Report on Individual and Team Development: Legislation and Case Study

This report examines individual and team development within a workplace context, focusing on Australian legislation, particularly the role of the Australian Human Rights Commission and relevant acts concerning discrimination. It analyzes unlawful discrimination scenarios, such as age-based discrimination, and explores self-evaluation tools and feedback mechanisms for performance improvement. The report includes a self-evaluation form and a client feedback form to assess employee performance, highlighting the importance of communication and identifying areas for skill development. A case study is incorporated to review training needs within a team, aligning professional development programs with business objectives. The report emphasizes the significance of understanding individual strengths, weaknesses, and the impact of legislation on professional development programs.

Develop Team And
Individuals

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1. Legislation..........................................................................................................................3
Task 2 ............................................................................................................................................11
A. Mentoring is and who could be used as a mentor...........................................................11
B. What situation would you use or appoint a mentor........................................................12
TASK 3 : Case study .....................................................................................................................16
CONCLUSION .............................................................................................................................17
REFERENCES..............................................................................................................................19

INTRODUCTION
The understanding of an individual's skills and strengths as well as areas for development
may assist to determine gaps. This report is in context of individual and team development which
is an important element within the growth of the learner, individual or a group of individuals.
This report will include relevant research on the relevant requirements that can effect the
decisions regarding various professional development programs for individuals at the workplace.
The report will identify and analyse the legislations applied with regards to the employees
working within Australia. The various legislation applied by the government will be described in
the following report. The report will also include case study in order to review the training needs
for individuals working in a team. The case study will examine the formation of professional
development programs that meet the requirements of the business performance objectives.
TASK 1
1. Legislation
The federal parliament has developed a huge number of regulations and laws in order to
protect people from various types of discrimination within public life as well as breaching of
human rights of the people by the commonwealth agencies and departments. These legislations
are very important to be followed and adopted in order to ensure the welfare and development of
the people in their personal and professional lives.
A. What is the name of the body – The government body which is responsible for development
and implementation of various laws and legislations is known as The Australian Human Rights
Commission. This government body has legal responsibilities under the laws and legislations,
they have the power of investigating and conciliating complaints of any discrimination or breach
of human rights mentioned under the laws(Wong,2014).
B. There are many legislations developed by the Australian Human rights Commissions which
are as described below -
 Australian Human Rights Commission Act 1986 – This Act was earlier called as the
Human rights and Equal opportunity commission act 1986. This act developed Equal
opportunity and Human rights commission.
 Age Discrimination Act 2004 – This act help to make sure that people are treated
favourably on the basis of their age in different areas of public life such as Provision of
goods and services, education, employment, administration of commonwealth laws and

programs. The Age discrimination act also provides positive discrimination which refers
to the actions that helps people of a particular age experiencing a disadvantage due to
their age.
 Disability Discrimination Act 1992 – There are many objectives of this act as
mentioned below -
1. Eliminating discrimination against people on the basis of disabilities
2. Promoting community acceptance of the principle that people with any kind of disability
have equal rights as the other people living within a society(Herrera and et.al,2015.).
3. Ensuring that the people with disabilities have the equal rights as other people within a
community.
 Racial Discrimination Act 1975 – This act provide impact to Australia's obligations
under global convention regarding the elimination of All forms in the Racial
Discrimination act. The major objectives of this act are as follows -
1. Promoting equality according to laws for people with regards to colour, race, ethnic
origin.
2. Make discrimination against people on the basis of colour, race, descent, national or
ethnic origin unlawful.
 Sex Discrimination Act 1984 – This act refers to the laws regarding the elimination of
all the forms of Discrimination against women and specific aspects of International
labour organisation convention. The various objectives of this act are as follows -
1. Promoting equality between man and woman
2. Excretion of sexual harassment at workplace or educational bodies, within the provision
of services or goods or in the provision of accommodation as well as delivery of
commonwealth programs.
3. Eliminating discrimination on the basis of marital status, sex, pregnancy, dismissals or
family responsibilities.
C. The Fair work system was developed by the Fair work act 2009 which was started on 1
July 2009, the fair work system is generally used as a name for minimum employment
laws and agencies which were established by the Fair work act. It is the national
workplace relations system. This is a part of the Australia's industrial relations body,
there are various features of the Fair work system as mentioned below -

1. Protection from various unfair dismissal
2. The national minimum wages
3. Awards which are applied nationally specific occupations and industries
There are five bodies that have various roles within the Fair work system as mentioned below -
1. Fair work ombudsman
2. Australian Construction and Building commissions
3. Fair work commissions
4. Registered Organisations commission
The Fair work system is covering most of the Australian workplaces, the people needs to identify
who is covered in this system in order to determine their rights and legal powers while working
with an employer or employees(Jarvis,2017).
D. According to the Australian capital territory the Australian Human Rights Commission is the
body which is governing and controlling the various legislations. The tittle of legislation which is
operated in the Australian Capital Territory is Discrimination Act 1991. This act is governed by
the various department and agencies under the Australian Human rights Commission.
E. Unlawful discrimination refers to treat an individual less favourably on the basis of marital
status, sex, pregnancy, sexuality, race, disability, religious or political belief, age or family
responsibilities. It can be indirect or direct.
1. Direct discrimination – The Direct discrimination refers to treat a person less favourably
because of one or more elements mentioned above and is observed with the comparison
with how others are treated within the same situations.
2. Indirect discrimination – This discrimination occurs at time the time when there is rule,
way or policy of doing things that may appear on the surface to be neutral or fair but has
an unequal impact on specific teams of people on the basis of their age, sex, sexuality,
marital status, race or pregnancy.
The Unlawful Discrimination can occur within the training or development program of an
individual or team, the trainer if discriminate the members of the team on the basis of the above
mentioned elements for example providing training facilities according to the different age
group, race or sex, avoid disabled people in the training sessions etc. There are many other ways
in which people can observe unlawful discrimination within a training or development program.

F. According to the Age discrimination Act 2004, Helen's employer was not ethical. Helen was
breached or discriminated on the basis of her age. This was a situation of unlawful discrimination
in the training or development of an individual. According to the legislation it is unlawful to
discriminate a person on the basis of her or his age. Hence, the reaction of Helen's employer was
not ethical and Helen can legally take an action against this behaviour or act of her employer.
G. The Authorities suggest Helen to make a complaint to the commission regarding this issue or
problem. Any individual faces an issue or discrimination can make a complaint to the Australian
Human Rights Commission free of cost. Helen can have an advocate, trade union representative
or solicitor in order to make a complaint on behalf of her. The authorities suggest Helen to make
a written complaint, the commission has a form for making a complaint an individual fill that
complaint form and post or fax it to the commission. There is another option for filing a
complaint, Helen can also make a complaint online on the website of Australian Rights to
Commission
H. In order to help Mary self evaluate her current skills and performance I can suggest her to use
various tools of skills evaluation such as Staying positive – The first tool of evaluating the
current skills and performance is to stay positive and this is to analyse what good or impressive
activities or work performed in the past. The evaluation of the requirements with regards to the
future role and responsibilities. Analysis what the future role or responsibilities will be an
individual can assess and compare his current skills with the skills he or she will need for the
future roles and responsibilities. I would also help Mary in improving her existing skills such as
communication skills, managerial skills, knowledge etc(Mahon and Cushner,2016).
J. In order to collect the feedback on her performance various sources can be used, such as other
employees, her manager or performance evaluation of her current work. I will try to collect the
feedbacks from other employees which will be a major source of evaluating or determining her
performance. The employees working with Mary can provide effective feedback of her
performance. Collecting the feedbacks help me to come to the result that Mary needs to improve
her communication skills. Mary is not much confident while interacting with her subordinates or
co-workers with the workplace. I would try her to improve the communication skills which can
help her to effectively perform the future roles and responsibilities of the job role she will be
promoted to.
K, L,,M, N.

Self Evaluation Form
This form can be utilised for the purpose of conducting a Self Assessment on the basis of
performance expectations. This form may be used in order to render discussion about various
elements of the job.
Name – Mary _________________________ Date – 01/01/2018_______________________
Title - Administrative Officer_____________________Department -Administration________
Review Period – 1 month__________
Please answer all the questions mentioned below and return to the supervisor preceding to the
performance evaluation. You need to consider your own personal performance while completing
the form as it is related to your current job expectations and description for the period of review.
1. Do you understand the requirements of your job ? Yes or No
2. Mention the list of expectations for the period of review and examine how well you have
been successful in meeting each of the expectation.
3. What changes within the responsibilities and duties you observed in the review period
and how you managed them?
4. What are the major strengths you have and how you utilised them in your job roles or
position. ?
5. What are your major weaknesses and hot they affect your job?
6. What would help you for improving your performance?
7. What are your expectations for the coming assessment period?
8. How would you rate your overall performance for the period of review?
Outstanding ___
Exceeds Expectations ___
Meets Expectations ___
Below Expectations ___

Unsatisfactory ____
O.
Client Feedback form
Employee Name - ___Mary_________________________ Date - ____01/01/2018_____
Performance Management Feedback Form For Clients
This form is another tool for managers which is used to gather feedback on the members within
their team or organisation. The feedback collected through this form is only one component of
the performance management process. The following statements describe behaviours that
contribute to excellence in client service delivery. As a customer of this employee, please
indicate the frequency he/she has demonstrated these behaviours during your working
relationship. Give particular examples when you can. Return the completed form to the
employee’s manager.
About half Most of All of
Seldom the time the time
the time
1. Formulates and asks effective questions,
which help him/her clearly understand the
client’s problem or situation.
Example:
2. Offers relevant advice/suggestions to help
clients find solutions to problems or meet their
needs.
Example:
3. Works with client to create and clarify agreed upon
expectations.
Example:
4. Appropriately assesses risk for recommended
options and relays to client.
Example:

5. Seeks out client concerns and effectively manages
challenges.
Example:
6. Anticipates and addresses problems in a timely manner.
Example:
7. Follows up with client to ensure needs/objectives are met
Example:
Additional Comments:
3.
A. Identified competencies according to customers feedbacks.
 Listening skills – In order to interact or communicate with other employees in an
organisation an individual needs to have good listening skills so that he or she can
understand the views of others. As a customer service manager I need to have an
effective communication skills for that I need to develop impressive listening ability to
understand what others need to convey or communicate(Woolnough and Fielden,2017).
 Time management – Personal and professional development can be achieved by
effectively managing the time. Time management technique is essential to ensure the

proper utilisation of time. In order to be creative and innovative an individual needs to
focus on best utilisation of time in each and every area of the organisation or job role.
 Team work – A person can learn many things by working in a team. The members in a
team share various information and ideas while working in a team, this helps in getting
various creative and innovative ideas which further assist in effective performance.
 Technological development – Mary is not good enough in using spreadsheets and
programs related to Microsoft office suit of products. In order to be effective and
successful in the performance, Mary needs to develop her skills with regards to
technology(Urban,2016).
B. In order to achieve success and probationary goals or objectives Mary needs effective training
programs which can help her to develop the missing skills as notice by the customers. Training
programs, their goals, objectives and delivery modes can be collaboratively developed with the
help of effective training programs. Mary should be provided effective technological training
program with the goal and objective of teaching how to use Microsoft office suite programs
which is a major weakness of Mary. Furthermore, There are various training programs which can
help Mary to operate and work on Microsoft office programs such as EdTechTeacher, Microsoft
Corporate Citizenship: Training etc which can help an individual to learn to work on Microsoft
programs which can be very beneficial for Mary in her professional development. Goals,
objectives and delivery modes of a training program can be developed and followed together
with the help well managed or conducted training and development programs.
C. The most essential and beneficial training program for Mary would be technological
integration as well as training for improving the communication skills. In order to develop
technological skills Mary should take part in various training programs which includes the
following elements -
1. Online course '
2. Online tutorials
3. Personal learning networks
4. Relevant data and content
5. Educational technology experts
6. Technical assistance providers.

All these elements can help Mary to develop many skills with regards to technology that will
help to overcome the lack of technological knowledge and will also improve her performance in
the car import company(Lejeune and et.al,2016.).
The other skills required are the communication skills which are also very important for Mary to
achieve growth in her professional career. There are various training programs for developing
communication skills of an individual. Effective and strong communication skills are important
for each and every aspects of life, personal or professional. Communication is a major key to
success in both professional and personal life, Mary needs to develop her communication skills
in order to achieve success in the present as well as future career. Mary can take part in one on
one language coaching, speaking classes, written communication training programs, online
communication training programs etc. These training can help her to increase self-confidence,
enhance the image of herself in front of other, will help in resolving conflicts among other at the
workplace, will help her to handle and manage customers easily.
Task 2
A. Mentoring is and who could be used as a mentor
Mentoring is relationship in which a more experienced and more knowledge person can
help to guide a less experience person in working environment. The mentor may be older and
younger than the person being mentored. In this way, focus on guide them about the all work and
about the working environment. It is help to increase the knowledge about the work and improve
skills released to work. Mentor is person who has minim me years of experience in certain filed.
It is help to increase the knowledge and expertise about the working environment. It is like act as
a guider, adviser and counsellor for junior level worker. It is one of the most important par and
help to increase productivity and market growth. Mentor is person who help and guide about the
work and increase thee level of productivity in working environment. It is kind of training to be
provided by each and every new employees in working environment. The terms wise man and
coaching job are often used reciprocation, and that is primal. While akin in their activity of
individual improvement. On the other hand, a senior person who have complete knowledge
about the working condition is used as a mentor in working environment. Coaches the mentored
on a specific accomplishment. In this way, such kind of skills is help to increase the market
growth and future development. In this way, new skills is most important and make create self
leasing skills is most important and make some changes in work(Kramer and Magee,2017).

B. What situation would you use or appoint a mentor
In this context is to be focus on in internal working environment is to be focus on work
lord situation. There is one particular situation where organisation is suffered form loss and give
negative impact on performance. On the other hand, mentor is help to guide about the work and
how to solve problem in working environment. Some time negative situation occur and mentor is
help to guide about difficult situation. This is one of the most important situation that handle
with the help of mentor and guide them to solve any problem. It is help to long tram carrying into
action improvement and make some changes in result output. Mentor is help at the time of
organisation is to change and make some improvement in translation in the behaviour and
cognition of whatever worker. With the help of mentor is guide them for future development and
make some changes in internal and external working environment. On the other hand, benefit of
mentoring is improved effectiveness in performance and learn how to identify act for future
development needs. It is help to improve work balance life and increase productivity in working
environment. Mentor is person, who will guidance become more effective and help to dealing
with other situation. It is one of the most important part for each working environment to appoint
mentor for help to improve new skills to inexperience person. This is help to improve the
decision making skills and make any changes in future operation(Thomas and Lampadan,2016).
C. In simple words coaching is a procedure that focus on improving performance and
concentrate on now and here rather than on future or past. There is a major difference between
teaching an individual and helping them to learn. The concept of coaching is to hep an individual
or team to learn as well as enhance their own skills or performance. There are various models of
coaching, a coach is not considered as a teacher but he or she is a person who help other in
learning or improving their own skills in order to enhance their performance. There is a
dictionary definition of coaching,“ Coaching is a method of instructing, directing and training an
individual or group of individuals with the motive of achieving specific objective or developing
various skills.”
There are various benefits of coaching is that a person will be able to enhance their working
performance and skills set by acquiring one on one training to develop career prospects(Mattsson
and Mutvei,2014).
Coaching is generally follows a format of individual guidance which focus on job
performance and aims at only one person. A coach specifically notify an individual for tackling