BSBHRM524 COORDINATE WORKFORCE PLAN

IMPLEMENTATION

ASSESSMENT MANUAL
ASSESSMENT OVERVIEW

About this Assessment Manual

This Assessment Manual provides you with assessment information and the assessment
tasks you will be required to complete for this unit.

Why are assessment tasks important?

The assessment tasks are an important part of your course as they provide: an opportunity
for you to apply what you have learned; and feedback on your progress.

How will you be assessed?

To demonstrate competency in this unit, you must complete all of the assessment tasks
below. Your trainer and assessor will provide you with a due date for each assessment task
during the first class of the unit. Write the due dates down in the space provided. You will
also find information on due dates once you log in to the e-Learning platform.

Assessment Plan

Assessment Number Method of Assessment Due Date

Assessment Task 1 Short answer questions

Assessment Task 2 Portfolio & Roleplay

Assessment Task 3 Portfolio

What is required for successful completion?

To be assessed as 'Competent' for this unit, you must complete the above assessment
tasks satisfactorily.

Assessment Tasks

The information provided under each assessment task gives the assessor and the student:

• Instructions to outline the purpose of the assessment task and conditions to

consider when conducting the task (e.g. resources, place, submission requirements
and timeframes).
• Assessment context/scenario information.
• Activities/questions to be completed by the student.

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 • An outline of the evidence to be submitted by the student - Evidence Submission
Checklist.

How to submit assessments

You must type your responses using MS Office Suite programs (or similar). Please note
that some assessment tasks require you to submit completed forms and templates. You will
find these forms and templates in a separate document named 'Appendices and templates'.

In some role-play scenarios, you may be required to work in a small group. If this is the
case, you will still be required to submit your assessment evidence individually, and your
assessor will still assess your performance separately.

Your assessor will check your assessment evidence before submission and provide interim
feedback on the unsatisfactory performance.

You must submit your assessment work via the e-Learning platform by the due date.

Assessment Submission Declaration

Before submitting your assessment work to your trainer and assessor for marking, you
must accept the following assessment submission declaration.

I declare that the evidence provided for this task is my own work; none of this work has been
completed by another person; I have not cheated or plagiarised the work or colluded with any other
student(s); I have correctly referenced all resources and reference texts where applicable; I
understand that if I am found in breach of the Academic Misconduct Policy, disciplinary action may
be taken against me; and I know my assessment appeal rights.

The above declaration is an agreement from you that all the assessment evidence you
submit is your own work and that you understand the consequences of academic
misconduct.

Assessment Task and Unit Outcomes

Once the assessor marks your work, you will receive either a 'Satisfactory' or 'Not
Satisfactory' result for each assessment task.

If you receive a 'Satisfactory' result for all assessment tasks, you will receive a 'Competent'
result for this unit.

Receive a 'Not Satisfactory' result for any of the tasks or miss any of the tasks. You will
receive a 'Not Competent' result for this unit.
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Academic Misconduct and Referencing

You must provide your responses in your own words. You can refer to the unit's learner
guide or other sources. Still, you cannot copy sentences and paragraphs directly from
these sources. Suppose your responses are found to have been copied directly from the
learner guide or other sources. In that case, your result will be 'Not Satisfactory'.

You will still need to provide references of sources you relied upon to prepare your
assessment work.

You must also ensure that your assessment work must be current and relevant to the given
task and case study scenario.

You will be dealt with as per VIA Education's Academic Misconduct Policy if you are
engaged in academic misconduct involving plagiarism, cheating, or collusion. You can find
more details on this policy and referencing in the Student Handbook available on the VIA
website.

Reassessments

VIA Education will give you a reattempt opportunity if you receive a 'Not Competent' (NC)
result for this unit. You will have two reattempt opportunities for each 'Not Satisfactory' task
during your course. Please note that each reattempt will be subject to a reassessment fee.
Please refer to the Student Handbook available on the VIA website to know more about the
reassessment process.

What can you do if you do not agree with the assessment outcomes
(results)?

Suppose you disagree with the assessment outcome or believe mistreatment has
happened to you during the assessment process. In that case, you can appeal the decision
using VIA Education's Complaints and Appeals Policy (refer to the Complaints and Appeals
policy in the Student Handbook available on the VIA website).

The first step is to discuss the matter with your trainer and assessor. If you are still unhappy
with the outcome, you can request a review of your assessment by lodging a formal appeal.

Retaining copies of the submitted assessments

Please make sure you keep a copy of all work submitted.

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 ASSESSMENT TASK ONE

Short Answer Questions

Instructions

• The purpose of this task is to assess your knowledge relating to workforce

planning
• You must answer all fourteen (14) questions. Where applicable, a guide to the
length of your response for each question is provided next to each question.
• You must complete this task by the due date set by your trainer and assessor.
• You will need access to the following resources to complete this task:
o Learner Guide and class notes
o Computer with MS Office Suite (or similar) and internet access.
• You must provide your responses in your own words. You can refer to the Learner
Guide or other sources, but you are not allowed to copy sentences and/or
paragraphs directly from these sources. If your responses are found to have been
copied directly from the learner guide or other sources, your result for this task will
be Not Satisfactory.
• You will complete this task at home in your own time.
• You must submit evidence as per the ‘Evidence Submission Checklist’ by the due
date.

Questions

1. Explain how the Australian Bureau of Statistics (ABS) Labour Force Survey can be
used by an organisation such as the one used in Assessment Task 2 scenario (King
Edward VII College) to assist in workforce planning. (in 80 to 90 words)

2. Outline the purpose of the Australian Government’s Labour Market Information

Portal and give two (2) examples of information included in the portal that can
assist with workforce planning for organisation such as the one used in Assessment
Task 2 scenario (King Edward VII College). (in 20 to 30 words)

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 3. Explain the purpose of the Australian Government’s National Skill Needs List and
how it can be used for workforce planning for organisation such as the one used in
Assessment Task 2 scenario (King Edward VII College). (in 60 to 70 words)

4. Outline at least four (4) key provisions of the Fair Work Act 2009.

5. Organisations such as the one used in Assessment Task 2 scenario (King Edward
VII College) must comply with the National Employment Standards provided under
Fair Work Act 2009. Outline the employment entitlements addressed by the
National Employment Standards.

6. Explain the purpose of enterprise agreements. (in 50 to 60 words)

7. Explain the use of modern awards in workplaces. (in 30 to 40 words)

8. Identify the modern award specific to the case study referred to in Assessment Task
2 (King Edward VII College which is an education provider in the post-secondary
education sector) using the Fair Work Ombudsman website. Write down:

• the name of the award;

• weekly (seven consecutive days) ordinary hours of work for full-time

employees; and

• period of notice of termination required to be given by an employee if that

employee is working for more than 5 years.

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 9. Outline the role of trade unions in the Australian work relations system and indicate
whether employees are required to join a union. (in 50 to 60 words)

10. Outline the role of the Fair Work Commission in Australia’s national workplace
relations system. (in 40 to 50 words)

11. List two (2) sources of expert advice that could be used when seeking industrial
relations advice. Include the name of the organization and the services they
provide.

12. Describe the purpose of the labour force participation rate and how it can assist in
analysing the labour force. (in 60 to 70 words)

13. Describe the purpose of the employment to population rate and how it can assist in
analysing the labour force. (in 40 to 50 words)

14. Outline (in 30 to 50 words each) at least two (2) forecasting models that can assist
with identifying future workforce needs.

Evidence Submission Checklist

Evidence to be submitted Have I completed this?

Answers to all questions 

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 ASSESSMENT TASK TWO

Portfolio and Roleplay

Instructions

• The purpose of this assessment task is to assess your knowledge and skills relating
developing workforce objectives and strategies.
• You must complete this task by the due date set by your trainer and assessor.
• You will need access to the following resources to complete this task:
o King Edward VII College Case Study Scenario Information
o Appendices and templates provided by your assessor
o Business technology and office equipment including computer with MS Office
Suite (or similar) and internet access
o Space/technology to conduct meetings/presentations
• You must provide your responses in your own words. You can refer to the Learner
Guide, case study scenario or other sources when preparing evidence, but you are
not allowed to copy sentences and/or paragraphs directly from these sources. If
your responses are found to have been copied directly from learner guide, case
study scenario or other sources, your result for this task will be Not Satisfactory.
• You will complete the research and documentation type of activities at home in your
own time and the practical type (role-plays and presentations) activities in simulated
assessment environment under the assessor’s supervision.
• After completing the activities, you must submit evidence as per the ‘Evidence
Submission Checklist’ by the due date. For observation type activities, your
assessor records your performance using a checklist, so you do not need to submit
anything unless the activity asks you specifically.

Scenario

King Edward VII College (the College) was established in 2010. The College is based in the
Melbourne CBD and offers a range of courses in management, marketing, human
resources and international business. It currently has around 500 students enrolled across
all of its courses.

The College is very popular due to its competitive pricing structure, innovative teaching
methods and state-of-the-art facilities.

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Due to its success, the College plans to establish two additional campuses, one in Brisbane
and one in Sydney. The Brisbane campus commences in late 20xx (current year), and
Sydney in early to mid-20xx (next year). Campus locations are already in place, with the
process mainly overseen by the CEO and Finance Manager. Staff have yet to be
employed, but it is anticipated that each campus will require a receptionist, a student
services officer and four trainers.

All other staff functions will be completed by existing staff at the Melbourne campus until
student numbers increase substantially.

It is anticipated that maximum student numbers at the new campuses will be up to 50

students per campus.

The College currently employs 24 staff members. That includes the CEO, a Marketing
Manager and a Marketing Assistant, Human Resources Manager, Finance Manager,
Administration Manager, Office Assistant, Receptionist, Academic Manager, Student
Services Officer and approximately 14 trainers.

All staff are employed via individual contracts, and no enterprise agreement is in place.

You are the Human Resources Manager at King Edward VII College and have been asked
to conduct research and develop a workforce plan for the College. Then you will be
required to communicate the rationale for and objectives of the plan to the CEO.

Information about the staff, including employment status, age, gender and cultural
background, is provided in Appendix 2.

Read the above scenario information and the information provided under the Strategic plan
and Operational plan (Appendix 1) and Workforce Information (Appendix 2), and
complete the following activities.

Activities

1. Develop a workforce action plan

Review the scenario information, as well as the King Edward VII College Strategic
and Operational Plan (Appendix 1) and King Edward VII College Workforce
Information (current year) (Appendix 2).

Identify sources of information that you can use to research workforce supply in the
education sector as in the scenario information and as indicated below.

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 • The organisation’s requirements for a skilled and diverse workforce as
reflected in its strategic objectives
• Workforce issues as identified in the Strategic Plan and that must be
reflected in workforce objectives
• Workforce objectives that are required to meet the overall strategic
objectives
• Workforce characteristics of King Edward VII College staff, including
employment status, age, gender and culture
• Assessment of staff turnover rate and whether the rate is acceptable or not
• Factors affecting workforce supply, including economic conditions, industry
trends, skills and labour shortages, unemployment rate and competition for
workers. Your analysis should be both general, as well as specific to the
education sector within which King Edward VII College operates.
• The industrial relations framework that applies to King Edward VII College
workforce.

Use your research findings to develop the workforce plan for King Edward VII
College.

Use the King Edward College Workforce Action Plan (Appendix 3) to guide your
work.

2. Meet with the CEO to establish agreement on workforce action plan

Roleplay Scenario

You will participate in a meeting with the CEO to discuss the workforce plan you have
developed and seek input.

Conditions

Your assessor will play the role of the CEO and will give you feedback on your plan.

Ensure you have the workforce plan ready before meeting.

Your assessor will prepare the environment for the meeting.

During the meeting, you need to:

• Discuss the workforce plan

• Take notes on the CEO’s feedback as you will be expected to update your action
plan
• Conclude the meeting with CEO’s approval of your plan
• Listen carefully to the feedback provided

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 • Demonstrate effective communication skills, including conveying information
using language, format and style appropriate to specific audience.

This meeting should take no more than 15 minutes.

3. Revise the workforce action plan.

Update the workforce action plan by including the feedback received from the CEO.

Evidence Submission Checklist

Evidence to be submitted Have I completed this?

Workforce Action Plan 

Revised Workforce Action Plan 

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 ASSESSMENT TASK THREE

Portfolio

Instructions

• The purpose of this task is to assess your knowledge and skills relating to
implementing initiatives to support workforce planning objectives and
monitoring and evaluating workforce trends.
• You must complete this task by the due date set by your trainer and assessor.
• You will need access to the following resources to complete this task:
o King Edward VII College Scenario Information
o Appendices and templates provided by your assessor
o Business technology and office equipment including computer with MS
Office Suite (or similar) and internet access
• You must provide your responses in your own words. You can refer to the Learner
Guide, case study scenario or other sources when preparing evidence, but you are
not allowed to copy sentences and/or paragraphs directly from these sources. If
your responses are found to have been copied directly from learner guide, case
study scenario or other sources, your result for this task will be Not Satisfactory.
• You will complete the research and documentation type of activities at home in your
own time and the practical type (role-plays and presentations) activities in a
simulated assessment environment under the assessor’s supervision.
• After completing the activities, you must submit evidence as per the ‘Evidence
Submission Checklist’ by the due date. For observation type activities, your
assessor records your performance using a checklist, so you do not need to submit
anything unless the activity asks you specifically.

Part A Scenario

You are Human Resources Manager at King Edward VII College and are required to review
initiatives in the Workforce Plan (the plan you have developed in Assessment Task 2) for
the College relating to recruitment and diversity. You will also assist the College in being
recognised as an employer of choice and implement the required actions.

Carefully read below information from the King Edward VII College Workforce Plan and
complete the activities that follows:

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 Issue/need Action Outcomes Resources Timelines

Attract and retain a Update recruitment, Organisational Human End 20xx

diverse workforce/be selection and capacity to fill resources (current)
known as an employer of induction vacancies
choice regarding diversity procedures to
increase diversity of
employees

Acknowledging and Develop a calendar Various important Human End 20xx

celebrating calendar days of events dates and cultural resources (current)
that relate to workplace events are
diversity advertised and
celebrated

PART A Activities

1. Update recruitment, selection and induction policy and procedure to increase

diversity

Review the scenario information above, as well as the Recruitment, Selection and
Induction Policy and Procedures (Appendix 4) for King Edward VII College.

Using the internet, research best practice for increasing diversity through improved
recruitment and selection practices.

Update the recruitment, selection and induction policy and procedure to reflect best
practice procedures for increasing diversity in recruitment and selection.

2. Develop a diversity calendar

Using the internet, research important dates for diversity and cultural events occurring
in Sydney.

Identify at least six (6) important dates and develop a calendar of events for current
year. For each event, identify how the College will celebrate that day or event.

Your calendar may be developed in any format, as long as it addresses the above
content requirements.

You may use the Harmony Week website maintained by the Department of Home
Affairs. https://www.harmony.gov.au/

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3. Write email to staff

Write email to staff explaining the purpose of the calendar and advising staff to note the
dates in their calendar.

Part B Scenario

You are the Human Resources Manager at King Edward VII College, and you are required
to implement a number of actions from the Workforce Plan for the College to assist in
meeting agreed objectives for training, redeployment and redundancy, succession
planning, and being an employer of choice. Then, you are required to review the workforce
plan, as well as evaluate workforce trends.

Issue/need Action Outcomes Resources Timelines

Ageing workforce, Succession planning to Organisational Human End 20xx

general attrition ensure that key roles capacity to fill resources (current)
are identified. vacancies as they

Nominate internal arise

candidates who can fill

the roles.

Develop a training plan

for identified individuals.

No formal policies Develop a retirement Formal processes Human End 20xx

and procedures in and redeployment policy in place for resources (current)
place for retirement retirement and
and redeployment. redeployment

It has been identified that a critical position within the College is the Human Resources
Manager. That means that if this position is vacant, it would significantly impact the
organisation. While it has been identified that there is no shortage of Human Resources
professionals, the specialised nature of human resources within the College means it is
preferable to develop the talent from within.

A current employee, Jackie Smith, has been identified as an employee with potential for the
role. Jackie has recently returned to the workforce and is in an administration role.
However, Jackie worked as a human resources officer before leaving the force to raise her
children. Jackie applied for the administration position as she only wanted to work part-

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time. However, it has been identified over time that Jackie may like to move into a full-time
position, and it has been determined that she has the potential to do this.

Jackie recently completed a self-assessment against a Role Competencies Statement to

identify areas she would need to develop.

Carefully read the scenario provided above and complete the following activities.

PART B Activities

1. Implement succession planning program and develop career development plan

Review the Role Competencies Statement (Appendix 5) and develop a career

development plan for Jackie using the Career Development Plan (Appendix 6).

The opportunities that you identify for Jackie should include a range of opportunities,
including job assignments that develop a candidate’s competencies, coaching and
mentoring and formal training.

The career development plan you develop should include at least six (6) opportunities
to be completed over the upcoming 12 months.

2. Develop redundancy and redeployment policy and procedures

Assume that it has been identified that there is no formal process in place within King
Edward VII College for redundancy and deployment. Previously, redundancies or
redeployments have not been identified as issues in the workforce plan, but now a
formal process is required.

Use the Redundancy and Redeployment Policy and Procedure (Appendix 7) template
to guide your work.

3. Develop an organisational climate survey to gauge worker satisfaction

Assume that following additional objectives for the workforce planning have been
provided to you by CEO.

Issue/need Action Outcomes Resources Timelines

High staff Develop a strong orientation Turnover Human End 20xx

turnover and induction program that reduced by resources (current
within the supports and develops new at least 10% year)
first six staff

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 months of in the first
employment Appoint mentors to support year.

new staff

Building Identify professional Turnover Human End 20xx

internal development needs of each reduced by resources (current
capacity staff member and implement a at least 10% year)
through a formal program of professional in the first
strong development. year.
learning
program
Employee
satisfaction
with
professional
development

Increase Identify diverse media Increase the Human End July

diversity networks where positions can number of resources 20xx
within the be advertised. females in (current
workforce the year)
organisation
Explore options for flexible
by 20%.
working arrangements.

As part of the monitoring strategies that have been implemented in workforce plan in
scenario, you are required to develop an organisational climate survey. While the
organisational climate survey is designed to seek feedback in relation to the new
initiatives outlined in the workforce plan, the intention is to also gain feedback on overall
employee satisfaction to assist with future workforce planning initiatives.

Design a survey using word document or online tool such as survey monkey that:

• Includes at least 12 questions about general satisfaction with the workplace.

• Includes at least eight (8) questions about satisfaction with new initiatives.
• allows employees to provide an answer based on a five-point scale.

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4. Write an email to the staff

Write an email to staff introducing and outlining the purpose of the survey, attach the
survey and give an appropriate deadline for completing it.

5. Develop a workforce plan review and evaluation report

Carefully read Workforce Information (Appendix 2 & Appendix 8), Focus Group
Results (Appendix 9) and Exit Interviews Results (Appendix 10) and develop a
workforce plan review and evaluation report using the Workforce Plan Review and
Evaluation Report (Appendix 11) template.

Your report should address the following components:

• An analysis of workforce information data

Review the Workforce Information (Appendix 2 and Appendix 8) for King

Edward College and compare it to identify:

o Current staff turnover rate

o Workforce characteristics, including age, gender and cultural
background.
o Changes over the time

• A review of external trends

Using the Labour Market Information Portal, review current employment

projections for Australia, as well as for the Australian education and training
sector.

Based on your review of the data, identify labour supply trends and areas of
undersupply or oversupply relevant to the College and the likely impact of these
trends on the demand for labour in relation to the College’s workforce.

• A review of government policy

Identify at least two (2) government policy initiatives that affect labour demand
and supply. Outline each of the policy initiatives that you have identified and
how it affects labour demand and supply.

• An analysis of focus group results

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 Assume that, in addition to the survey you developed, you have already
conducted a focus group to determine employee’s satisfaction. Review all of the
comments from the Focus Group Results (Appendix 9) and comment on overall
employee satisfaction, as well as areas of need that should be considered as
part of an ongoing review of workforce planning objectives.

• Analysis of exit interviews.

Review all of the comments from the Exit Interviews Results (Appendix 10) and
comment on reasons for leaving and that should be considered as part of an
ongoing review of workforce planning objectives.

• Effectiveness of the workforce plan

Based on your analysis above, evaluate the effectiveness of the workforce plan
in terms of the objectives specified in the scenario information.

Identify changes required to objectives and document at least two (2) new
objectives and actions for the upcoming year.

Evidence Submission Checklist

Evidence to be submitted Have I completed this?

Part A

Updated recruitment, selection and induction policy and procedure 

Diversity calendar 

Email to staff 

Part B

Career development plan 

Redundancy and redeployment policy and procedure 

Survey 

Email to staff 

Workforce plan review and evaluation report 

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