Task 1 – Strategic Human Resource Planning
Instructions to Learners:
This summative assessment can be completed in class or at any other convenient location.
Students are required to complete this task using digital tools and ensure to submit in an acceptable format, e.g. .docx, .pdf, .pptx, or as advised by your assessor.
Please use the following formatting guidelines to complete this assessment task:
Font Size: 12; Line Spacing: Double; Font Style: Times New Roman
Assessment activities can be completed either in real workplace environment or in a simulated environment such as your classroom. In both cases, appropriate evidence of the assessment activities must be provided.
Instruction to Assessors:
You must assess student’s assessment according to the provided Marking Criteria.
You must complete and record any evidence related to assessment activities including role-plays and presentations using appropriate forms which must be attached with student assessment submission.
You must provide students with detailed feedback within 10 working days from submission.
Skills Assessment (Practical Tasks)
These instructions must be followed when assessing the student in this unit. The checklist on the following page is to be completed for each student. Please refer to separate mapping document for specific details relating to alignment of this task to the unit requirements.
This competency is to be assessed using standard and authorised work practices, safety requirements and environmental constraints.
Assessment of essential underpinning knowledge will usually be conducted in an off-site context.
Assessment is to comply with relevant regulatory or Australian standards’ requirements.
Resource implications for assessment include:
• an induction procedure and requirement
• realistic tasks or simulated tasks covering the mandatory task requirements
• relevant specifications and work instructions
• tools and equipment appropriate to applying safe work practices
• support materials appropriate to activity
• workplace instructions relating to safe work practices and addressing hazards and emergencies
• material safety data sheets
• research resources, including industry related systems information.
Reasonable adjustments for people with disabilities must be made to assessment processes where required. This could include access to modified equipment and other physical resources, and the provision of appropriate assessment support.
What happens if your result is ‘Not Yet Competent’ for one or more assessment tasks?
The assessment process is designed to answer the question “has the participant satisfactorily demonstrated competence yet?” If the answer is “Not yet”, then we work with you to see how we can get there.
In the case that one or more of your assessments has been marked ‘NYC’, your Trainer will provide you with the necessary feedback and guidance, in order for you to resubmit/redo your assessment task(s).
What if you disagree on the assessment outcome?
You can appeal against a decision made in regards to an assessment of your competency. An appeal should only be made if you have been assessed as ‘Not Yet Competent’ against specific competency standards and you feel you have sufficient grounds to believe that you are entitled to be assessed as competent.
You must be able to adequately demonstrate that you have the skills and experience to be able to meet the requirements of the unit you are appealing against the assessment of.
You can request a form to make an appeal and submit it to your Trainer, the Course Coordinator, or an Administration Officer. The RTO will examine the appeal and you will be advised of the outcome within 14 days. Any additional information you wish to provide may be attached to the form.
What if I believe I am already competent before training?
If you believe you already have the knowledge and skills to be able to demonstrate competence in this unit, speak with your Trainer, as you may be able to apply for Recognition of Prior Learning (RPL).
Credit transfer is recognition for study you have already completed. To receive Credit Transfer, you must be enrolled in the relevant program. Credit Transfer can be granted if you provide the RTO with certified copies of your qualifications, a Statement of Attainment or a Statement of Results along with Credit Transfer Application Form. (For further information please visit Credit Transfer Policy)
A Strategic Human Resource Management System is presented below:
For your workplace, or a workplace you have access to, outline how the organization approaches each of the functional components as presented above. Analyse their strategic plans to determine human resource strategic direction, objectives and targets and determine whether these are being met. Determine how the organization is approaching its future human resource needs and any shortfalls that may appear.
Complete a Workforce Development Plan using the following template based on your research:
|Insert into this section the current situation and issues which you would like to resolve|
|(eg. The business has relocated, is well resourced but at an awkward phase in its development – risks need to be taken for growth to be achieved – need additional staff to grow the business further)|
|No.||Objectives||Measures of Performance|
|1||Insert into this section the objectives which you would like to achieve based on the issues listed above||Insert into this section the measurements which will be used to assess whether the objectives have been successfully achieved|
|2||(eg. Need another admin support person and a full time sales resource)||(eg. Ratios of labour costs to sales around 22%)|
Strategy for Achieving Objectives
|Strategies||Step by Step Plan||Due Date||Name|
|Insert into here each of the objectives which you listed above||Break down each objective into clear and ordered steps which need to be taken to achieve the objective that you have set.||Insert here the date by which each step should be completed||Insert here the person(s) responsible for completing each step|
|Eg. Release Managing Director from admin work||Complete a plan to identify what tasks could be completed by an additional administration support person – document these|
|Build a consistent level of work every month to cover all constant overheads then accelerate growth with additional growth in staff|
|Produce Job Description and Person Description for new employee|
|Begin recruitment process|
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