BSBWRK510 Assessment 2 Practical Project

BSBWRK510
Manage Employee Relations
Assessment 2 Practical Project
RTO: LET Training and Consultation Services Pty Ltd
Document: BSBWRK510 Assessment 2 Version: 1.0
Date Effective: 01/05/2016 Review Date: 01/05/2017

LET Training and Consultation Services
Table of Contents
Assessment 2 Practical Project 1
Table of Contents.......................................................................................................................2
Learner Details...........................................................................................................................3
Assessment – BSBWRK510 Manage employee relations................................................................3
Competency Record............................................................................................................................ 4
Project Task 1: Develop an employee relations strategy.................................................................5
Appendix 1: Employee relations strategy proposal....................................................................5
Cost-benefit analysis and risk assessment plan template.........................................................11
Appendix 2: Task 1 – Answer Sheet.............................................................................................12
Project Task 2: Implement an employee relations strategy.......................................................13
Appendix 3: Implementation and contingency plan template...................................................13
Appendix 4: Training implementation plan template..................................................................16
Appendix 5: Monitoring and review plan template.....................................................................17
Project Task 3: Manage grievance and conflict situations.........................................................18
Appendix 6: Policy and procedure layout...................................................................................20
Appendix 7: Report to the Operations Manager.........................................................................23
Appendix 8: Scenario – Employment conditions dispute..........................................................23
Appendix 9: Employment conditions dispute role-play.............................................................24
Practical Project Assessment Summary.....................................................................................24
Task................................................................................................................................................. 24
Assessment Outcome................................................................................................................... 24
Assessor Comments..................................................................................................................... 24
口 Satisfactory................................................................................................................................. 24
口 Not Yet Satisfactory................................................................................................................... 24
口 Satisfactory................................................................................................................................. 24
口 Not Yet Satisfactory................................................................................................................... 24
口 Satisfactory................................................................................................................................. 24
口 Not Yet Satisfactory................................................................................................................... 24
Assessor Name:............................................................................................................................. 25
Assessor Signature:...................................................................................................................... 25
Date:................................................................................................................................................ 25
Uncontrolled document when printed
Page 2 of 25

LET Training and Consultation Services
Learner Details
Assessment – BSBWRK510 Manage employee relations
Please complete the following activities and submit this workbook via your online learning account
under the unit of BSBWRK510 Manage employee relations.
Learner Name: Simone
Email address: [e-mail]
Phone Number:
Employer (If applicable):
Declaration
I declare that no part of this assessment has been copied from another person’s work with the
exception of where I have listed or referenced documents or work and that no part of this assessment
has been written for me by another person.
Learner’s Signature:
Date:
Important notes:
- You must make declaration from above to ensure that the completed assessment is your
own work.
- Assessment submitted without declaration will not forward to the assessor for marking.
Uncontrolled document when printed
Page 3 of 25

LET Training and Consultation Services
Competency Record
To be completed by Assessor
Learner Name:
Assessor Name:
Date of Assessment:
The learner has been assessed in BSBWRK510 Manage employee relations as competent in the
elements and performance criteria and the evidence has been presented as:
Assessor Initials
Authentic
Valid
Reliable
Current
Sufficient
Learner is deemed:
- COMPETENT
- NOT YET COMPETENT (Please circle)
If not yet competent, date for re-assessment: ____________________________________
Comments from Assessor:
Assessor Signature: Date:
Uncontrolled document when printed
Page 4 of 25

LET Training and Consultation Services
Project Task 1: Develop an employee relations strategy
Appendix 1: Employee relations strategy proposal
Employee Relations Strategy Proposal (draft)
 Identify and describe three long-term employee relations objectives for Safety Traffic Co.
- Decrease the staff turnover rates over the next 12 month period: Current staff turn over rates with traffic
controllers is currently 50%. I would look at conducting a staff survey (anonymously) to determine areas
of concern and seek feedback from staff about how we can address this. I would also implement exit
interviews to find out further information from staff that is leaving and how we can prevent this in the
future.
- Review staffing needs for schedulers and address high number of hours. Review rostering
arrangement to support staff to be able to achieve work-life balance and reduce stress. Review methods
for training to allow for staff to attend at own convenience such as offering online options.
HR Manager: look at recruiting a staff member to assist with employee engagement and training to
support the HR manager to achieve their objectives.
Training of staff:
- Traffic controllers: Experience a large number of fatigue related issues due to prolonged periods of
standing at traffic sites and manually handling heavy equipment. To address this I would look at how
work was conducted and look at variations in job roles. I would provide training to staff (also available
on line for staff who cannot attend site based training) of how to address fatigue and also utilise safe
work practices for manual handling tasks. I would also look at the times of the shifts and ensure that
they are safe.
- Management: I would provide additional training for staff relating to staff management, rostering,
and how to address conflict and grievances in the workplace.
Review recruitment, selection and induction procedures to attract and retain quality staff.
It has been identified that the HR manager is having problems filling positions. I would look at the
following areas: the pays and conditions of staff (do we pay in line with industry standards), methods
of advertising (am I advertising in the right places)
HR Management: Further staff to support the HR manager to deliver on services. This can include
outsourcing of areas as needed such as training and development
 Analyse current employee relations performance:
There are clear gaps that need to be addressed including:
- Developing appropriate policies and procedures- currently they do not exist
- Feedback from staff
- Addressing staff turnover
- Address training issues
- Address conflict resolution and grievances
- Review rostering arrangement to address stress and fatigue issues
 Develop several employee relations strategy or policy options for each of your identified employee
relations objectives.
Traffic Safety Co Industrial Relations Policy Statement
Traffic Safety Co strives to continually improve the quality of its productivity, performance and services to
enable continued growth in a competitive industry. Our goal is to have open and transparent processes in
all aspects of our dealings with staff, suppliers and subcontractors, encompassing all issues pertaining to
industrial relations. Effective client, people and project management is based on open, honest relationships
and realistic negotiations that are beneficial to both parties. Continued commercially successful projects can
only occur when our stakeholders are also successful in their personal endeavours and enterprises.
Uncontrolled document when printed
Page 5 of 25

LET Training and Consultation Services
IR Objectives and Goals
Traffic Safety Co. aspires to eliminate lost time, down time and unproductive work practices that arise
through grievances or disputes pertaining to industrial relations. We encourage proactive, two-way
consultation between parties, with consideration of both parties’ requirements, when faced with any issue
relating to industrial relations. Traffic Safety Co is committed to:
 Ensuring compliance with state and federal industrial relations legislative instruments: Fair Work Act
2009 and the Workplace Health and Safety Act 2011.
 Maintaining an open relationship with our employees and any elected staff members and with other
interested parties as appropriate.
 Accepting that the properly held interests of our clients always prevail, and that accordingly it is the
client who may, in some cases, determine actual industrial relations arrangements.
 Employment practices that ensure equal opportunity and shall not be discriminatory. Unfair
discrimination and sexual harassment is prohibited in Australia by the Equal Opportunity Act 1995 and
three Federal Acts; the Racial Discrimination Act 1975, the Sex Discrimination Act 1984 and the
Disability Discrimination Act 1992.
Traffic Safety Co will make sure that employees and those applying for employment receive fair and
equitable treatment. We are determined to provide a working environment free from discrimination or
victimization in accordance with the principles espoused by the above-mentioned Acts of Parliament.
Encouraging all contractors working on their projects comply to with applicable awards and workplace
arrangements, whilst recognising their right to have their own industrial relations policies and
arrangements.
Traffic Safety Co will from time to time request that contractors provide evidence of compliance with
relevant Industrial Relations practices.
Responsibilities
Traffic Safety Co has two active Directors who all work in the business on a day-to-day basis, are involved in
all aspects of contract negotiations at all levels and generally act as project managers for all contracts. As
such, they become the first and ultimate point of contact for all issues pertaining to industrial relations.
Effective communication between all stakeholders and Traffic Safety Co is a priority and is encouraged
through open access to Directors via face-to-face meetings, electronic and written communications and
telephone contact.
For current details of the directors, please refer to staff intranet, contact us
Industrial Relations Performance Tracking
Traffic Safety Co will track and monitor key performance indicators relating to Industrial Relations and
Worker Productivity. These KPI’s may include;
- Tender Performance
Uncontrolled document when printed
Page 6 of 25