BSBHRM513 Manage Workforce Planning Assessment Tool

Imperial Education Group Pty Ltd
T/A Ironwood Careers & Training
RTO: 40287, CRICOS: 03039E
Assessment Tool BSBHRM513 Manage workforce planning
Name of Candidate For Office use only
Results C/NYC Date
Candidate Id
Number
Assessment
Name of Trainer/
Assessor
Re-assessment
Place of
Assessment:
Result recorded
Candidate Declaration:
I declare the work contained in this assignment is my own, except where acknowledgement of sources
is made.
Candidate Signature Date:
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All the following content is for assessor use only:
Checklist Competency
achieved
Element 1: Research workforce requirements
1.
1 Review current data on staff turnover and demographics Yes No
1.
2 Assess factors that may affect workforce supply Yes No
1.
3
Establish the organisation's requirements for a skilled and diverse
workforce Yes No
Element 2: Develop workforce objectives and strategies
2.
1
Review organisational strategy and establish aligned objectives for
modification or retention of the workforce Yes No
2.
2 Consider strategies to address unacceptable staff turnover, if required Yes No
2.
3 Define objectives to retain required skilled labour Yes No
2.
4 Define objectives for workforce diversity and cross-cultural management Yes No
2.
5 Define strategies to source skilled labour Yes No
2.
6 Communicate objectives and rationale to relevant stakeholders Yes No
Assessment Tool BSBHRM513 Manage workforce planning
Version:1.0 Approved by: Camilo Date approved: 14-11-2017 Page 1 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
2.
7 Obtain agreement and endorsement for objectives and establish targets Yes No
2.
8 Develop contingency plans to cope with extreme situations Yes No
Element 3: Implement initiatives to support workforce planning objectives
3.
1
Implement action to support agreed objectives for recruitment, training,
redeployment and redundancy Yes No
3.
2
Develop and implement strategies to assist workforce to deal with
organisational change Yes No
3.
3
Develop and implement strategies to assist in meeting the organisation's
workforce diversity goals Yes No
3.
4
Implement succession planning system to ensure desirable workers are
developed and retained Yes No
3.
5 Implement programs to ensure workplace is an employer of choice Yes No
Element 4: Monitor and evaluate workforce trends
4.
1
Review workforce plan against patterns in exiting employee and workforce
changes Yes No
4.
2
Monitor labour supply trends for areas of over- or under-supply in the
external environment Yes No
4.
3 Monitor effects of labour trends on demand for labour Yes No
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Performance Evidence
Competency
achieved
Evidence of the ability to:
 review and interpret information from a range of internal and external
sources to identify:
o current staff turnover and demographics
o labour supply trends factors that may affect workforce supply
o organisation's workforce requirements objectives and strategies
Yes No
 manage workforce planning including developing, implementing,
monitoring and reviewing strategies to meet workforce needs Yes No
 review relevant trends and supply and demand factors that will impact on
an organisation's workforce Yes No
 develop a workforce plan that includes relevant research and specific
strategies to ensure access to a skilled and diverse workforce Yes No
Note: if a specific volume or frequency is not stated, then evidence must be provided t least once
Knowledge Evidence
To complete the unit requirements safely and effectively, the individual must:
Competency
achieved
 explain current information about external labour supply relevant to the
specific industry or skill requirements of the organisation
Yes No
 outline industrial relations relevant to the specific industry Yes No
 describe labour force analysis and forecasting techniques Yes No
Critical aspects for assessment and evidence required to demonstrate
competency in this unit
Assessment must be conducted in a safe environment where evidence gathered
demonstrates consistent performance of typical activities experienced in the
industry capability - workplace effectiveness field of work and include access to:
Evidence
requirement met
 workplace documents Yes No
 case studies and, where possible, real situations Yes No
 office equipment and resources Yes No
 interaction with others Yes No
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment Record
Satisfactorily Completed
Assessment 1 Yes No
Assessment 2 Yes No
Assessment 3 Yes No
The evidence presented by the candidate are: ¨ Valid ¨ Sufficient ¨ Current ¨ Authentic
Unit Completion Statement (circle outcome): Competent Not Yet Competent
Re-assessment required? No Yes
The student has been advised that he/she is entitled to an appeal, if not satisfied with the assessment
outcome.
Assessor feedback to candidate:
Candidate feedback to assessor:
Candidate Sign: Date:
Assessor Name: Assessor Sign Date:
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Re-assessment Record
Satisfactorily Completed
Assessment 1 Yes No
Assessment 2 Yes No
Assessment 3 Yes No
The evidence presented by the candidate are: ¨ Valid ¨ Sufficient ¨ Current ¨ Authentic
Unit Completion Statement (circle outcome): Competent Not Yet Competent
The student has been advised that he/she is entitled to an appeal, if not satisfied with the assessment
outcome.
Assessor feedback to candidate:
Candidate feedback to assessor:
Candidate Sign: Date:
Assessor Name: Assessor Sign Date:
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Evidence Plan for Assessment
Element
Observation/
Demonstration of
practical skills
Role Plays
Written assignment
Presentation
Interview
Video
Projects
Supervisor assess/
Position description
Log Book
Establish team performance plan * * *
Develop and facilitate team
cohesion * * *
Facilitate teamwork * * *
Liaise with stakeholders * * *
Please note that this is a sample assessment plan. This plan can be modified to meet local needs and/or
needs of the trainee. The actual training package competency cannot be modified.
Assessment context:
The unit is being delivered and assessed through a combination of tutorial sessions, demonstration,
practicals and assessments in real commercial or simulated environments. All sessions are compulsory!
The assessment tool also addresses employability skills.
Assessment results
On completion of ALL of your assessments for this unit of competency, you will be deemed either
Competent (C) or Not Yet Competent (NYC)
To achieve competency (C) in this unit you must complete all parts of this assessment tool to the
competency level appropriate to your enrolment.
If you receive a NYC result, you are allowed a reassessment opportunity. For reassessment, you must
complete and submit all assessment parts. For more information, please refer to the ICT Policy and
Procedures on Assessment on the Student Notice Board.
Additional student instructions
The assessment tasks can be completed in your own time, as you work through the related topics in
either the Learning guide, or under the guidance of the assessor.
The assessment is due for completion as suggested by your assessor.
Check with your assessor whether it is appropriate to use email for the submission of the assessment
tasks or if the assessor requires a hardcopy (printed) or a hand written version.
Plagiarism
Plagiarism is when you take someone else’s work and submit it for assessment as your own and
neglecting to reference the original source. This can include copying from other candidate's work,
copying blocks of text from sources such as reference books into your own assignment. Plagiarism is a
very serious academic offence in Australia, and harsh penalties apply that may include an automatic fail
in the unit of competency and cancellation of enrolment.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment 1: Written Questions
Question 1
Performance
criteria Review current data on staff turnover and demographics
1a
1b
What type of information would an organization seek to learn about their
workforce by conducting a staff audit? (Describe five types of information).
With the help of staff, audit organization wants to learn about the current
performance of employees in the workplace.
1. The effectiveness of policies and regulation has been evaluated through
staff audit which is beneficial for the organization.
2. With the help of staff, audit organization can easily analyze the need for
training and development programs for the employees.
3. Difference between set standard and actual outcomes of the employees
on the basis of their roles and responsibility has been identified easily by
auditing their performance.
4. Organisation gives the best performer and worst performer on the basis
of employee performance.
5. Gap has been anise by the manager through auditing the employee’s
performance
Consider your workplace, or one that you are familiar with and explain the
demographics of the staff.
An organization like Woolworth recruits employees on the basis of their
qualities, skills, knowledge, and qualification without making any
discrimination on the basis of nationality, age, family status, gender, ethnicity
etc. It is very much important for the organization to select employees
without doing any kind of discrimination the basis of sex, caste, colour, and
nationality. By selecting employees according to the person’s skills,
knowledge and qualification company will get best employees who help in
achieving set goals and objectives. It will create a great image of
organization among employees and customers which will increase
performance in the marketplace (Bogatova, 2017).
Additional Resources:
http://www.apsc.gov.au/publications-and-media/current-publications/workforce-planning-guide/
workforce-planning-explained
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 2
Performance
criteria Assess factors that may affect workforce supply
2a
2b
Describe five factors that may affect workforce supply.
There are so many factors that affect workforce supply which is given as
below:
 Change in organizational structure
 Demand for new products and services
 More outsourcing of work in the workplace
 Change in working arrangements
 Change in roles and responsibilities
Consider your workplace or one that you are familiar. What workforce supply
factors have impacted (either positively or negatively) on their ability to find
suitable staff?
If Woolworth provides suitable working hours and effective organizational
structure then it impacts positively on the employee’s performance which
enhances the profitability of the organization (Duda and Žůrková, 2013).
But if roles and responsibilities changes after short time period then it will
impact negatively on employee’s performance.
Occupational Skill Shortage Data
https://www.employment.gov.au/occupational-skill-shortages-information#want-to-know-more
Labour Information Market Portal
http://lmip.gov.au/
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 3
Performance
criteria
Establish the organization's requirements for a skilled and diverse
workforce
3a
3b
Describe four of are the benefits of embracing workplace diversity?
There are so many benefits to the organization from embracing workplace
diversity which is examined as under:
 Help in increasing the talent pool
 It assists in creating innovation
 Enhance employee’s performance
 Reduce culture and language barriers
 If employees come from different background and working style
then they can provide the great idea and creative mind.
Consider your workplace, or one that you are familiar with and describe how
workplace diversity impacts day to day activities. Name at least two positive
consequences and two negative consequences.
Diversity workplace improves the relationship between employees and
reduces conflicts between them which enhance their performance level. The
problem will also resolve easily if organization follow diversity workplace.
Apart from this, there is a various negative consequence of workplace
diversity which impacts performance. There are huge language barriers and
a cultural problem arises in the diversity workplace.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 4
Performance
criteria
Review organizational strategy and establish aligned objectives for
modification or retention of the workforce
4a
4b
Describe four measurable and four non-measurable workforce plan
objectives.
Four measurable workforce plan objective
 Employees attendance in the workplace can be easily measured
 Sales of the organization can be measured in term of profitability
 The production level of products and services
 The growth of production can be measurable by analyzing the total
revenue
Nonmeasurable workplace plan objective
 The effectiveness of training and development programs
 Improvement in the workflow structure
 If organization set 94% staffing level during the situation cannot be
measurable in term of numerical
 Quality of production
Consider your workplace, or one that you are familiar with and describe what
strategies they have in place to reduce staff turnover. If no strategy is in
place, what would you suggest?
To reduce employees turnover various strategies developed by the
organization like Woolworths which increase job satisfaction of staff.
 By providing benefits such as proper working, effective salary, less
workload, good working culture and others help to retain employees
with the organization for the long time period (Rissanen, 2017).
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 5
Performance
criteria
Consider strategies to address unacceptable staff turnover, if
required
5a
5b
Outline eight of the impacts associated with staff turnover.
 High turnover of employees reduce the performance of the
organization
 Decrease sales and productivity
 Influence workflow of business activities
 Influence negatively daily task of the organization
 High turnover increase operational cost
 Reduce image of the company
 Goals and objectives will not be achieved in a certain time period
 Reduce goodwill of the company
Consider your workplace or one that you are familiar with an outline and
describe two of the main causes of staff turnover.
Woolworths provide high-quality goods and services to customers in which
employees give their full affords to achieve set goals and objectives.
The main reason for employee’s turnover in the organization is a workload
and less salary of the staff according to their allocated task. Also because
of lack of growth opportunities (Jagun, 2015).
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 6
Performance
criteria Define objectives to retain required skilled labour
6a
6b
Describe five retention strategies that an organization might use?
To retain employees with the organization it is very much important to
develop various strategies which are as below:
 By providing good working environment and culture.
 Manager builds a great relationship with employees to retain them.
 It is essential for support employees and provides required benefits.
 Organisation offers huge growth opportunities to employees to
enhance their job satisfaction.
 Organisation use employee’s compensation strategies for retaining
them for the long time period (Kapsos, et. al., 2014).
Consider your workplace, or one that you are familiar with and describe what
retention strategies they use. If no strategies are in place, what strategy do
you consider would be effective?
Woolworths use employees support strategies for satisfying their needs
and demands. It is highly important for an organization to use effective
strategies for retaining employees.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 7
Performance
criteria
Define objectives for workforce diversity and cross-cultural
management
7a
7b
Describe five benefits that diversity within the workforce may bring?
 It increases the talent pool
 Enhance skills, knowledge, and experience
 Reduce language and culture barriers
 Increase performance of employees
 It improves innovation in the workplace
Consider your workplace, or one that you are familiar and outline what
benefits are evident and outline any problems associated with having a
multicultural workforce.
Woolworths can easily get the best solution for the problem if it has a
multicultural workforce. If employees come from the different background,
cultural and experience then they will give best idea and solution to the
issue and problem (Quesada, et. al., 2012).
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 8
Performance
criteria Define strategies to source skilled labour
8a
8b
What are the key differences between internal and external recruitment?
Name one advantage and one disadvantage of each recruitment method.
Internal recruitment: In the internal recruitment manager consider
employees for vacant job position who are already in employment in the
company.
Advantages: It takes less time as well as cost
Disadvantages: It does not provide fresh and new talent to the
organization
External recruitment: Manager recruits employees from outside the
employees.
Advantages: It provides fresh talent and new skilled employees
Disadvantage: It takes lots of time and cost of recruitment.
Consider your workplace, or one that you are familiar with and explain how
the recruitment of new staff is performed. Do they use internal or external
recruitment?
Woolworth mostly considers external recruitment for any vacant position
because they have fresh mind, skill and innovative knowledge that help the
organization in attaining long-term growth (Vo, 2014).
Additional Resources
http://smallbusiness.chron.com/advantages-disadvantages-internal-recruitment-11212.html
https://www.naturalhr.com/blog/pros-cons-recruiting-internally
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 9
Performance
criteria Communicate objectives and rationale to relevant stakeholders
9a
9b
Describe five stakeholder groups that should be communicated with about
the workforce planning strategy? What do they each need to know?
Five stakeholders are as below:
 Customers
 Clients
 Suppliers
 Investors
 Government
It is important for the organization to communicate and involve them in the
decision-making process. With the help of proper communication, meeting,
conferences etc organization can communicate to stakeholder about the
workforce planning strategy.
Consider your workplace, or one that you are familiar with and describe
how they communicate their workforce strategy? Could it have been
performed better?
Woolworth's use conference calls, meeting, newsletter, email, voicemail etc
for communicating workforce strategy with stakeholders effectively
(Sharma, 2016).
Additional Resources:
http://www.cpshr.us/workforceplanning/documents/GuidelinesCommPlanforWFPImpl.pdf
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 10
Performance
criteria
Obtain agreement and endorsement for objectives and establish
targets
10a
10b
Describe the four effective ways of overcoming barriers to a workforce plan.
There are so many effective ways through which organization can easily
overcome barriers to workforce plan are given as under:
 Proper communication
 With the help of suitable leadership
 Manage change procedure
 Reward supportive behaviour
Consider your workplace or one that you are familiar with identify who the
stakeholders are and how you would communicate your workforce plans
with each of them?
Woolworths have a large number of stakeholders like clients, suppliers,
customers, investors, government, and others. This organization takes help
of meeting, conference, email etc for making proper communication with
them for workforce plans (Sharma, 2016).
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 11
Performance
criteria
Implement action to support agreed objectives for recruitment,
training, redeployment, and redundancy
11a
11b
Refer to page 33 of the handout. What are the key workforce
considerations for employers when downsizing their organization?
The organisation considers various key workforce for employees such as
proper communication, employee’ welfare, suitable training, autonomy etc
during downsizing.
Consider your workplace or one that you are familiar with and outline the
recruitment process.
There is various recruitment process followed by Woolworths such as
internal as well as external. This will help in selecting the right candidate for
the right job position (Vo, 2014).
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 12
Performance
criteria
Develop and implement strategies to assist workforce to deal with
organizational change
12a
12b
How does Kotter’s 8-step model assist the organization with developing
strategies for organizational change?
This model includes three steps which are unfreezing, changing and
refreezing through which organization can easily implement change in the
workplace for achieving set goals and objectives. In this change
requirement and need identify by the management and then develop
strategies accordingly for the change.
Consider your workplace or one that you are familiar with and outline the
how they manage change. If you consider it was done poorly, what
suggestions would you make?
With the help of various methods and tools organization like Woolworths
can effectively manage change to achieve set goals and objectives in the
certain time period. Kotter’s 8 step models are a suitable method which
helps in managing long-term growth by implementing requires a change in
a proper way (Quesada, et. al., 2012).
Additional Resources:
https://www.mindtools.com/pages/article/newPPM_82.htm (Kotter’s 8 Step Change Model)
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 13
Performance
criteria
Develop and implement strategies to assist in meeting the
organization's workforce diversity goals
13a
13b
Describe what are the key aspects a diversity strategy should seek to
achieve?
The organization should train and motive employees towards the set goals
and objectives for archiving better outcomes in specific time. Resolve
conflicts and issues among employees help in improving their performance
in the workplace. Diversity strategy is hard to implement in the workplace
for enhancing employee’s performance. It plays a very important role in
managing long-term profitability and productivity (Kapsos, et. al., 2014).
Consider your workplace or one that you are familiar with and outline how
diversity impacts the organization? Does your workplace support diversity?
There is both positive as well as negative impact of diversity on an
organization like Woolworths. It provides the best solution to a problem
which helps in increasing the profit and sales margin. It also improves
communication process among employees. But the negative impact of
diversity is that lots of conflicts and barriers arise among employees
because of different language and culture.
Additional diversity resources:
http://www.hult.edu/news/promoting-diversity-in-workplace/
http://www.gwblawfirm.com/wp-content/uploads/2013/12/5-Strategies-for-Promoting-Diversity-in-the-
Workplace-11-19-13.pdf
http://www.diversityjournal.com/14154-10-ways-employees-can-support-diversity-inclusion/
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 14
Performance
criteria
Implement succession planning system to ensure desirable workers
are developed and retained
14a
14b
What is succession planning? Describe at least 3 issues which a
succession plan should address.
With the help of succession planning organization can easily identify a
future leader. It helps in analyzing the existing skills and knowledge of
employees through which organization can attain high growth and success.
3 issues of succession planning
 A lot of bias arise
 Face problem in selecting who to promote
 Challenge to maintain the morale of the company
Consider your workplace, or one that you are familiar with and discuss why
it should or shouldn’t have a success plan?
Woolworths have success plan that helps in accomplishing set target and
standard effectively. It helps in encouraging and motivating employees to
perform well within the organization.
If the company does not have success plan then it is unable to achieve
long-term growth in the large competitive marketplace. Every company
should develop success plan to gain huge competitive advantages (Jagun,
2015).
Additional Resources:
http://hrcouncil.ca/hr-toolkit/planning-succession.cfm
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 15
Performance
criteria
Implement programs to ensure the workplace is an employer of
choice
15a
15b
What is an employer of choice? What are four key characteristics of an
employer of choices?
Employees vote for the person whom they want to lead the business in a
proper way. Basically employer of choice means one who has a great place
to work.
The key characteristics of employers of choice as under:
 Talented
 A positive relationship with employees
 Involvement
 Fairness
Is your current employer an employer of choice? Why? If not, why not?
Yes, Woolworth has an employer of choice because it motivates other
employees to perform well so that next they get to promote the same
position (Rissanen, 2017).
Additional Resources:
https://www.recruiter.com/i/how-to-become-an-employer-of-choice/
http://www.iidmglobal.com/expert_talk/expert-talk-categories/managing-people/engage_retain/id84452-
the-eight-values-of-an-employer-of-choice.html
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 16
Performance
criteria
Review workforce plan against patterns in exiting employee and
workforce changes
16a
16b
What economic, legislative, environmental, technology or other changes
can impact on workforce planning?
With the help of legislative, technology, economic and other changes
organization can take the right decision and maintain fairness in the
workplace. It is important for the organization like Woolworths to follow
related legislative, environmental, economic and technological changes in
the planning for achieving high profitability and growth in the competitive
marketplace.
Describe three trends that could impact the business you work for.
Environmental, legislative and technology impact business activities which
must be considered by the business organization in the strategy and
decision-making process (Duda and Žůrková, 2013).
Additional Resources:
https://www.humanresourcestoday.com/trends/workforce-planning/
http://www.hrmonline.com.au/section/featured/better-workforce-planning-focus-3-things/
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 17
Performance
criteria
Monitor labour supply trends for areas of over or under supply in the
external environment
17a
17b
What are labour supply trends? Briefly describe the four trends outlined in
the Melbourne Institute “Trends in Labour Supply” Report (see link below)
Labour supply trends increase year by year for fulfilling the current
requirement of market efficiency. To distribute produce goods and services
organization take help of labour supply. There are various trends in supply
trends which are as below:
 Falling Average Hours Worked
 Participation of Persons Aged 55 to 64
 Migration
 Participation of Females Aged 25 to 54
What impact would over supply or under supply have on your business?
If organizations oversupply goods and services then it impacts on the
profitability and undersupplies also impact its profitability. It is essential for
an organization to estimate the demand and then supply the goods and
services for maintaining long-term position and performance (Bogatova,
2017).
Additional Resources:
https://www.employment.gov.au/annual-report-2016/analysis-trends-australian-labour-market
http://www.hrmonline.com.au/section/opinion/australias-supply-labour-changing/
Melbourne Institute “Trends in Labour Supply” Report
http://melbourneinstitute.unimelb.edu.au/assets/documents/hilda-bibliography/other-publications/2011/
Connelly_etal_Trends_in_Labour_Supply_0611.pdf
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 18
Performance
criteria Monitor effects of labour trends on demand for labour
18a
18b
Explain what labour demand analysis is and how labour trends can impact
on workforces planning?
It is essential for an organization to anise the labour demand like working
hours, wages, per unit cost of capital and others on the basis of which
manager hire them. Labour trends impact positively and negatively on the
workforce planning like fall in an average working hour then labour will
perform well without any burden to achieve high outcomes but if it
increases they feel pressure which impacts negatively on their
performance. It is necessary for the manager to select labour supply by
considering all the current trends (Bogatova, 2017).
Consider your workplace, or one that you are familiar with and describe
how labour trends might impact on workforce planning?
The manager has to develop workforce plan according to the participants
like person aged 55 to 64 and female from 25 to 64. Woolworths follow all
trends while selecting labor supply because it can impact on the
operational and functional activities. Trends like falling Average Hours
Worked, the participation of Persons Aged 55 to 64, Migration and
Participation of Females Aged 25 to 54. If the organization does not select
labour supply by considering labour trend then it will effectively overall
operational practices.
Additional Resources:
http://www.apsc.gov.au/publications-and-media/current-publications/workforce-planning-guide/demand-
analysis
https://www.businessblogshub.com/2012/10/workforce-planning-balancing-demand-and-supply/
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
The project
Context This assessment looks at you as a team leader and manager, and asks you
to revisit and revise the way that you lead your work team. The assessment
can assist you in developing a positive work culture, and well as assessing
your team leadership skills. This assessment assumes that you are in a team
leadership position. If not, speak to your trainer about using an alternative
situation.
Range and
conditions
The resulting report document must address all of the questions provided
and be your own work.
Materials and
resources
required
Access to:
 a computer
 a printer
 the Internet, for research.
Reasonable
adjustments
In the event that you have difficulty understanding the assessment tasks
due to language or other difficulties, your trainer will attempt to make
reasonable adjustments to the assessment paper to give you every
opportunity to achieve competency.
Decision-
making rules
You will be assessed on your ability to:
 demonstrate strategies and processes that facilitated team member
input into the roles and goals of the team
 develop appropriate KPIs for the team that link to organisational
requirements
 develop policies and procedures that facilitate team members owning
roles and responsibilities
 identify where and when you are able to act as a role model to team
members
 Develop communication processes that facilitate the resolution of
issues and problems.
Students must complete all tasks as outlined in the following pages.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Hints: - The following hints will assist when preparing reports for submission
Report format:
Executive summary
An executive summary is a very useful tool in communicating your information to busy people. It is
essentially a short summary (often no more than a page) of the report objectives, findings, and
conclusions.
Contents
Any report over three pages in length should have a list of contents. A list of contents not only helps
people find their way around the report but it also gives an indication of what is in the report and the
structure.
Introduction
The introduction should set the scene for the report by concisely describing the reason for the
report and the background or history relevant to the report.
Body
The body should address the main information including:
• objectives of the review;
• how the review was conducted, who was consulted, etc.; and
• results of the review and key issues identified
Summary/Conclusions/Recommendations
Your conclusions should be clearly justified with reference to the results of the review. Your
recommendations should be made twice, briefly in the opening summary or Executive Summary
and then in more detail in the recommendations section.
Useful links to assist with assigned tasks.
This information is to be handed to each student to outline the assessment requirements.
Assessment due date: This will be aligned to Session Plan
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Assessment 2: Case Study
Instructions
Compile a report by answering all questions based on data from your own organisation or by utilising the
following scenario.
Scenario:
You are the Regional Manager for CA City Retail Group, a large organisation with a Department Store, a
Café and Service Station, located in Southeast QLD. You have noticed one of your key stores has had
an increased staff turnover in female staff during the past six months. This can be found presented in the
graph below. You will be sending your report to your key stakeholders the CEO and HR Director of CA
City Retail Group.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
CA City Retail Group’s Diversity Policy
Guiding Principles
Our organisation respects and values the competitive advantage of diversity, and the benefit of its
integration throughout the organisation, in order to enrich our perspective, improve performance,
increase member value, and enhance the probability of achievement of our goals and objectives.
Our guiding principles with respect to diversity are:
 To treat all employees, prospective employees, contractors, consultants, members and suppliers,
fairly and equally regardless of their gender, age, sexuality, culture/ethnicity, language and religious
beliefs, and regardless of any disability or flexible workplace practices.
 To value diversity by maintaining a safe work environment and taking action against inappropriate
workplace behaviour including discrimination, harassment, bullying and victimisation.
 To promote an organisational culture that values diversity and tolerates differences by developing
and offering work arrangements that help to meet the needs of a diverse work force.
 To promote the recruitment of employees and directors impartially from a diverse field of suitably
qualified candidates.
 To provide learning and development strategies and opportunities to develop the knowledge skills
and experience of all employees.
We will realise our guiding principles by:
 Being aware of diverse strategies and organisational and market opportunities and utilising a range
of tactics to achieve our goals and objectives;
 Adding to, nurturing and developing the skills and experience of employees;
 Developing our culture, management systems, processes and procedures to be aligned with our
guiding principles and promote the attainment of diversity.
 We will develop, implement and measure ongoing strategies, initiatives and programs to promote
diversity across the organisation.
Monitoring and reporting
The Human Resources department will monitor, review and report (at least annually) to the CEO and the
Executive on the organisation’s progress with respect to this policy including its progress against all
measurable objectives introduced.
Our annual report will contain details of the measurable objectives set by the board in accordance with
this policy and our progress towards achieving them. In addition, we will disclose in our annual report
details of the proportion of women employees in our organisation and women in senior executive
positions.
Accountability and responsibility for this policy
The Human Resource department has responsibility for administration, monitoring and ongoing review of this
policy.
Management, employees, contractors and consultants have responsibility for understanding and
adhering to the terms of this policy.
Compliance
We will meet all obligations with respect to the issue of diversity in line with any applicable regulatory and
reporting requirements including but not limited to:
 Age Discrimination Act
 Disability Discrimination Act
 Racial Discrimination Act
 Sex Discrimination Act
 Human Rights and Equal Opportunity Commission Act
CONTACT US
If you would like to lodge an informal complaint, please contact HR on [e-mail]
If you would like to lodge a formal complaint please do so via:
https://www.humanrights.gov.au/complaints/make-complaint
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question One
Review and research current labour data on staff turnover and demographics in the retail industry. We
recommend you access the following sites to conduct your research:
 LMIP- www.lmip.gov.au
 RBA-www.rba.gov.au
 ABS- www.abs.gov.au
 Service Skills Australia- www.serviceskills.com.au
 Department of Employment- www.employment.gov.au
We also recommend you read the 2014 Retail Workforce Study developed by the Australian Workforce
and Productivity Agency in association with Service Skills Australia. This document has been provided
for you below:
This is a lengthy document, and whilst you are encouraged to read the document thoroughly, you will
find that by reading the Overview in pages 13-22, most of the key concepts and ideas are
covered, however you will be required to study keys sections of this document in greater
detail to extract the required information to fully answer the questions. You can then
extend your reading further, if so desired.
1a How does the graph above (see page 28, your current working environment) compare to the
information you have gleaned through your labour market research with regard to staff turnover?
Are these high rates in line with the rest of the retail industry?
1b Based on the information you have read, identify three factors that may affect your workforce
supply. For each factor identified, explain why this is of significance to the workforce supply in the
retail industry or the industry of your choice. These factors may be related to:
Pick three from this list: You will find information on these topics in your ebooks, in the attached
study and on google.
 Technological advances
What technological advances may affect workforce supply? Why has this affected
workforce supply in the retail industry? Think shopping.
 Labour market competition
 Economic conditions
 Industry changes
 Market trends
 Skills and labour shortages
 Unemployment rates
1c Evaluate the organisation’s workforce requirements using your labour research findings for the
Retail Industry. Explain what the workforce requirements are for the CA City Retail workforce (or
for your organisation).
Hint: The requirements for the workforce may include diversity in age, gender, generation, learning
styles, race, religious beliefs, sexuality, and workers’ background, including cultural and linguistic
background. Further, there will be specific requirements for education and foundation skills. This
relates to CA Retail’s Diversity policy on page 29.
Think about what they have given you in the hint? As a retail store what would their requirements
be for CA City?
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question Two
Identify three organisational strategies from your organisation OR use the following three organisational
strategies that have been communicated by the executive team (in the scenario), these are:
 Attract and retain a capable skilled workforce
 Develop the workforce to meet future skill needs
 Increase diversity in retail workforce
These three organisational strategies may require you to either modify your workforce composition;
and/or retain the current employees in your workforce. You are required to create two operational
objectives in support of each strategy. If you are using the scenario, use the CA City Retail Group’s
Diversity Policy (Appendix A) to understand the organisations view on diversity.
Hint: The operation objective may include specific objectives for the organisation on recruitment,
training, retention, redeployment and redundancy.
Your ebook has some information on this and so does the attached study.
Attract and retain a capable skilled workforce
What strategies are you going to implement to attract skilled workers and what strategies are you going
to implement to retail your skilled workers?
Develop the workforce to meet future skill needs
What strategies can you implement to develop the people you have to meet future skills needed ?
Increase diversity in retail workforce
How can you increase diversity in CA City workforce?
Question Three
Staff turnover is an important measure of workforce planning. Answer the following questions regarding
staff turnover.
3a Explain if the current staff turnover (in the scenario or within your organisation) is acceptable and
give two reasons to support your thoughts. Do you think the current staff turnover with CA City is
acceptable? If so or if not, why? 2 reasons needed.
3b Based on the objectives you have set in Question 2, create three strategies that can be
implemented to address the turnover and how can these strategies help to assist employees.
See ebook and study
So whatever objectives you came up with in Question two – Provide three strategies to retain
staff
EG Flexible working hours – This will help assist the female employees in particular who want to
work school hours or those employees wanting a more work/life balance
3c Set some realistic targets for this objective.
Set some targets for the three strategies
EG Implement a procedure to allow 5% of the current workforce to take on part time house within
the 6 months.
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question Four
How could you go about sourcing skilled workers? Identify at least two methods, and explain how you
could use those two methods in the future to make sure your organisation continues to bring in the right
people.
 Method one
This method will help…….
 Method two
This method will …..
Question Five
Now you have set your objectives, strategies and targets, name two stakeholders you would consult for
approval. Draft an email to the two people you have identified. You need to confirm the following details
with them:
 Outline the proposed objectives are and why you believe they are important to the
organisation
 Why you have chosen them, in particular, to assist with the approval process.
List 2 stakeholders
Then Draft an email – make sure you address the points please
Hint: Include timeframes and instructions for the process of approval of the objectives and strategies.
Question Six
Based on the objectives and strategies you have set, construct a contingency plan to address and avoid
future work related problems. Ebook and attached study or google strategies
Objectives Contingency plans
Attract and retain a capable skilled workforce
Here you list how you will attract and retain skilled workers
EG:TV marketing campaign to sell the benefits of working
in retail
This is Plan B or your backup plan is the
first one does not work
Here you list how you would attract or
retain skilled workers if your first plan failed
EG: Hire a specialist recruitment company
Develop the workforce to meet future skill needs
Increase diversity in retail workforce
Assessment Tool BSBHRM513 Manage workforce planning Page 33 of 40

Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question 7
Create an action plan to support one of your objectives for recruitment, training, redeployment and
redundancy you identified in question 2.
Objective Actions Responsibilities Date due
Put one objective here
from Question 2
1. List the steps
needed to make the
objective happen?
Who is responsible
for that step?
When must that step
be completed by?
2.
3.
4.
5.
6.
7.
Question Eight
Create a flow chart to demonstrate how you would implement a succession planning system ensure
desirable workers are developed and retained within the organisation.
You must insert a flow chart here. It can just be a simple dot point list or an actual flow chart.
You may use google images to find ideas (search for succession planning process steps) or there is a
sample in your ebook
Question Nine
Your staff are your most valuable resource, you need to be sure they are all performing well and to the
best of their abilities. How will you know if this is the case? You need to ask them for their feedback.
9a Create an employee satisfaction survey for the CA City Retail Group’s store (or for your own
organisation) to measure the current climate. Please make sure to create at least seven questions.
Ebook has a bit on surveys
Here you are to ask questions to your employees. You are the Manager and you want feedback on
whether they are satisfied in their jobs
9b Provide two types of programs you could put into place to ensure you become an employer of choice
in the future? Look in your ebook or google for ideas
9c Employee satisfaction surveys are important tools to regularly monitor the workplace climate. You
will need to collate the survey responses and track outcomes to monitor the change in organisational
climate. The table below provides results recent organisational climate survey. 230 Surveys were
issued and 182 responses received. This was the same response rate as per last quarter’s survey.
Complete the satisfaction calculations for each climate dimension measured in the survey. Then,
using these calculations complete the survey summary section in the table.
Dimension definitions:
Employee Welfare The extent to which the organisation values and cares for
employees
Autonomy Designing jobs in ways which give employees wide scope to enact
work
Participation in decision making Employees are given considerable influence over decision-making
Communication The free sharing of information throughout the organisation
Emphasis on training A concern with developing employee skills
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Dimension definitions:
Dimension Satisfaction
% previous
quarter
Number
‘satisfied’
respondents
Number of
‘unsatisfied’
respondents
Satisfaction %
Employee Welfare 93% 138 22
Autonomy 82% 127 72
Participation in decision making 80% 148 34
Communication 77% 165 17
Emphasis on training 90% 132 50
Survey summary
Dimension of concern % variance to
last survey
Reason for concern
Question Ten
Referring to the graph and industry research that you reviewed in question 1, and the strategies you
have listed, comment on how you would review and monitor their effectiveness.
Look in ebook and attached study. What would be your KPI and how often would you review your
performance.
Question Eleven
 Explain how you will continue to regularly monitor labour supply trends and government policy on
labour demand in the retail industry as a whole?
 What information sources will you use?
Look in ebook
https://www.insideretail.com.au/blog/2015/10/08/retail-employment-trends/
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
Question Twelve
There are a number of techniques which can be used to estimate and forecast human resource demand;
some are listed in the table below. Provide an explanation of each technique: Ebook or google
Managerial Judgement
Work Study Technique
Ratio-trend Analysis
Econometric Models
Delphi Model
Estimates based on
historical records
Question Thirteen
The executive team has just announced the Department Store trading hours will be extended from
6.00pm to 11.00pm each night between 15 October and 31 December. Sufficient staff will need to be
allocated for these hours. The current staffing levels are unlikely to meet with this demand and strategies
need to be put into place to meet with this business directive. You are required to revisit your workforce
objectives, in response to this change. Please provide details of three new objectives you would identify
for the workforce. If you are using your own organisation, identify a similar workforce change that impact
on your organisational objectives and provide a response to this change.
Here the scenario is saying instead of the store closing at 6pm it will now stay open until 11pm but we do
not have enough staff to cover the additional hours.
Question Fourteen
Now your policy has been in place for six months, how can you evaluate the effectiveness of the
changes you have made? Please make sure to list at least three different ways this can be assessed.
See ebook
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
The project – Assessor instructions and checklist
These instructions must be followed when assessing the student in this unit. In setting up this
assessment, please:
1. Set a date for this assessment and advise students of the topic.
2. Hand out and explain the assessment, and allow opportunities for questions.
3. Assess the candidates’ submissions or observations as per instructions in this document.
4. Use this checklist when assessing the students in this task. This checklist is to be completed for
each student.
In responding to the assessment, the student is able to: Yes No
 Demonstrate strategies and processes that facilitated employee
attraction and retention
 Develop appropriate KPIs that link workforce planning to
organisational requirements
 Develop policies and procedures that facilitate workforce planning


Comments:
Result of this assessment:¨ Successful¨ Not successful
Assessor: I declare that I have conducted a fair,
valid, reliable and flexible assessment with this
student, and I have provided appropriate feedback.
Signature:
Date:
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
The interview
Assessment
instructions
The final assessment will involve a one-on-one interview with your trainer. The
trainer will ask you questions designed to fill any gaps in your competency
levels after completing assessments 1 and 2.
Evidence
required
Record of competency conversation with trainer.
Range and
conditions
No special requirements
Materials
and
resources
required
No special requirements
Assessor
intervention
Your assessor will go through the assessment instructions with the class prior
to commencement. You may ask questions at any point during the completion
of the assignment prior to submission.
Reasonable
adjustments
In the event that you have difficulty understanding the assessment tasks due
to language or other difficulties, your trainer will attempt to make reasonable
adjustments to the assessment paper to give you every opportunity to achieve
competency.
Decision-
making
rules
No special arrangements
Question: Response
1.
2.
3.
Result of this assessment:¨ Successful¨ Not successful
Assessor: I declare that I have conducted a fair,
valid, reliable and flexible assessment with this
student, and I have provided appropriate feedback.
Signature:
Date:
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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
References
 Bogatova, M. (2017). IMPROVING RECRUITMENT, SELECTION AND RETENTION OF
EMPLOYEES Case: Dpointgroup Ltd.
 Duda, J., & Žůrková, L. (2013). Costs of employee turnover. Acta Universitatis Agriculturae et
Silviculturae Mendelianae Brunensis, 61(7), 2071-2075.
 Rissanen, A. (2017). An investigation into voluntary employee turnover and retention factors in
sport organizations.
 Jagun, V. (2015). An Investigation into the High Turnover of Employees within the Irish
Hospitality Sector, Identifying What Methods of Retention Should Be Adopted (Doctoral
dissertation, Dublin, National College of Ireland).
 Kapsos, S., Silbermann, A., & Bourmpoula, E. (2014). Why is female labour force participation
declining so sharply in India?. ILO.
 Quesada, H., Gazo, R., & Sanchez, S. (2012). Critical factors affecting supply chain
management: A case study in the US pallet industry. In Pathways to supply chain excellence.
InTech.
 Vo, K. H. (2014). Managing cultural diversity in human resource management.
 Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business &
Management, 3(1), 1212682.

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Ironwood Careers & Training RTO: 40287 CRICOS: 03039E
---------------------------------------------End of Assessment------------------------------------------------
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