BSBHRM602 Manage Human Resources Strategic Planning
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Manage Human Resources Strategic Planning (BSBHRM602)
Added on 2020-05-16
BSBHRM602 Manage Human Resources Strategic Planning
Manage Human Resources Strategic Planning (BSBHRM602)
Added on 2020-05-16
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BSBHRM602MANAGE HUMAN RESOURCES STRATEGIC PLANNINGSTUDENTASSESSMENT PACKStudent number:Student name:
BSBHRM602MANAGE HUMAN RESOURCES STRATEGIC PLANNINGSTUDENTASSESSMENT PACK1.CONTENTSLearning checkpoint 1 – Research planning requirementsLearning checkpoint 2 –Develop human resource strategic planLearning checkpoint 3 – Implement human resource strategic planFinal AssessmentsSELF ASSESSMENT CHECKLISTASSESSMENT TASK - PART A – QUESTIONINGQuestion 1:Question 2:Question 3:Question 4:Question 5:Question 6:Question 7:Question 8:ASSESSMENT TASK - PART B –PROJECT: Managing human resources strategic planning at BizOps EnterprisesFINAL ASSESSOR RECORD OF ASSESSMENTSubject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 2 (updated Sep 2017)©Shafston House College Ltd trading as Shafston International CollegePage 2 of 36
STUDENT DECLARATION FOR SUBMISSIONThe student will, affirm the following facts regarding this assessment they are submitting under their name:1. I declare that, to the best of my knowledge and belief, this assessment is my work, all sources have been properly acknowledged and the assessment contains no plagiarism.2. I declare that the following assignment has a backup copy held with me.3. I declare that I will seek feedback from my Trainer on the result of this Assessment Item4. I understand that I may be requested to answers questions about the content of this Assessment Item to determine my Competency.**WHAT IS PLAGIARISM AND CHEATING?Plagiarism is when a student uses other writers’ ideas or words as their own. The most common forms are:Directly copying word for word from another person’s work without proper acknowledgment,Using or developing another person’s ideas without acknowledging them,Using the work of other students (with or without their permission) and claiming it as your own.STUDENT DECLARATIONStudent has read and understood the information on sheet relating to cheating and plagiarism.They certify that the work submitted is completely their own, except where they have referenced it correctly. They understand that if their work is plagiarised they will be deemed not yet competent.ASSESSMENT INSTRUCTIONSThe assessor will mark student’s against a competency checklist to ensure that they have met the requirements of each of all the relevant unit competencies. Each assessment task has been developed to make judgement on whether the unit of competency has been achieved.Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 2 (updated Sep 2017)©Shafston House College Ltd trading as Shafston International CollegePage 3 of 36
THE ASSESSMENT RESULTS WILL BE BASED ON:S – SatisfactoryUS – UnsatisfactoryStudents are to gain ‘satisfactory’ results in all assessment tasks to be deemed ‘Competent’ in this unit of competency. For the student to be able to achieve academic success in the complete unit of competency they MUST achieve a ‘satisfactory’ result in all assessment tasks associated with this unit of competencyShould a student be deemed unsatisfactory in an assessment task by the assessor, they will be informed by their assessor of the process for re-assessment. FINAL UNIT RESULTS:Final assessment results will be recorded as ‘Competent’ or ‘Not Yet Competent’. Students failing to achieve ‘Competent’ in the unit of competency will be subject to the course progress policy.FINAL ASSESSMENT TASKS Self-Assessment ChecklistPart A - Questioning[You will demonstrate a sound knowledge of the unit requirements in your responses.]Part B – Project [Managing human resources strategic planning at BizOps Enterprises]REASONABLE ADJUSTMENTEach unit is delivered and assessed based on a student’s individual needs. If a student requires assistance, or modifications, or has a disability and requires “reasonable adjustments” necessary to perform the required assessment tasks, they will need to inform the Assessor.APPEALSIf the student is not satisfied with the decision made by the assessor the Shafston appeals policy and process for Academic decisions will apply (refer student handbook)Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 2 (updated Sep 2017)©Shafston House College Ltd trading as Shafston International CollegePage 4 of 36
Inntellectual property statementAspire Training & Consulting (ABN 51 054 306 428).The intellectual property of the assessment resources reproduced here remains with Aspire Training & Consulting.Purchasers may customise, contextualise or adapt the assessment resources, andcopy them as required. Purchasers may make the assessments available to staff members within their organisation or campus, and to relevant students.The following statement must accompany any instance of a customised, contextualised or adapted assessment resource:“This assessment is based on assessment activity [number] / final assessment fromthe assessment resource for [unit code and title] provided by Aspire Training & Consulting. The intellectual property of this assessment remains with Aspire Training & Consulting.”Purchasers must not on-sell the assessment resources, or make the resources available to other organisations.Aspire Training & Consulting invests significant time and resources in creating its original products, and reserves its legal rights to claim its loss and damage or an account of profits made resulting from infringements of its intellectual property.Aspire is committed to developing quality resources that meet the needs of our customers. However, occasionally Aspire finds, or is notified of, errors. Please refer to our website at www.aspirelearningresources.com.au to see if there are any updates that may be relevant to you.Every effort has been made to ensure the information in this resource is accurate; however, the author andpublisher accept no responsibility for any loss, damage or injury arising from such information.Except where an information source is acknowledged, the names and details of individuals and organisations used in examples are fictitious and have been devised for learning purposes only. Any similarity to actual people or organisations is unintentional.All websites referred to in this resource were accessed and deemed appropriate at time of publication.Aspire Training & Consulting apologises unreservedly for any copyright infringement that may have occurred and invites copyright owners to contact Aspire so any violation may be rectified.BSBHRM602 Manage human resources strategic planning, Release 1 – Assessments© 2015 Aspire Training & ConsultingLevel 8, 409 St Kilda Road MELBOURNE VIC 3004 AUSTRALIAPhone: (03) 9820 1300 First published July 2015ISBN 978 1 74349 973 3Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 2 (updated Sep 2017)©Shafston House College Ltd trading as Shafston International CollegePage 5 of 36
LEARNING CHECKPOINT 1 –RESEARCH PLANNING REQUIREMENTSThis learning checkpoint allows you to review your skills and knowledge in researching planning requirements.Part A1.What drives strategic human resource management and what activities might need to be undertaken as part of strategic human resource management?Making HRM more focused on making existing HR services to be more efficient, compliant and effective is what drivers strategic HRM. The organization needs to consider their place along the HR transformation journey in focusing as well as honing the HR capabilities which are beyond supporting the business strategy. thereare various activities which are undertaken as part of the strategic HRM these are as follows; strategic recruitment and selection, training and development, performance management, compensation and reward of the employees. When the organization executes these strategies it would enable them to address the business imperatives of today as well as the future aspects. 2.To identify an organisation’s strategic human resource objectives, what sources would you consult within the organisation?There are various HRM objectives which exist with an organization; these objectives are as follows, succession planning, workforce mobility, engagement of the workers, and executive leadership. These objectives are aligned with the organization goal. One could consult the Human resource department get information in relation to the HRM objectives. The director of the Human resource ensures that the managers adhere to the employment aswell as the labor regulations. Additionally, it is the HRM professionals who help the organization in meeting the multitude objectives in the HRM strategic objectives.Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 1.1 –Sept 2017©Shafston House College Ltd trading as Shafston International CollegePage 6 of 36
3.Use the internet to identify three potential sources of labour for an organisation you are familiar with. One of the sources of the labor is the educational institutions. Sometimes therecruiters within an organization are sent to education institutions where theymeet the members of the faculty as well as the individuals who are incharge of theplacement services who could recommend to them candidates who are suitable. Anexample like future first organization usually sends representative to the professionalmeetings and conventions in order to recruit the workers. Other sources areemployment agency, who are specialized in maintaining up to date data of the jobseekers. Another source is through referrals. This is where the organization is referredto by their existing workers, clients or even the associates. They could be used for skillswhich are in short supply.4.List four impacts of new and emerging technology on job roles and job design.1.The new and emerging technologies could displace a given number of the workforce from the active employment. Nonetheless, historically these innovations they are able to generate many job opportunities. 2.The technology would reduce the drudgery hence allowing the development of the families as well as the social networking. 3.There would be new adaptations to these kinds of changes via inventing of the new job types along with taking advantage of the unique individual talents. 4.A given proportion of the highly skilled employees would succeed in the emerging technological environment. 5.The coming wave of the innovation would threaten the white collar jobs since some would be replaced from the employmentespecially in areas where technology would be used rather than humans.Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 1.1 –Sept 2017©Shafston House College Ltd trading as Shafston International CollegePage 7 of 36
5.Explain how you can keep up-to-date with changes in workplace legislation and regulations.There are various way to stay up to date with the changes in the workplace legislation and regulations these are as follows; One way is to have an employment law attorney on the contract and to have his office send any legislative updates for anything related tothe legislations and regulations. Another way is to subscribe to the email updates from the department of labor. Each and every state has an equivalent organization which deals with the employment law as well as rules and regulation for a given state. Another way is through browsing the online forums or even the discussion boards. Through this discussion boards they could be tailored around given topics. One could find them overwhelming and find new information related to the new regulation and legislation and this could be helpfulto the organization in the future.Subject:This document is uncontrolled when printed Assessment BSBHRM602 – Manage human resources strategic planningVersion 1.1 –Sept 2017©Shafston House College Ltd trading as Shafston International CollegePage 8 of 36
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