on notice board etc.).

Note: You must support the two staff members on separate occasions. You may provide support as long as it adheres to the organisations policies, procedures and protocols. For example:

coaching/mentoring/training.

providing a checklist of tasks and responsibilities.

place a team project schedule on the office notice board.

having regular informal discussions on the employees progress or performance.

using a larger font for visually impaired employees.

Make sure you follow the relevant diversity organisations policies and procedures as you support diverse staff members. You will be assessed on this.

Occasion 1 Occasion 2

How will you support each team member? Assistance in making surveys and proper means to collect data will be provided. Support and guidance in storage and processing of data will be provided

How does your support follow the policies and procedures related to diversity? The support follows staff code of conduct wherein support and respect of others is being practised. The support follows the staff code of conduct wherein employees are provided an opportunity for equal growth.

What information should be conveyed as you support the team member? Information regarding the specific procedures and employee details must be provided. Data regarding software storage and securing sensitive data will be provided.

Seek employee input to identify work relationship issues.

Note: You must seek employee input on two separate occasions, following the collaboration and consultation processes established in Section 1.

At least one workplace issue should involve the ethical conduct of a staff member.

Complete the table to plan your consultation/collaboration.

Unless already viewed in person by your assessor, attach proof of your two separate collaboration/consultations to this section of your portfolio (e.g. video recording of informal discussion, photo of suggestion box and completed suggestion slips etc.).

Occasion 1 Occasion 2

How will you facilitate consultation and collaboration on two separate occasions (e.g. host a team brainstorming session, set up a suggestion box, meet with individual staff member for coffee and chat)? Brainstorming Mind Mapping

How does your facilitation follow the collaboration and consultation processes established in Section 1? Through brainstorming the issues, the employee is facing, we will get a deeper understanding of the situation. The conflict can be understood better through mind mapping as it will guide through the entire process of conflict.

Complete the table to summarise the outcomes of your collaboration/consultation:

Occasion 1 Occasion 2

What workplace relationship issues were identified (at least two)? Task-based Conflict Performance Review Conflict

How does the issue involve ethical conduct? (at least one issue should include ethical conduct)? Task-based conflict involves employee efficiency. Performance review conflict involves employee appraisal.

Address the identified workplace relationship issues.

Complete the table to plan your conflict/dispute resolution to provide feedback on the consultation processes and address the relationship issues.

Unless already viewed in person by your assessor, attach proof of feedback on two separate occasions to this section of your portfolio (e.g. video recording of team meeting, email etc.).

Unless already viewed in person by your assessor, attach proof of your efforts to address the issues to this section of your portfolio (e.g. video recording of mediation, email to remind staff of ethical conduct requirements etc.).

Unless already viewed in person by your assessor, attach proof of how you provided guidance, counselling and support on two separate occasions.

Note: You must address the workplace relationship issues on two separate occasions, following the conflict management and escalation processes established in Section 1. This may, for example include:

mediation

email to remind staff of appropriate conductposter showing ethical responsibilitiesescalation to higher management levels.

Occasion 1 Occasion 2

How will you provide feedback to the relevant staff members on the outcomes of the consultation (e.g. staff newsletter, email, as part of a team meeting etc.)? A comprehensive email regarding the feedback of the consultation will be provided. A meeting to discuss all the relevant data uncovered during the consultation will be held.

How will you address the workplace relationship issue? (e.g. act as a mediator between two individuals, provide training on appropriate language at work etc.)? By actively listening to the problem and providing non-verbal encouragers. Providing appropriate training and often conversing through open-ended questions for self-reflection practices.

How will you provide guidance, counselling and support to assist the staff members overcome their relationship difficulties?

(Make sure you demonstrate your ability to motivate and engage others) To motivate the staff to overcome the task-based conflict I will provide guidance sessions along with appropriate training sessions if needed. Appraisals for better performance and timely training will be held. Bonus and rewards for performance enhancement will be provided.

How does your conflict management follow the conflict management and escalation processes established in Section 1? By doing so, we are providing the employees a source for better efficiency. By doing so, the employee satisfaction and retention is potentially increased.

618490143510 Attach: Proof of work task delegation and responsibility confirmation (x2)

Proof of staff support efforts (x2)

Proof of collaboration/consultations (x2)

Proof of feedback regarding consultation outcomes (x2)

Proof of conflict management efforts (x2)

Proof of guidance, counselling and support (x2)

Proof of work task delegation and responsibility confirmation (x2

Letter of Delegation

Employee 1

Head office,

HR Department,

000001

Subject: -Distribution of new responsibilities

Dear Employee,

This letter of delegation is a letter authorizingMrEmployee 1

i.Providing comprehensive feedback.

ii.Providing non-verbal encouragement.

iii.Staff Motivation.

iv.Providing better source for efficiency.

Thank you for your understanding.

Sincerely,

HR Manager.

Letter of Delegation

Employee2

Head office,

HR Department,

000001

Subject: -Distribution of new responsibilities

Dear Employee,

This letter of delegation is a letter authorizingMrEmployee 1

i.Support in storage of data.

ii.Following staff code.

iii.Storing sensitive data efficiently.

iv.Performance reviewing.

Thank you for your understanding.

Sincerely,

HR Manager.

Proof of staff support effort 1

Assistance with survey creation and data collection will be offered.

The assistance adheres to the staff code of conduct, whichemphasizessupport and respect for others.

Specific procedural information and staff information must be supplied.

Proof of staff support effort2

Data storage and processing will be supported and guided.

The assistance adheres to the staff code of conduct, which provides employees with equal opportunities for progress.

Data about software storage and the security of sensitive data will be supplied.

Proof of Collaboration

Occasion 1

Facilitating Collaboration:

Brainstormingsessionsconducting to gather ideasand innovations to reduce workplace conflicts between employees and understand their interests and common grounds.

Clarifying the root of conflict is the first step towards resolving it. Defining the source of the disagreement can help you understand how the problem arose in the first place. You will also be able to persuade both sides to agree on the nature of the issue. And in order to do so, you must first examine the needs that are not being satisfied on all sides of the debate. You must also guarantee mutual understanding. Obtain as much information as possible on each side's viewpoint. Continue to ask questions until you are certain that all parties involved comprehend the situation.

By brainstorming the issues that are being faced by the employees, we got a deeper understanding of the situation we were dealing with. We identified task-based Conflict which prominently affected the efficiency of an employee.

Proof of Collaboration

Occasion2

Facilitating Collaboration:

Mind mappingworkshops were also held to collect ideas and innovations to prevent workplace conflicts amongst employees and to better understand their interests and common ground.

After gathering both parties in a secure and private location, give each party the opportunity to share their ideas and impressions about the subject at hand. Allow everyone member an equal opportunity to communicate their views and concerns withoutfavoritism. Maintain a polite and assertivedemeanorduring the meeting. If necessary, establish ground rules. Using this strategy will allow both parties to express themselves openly and honestly, as well as understand the root causes of the problem and provide solutions.

We gained a better picture of the scenario by mind mapping the challenges that the employees were facing. We found performance review Conflict, which significantly featured an employee's rating.

Proof ofFeedback

Occasion1

Feedback Form:

i.Wasthe topics covered in the counselling relevant to the issue youre facing?

Yes.

ii.Was the information provided regarding the conflict sufficient?

Yes.

iii.Was the length of the counselling session sufficient?

No.

iv.Do you feel benefitted from this session?

Yes.

v.Did this session in any way help you deal with your conflict and help with your efficiency?

Yes.

Proof ofFeedback

Occasion2

Feedback Form:

i.Wasthe topics covered in the counselling relevant to the issue youre facing?

No.

ii.Was the information provided regarding the conflict sufficient?

No.

iii.Was the length of the counselling session sufficient?

Yes.

iv.Do you feel benefitted from this session?

Yes.

v.Did this session in any way help you deal with your conflict and help with your efficiency?

No.

Proof ofConflict Management Effort

Occasion1

Task-Based Conflict

1.Determine the task conflict

Recognizing the problem is the first step in dealing with task conflict at work. Identifying the elements of the conflict might help you find feasible solutions. The following disagreement factors may be identified:

*Who is participating in the conflict: First, identify the workers that are involved in the dispute. It might be as few as two coworkers or as many as the entire team.

*The source of the conflict: The task that is producing employee friction can then berecognized.

*The outcomes of the conflict: Another issue to examine is the task conflict's effect. This might be due to a harsh work environment or a lack of productivity.

2.Determine conflict resolution techniques.

Following that, you might look for conflict-resolution strategies to use to address the task conflict. Here are sometypical methods for resolving work conflicts:

* Managers may help employees avoid task conflicts by designating which tasks correspond to which responsibilities rather than leaving this decision up to the team.

*Collaborate on solutions: Employees and managers can use their creativity to collaborate on task conflict resolution. A solution on which everyone involved can agree is more likely to succeed in the long run.

*. Emloyees may agree to try several techniques to completing tasks to see which is most successful.

3.Work out the task conflict.

Once you've identified the ways for resolving the issue, you may put them into action. If workers are unable to reach an agreement on their own, they may seek the help of their boss to further resolve the task conflict.

Proof ofConflict Management Effort

Occasion2

Performance-ReviewConflict

1.Be Impartial

Even if the issue is between a close friend and a new employee you don't know well, being neutral is one of the best ways to resolve it.

If you don't think you can be neutral, ask someone else to step in and mediate the conflict. Impartiality includes standing up for what is right in a particular situation and settling disputes in a way that benefits all parties involved.

2.Open Discussion

To manage conflict, you must be willing to discuss your circumstances and dilemma. Discussion is an essential part of conflict resolution because it keeps the workplace from absorbing the negative consequences of the disagreement. It also helps everyone to understand one other's perspectives and feel comfortable offering their own.

Section 3: Monitor and review management of workplace relationshipsIf you are basing this assessment on your own business, make sure you have enough information available to monitor the outcomes of your efforts to address the workplace relationships.

If you are basing this assessment on the case study, refer to the Simulation pack for additional information.

Before you begin, read through Section 3. You may perform each step separately and submit separate proof for each step, or you may combine the steps into one event (e.g. a single meeting) and submit one single proof for all the steps in this section.

Monitor the outcomes of your efforts to resolve workplace relationship issues in Section 2.

Complete the table to plan and summarise the outcomes of your monitoring efforts.

Unless viewed in person by your assessor, attach proof of how you monitored the outcomes of the conflict management to this section of your portfolio.

Occasion 1 Occasion 2

How will you monitor the outcomes for each occasion (e.g. follow-up discussion, survey, observation etc.)? This situation will be monitored through an open discussion between the consultants and the employees Post-consultation feedback will be conducted.

Summarise the outcomes of monitoring efforts.

Through this monitoring, we were able to identify and measure the progress made through the consultation process. The monitoring assisted in measuring the performance efficiency increase of the employee.

Communicate the outcomes of the conflict management for both identified workplace relationship issues to the relevant staff members (e.g. email, informal discussion etc.).

Complete the table to plan your communication.

Unless viewed in person by your assessor or it forms part of a previous step, attach proof of your communication of outcomes to this section of your portfolio.

Occasion 1 Occasion 2

How will you communicate the outcomes? The outcome will be communicated through a post-consultation meeting. The outcome will be communicated through a detailed email.

Seek feedback from relevant staff members (at least two) on how you have managed the workplace relationships.

Complete the table to plan and summarise feedback.

Unless viewed in person by your assessor or it forms part of a previous step, attach proof of how you sought feedback to this section of your portfolio.

Occasion 1 Occasion 2

How will you seek feedback? The feedback will be taken through an online survey. The feedback will be taken through face-to-face discussion.

Evaluate the feedback:

What did you do well?

How can you improve your leadership style? The feedback will be evaluated.

This evaluation can be used to improve leadership style in future consultations. The feedback will be analysed within the discussion.

Suggestions from the employee will be taken to improve leadership.

Identify at least one area for improving future workplace relations leadership in your organisation. Adapting diverse workplace scenarios. Providing better guidance and training.

618490143510 Attach: Proof of how you monitored the outcomes of the conflict management (x2)

Proof of communication of outcomes (x2) if relevant

Proof of how you sought feedback (x2) if relevant

Assessment Task 1: Checklist

Students name: DHURBA SUNAR

Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully?

Yes No

Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Question 9 Question 10 Question 11 Question 12 Task outcome: Satisfactory Not yet satisfactory

Assessor signature: Assessor name: Date: Assessment Task 2: Checklist

Students name:DHURBA SUNAR

Did the student: Completed successfully?

Yes No

Establish effective workplace relationship processes by:

explaining

how their job role takes responsibility for formulating, organising and implementing plans, processes and strategies

how their job role applies the values and goals of your organisation

summarising the legislative requirements relevant to managing and leading workplace relationships (legislation, regulations, codes and standards)

identifying organisational requirements relevant to managing and leading workplace relationships (policies and procedures that address diversity, ethical conduct, conflict management and workplace collaboration)

developing processes that support workplace relationships (consultation, conflict management and escalation)? Manage effective workplace relationships on two separate occasions by:

delegating and confirming responsibility for fulfilling work tasks to two staff members.

following diversity policies and procedures to support two staff members to achieve their work responsibilities.

following the collaboration and consultation processes to seek employee input to identify two work relationship issues (at least one workplace issue involves the ethical conduct of a staff member).

following conflict management and escalation processes to address the two identified workplace relationship issues by:

providing feedback on the consultation processes

addressing the workplace issues

providing counselling, guidance and support to assist two staff members overcome their relationship difficulties? Monitor and review management of workplace relationships by:

monitoring the outcomes of their efforts to resolve the workplace relationship issues.

communicate the outcomes of the conflict management for both identified workplace relationship issues to the relevant staff members.

seek and evaluate feedback from relevant staff members (at least two) on how they have managed the workplace relationships.

identify at least one area for improving future workplace relations leadership in your organisation. Task outcome: Satisfactory Not yet satisfactory

Assessor signature: Assessor name: Date:

Assessment Instructions

BSBHRM525 Manage recruitment and onboarding

STUDENT NAME =DHURBA SUNAR

STUDENT ID=SCSB20418

TRAINER NAME=ASHRAFUL MINHAZ

SUBMIISSION DATE =20/08/2022

Southern Cross School of Business

CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924

Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287

Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506

BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021

Contents

TOC h z t "RTO Works Heading 1,1" Introduction PAGEREF _Toc66451400 h 4Assessment Task 1: Knowledge questions PAGEREF _Toc66451401 h 5Assessment Task 1: Checklist PAGEREF _Toc66451402 h 8Assessment Task 2: Project PAGEREF _Toc66451403 h 9Assessment Task 2: Checklist PAGEREF _Toc66451404 h 19Final results record PAGEREF _Toc66451405 h 21

IntroductionThe assessment tasks for BSBHRM525 Manage recruitment and onboarding are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.

Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Business Works Student User Guide. The Student User Guide provides important information for you relating to completing assessment successfully.

Assessment for this unit

BSBHRM525 Manage recruitment and onboarding describes the performance outcomes, skills and knowledge required to manage all aspects of recruitment and onboarding processes according to organisational policies and procedures.

For you to be assessed as competent, you must successfully complete two assessment tasks:

Assessment Task 1: Knowledge questions You must answer all questions correctly.

Assessment Task 2: Project You must work through a range of activities and complete a project portfolio.

Assessment Schedule

Task Due Date

Learning Activity Only Week 1

Assessment 1 Week 2

Assessment 2 Week 3

Assessment 2 Week 4

Assessment Task 1: Knowledge questions

Information for studentsKnowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:

review the advice to students regarding answering knowledge questions in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

submit a completed cover sheet with your work

avoid sharing your answers with other students.

Submit:

Answer all the questions correctly.

Questions

Provide answers to all of the questions below:

Complete the table below with common recruitment and selection methods. You must identify and explain at least 3 methods in your answer. The first row has been completed as an example for you to follow.

Method Description

Referrals Referrals are received from other people such as business associates

Direct advertising Adverts are placed on job portals, company page on social media

Database Company creates its own database and maintain talent pool. When any vacancy is created the database is used

Transfers and promotions Allowing internal talent to move ahead by transferring their location or promoting them to higher designations

Recruitment agencies and consultants The hiring process can be outsourced to save time and money

List some of the key features of recruitment, selection and onboarding policies and procedures.

The rules of recruitment should be non-biased

Diversity and inclusivity should be part of recruitment procedures

Fair opportunity should be given to each individual applying for position

The job description should be clear and the terms and conditions of employment.

Complete the table below with a description of the relevant legislation, regulation standards and codes of practice that may affect recruitment and onboarding. The first row has been completed as an example for you to follow.

Legislation/Standard/Code Description

Fair Work Promotes a healthy workplace for employees, contractors and employees alike

Work Place health, safety standards and the workplace health and safety act Improves health and safety of workers and governs the compensation

Anti-discrimination law Governs the cases of direct and indirect discrimination

Equal Opportunity Act 2010 No person will be discriminated for opportunity on the basis of personal attributes

Values and code of conduct Every professional is bound under workplace ethics and liable to follow them

Explain the key features of psychometric and skills testing programs for recruitment. In your answer:

Describe the reason for using these tests.

Explain what they can achieve in the recruitment and selection process.

Psychometric tests are used by organizations to hire right candidate for the vacant positions as it helps to analyse the problem solving ability of the person, their aptitude towards logical reasoning and helps to evaluate them on the basis of their fitness for the existing team.

During recruitment and selection process psychometric tests helps in understanding the behaviour of the candidate in few minutes times, helps to pick the right candidate for the position, helps in predicting the potential of the same and estimate how successful the person can be in the organization.

Explain the following key components of a contract of employment.

Component Description

Probation period This outlines the company probation period

Type of employment What work an employee is supposed to do

Remuneration What is the salary and other elements of it

Job profile The title the employee will be holding along with the duties and responsibilities he/she supposed to complete.

Date of joining or duration of contract period From when to till when the employee will be with company

Assessment Task 2: Project Information for studentsIn this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a project portfolio.

You will need access to:

a suitable place to complete activities that replicates a business environment including a meeting space and computer and internet access

your learning resources and other information for reference

Project Portfolio template.

Simulation Pack (if you need a case study).

Ensure that you:

review the advice to students regarding responding to written tasks in the Business Works Student User Guide

comply with the due date for assessment which your assessor will provide

adhere with your SCSBs submission guidelines

answer all questions completely and correctly

submit work which is original and, where necessary, properly referenced

avoid sharing your answers with other students.

Deliver:

Conduct an information and training session (Roleplay)

Roleplay contacting shortlisted candidates to arrange an interview (Roleplay)

Develop a suitable script for your roleplay meeting with Maggie (Roleplay)

Train the Client Relations Manager in the use of the induction checklist at a short meeting (Roleplay)

Submit:

The Complete project-portfolio

ActivitiesComplete the following activities:

Carefully read the following:

This project requires you to review and manage all aspects of the recruitment and onboarding process for two different individuals. As such, you must use the case study provided. As part of the assessment, you will be required to:

Conduct a review of existing recruitment and onboarding processes and update these

Manage recruitment processes

Manage onboarding processes

Collect feedback on processes and update as required

You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.

Preparation

Make sure you are familiar with the case study organisation you are basing this assessment on and have read through the necessary background information. For the case study business, this is all of the documents included in the Simulation Pack.

Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.

Planning

Complete Section 1 of your Project Portfolio, In this section you will conduct a review of organisational needs, conduct research and plan your policy updates and documentation required.

Make sure you have answered all questions in Section 1. Submit to your assessor for review.

Develop and update documentation.

Once Section 1 of your project Portfolio has been completed and approved by your assessor you are required to:

update the existing Recruitment, Selection and Induction Policy and Procedures based on your findings outlined in Section 1 of your Project Portfolio

develop a position description template that will support your policy and procedures. Use the Fair Work Australia Position Description to guide your work: https://www.fairwork.gov.au/ArticleDocuments/766/Job-description-template.docx.aspx As a guide, this document should be about one page and must include a position description form/template that can be used by managers to develop their own position descriptions.

As a minimum, it should include the following headings:

Job title

Location

Reporting responsibilities (who is the manager/supervisor)

Main duties/responsibilities

Skills and experience

Performance goals

The position description form should also provide brief notes under each heading to guide managers in completing the form.

Develop guidelines for conducting effective interviews that could be used to assist managers in conducting interviews with potential employees. As a minimum, the interview guidelines should include:

Developing interview questions

Note-taking during interviews

Getting the best out of candidates

As a guide, this document should be about one page.

Develop an email to your manager (assessor) to obtain support for the documentation and approval to roll it out to managers.

Make sure you have answered all questions in Section 2 and developed and attached all relevant attachments. Submit to your assessor for review.

Conduct an information and training session

The Principal Consultant has asked you to present the new recruitment, selection and induction policy and procedures and supporting forms and documents to management. You are to conduct an information and training session with your colleagues.

The focus will be on seeking support for the documents and providing information and training. It will also be an opportunity to get feedback on the forms and documents that you have developed.

You will then use the feedback from your colleagues to update the documents,

As part of this step, you are also required to answer the questions in section 3 of your project portfolio and submit your updated documents as attachments in this section.

i

i

This meeting should take approximately 20 minutes but no more than 30 minutes. and be attended by three staff members (your assessor role-playing a Senior Consultant and two students role-playing another Senior Consultant and the Client Relations Manager).

At the information and training session you will need to:

Carefully explain the importance of the new Recruitment, Selection and Induction policy in relation to the way the organisation manages its industrial relations.

Carefully explain the new Recruitment, Selection and Induction policy and procedures you have developed.

Carefully explain the position description template and interview guidelines you have developed.

Discuss any changes that need to be made to the documents.

Discuss the immediate and future recruitment needs of the business

Instruct the Client Relations Manager to create a PD for the Accounts Manager position after the meeting and ask them to send it to you before the end of the week.

Prior to the information and training session you should source a job description as an example job description to input into the position description template. Use Seek or any other source to identify an example. The focus is on providing training to staff, rather than the job description itself.

Staff members present at the session will ask you questions and provide feedback on the policy and procedures and supporting documents you have developed. You will need to incorporate this into the final versions, so you will need to take notes.

You are to demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking open questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding

Your assessor will advise you of the place, date and time that you will deliver your information and training session.

After the meeting, make adjustments to your document based on the feedback provided and attach these to your portfolio in Section 3.

Manage recruitment activities

The Client Relations Manager has emailed you the newly created PD for the Accounts Officer role:

Job Title: Accounts Officer

Job Type: Part time job share 5-day fortnight

Salary: 60,000 pro-rataLocation: Sydney

Supervisor or Manager: Clients Relations Manager

Main Duties and Responsibilities:

Daily Bank and Credit Card Reconciliations

End to end Accounts Payable & Receivable

Debt Collection

Assisting in Cashflow Monitoring and Budgeting

Responding to client queries, via telephone and email correspondence

General reports to manager

Qualifications:

Certificate IV or Diploma in Business Admin or Accounting degree

Experience:

2-5 years previous experience in a similar role/industry

Skills:

Intermediate to advanced Microsoft Office skills (Word, Excel, PowerPoint and Outlook)

Excellent verbal and written communication

Organised and able to meet deadlines

Performance goals;Complete administration tasks on time

Deal with clients, suppliers and other employees professionally at all times

Ensure office is clean and presentable at all times Its now time to start the formal recruitment process for the Accounts Officer role which will include recruiting two candidates as part of the job share arrangement.

Complete the following activities:

Review the Accounts Officer position description above to decide if it meets requirements (work into your portfolio in Section 3)

Develop an advertisement for the position in line with the organisational and legislative requirements as specified in the Recruitment, Selection and Induction policy and procedures that you developed. Include the remuneration amount (include as an attachment in your portfolio).

Research two specialist recruitment agencies that would be able to help fill the vacant position in your organisation if it were necessary (work into your portfolio in Section 3)

Develop a template for telephone screening for the role (work into your portfolio in Section 3)

Develop a script for contacting short-listed candidates to arrange an interview (work into your portfolio in Section 3).

As part of this step, you are also required to answer the questions in section 3 of your project portfolio and develop and submit the relevant attachments as indicated.

Make sure you have answered all questions in Section 3 and developed and attached all relevant attachments. You will not submit it at this stage but continue on to the next activity.

Manage selection process

The Human Resources department has now received some applications for the position of Accounts Officer, and you need to manage the selection process to ensure that the selection procedures are followed.

Develop an email to the line manager to indicate that applications have been received and that the files are available for them to review. In your email, you should use the opportunity to remind the line manager of the selection process and. You should provide a brief overview of the selection procedures in your own words as set out in the information above.

Assume the interviews have now taken place. Review the applicant information in the Simulation Pack from the selection panel. You need to review the Selection Report produced by the selection panel following the interview for the position of Accounts Officer and decide whether to endorse or not endorse their selection of the preferred candidates for the role of the Accounts Officer. When you have read the Selection Report and the Selection Approval procedure, make a decision as to whether you should endorse the selection panels decision or not. Copy the report over to a new Word document and complete as the HR Manger to endorse their decision. Attach this document to your portfolio.

Roleplay contacting shortlisted candidates to arrange an interview.

You are required to complete the role-plays at the time and date advised by your assessor.

During the roleplays, you will need to demonstrate effective communication skills, including speaking clearly and concisely, responding to questions and active listening.

The roleplays will be conducted over the phone with your assessor playing the roles of the two successful candidates. You can do these one after the other but they must be two separate phone calls.

Develop a letter of offer for the selected candidate.

Use the Letter of Offer Guidelines in the Simulation Pack to guide your work.

This letter will be for the new appointment, so it has to advise of salary and terms and conditions of appointment.

Include the basic employment terms and conditions as per the National Employment Standards. You will need to research these standards in order to input the information.

You will also need to explain the purpose of the employee contract to the new employee.

You will be assessed as to whether your letter of offer includes all the relevant information based on the position description given.

Develop a standard letter of offer for the two selected candidates for the Accounts Officer job share role.

Develop a standard letter to be sent out to all unsuccessful candidates.

Make sure you have answered all questions in Section 3 and developed and attached all relevant attachments. Submit to your assessor for review.

Manage onboarding

It is two weeks later and Maggie and James, will be commencing their employment the following week.

Assume that you have decided to implement an induction checklist to be used by all staff as part of the induction process to ensure that the induction process is comprehensive and systematic.

When you have finished developing the checklist, you are required to provide training to the Client Relations Manager on the use of the checklist, as he will be inducting the new employees the following week.

Develop an induction checklist

Research and develop an induction checklist that could be used to support the induction process for new staff members.

The induction checklist should be between one and two pages long.

Your checklist should cover the following:

Explanation of purpose of new induction checklist.

Overview of the induction process as per the Recruitment, Selection and Induction policy and procedure

Outline of each of the checklist items and clearly explain requirements.

Duration (how long it should take to fill the checklist out).

It should also include brief guidance to managers about completing the checklist.

Attach to your portfolio.

Train the Client Relations Manager in the use of the induction checklist at a short meeting.

The Client Relations Manager will soon provide Maggie and James induction, so explain the use of the induction checklist to them (your assessor) first.

During this short meeting (about 15 minutes), you are to provide an overview of the induction process you previously developed as set out in the Recruitment, Selection and Induction policy and procedure. You should also indicate that you are able to provide ongoing support regarding the induction process and at least one way in which you will provide this.

You should bring a printed copy of your induction checklist to the meeting to provide to the Principal Consultant, as well as a copy for yourself.

During the meeting, you are required to demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking open questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding

It is a month later, and you meet with the Client Relations Manager to discuss the performance of the new Accounts Officers, Maggie and James, as they are both on a 3-month probation period.

The line manager indicates that while he is happy with Maggies performance overall, she doesnt seem to be as productive and motivated as he would like. He explains that she sometimes seems to be waiting for direction instead of getting on with things. He would like you to meet with her to discuss this. There are no issues with James and the Client Relations Manager has had a performance review discussion with him and indicated his satisfaction with James performance during the probationary period.

Develop a suitable script for your roleplay meeting with Maggie (your assessor), including the purpose of the meeting, probationary terms and feedback to be provided.

You will be using the meeting as an opportunity to gain feedback on the induction process so as to determine whether the process is meeting the required objective of ensuring all employees understand their job role and responsibilities.

Ensure that your script allows for Maggie to provide feedback.

Work into your Portfolio in Section 4.

Your assessor will advise you of the date and time of the meeting.

Meet with your assessor, roleplaying Maggie, to discuss her performance using the script that you have developed.

During the meeting, you are required to demonstrate effective communication skills including:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking open questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding

You will need to demonstrate appropriate non-verbal communication skills to show that you are open to Maggies views, as well as being empathetic.

Given Maggies feedback on the induction process, assume that you have also decided to review the induction process and seek feedback from managers on the extent to which the induction process is meeting its objectives. So, the objective of the email is to obtain feedback from managers on the induction process.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style. Attach this to Section 4 of your portfolio.

Develop recommendations for improving the induction process in your Portfolio Section 4. Refer to your portfolio for additional guidance.

Use the outcomes of the meeting with Maggie, as well as the Induction Process Feedback in the Simulation Pack to develop recommendations for improving the induction process.

Update the companys Recruitment, Selection and Induction policy and procedures based on your recommendations developed in the previous step. Attach to Section 4 of your portfolio.

You have received a report from human resources (Induction Data Report in the simulation pack) that gives information on inductions that have been conducted, and that you want to check that they have been conducted according to the required timeframe, which is within one week of the employees commencement of employment and then a further follow up induction within one month of the employees induction.

Review the Induction Data Report and the Recruitment, Selection and Induction Policy and Procedures to identify whether the induction processes are being completed as required. Draft an email to the responsible staff member. Refer to your portfolio in Section 4 for more details and work into your portfolio.

Make sure you have answered all questions in Section 4 and developed and attached all relevant attachments. Submit to your assessor for review.

Submit your completed Project Portfolio

Make sure you have completed all sections of your Project Portfolio, answered all questions, provided enough detail as indicated and proofread for spelling and grammar as necessary. Remember to submit all necessary attachments as indicated.

Students Project Portfolio

BSBHRM525 Manage recruitment and onboarding

Southern Cross School of Business

CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924

Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287

Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506

BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021

PAGE * MERGEFORMAT 2

Contents

TOC o "1-3" h z t "RTO Works Heading 1,1" Section 1: Planning PAGEREF _Toc66448476 h 6Section 2: Development of documentation PAGEREF _Toc66448477 h 8Section 3: Manage recruitment activities PAGEREF _Toc66448478 h 9Section 4: Onboarding activities PAGEREF _Toc66448479 h 11

Section 1: PlanningDescribe the organisation you are basing this project on

What is the name of the organisation?

What does the organisation do?

What are the objectives of the organisation?

Describe your role and responsibilities

For the purpose of the assignment Deloitte Tax LLP has been selected as the organization.

The organization is one of the Big Four and provides services in auditing, financial advisory, taxation and consultation. It is one of the most preferred companies to work with around the world.

The objectives of the organization are to cater to the needs of the client with quality and impactful services. Excellence is the part of the culture and trust what they strive for.

I work as a recruitment manager with the company and looks after that complete recruitment cycle.

Describe any existing recruitment and onboarding policies and practices currently in place. Recruitment policies

Initial screening

When the candidate applies to the company the application is forwarded to Talent Acquisition team member. They are responsible for assessing the skills and experience of the candidate and match it as per the selection criteria. The advertised job helps the candidate to give an idea what the vacant position is about. The team will contact the candidate further once the application of the same has been reviewed.

Interview

In order to check the competency of the candidate the experienced members become part of the interview panel. Firstly, the telephonic interview will be conducted by the talent acquisition team. This also helps the candidate to check on available opportunity and ask relevant questions regarding the role and the company. Post that technical interview is conducted which is face to face interview take by panel or through case study method. The in-depth interview screens the candidate on technical and motivational grounds and evaluates the fit against role, firm and the team in which he/she is going to work. The final interview usually with the Director/Partner of the service line in which the candidate is going to work.

Please note depending on the location this process can also be conducted via online mode. The availability of candidate is checked prior to the interview.

Tests/Assessments

Some role might attracts the process of assessments and the candidate has to appear for them. Once the telephonic interview is done within two weeks assessments will be conducted if required.

Pre-employment checks

When the interview process is moving towards final stage the pre-employment checks are conducted before making an employment offer. The qualification and employment references are checked through agencies or MIE.

Offer While the pre-employment screening is already under way the offer approval is made verbally by the talent acquisition team. When this part is approved then the further step is followed by a written form of offer which discloses the offer details and other employment conditions.

On-boarding policies

The on-boarding tool is provided to the candidate as a link along with the access to concerned HR person by checking the availability of the candidate. The Talent team will take over about physical or online process.

Research three options for technology that are likely to improve the efficiency and effectiveness of the recruitment process.

Summarise the research done for each technology and include three different technologies in your answer

Attach proof of your research to this section of the portfolio.

Resume screening: Investing time in screening resumes can be tiresome and with the help of screening software this can be done in seconds only. This helps in reducing the time to shortlist and the candidate and save the overall time in the process. This is useful when high volume hiring took place by the company. Deloitte do mass recruitment for certain positions at times. The software also includes ATS, a tracking software which helps to ask mandate questions besides application. These questions help to collect specific information about the candidate. When the screening is apt it helps in reducing time of responding to the candidate as moving to another stages of recruitment is faster and easier.

Assessment tools: These can be tests like psychometric tests which helps to assess the skills possessed by the candidate and ensure that candidate is a right fit for the organizational culture. Candidates can be filtered with the help of this process before face-to-face interview and only the skilled left for the same. There are questions, which belong to cognitive thinking and requires candidate to take action in situation based questions. This helps in assessing their presence of mind, problem solving skills and numerical reasoning. It also contributes in predicting the success roles where the candidate can perform better and pick out the right fit for the organization.

Video Interviews: Helps in identifying team members, which can be part of remote teams. They are more effective than face-to-face interviews and amid pandemic the importance of video conferencing has even increased. Video interviews include short videos where candidate introduce themselves, answer pre-designed questions in short videos for each question. Live interviews are also part of the process where interviews are conducted on platforms like Skype, Zoom, Google meet or other video conferencing platforms. This saves the time of candidate and the organization as there is no need to finalize the venue only date and time for conducting video interview is relevant.

Stakeholders

Identify who needs to support the new policy and procedures?

Describe how you will consult with each stakeholder and gather their support. The stakeholders who need to support new policy and procedures are Manager, Recruiter and the candidate.

Manager: The manager will be consulted by conducting a meeting on the new policy. The HR will discuss the policy implications and points of difference will be addressed. This help to gather support form him

Recruiter: The recruiter will understand the policy and will identify any gaps in the process. If all goes well he will also give green signal for the same.

Candidate: The candidate has to agree to abide by the process and therefore before beginning he will have to read the terms and conditions and agree with them.

Recommended HR policy and procedures update and supporting forms or documents

Provide an outline of a recommended human resources policy and procedures (include all steps of the recruitment process) and supporting forms/documents required based on your research and the organisational needs.

Recommended policy updates:

Identifying the need: Once the hiring need is identified the process becomes lot more easier as job description is based on that the vacant positions.

Preparation of job description: By understanding the organizational and departmental needs effective job description can be designed

Developing recruitment plan: The recruitment plan is designed which included on which portal the job will be advertised, how the candidates will be screened and the responsibilities of talent acquisition team

Searching candidates: The candidates are searched form talent pool which gets created due to application of candidates. This stage is time consuming and tiresome.

Recruiting candidates: It is always possible that best talent will have multiple offers in their hand. Therefore it is required that team maintain timely communication with desired candidate so as to ensure that the talent gets recruited by the company

Conducting screening: The screening of resumes is done to shortlist the deserving candidates and then move them to next stage of interview process.

Interviewing: The candidates will be interviewed by the expert panel followed by finalising the talent

Offering job: The selected candidates will get offer letter and initially they will be communicated verbally.

On-boarding new employee. After offer letter being accepted by the candidates the on boarding process is conducted which included documentation and induction process.

Review of relevant legislation, regulations, standards and codes of practice

Summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction and that need to be addressed within the policy and procedure. Anti-discrimination Act: This law states that each individual will have equal opportunity at workplace and no discrimination will be done against any individual on any ground at work area

Equal Opportunity Act: Any kind of sexual harassment, victimization or discrimination is prohibited by the law and if any individual faced same their complaint will be redressed

Work place health and safety Act: The workplace health and safety measures will be followed by the owner which indicates it will be free from any hazard and if any hazard if present necessary precautionary measures will be taken

Code of Conduct: The ethical codes of conduct will be followed by employee and on no circumstance they will share the information of clients of business outside the business premises.

Fair Work and Pay Act: same designation employees whether male or female or any other gender will get same pay. no discrimination will be made on any kind of ground.

Sexual Harassment: If any employee reports sexual harassment strict actions will be taken and the owner will make sure that due provisions are there to address any issue arising out of it.

618490143510 Attach: Research on recruitment technology

Documents reviewed as part of your review

Section 2: Development of documentation

In this section, you only need to develop and submit the following attachments:

618490143510 Attach: Original Recruitment, Selection and Induction Policy and Procedure

Revised Recruitment, Selection and Induction Policy and Procedure

Position Description Template

Guidelines for effective interviews

Email to manager for support of documentation

Guidelines for effective interviews

While conducting an interview the recruiter or HR has to follow following guidelines so that they will be left with best talent after the interview process.

It is required to put the candidate at ease. If the candidate feels unnecessary pressure he will not be able to give correct answers or will perform poorly during the interview. By judging the situation the interviewer should pick a topic, which is of common interest or most talked about and helps in easy transition towards difficult questions.

Asking open-ended questions will give more room for discussion as it will help the shy candidate to share more details. Asking what questions will help in collecting required information about candidate.

While interviewing making notes is good idea so that important information is not missed while finalizing the candidate.

The interviewer should give more opportunity to candidate to speak and he should himself speak less. This will allow him to observe the candidate and evaluate his responses on the basis of selection criteria.

It is good to be reserved with the questions which means the interviewer should understand what need t be asked and what not to be asked during interview. The questions should be job focused and does not involve personal life of the candidate.

Email to manager

To: manager@deloitte.com

From: D@deloitte.com

Subject: Support of documentation

As per discussion the relevant documents are enclosed for your reference. Please review them and allow me to roll them out for managers so that they can prepare for themselves for the upcoming recruitment session.

Thanks and regards

D

HR

Section 3: Manage recruitment activitiesReview the Accounts Officer position description provided as part of the case study and decide if it meets requirements. Support your answer. The Accounts officer position description needs few changes. Firstly, the performance goals are not part of position description. Secondly, the qualities of candidates are required for the role should be mentioned which is missing from the position description. Thirdly, why the role exists and its importance for the organization should be included in the same.

The reason behind this is a role attracts certain qualities from the candidate. If the candidate is not aware of them he will not be able to do justice with the position. Moreover, the importance of role or position for the company need to be communicated for instance the accounts officer will be key role player in dealing with clients and suppliers as they will be introduced to the company through him.

Research two specialist recruitment agencies that would be able to help fill the vacant position in your organisation if it were necessary. Building Partners Recruitment (BPR): These are one of the best recruiters in Australia who specializes in providing specialist manpower to their clients. They are able to carve a niche for themselves sin very short span of time and have served clients with dedication and upto their satisfaction level.

AIR Recruitment: it is based in Newcastle (NSW) and are strategic in their approach towards providing specialist services to the clients. They are best in attracting, integration and retaining candidates for the position.

Develop a template for telephone screening for the role. The template is attached separately.

Develop a script for contacting short-listed candidates to arrange an interview.

Script should include:

Introducing yourself, company and role

Advising candidate they have been successful in obtaining an interview

Details about the interview process

Interview date and time

Location of interview

You can make up the details about dates and times as relevant.

When you have developed your script, practice it for use during the roleplay with your assessor. I am D, recruitment manager from Deloitte. Deloitte tax LLP specializes in taxation services. We are one of the big Four in operating in Australia. We are happy to inform you that your resume has been shortlisted for the post of Accounts officer. The position will be based in Sydney. The video interview is scheduled for 20th August, 2022 on Zoom. Please confirm your availability.

618490143510 Attach: Revised policy or other documents based on feedback from the meeting.

Photo of research into specialty recruitment agencies that can be contacted as necessary)

2 x letter of offers for successful candidates and evidence these have been sent promptly

Rejection letter

Contact details of recruitment agencies

Section 4: Onboarding activities

Develop a script for your meeting with the probationary employee.

Use this to practise for your meeting with them. The meeting will be conducted with probationary officer Maggie with a purpose to provide feedback for induction process, the areas which can be improved, which can be cut short and how effective communication can be done with employees so that they can understand their roles and responsibilities well.

Develop recommendations for improving the induction process

Assume that you have received feedback from staff as documented in Induction Processes Feedback. Use the outcomes of the meeting with Maggie, as well as the Induction Process Feedback in the simulation pack to develop recommendations for improving the induction process.

In addition, conduct research on best practice induction processes.

Recommend changes to the induction section of the Recruitment, Selection and Induction policy and procedure you developed in earlier based on the feedback and research on best practice induction processes. Feedback received

The induction programme organized was too long and there is possibility to cut of short for there days instead of five.

The hay wire conduction of activities took long duration which not only reduced the interest in induction but also waste the time of employees and other resources.

The induction should be start from Thursdays so that employees can relax on weekend. The induction buddy need to be assigned to each joinees so that they can discuss their doubts at personal level.

After joining floor buddy should also be assigned so that they can clear their curiousity with them related to work.

The employees should also give induction feedback so as to improve the induction given by the company.

Recommend Changes

Induction program will be of three days

1st day : company introduction, what is expected form employees and documentation

2nd Day: issue of Id cards, laptops, introduction with their teams

3rdDay: Information about various policies and how training commencement will be done, helpline numbers and training schedule.

Develop an email to the responsible staff member

The text of the email should be in grammatically correct English and written in a professional, business-like style.

The text should outline the issues, restating timelines and offering further training and ongoing support as required. To: x@deloitte.com

From: D@deloitte.com

Subject: Changes in induction process

This is in reference for the existing induction process. All the managers are required to provide their feedback regarding the induction process so that necessary changes can be made in the future program

D

Recruitment manager

618490143510 Attach: Induction checklist

Email for feedback on induction process to managers

Updated Recruitment, Selection and Induction Policy based on recommendations

______________________________________________________________________

08/26/2022

James Smith

Sydney

Australia

Dear James

We are pleased to offer you the part-time position of Accounts officer at Deloitte tax LLP with a start date of 30 August, 2022 contingent upon background check, I-9 form, You will be reporting directly to Clients Relation Manager Mr.Z at Sydney office. We believe your skills and experience are an excellent match for our company.

In this role, you will be required to debt collection, reporting to manager, end to end accounts payable and receivable, bank reconciliation for debits and credits, responding to client queries.

The annual starting salary for this position is AUS 2500] to be paid on a monthly basis by direct deposit starting on 30 September, 2022

Your employment with Deloitte Tax LLP will be on an at-will basis, which means you and the company are free to terminate the employment relationship at any time for any reason. This letter is not a contract or guarantee of employment for a definitive period of time.

As an employee of Deloitte Tax LLP you are also eligible for our benefits program, which includes medical insurance, 401(k), vacation time, and other benefits which will be described in more detail in the employee handbook, orientation package.

Please confirm your acceptance of this offer by signing and returning this letter by 28 August, 2022.

We are excited to have you join our team! If you have any questions, please feel free to reach out at any time.

Sincerely,

D

D X

Recruitment Manager

Signature: ______________________________

Printed Name: ___________________________

Date: __________________________________

____________________________________________________________________________

Telephone screening template

You can use this template to help you screen applicants before you decide who to interview. Telephone screening applicants can save you time if there is a mismatch between what the candidate is looking for compared to what the job is offering. It can also help you make an initial assessment of the candidates skills and experience, communication skills and pay expectations.

Suggestion steps for conducing telephone screening of applicants

For more information on hiring a new employee, see our Hiring employees online learning course at fairwork.gov.au/learning. For information about minimum employment rights and entitlements you can also call the Fair Work Infoline on 13 13 94 or visit www.fairwork.gov.au.

Step 1: Review all applications and shortlist suitable applicants

After advertising for employees, youre likely to receive a lot of applications. While some applicants will be suitable for the job, others will not be. Therefore, before telephone screening applications, its important to review all the job applications you receive to identify applicants who appear suitable for the role youve advertised. You dont want to spend time interviewing candidates who are not suitable for the role.

After reviewing the applications, you can create a shortlist of suitable applicants that you want to telephone screen. You only need to shortlist those candidates who you think will be suitable for the job based on the information they have provided.

Step 2: Telephone screen shortlisted applicants

Once youve established a shortlist, you can telephone screen the applicants youve shortlisted to further refine your list. Use our telephone screening template below to help you conduct a telephone interview. You can record the persons answers to the questions in it in the space provided.

Remember that the template is a guide only. If you need more information in a particular area from the applicant, you should ask them relevant follow up questions. Also ask the person to provide examples that demonstrate their relevant knowledge and experience.

Remember:

schedule appointments with your shortlisted applicants for the telephone interview

dont conduct on-the-spot interviews

each telephone interview will take 10-20 minutes per applicant.

Step 3: Review your shortlist

Once you have completed the telephone screening you will have a better understanding of the interest applicants has for the job and their suitability. You are now in a position to review your shortlist, based on the information you got. You dont keep people on your shortlist who, after telephone screening, dont appear suitable for the job.

From here, you can decide who you want to interview face-to-face.

Applicant name:Date:

Interviewer:

What attracted you to apply for this position?

What skills, knowledge and experience can you bring to this job?

Where are you looking to head in your career? What are you looking to achieve in this job?

What are your strengths & areas for development?

What is the reason you wish to leave or left your current/last employer?

Other

Other information Salary expectation Availability for interview Working rights in Australia Citizen Perm Resident Visa

Currently employed YES / NO

INTERVIEWER COMMENTS

TEMPLATE

POSITION DESCRIPTION

Screen Australia Enterprise Programs

This document has been prepared as a guide for screen organisations that are considering being involved in the Screen Australia Enterprise Programs. This template is provided as a guide only.

POSITION TITLE: Give a clear and unambiguous title to the position.

POSITION DESCRIPTION:

Provide a general description of the role, in broad terms, with a basic overview of the position.

What is the overall focus of the role?

Who will the Candidate be reporting to, and which team will they be working with?

OBJECTIVES OF THIS ROLE:

List the general responsibilities and descriptions of key tasks that the Candidate will be required to undertake, and their purpose.

KEY RESPONSIBILITIES OF THIS ROLE:

Use bullet points, and be specific.

List tasks that comprise the majority of the work that will be done;List tasks in order of the time consumed (or order of importance).

SKILLS AND EXPERIENCE REQUIRED:

Use bullet points outline what skills the Candidate must have to perform the responsibilities outlined above;What skills would be advantageous but not absolutely essential?

What qualifications and/or education does the Candidate need to have?

DESCRIPTION OF THE COMPANY

Give some details about your company, including some short key facts about your organisation, and what makes it unique.

Why would a quality Candidate want to work for you?

Outline what benefits could you offer, and how you could help a Candidate to develop themselves and their career.

MEASUREMENT OF SUCCESS/KPIS:

How will a Candidate be able to measure their own success, in relation to their position description?

How will the performance of the Candidate be reviewed?

Desmos Animated Design:

DO NOT COPY FROM PREVIOUS CHEGG OR ANY AOTHER SITES , IF YOU ARE NOT ABLE TO CREATE FROM SCRATCH, DO NOT REPLY

YOUR DESIGN MUST BE UNIQUE

See the links below from instructor to see an example of the requirements:

https://youtu.be/dKPTnyRxJR4https://youtu.be/9l4pb2tdemohttps://youtu.be/oYdGYfpGh5Yhttps://youtu.be/lM3a_ugWBkQCreate an animated design for simple animations using functions in Desmos:

You must use sliders, you need to animate one or two functions

No circles, lines or if you have to use circles you should use it as square root function i.e. y = +/- SQRT(4 x^2)

You have to shade part of the design, you have to use inequalities to shade at least one part of the design , for example f(x) = sin(x) could represent a wave in the design, y= f(x) would shade the space under f(x).

parabolas, second degree equations, lines, or absolute values are NOT allowed

Assessment Task 1: Checklist

Students name:DHURBA SUNAR

Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully?

Yes No

Question 1 Question 2 Question 3 Question 4 Question 5 Task outcome: Satisfactory Not satisfactory

Assessor signature: Assessor name: Date:

Assessment Task 2: Checklist

Students name:DHURBA SUNAR

Did the student: Completed successfully?

Yes No

Manage the recruitment and onboarding process for two different individuals? Update recruitment and onboarding policies and procedures by:

Identifying existing policies and procedures in organisation

Assessing the various options for technology

Updating existing policies and procedures

Obtaining support from relevant stakeholders

Creating necessary forms and documents

Communicating and providing training Manage Recruitment by:

Determining future human resource requirements

Ensure current position descriptions are used

Ensure advertising complies with legislation and organisational policies

Consult with and use specialists where necessary

Ensure selection procedures are according to legislation and organisational policies

Ensure job offers and contracts of employment are prepared and provided promptly Manage Onboarding process by:

Providing training and support to relevant stakeholders

Ensuring onboarding processes are followed:

Overseeing management of probationary employees

Collects feedback from key stakeholders and new employees

Updates onboarding policies and procedures During all meetings, demonstrate effective communication skills:

Speaking clearly and concisely

Using non-verbal communication to assist with understanding

Asking open questions to identify required information

Responding to questions as required

Using active listening techniques to confirm understanding Task outcome: Satisfactory Not satisfactory

Assessor signature: Assessor name: Date: