HR Strategic Plan for a Business

Develop a Human Resource’s Strategic plan for an organisation where you are currently working. If you are not currently working and do not have access to organisational documents and evidence, you may wish to use the case organisation mentioned below.

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Details of Assessment
Assessment No 1 Assessment Weighting 50%
Assessment Type HR Strategic Plan
Due Date Week 4 Room Zoom
Details of Subject
Qualification BSB61015 Advanced Diploma of Leadership and Management
Subject Name Human Resources
Details of Unit(s) of competency
Unit Code (s) and
Names
BSBHRM602 Manage Human resource strategic planning
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work submitted is my
own and has not been copied or plagiarised from any person
or source. I acknowledge that I understand the requirements
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and
reassessment procedure were explained to me.
Student’s
Signature: ____________________
Date: _____/_____/_________
Details of Assessor
Assessor’s Name SHIBLEE AHMED
Assessment Outcome
Assessment
Result Competent Not Yet Competent Marks / 50
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:
Assessor Declaration: I declare that I have conducted
a fair, valid, reliable and flexible assessment with this
student.
Student attended the feedback session.
Student did not attend the feedback session.
Assessor’s
Signature: ___________________
Date: _____/_____/________

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Purpose of the Assessment
The purpose of this assessment is to assess the student in the
following learning outcomes:
Competent
(C)
Not Yet
Competent
(NYC)
1.1 Analyse strategic plans to determine human resource strategic
direction, objectives and targets
1.2 Undertake additional environmental analysis to identify emerging
practices and trends that may impact on human resource management
in the organisation
1.3 Identify future labour needs, skill requirements and options for
sourcing labour supply
1.4 Consider new technology and its impact on job roles & job design
1.5 Review recent and potential changes to industrial and legal
requirements
2.1 Consult relevant managers about their HR preferences
2.2 Agree on human resource philosophies, values and policies with
relevant managers
2.3 Develop strategic objectives and targets for HR services
2.4 Examine options for the provision of human resource services and
analyse costs and benefits
2.5 Identify appropriate technology and systems to support agreed
human resource programs and practices
2.6 Write a strategic human resource plan and obtain senior
management support for the plan
2.7 Develop risk management plans to support the strategic human
resource plan
3.1 Work with others to see that the plan is implemented
3.2 Monitor and review the plan
3.3 Adapt plan should circumstances change
3.4 Evaluate and review performance against plan objectives
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet
 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps
in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be
deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your assessor.
 Please refer to the College re-assessment for more information (Student Handbook).

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HR STRATEGIC PLAN FOR A BUSINESS
BRIEF
Develop a Human Resource’s Strategic plan for an organisation where you are currently working. If
you are not currently working and do not have access to organisational documents and evidence, you
may wish to use the case organisation mentioned below.
CASE ORGANISATION (If you are not using your workplace/organisation)
Note: Several information of the case organisation has been sourced from their organisational
documents and website.
History and Facts
The University of Newcastle (UoN), informally known as Newcastle University, is an Australian public
university established in 1965. It has a primary campus in Callaghan, a suburb of Newcastle, New
South Wales. The university also operates campuses in Ourimbah, Port Macquarie, Singapore,
Newcastle CBD and Sydney CBD. Historically, the University of Newcastle Medical School has
implemented the problem-based learning system for its undergraduate Bachelor of Medicine program
– a system later mandated for use by the Australian Medical Council throughout Australia. It
pioneered use of the Undergraduate Medicine and Health Sciences Admission Test (UMAT) in the
early 1990s. UMAT has since been accepted widely by different medical schools across Australia as
an additional selection criterion.
The University of Newcastle is a member of Universities Australia and the Association to Advance
Collegiate Schools of Business. In 2015 Times Higher Education ranked the University of Newcastle
number 2 in Australia and number 30 in the world for universities under 50 years of age.
Campuses and Operations
The university offers online, face-to-face, or a mix of the two, with campuses at Callaghan, Ourimbah,
Port Macquarie, Singapore and Sydney CBD. The university also has three premises within the
Newcastle city centre.
Newcastle (Callaghan campus): The Callaghan campus is the university’s main and largest campus. It
is located in the Newcastle suburb of Callaghan situated approximately 12 kilometres (7 mi) from
Newcastle CBD. The campus is placed on 140 hectares (346 acres) of natural bushland within which
the university’s numerous buildings are located. The land is traditionally owned by the
PambalongClan of the Awabakal people, a connection which has been developed by the University
and is seen as a selling point for academics.
Central Coast (Ourimbah campus): Ourimbah Campus is a cross-institutional campus, with the
University of Newcastle, TAFE NSW – Hunter Institute, and the Central Coast Community College

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each having a presence. It is located in the Central Coast suburb of Ourimbah. The Faculties of
Business and Law, Education and Arts, Science and Information Technology, and Health each have a
presence on the campus. In total, they provide sixteen undergraduate degree programs and one
postgraduate program, five of which are exclusive to the campus. The Bachelor of Commerce
program offered by Newcastle Business School via the Ourimbah campus is accredited by AACSB
International.
Port Macquarie campus: The University of Newcastle has a presence on the TAFE NSW – North
Coast Institute Port Macquarie campus. The university provides three degree programs at the
campus, including one of the university’s enabling programs: Open Foundation.
Singapore campus: The Singapore campus is the university's first overseas campus, which includes
both the Delta campus and the Henderson campus of PSB Academy in the Central Region (Tiong
Bahru) of Singapore. This new campus covers an area of 19,000 square metres (204,514 sq ft)
behind the Tiong Bahru Plaza. The undergraduate Bachelor of Business and Bachelor of Commerce
programs, and the Master of Business Administration offered by Newcastle Business School via the
UoN Singapore campus are accredited by AACSB International.
Sydney CBD campus: The University of Newcastle Sydney CBD campus provides short courses open
to the general public as well as a number of postgraduate degree programs from the Faculty of
Business and Law and the English Language and Foundation Studies Centre. The postgraduate
programs offered by Newcastle Business School via the Sydney CBD campus are accredited by
AACSB International.
Newcastle city precinct: The University of Newcastle also has a presence on five sites within the
Newcastle CBD. The School of Music and Conservatorium is located in the Civic Theatre precinct, the
School of Law, Legal Centre, and Graduate School of Business are located in University House and
the Newcastle Institute of Public Health is located in the David Maddison Building on the site of the
Royal Newcastle Hospital. University House is a landmark Art Deco sandstone building directly
opposite Civic Park. There will also be two new sites opening late 2017 which include NeW Space
and The Innovation Hub both in Hunter St, Newcastle CBD and both part of the revitalization of
Hunter street. The postgraduate programs offered by Newcastle Business School via the Newcastle
City precinct campus are accredited by AACSB International.
GradSchool (online): GradSchool is the University of Newcastle's dedicated hub for postgraduate
coursework students. Since 2001, GradSchool has been responsible for online learning, offering
graduate students from around the world convenient access to more than 60 postgraduate
qualifications delivered by the University of Newcastle. Online interaction is via "Blackboard", a web-
based learning system which hosts our courses. Through Blackboard, communication is entirely
online. The Master of Business Administration program offered by University of Newcastle via
GradSchool is accredited by AACSB International.
Faculties and schools
The University offers certificates, diplomas and degrees through five faculties and twelve schools.The
University offers Indigenous studies through The Wollotuka Institute. Additionally, the English
Language and Foundation Studies Centre provide tertiary preparation programs for both domestic
and international students. Below is the list of faculties and schools:

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 Faculty of Business and Law
 Newcastle Business School
 Newcastle Law School
 Faculty of Education and Arts
 School of Creative Arts
 School of Education
 School of Humanities and Social Science
 Faculty of Engineering and Built Environment
 School of Architecture and Built Environment
 School of Engineering
 School of Electrical Engineering and Computer Science
 Faculty of Science and Information Technology
 School of Design, Communication and Information Technology
 School of Environmental and Life Sciences
 School of Mathematical and Physical Sciences
 School of Psychology
 Faculty of Health
 School of Biomedical Sciences and Pharmacy
 School of Health Sciences
 School of Medicine and Public Health
 School of Nursing and Midwifery
Student body and organisations
In 2011, the University had a total enrolment of approximately 36,000 students, including over 7,500
international students from more than 115 countries. The university is recognised for its commitment
to equity in education, and consistently enrols more students of Aboriginal and Torres Strait Islander
background than any other Australian university. It has graduated more than 60% of the nation's
indigenous doctors.
UoN Services is responsible for the social life of the university, as well as most of the commercial
facilities on campus. It organises all the main entertainment events, usually performed at the
University's two licensed venues, the Bar on the Hill and the Godfrey Tanner (GT) Bar. Apart from
student contributions (which have dropped significantly since the abolition of universal student
unionism), the UoN Services generates income from the stores, restaurants and bars on the
Callaghan and city campuses. UoN Services also funds the production of Yak Media. Yak Media
includes Yak Magazine and Yak TV (formerly UTV). Yak Magazine is a monthly publication run by an
editorially independent student team. Yak TV is produced by a student media production team and
reports on upcoming university events, gigs and services.
Facilities and services
Library: The University of Newcastle library consists of numerous libraries across a number of the
university’s campuses. They include The Auchmuty library, The Huxley library, The Ourimbah library
and the City Precinct library. The largest of these is The Auchmuty Library on the Callaghan campus,
which holds a significant traditional collection, including rare books and archives. In addition, the

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Callaghan campus has a smaller secondary library known as The Huxley library. This primarily
supports a collection for a number of schools, including education, nursing, and fine arts.
The whole catalogue of the University library is available across any of its constituent libraries. The
library is a member of the Council of Australian University Librarians. It also keeps New South Wales
state archives that have been held by the university since 1975. The state archives reside within the
University Archives, and consist of a collection of approximately 600 linear shelf metres.
Sporting facilities: The University offers access to a number of sporting facilities across its campuses.
The Callaghan campus has the majority of these facilities; this includes six sporting ovals, squash &
tennis courts, and a sports and aquatic centre. NUsport manages these facilities through an
organisation known as "The Forum". "The Forum Sports & Aquatic Centre, University" boasts an
olympic-sized swimming pool, the second highest climbing wall in the southern hemisphere and
various other sporting facilities. It is also the site of training for sport teams including the Newcastle
Knights from National Rugby League (NRL), the Newcastle Jets from the A-League and the Hunter
Hurricanes National League Water Polo team. The Forum also has a centre near the Newcastle CBD
known as "The Forum, Health and Wellness centre, Harbourside".
Internship services: The University works with partners including CRCC Asia and The Intern Group to
arrange internship placements outside of Australia for its students.
Links to organisational documents for developing the HR strategic Plan
 UON organisational policy library - https://www.newcastle.edu.au/about-uon/governance-
and-leadership/policy-library
 UON HR Online - https://www.newcastle.edu.au/current-staff/working-here/new-staff/
key-online-systems/hronline-help
 UON Work Environment - https://www.newcastle.edu.au/current-staff/working-here/our-work-
environment
 New Futures Strategic Plan 2016-2025 - https://www.newcastle.edu.au/about-uon/our-
university/vision-and-strategic-direction/new-futures-strategic-plan-2016-2025
 Changes to Human Resource Services - https://www.newcastle.edu.au/newsroom/current-
staff/changes-to-human-resource-services
 Recruitment and Selection policies and practices - https://www.newcastle.edu.au/current-
staff/working-here/managing-and-recruiting-staff/recruitment

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PROBLEM SCENARIO & REQUIREMENTS:
You are appointed as a HR Advisor for the organisation and your senior management requires you to
review the current practices to develop a whole new Human Resources Strategic Plan that must
include HR supply and demand, environmental analysis, choice and use of technology for HR
services, review of current Industrial Relations (IR) requirements, communication and consultation
with stakeholders, cost benefit analysis for implementing HR plan, risk management plan to support
HR plan, plan for implementation, and monitoring and evaluation of the plan against objectives. You
must also align your HR plan with the organisational mission, vision and strategies.
To complete this task you will need to acquire your organisational information and documents to
conduct analysis and to prepare the plan. If you have chosen to use the CASE ORGANISATION
(University of Newcastle), you will find some organisational information and linksto the case scenario
provided.
You are also expected to do your own external secondary research for the purpose of analysis as you
will need to conduct research to identify the operating environment, legal requirements, and various
other stakeholders.
You will be required to use the assessment structure as provided. Marking criteria and weights for
each section are also provided within the structure.
.

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C O M P A N Y N A M E
S T R A T E G I C H U M A N R E S O U R C E D E V E L O P M E N T P L A N
PLAN CREATED BY

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EXECUTIVE SUMMARY
In this section you are required to provide a short summary of the HR Strategic Plan that you have
created. Your summary should be within 300 word limit.
HR strategic plan is a plan that aims at strategically identifying and resolving issues
that organisation experiences. This HR strategic plan has been created to address the issues
like time consumed in Hr practices such as data management and for payroll processing.
Payroll processing also involve several errors. In order to reduce impact of these factors HR
strategic plan aims at reducing time and cost involved in these activities. Further also aims
to provide training to staff regarding technology and this is because of increasing demand of
online education and this requires that staff is well equipped with knowledge to provide
effective online education. This will make positive impact on training and learning quality
and will also enhance effectiveness of university of Newcastle. In order to deal with
identified issues this strategic plan involved implementation of human resource information
system and also payroll system. This will help in reducing time for different activities of HR
department. This will also reduce manpower requirement making positive impact on cost
and also will enhance quality of HR processes and activities. Employing this will reduce time
for data management and processing and also in payroll processing. Plan also involves
different types of risk and strategies to deal with risk have been discussed in report and in
plan for strategic HR. This strategic Human resource plan will contribute in achieving
organisational objectives of effectiveness and sustainability.

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TABLE OF CONTENTS
CONTENT& TASKS PAGES
1. Company introduction, overview and description
2. Company’s mission statement and organizational objectives
3. Analyse the organisation’s existing strategic plans to determine human resource
strategic direction
4. Undertake environmental analysis to identify emerging HR practices and trends
5. Identify future labour needs, skill requirements and options for sourcing labour
supply for the organisation
6. Consider new technology and its impact on job roles & job design for the
organisation
7. Review recent and potential changes to industrial and legal requirements
8. Using a letter or email, consult relevant managers about their HR preferences
9. Review existing human resource philosophies, values and policies of the
company
10. Develop strategic objectives and targets for HR services
11. Examine options for the provision of human resource services and analyse costs
and benefits
12. Identify appropriate technology and systems to support agreed human resource
programs and practices
13. Write a strategic human resource plan and obtain senior management support for
the plan
14. Develop risk management plans to support the strategic human resource plan
15. Work with others to see that the plan is implemented
16. Monitor and review the plan
17. Adapt plan should circumstances change
18. Evaluate and review performance against plan objectives
APPENDIX & REFERENCES
The learner is required to update and adjust the page numbers and topics based on the amount of their content
and the responses made to each task. Actual HR Strategic Plan should follow after this page.

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INTRODUCTION &ORGANISATION BACKGROUND
This section should include organisation details such as history, products and services, location,
number of employees, turnovers and revenues of the last fiscal year, and other relevant people
strategy details.
University of Newcastle also known as Newcastle University is an Australian
public university. This university was founded in 1965 and primary location of the
university is in Callaghan a suburb of Newcastle, New South Wales. Other than this,
university also operates in Ourimbah, Port Macquarie, Singapore, Newcastle CBD
and Sydney CBD. University provides education through 5 faculties that are Faculty
of Business and Law, Faculty of Education and Arts, Faculty of Business and Built
Environment, Faculty of Science and Faculty of Health. In this 5 faculties 15 schools
are operated by University of Newcastle. University employs around 2766
employees 1137 people in academic staff and 1629 in administrative staff. The
university is also a member of University Australia and Associate to Advance
Collegiate School of Business. Other than this, university also offer indigenous
studies through The Wollotuka Institute. Pathway and academic learning support
centre provides tertiary programs for recent school leavers, matured-aged students
and indigenous students. This report will involve strategic human resource
development plan for University of Newcastle. In this plan, objectives of HR program
and further will involve environment analysis and many other elements will be
discussed to create a strategic human resource development plan.
HR PROGRAM OBJECTIVES
In this task, include at least 3 objectives for this HR strategic Plan for the organisation. For example,
identify the need for training and development in order to help employees align their performance with
the company’s strategic direction.
 Ensuring adequate availability of right kind of employees in university for both
administrative as well as academic ativities
 Identifying need for training and development in order to encourage
employees to align performance with strategic direction of university
 Enhancing utilization of technology for the purpose of completing HR services
and activities

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COMPANY’S MISSION STATEMENT AND OBJECTIVES FOR HR PLANNING
This section should include the case organisation’s mission statement and objectives related to
Human Resource Planning.
Mission of university of Newcastle is to deliver exceptional student experience,
preparing graduates for life in an increasingly interconnected society.
Objectives of university for HR planning are-
 Excellence (university of choice for prospective staff and students)
 Equity (reflecting leadership in diversity and inclusion supporting staff and
students)
 Engagement (leading university in the sector for staff engagement)
 Sustainability (meeting or exceeding international work health and safety
standards)
These are certain objectives that university has regarding its HR planning. Overall
objectives suggest that university has an goal to become exceptional in area of
excellence, equity, engagement and sustainability.
ENVIRONMENTAL ANALYSIS TO IDENTIFY EMERGING HR PRACTICES AND TRENDS
In this section you are required to conduct an environmental analysis using the PESTLE template
provided below. You may wish to add/reduce the bullet points depending on the number of factors
identified for the HR planning of the organisation. Refer to factors listed on https://rapidbi.com/pestle-
analysis-hr-department/ for analysing your organisation.
PESTLE Analysis template
Political factors:
 This involves culture of University of
Newcastle. It employs a culture that
focuses on effectiveness of activities
of university by focusing on quality of
teaching and learning and also
focuses on environment of university.
 HR function in the university are
viewed as important and essential
and this is why different specialised
Economic factors:
 Being a public university its economic
and financial position gets affected by
government decisions
 Being one of the top university in
Australia its financial position is
favourable and strong
 It might get affected by financial
position of country

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services and strategies have been
designed by university
 University is getting specialised
support for workforce planning,
leadership development, performance
management and organisational
change.
Social factors:
 Diversity is highly valued by university
and its objectives are aiming at
improving overall position in terms of
diversity and inclusion
 University is also working on
enhancing it workplace as exemplary
in context of health and safety
 Increasing requirement of online
education might create challenge for
maintaining overall quality for
education
Technical / technological factors:
 Increasing demand for online
education and systems require strong
technological interference from side
of university
 In relation with human resources
university adopt policy for and
practice of telephonic interview and
this is suitable in present scenario
 Require changes in HR software
related to strategic planning
 Need for technology through which
communication and record
maintenance can be improved.
Legal factors:
 Legal factors in this include
employment regulations
 Minimum wage regulations
 Working time
 Training and development etc. are
part of this
Environmental factors:
 In relation with this university has
positive attitude towards staff
 Strong and effective practices are
being undertaken regarding improving
staff morale
 Campus and places of university of
Newcastle are bright and vibrant hub
of activities. This means environment
is positive and favourable for working

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at university of Newcastle
 University is further investing to
improve overall experience in
teaching, learning and research
FUTURE LABOUR NEEDS, SKILL REQUIREMENTS AND SOURCING LABOUR SUPPLY
In this section you are required to mention your predicted or forecasted labour requirements for the
organisation and the options from where you will source for your recruitment.
In order to forecast future labour requirements University of Newcastle can
use managerial judgment based on past trends. This is because requirements are
mainly related to academic and administrative and requirement of labour and their
skills requirements remain same. It requires considering factors such as promotion,
retirement, termination and potential resignation can be considered. On the basis of
managerial judgement university requires staff with enhanced technological
knowledge and able to teach with changing requirements of teaching and learning.
Such labour can be attracted from different sources; this is university website, online
recruitment portal, and through newspaper advertisements. Previous recruitment
helps in managerial decisions and on the basis of this it can be said that around 300
employees with different skills in academic and administrative areas will be required.
TECHNOLOGIES TO BE USED AND ITS IMPACT ON JOB ROLES & JOB DESIGN
In this section you are required to research current technologies and HR systems used by
organisations similar to your organisation. Discuss three HR systems of that you have shortlisted for
the organisation.
There are different technologies that university of Newcastle can utilise and
among these few technologies shortlisted for University of Newcastle are-
HRIS (Human Resource Information System)
This is utilised for storing, organising data related to human resources in
university, data can be related to employee profiles, schedules, attendance and
records and many other type of data.

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Recruiting software
This system streamlines and organise recruitment and hiring process within
university. This includes posting jobs, sorting accepting application and many other
activities regarding recruitment.
Payroll services
This involves different technologies for management of payroll. This will
facilitate management and processing of compensation.
This will facilitate job roles and responsibilities of recruiters within organisation
and will also reduce requirement of staff in HR department. Additionally, this will
require to train staff to utilise technologies.
REVIEW RECENT AND POTENTIAL CHANGES TO INDUSTRIAL AND LEGAL REQUIREMENTS
In this section you are required to review and discuss the recent changes to industrial and legal
requirements that may affect your organisational employment practices. To review your industry you
will need to visit FAIRWORK Commission’s website at www.fairwork.gov.au.
In relation with industrial and legal requirements potential changes involve change in
minimum wages rate. This regulation is updated every year and this is why it is
involved in potential changes.
Updating national privacy act is also included in this, as per this organisations over
certain turnover are required to comply with Notifiable Data Breaches Scheme.
Single touch payroll is another change in relation with industrial and legal
requirements. Under this organisation are required to inform Australian taxation
office every time they pay salary and wages to their employees. This involves
organisations having more than 20 employees.
These are certain laws that have been changed regarding employment and
legal requirements and minimum wage is something that also contains potential
changes.

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CONSULT RELEVANT MANAGERS ABOUT THEIR HR PREFERENCES
In this section you are required to consult relevant managers about their preferences to the HR
systems. To do this, you will need to send a formal email to your senior management to get their
feedback and preferences on the HR systems to be used.
University of Newcastle
26-09-2020
Subject: consultation regarding employing HR systems to be used in University of
Newcastle
To: Senior management
Dear Senior Management,
Here writing an Email to you regarding employing new HR systems in university of
Newcastle. Considering changing requirements of HR and its activities requires
that university employs more effective means of undertaking and completing HR
processes. Considering different elements of human resource management in
university, have selected some of the systems that can be employed regarding
human resource activities. The system that has been selected is human resource
information system, recruiting software and payroll services. These are different
systems that can be utilised for different activities in human resource management.
Through this HR system will be automatic leading to reduction in efforts and time
consumed. The systems being referred here will cover most of activities of HR
department.
Kindly allow your valuable feedback and preference in implementation of these
systems to be used in HR department of University of Newcastle.
XYZ
HR Advisor,
University of Newcastle
Australia

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AGREE ON HUMAN RESOURCE PHILOSOPHIES, VALUES AND POLICIES WITH RELEVANT
MANAGERS
In this section you are required to agree on their choice of HR system and the policies that they have
approved. Write a formal reply email to agree on their choice of HR policies and the HR system.
University of Newcastle
26-09-2020
Subject: agreement on approved HR policies and HR system
To: senior management
Dear Senior Management,
To members of senior management, University of Newcastle, I received your
approval on different HR policies and HR system can be applied in University of
Newcastle. Your approval has been received on implementing Human Resource
Information System and Payroll services regarding HR systems. Regarding HR
policies changes has been approved in recruitment criteria in which sound
knowledge of technology and technology operations has been mandated for all
positions in University of Newcastle. Further in relation with training and
development HR policies involved mandatory training for enhanced and latest
technology for all positions within University. Regarding medical faculty academic
staff will be provided with mandatory training for online and latest technology that is
being utilised for medical education. Increasing demand of online education has
made is important that academic and administrative staff is well versed with latest
technology. Considering all these facts I HR Advisor, University of Newcastle
express my acceptance for approved HR policies and HR system.
XYZ
HR Advisor,
University of Newcastle
Australia

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STRATEGIC OBJECTIVES AND TARGETS FOR HR SERVICES
In this section you are required to develop strategic objectives and targets for HR services. To do this
you will need to set KPIs or a five year target for your HR strategic plan. Mention at least 6 KPIs or
targets. You can list your KPIs or targets in bullet points.
 Enhancing quality of placement by reducing time in placement
 Reducing overall times consumed in payroll creation and management
 Improving quality through training
 Reducing cost of training
These objectives are based on quality and time that is required for different HR
activities. Through strategic targets and objectives quality is aimed at enhancing
and time for different activities is expected to reduce.
KPI’s for HR Services
 Average length of placement (reducing)
 Average time for training (reducing)
 Average salary (reducing by number of employees required)
 Average time utilised for data management and processing (reducing)
 Average time utilised for payroll processing (reducing)
 Average number of errors in payroll processing (reducing)
These are different KPI’s for HR processes and this are aimed to achieve by
implementing HR system and HR policies that have been agreed by senior
management.
OPTIONS FOR HR SERVICES AND COST-BENEFIT ANALYSIS
In this section you are required to examine options for the provision of human resource services and
discuss the costs and benefits of your HR strategic plan.
Cost-benefit analysis of Hr strategic plan helps in serving two purposes.
These allow determining feasibility of investing in a program from financial
perspective and comparing alternative for identified programs. In order to analyse
cost-benefit of HR strategy plan, factors to be considered are-
 Concerning program

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 Uncovering ways to save
 Financial benefit that organisation will have in terms of reduction in overall cost
and profit earned
This strategic plan will involve significant cost when HR systems are implemented
and Training is included. Further benefit will be visible in form of reduction in time
and cost for people to undertake activities which now can be further saved with the
help of implementing technology.
IDENTIFY APPROPRIATE TECHNOLOGY AND SYSTEMS
In this section you are required to mention what technology systems are to be used and how would
you communicate the plan for using new technology to the whole organisation.
Technology systems that will be utilised by University of Newcastle is HRIS
software and payroll software. This software can be designed and developed as per
requirement of the university.
HRIS- This system includes programs for storing and processing data regarding
different HR elements. Through this data of employee training can also be
maintained.
Payroll Services- This is another technology system that will be implemented in
university. This system involves maintaining and calculating payroll of all employees
based on their compensation plan and their attendance.
In order to communicate Email can be utilised as a source and way of
communication. Additionally, for communicating implementation of these systems
and technologies a general meeting can be organised. This will help in ensuring that
queries of individuals regarding implementation and strategic plan can be solved on
the right time.
STRATEGIC HUMAN RESOURCE PLAN BRIEF AND OBTAIN MANAGEMENT SUPPORT
In this section you are required to write a strategic human resource plan brief and obtain senior
management support for the HR plan.
Departmental Strategic Analysis
Analysis of department outlined that HR department is working effectively but
there are certain issues. University is working towards reducing and dealing with
these issues in order to enhance effectiveness of HR department.

T-1.8.1_v3
Strategic HR Issues
 Issues are related to time consumed in recruitment process and in management
and processing of data related to staff.
 Increasing requirement of online education requires providing right training to
staff to cope with changes.
 Employing new staff having sound knowledge of technology
Ongoing HR Issues
 Increasing demand for online education requiring staff that can provide online
issues
 Training of staff with new and for new technology
 Time required for payroll management
Prioritising the HR Issues and Determination of Actions
 Reducing time for maintaining and processing of staff data
 Reducing time and increasing accuracy in payroll management and processing
HRM Plan
Implementing payroll system and HRIS
Implementation of this system will facilitate management of payroll and further this
will also contribute in facilitating processing of staff data.
HRIS can prove to be important for managing training of staff and its management.
This means that these systems are contributing significantly in dealing with
majority of HR related issues.

T-1.8.1_v3
DEVELOP RISK MANAGEMENT PLANS TO SUPPORT THE STRATEGIC HUMAN RESOURCE
PLAN
In this section you are required to use the table below to identify possible risks to implementing the
HR system and the new HR policies and procedures. You are also required to mention your risk
management strategies to all the risks identified.
POSSIBLE RISKS RISK MANAGEMENT STRATEGY
Technology failure Ensuring soundness of technology along
with maintaining backup for crisis and
emergency situation
Difficulty faced by staff in working with new
technology
Ensuring that they are trained and well
trained to work with new technology. Further
they should also provide an ongoing
assistance. They can ask for help whenever
they need.
Cyber security
(This is important risks that come along with
implementing and employing HRIS and
payroll system. Cyber security includes
security and risk associated with the breach
of data stored in different systems.
Both the systems are tend to store important
data related to staff and HR practices of
university)
In order to deal with this risk it is important to
develop strong protection for systems
through strong password and authentication.
Authentication involves that only authorised
people can access the systems and data in
stores in system.
Resistance of staff In order to deal with this firstly
communicating them requirement of new
technology system
Communicating them benefit of new
technology (highlighting benefits)
Telling them possible drawbacks to win their
trust and involving them in the change
Initial difficulties making long term impact In order to deal with this risk, it is important that
all the difficulties occurring in relation with the
technology system and with staff, they are solved
as soon as they are identified.

T-1.8.1_v3
WORK WITH OTHERS TO SEE THAT THE PLAN IS IMPLEMENTED
In this section you are required to send a memo to all departments to notify that the new HR system
has been implemented and all employees should communicate to HR via the new systems for getting
HR services such as payroll, absences, leaves, benefits and other employment issues. You are
required to use the memo template below for this section.
University of Newcastle
Memo
To:
From: HR Advisor
cc: Name
Date: 26-09-2020
Re: Regarding information of new implemented HR system
This memo is to inform you that in HR department two new systems have been developed,
that are Human resource information system and payroll systems. This will keep and
maintain all your information and your payroll now be processed through the new
implemented payroll system. You can now access this system but this will require
permission of your head of department and Hr executive. From now onwards your leaves will
be managed through the system and you will be able to check your paid and unpaid leave
through the system. you are expected to communicate to HR department for checking
information regarding your compensation and leave. You are also expected to share any
concern to official email of Hr department.
MONITOR AND REVIEW THE PLAN
In this section you are required to highlight and discuss the methods for monitoring and review of your
HR strategic plan.
HR strategic plan involves implementing new technological systems. This plan also
involve focusing on technological aspect while recruitment and providing training to
adapt changing requirements.

T-1.8.1_v3
Methods to Monitor
 Monitoring of this will be done through measuring against developed KPI.
 Observation regarding improvement in existing practices
 Monitoring output and work performance
 Monitoring absenteeism and staff turnover
 Survey of employees regarding impact on them through changed systems and
processes
These are methods through which implementation and success of strategic plan can
be monitored. This involves both qualitative aspect as well as well quantitative
aspects of HR strategic plan. In relation with implementation of new system
employees working with them can also provide valued input hence one of the
method is survey of employees.
ADAPT PLAN SHOULD CIRCUMSTANCES CHANGE
Assume there was a legal change in the industry where the minimum salary and working conditions
have changed. Salary has increased by $10,000/ year for managers and employees from all levels
are subject to a 2% increment every year. Discuss how you would adapt your HR strategic plan to this
new legal change.
This plan involves technology implementation and this is why this is suitable
when salaries get increased. This is because utilising technology will reduce
requirement of manpower and reduction in manpower requirement can contribute in
dealing with assumed change. This plan also include training and training is likely to
incur extra cost for university in such situation developing training modules and
providing online training to staff can be used to deal with assumed changes.
This plan can be adopted by increasing utilisation of technology in learning
and training as well.
EVALUATE AND REVIEW HR PLAN PERFORMANCE
In this section you are required to mention on the evaluation methods and discuss the monitoring of
HR plan performance against the objectives.
Objectives of this strategic plan are concerned with reducing time for data
management and payroll processing and through this system and its implementation,
time requirement will positively get reduced. This is a benefit that comes along with
adapting and implementing technology in work processing. Objectives is also to

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reduce errors in payroll and through payroll system if utilised properly possibility of
error is very low.
University can adopt following methods-
Observation
Measuring standards with actual performance (by measuring standard reduction in
time and efforts with actual reduction in time and efforts)

T-1.8.1_v3

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APPENDIX AND REFERENCES
Include references and external resources that you have used for the report.
Ahsan, M., 2016. Strategic human resource planning system of Kohinoor Chemical
Co.(BD) Ltd.
AMIRI, H. and HOSSEINI, S.H., 2018. Steadiness of Commanding and Controlling
Capabilities through Strategic Human Resource Planning.
Bartlett, K.R., Johnson, K.R. and Schneider, I.E., 2016. Comparing strategic human
resource development approaches for tourism and hospitality workforce
planning. Journal of Human Resources in Hospitality & Tourism. 15(4).
pp.440-461.
Buzkan, H., 2016. The role of human resource information system (HRIS) in
organizations: a review of literature. Academic Journal of Interdisciplinary
Studies. 5(1). p.133.
Jha, J.K. and Singh, M., 2017. Human Resource Planning as a Strategic Function:
Biases in Forecasting Judgement. International Journal of Strategic
Decision Sciences (IJSDS). 8(3). pp.120-131.
Lukaszewski, K.M., Stone, D.L. and Johnson, R.D., 2016. Impact of human resource
information system policies on privacy. AIS Transactions on Human-
Computer Interaction. 8(2). pp.58-73.
Malik, A., 2018. Strategic Human Resource Management and Employment
Relations. Springer Nature Singapore Pte Ltd. 2018.
Troška, A., 2019. Payroll Systems and Optimization of Payroll Tax.
Wilson, M.L. and Bretón, S.J., 2020. Strategic human resource management and
work transition. Strategy, Technology & Society. 10(1).

T-1.8.1_v3
EMPLOYEE RELATIONS (ER) STRATEGY REPORT
Note: The organisational details used in this assessment have been sourced (and to some extent
paraphrased) from the organisation’s website and other relevant external sources. The information
used here is solely for educational purpose.
BRIEF
The Employee Relations (ER) unit of competency has focussed on key issues in employee relations.
In this assessment you are required to review, develop and recommend some components of
employee relations strategy and report it to your manager (who in this case is your trainer). You can
either choose to use your own organisation for this assessment if you are currently working but will
need to ensure that you cover all aspects of the structure and the marking table. If you are not
currently working, use the case organisation to complete this employee relations report.
THE ORGANISATION
The organisation in this context is an Australian electricity company named ENERGEX. The company
website is at https://www.energex.com.au/.
ENERGEX is a subsidiary of Energy Queensland Limited, a State government-owned corporation.
ENERGEX builds, operates and maintains the electricity distribution network in the growing region of
South East Queensland which includes the major urban areas of Brisbane, Gold Coast, Sunshine
Coast, Logan, Ipswich, Redlands and Moreton Bay. Our electricity distribution area runs from the
NSW border north to Gympie and west to the base of the Great Dividing Range. The organisation
claims to have world-class energy products, services and expertise that allowed it to provide electricity
to homes and business for more than 100 years.
During this time ENERGEX have transformed from operating under the Brisbane City Council, the
South East Queensland Electricity Board (SEQEB) and in 1995 as a Government Owned Corporation.
When the company changed its name to ENERGEX in 1997 it signified the entry into the emerging
competitive national energy market. In 2007, the Queensland Government sold the ENERGEX Retail
business to allow for full retail competition. In July 2016, ENERGEX merged with Ergon Energy under
a new parent company Energy Queensland Ltd.
Today, the organisation provides distribution services to almost 1.4 million domestic and business
connections, delivering electricity to a population base of around 3.4 million people. This large
responsibility brings with it the challenge of maintaining sufficient capacity to supply every home and
business on the days when electricity demand is at its maximum, no matter where they are connected
in the network. To meet these expectations, Energex has built a high-performing network that consists
of property, plant and equipment assets worth about $12 billion.
These assets include in excess of:
 52,800 km of total overhead and underground lines
 670,000 poles (including both customer and streetlight poles)
 355,000 streetlights
 48,500 distribution transformers

T-1.8.1_v3
All of this is underpinned by technological innovation and advanced management systems which drive
efficiency, quality and safety. Many of these are nationally or internationally certified or benchmarked
to international standards. A strong commitment to future network management and enhancement
has ultimately contributed to Energex’s 40 per cent improvement in network reliability. Becoming more
resilient and better performing, its network is continuing to provide customers with a safe, efficient,
affordable, sustainable and reliable energy supply.
ENERGEX also places sustainability and corporate responsibility high on its corporate agenda
through contemporary environmental and social practices and community support. ENERGEX has
developed a strong reputation for our network asset management capabilities including specialised
engineering services, metering applications and energy solutions.
ENERGEX Vision
To set a new standard of excellence in delivering customers’ energy needs.
ENERGEX Employee Relations Vision
To create a positive employee relations climate that supports workforce safety, workforce capability,
staff engagement and a high-performance customer service culture.
Purpose and Reason for Employee Relations (ER) Strategy
The purpose of the “Employee Relations Strategy “is to support the ENERGEXVision and Values by
providing the underlying principles to employee relations within ENERGEX.The Employee Relations
function is an integral component of business operations and must be managed having regard to
corporate priorities and potential risks, costs and impact on customer service.
The ENERGEX Employee Relations Strategy must adopt an integrated management approach to
addressing employee relations issues. This approach should support employee relations options that
encourage supervisors to lead and employees to actively participate and engage in positive,
productive and safe work practices.
The principles of positive leadership, constructive relationships and meaningful consultation are
fundamental to the Employee Relations Strategy. All people management activities within ENERGEX
should align to the four key elements of the Employee Relations Strategy.
They are
1. Alignment with strategic direction
2. Governance and compliance
3. Focus on business outcomes
4. Constructive workplace relationships
The four key elements are explained in more details in Energex website.

T-1.8.1_v3
SCENARIO AND CONTEXT
You are recently appointed as a Human Resources Manager within the HR department of ENERGEX.
The management and board of directors have asked you to prepare a new employee relations
strategy report to present in front of the directors and management. To do that you will need to
review the organisational profile, goals, mission and vision, stakeholders, annual reports, current
employment practices and strategies, and a few other policies and procedures of the organisation.
These organisational documents are provided in subject e-learning page and can also be downloaded
from the links below:
 ENERGEX Annual report -
https://www.energex.com.au/__data/assets/pdf_file/0009/283680/Annual-Report-2014-15.pdf
 ENERGEX Employee Relations Strategy – http://careers.energex.com.au/getdoc/69023c90-
625a-4aa7-87af-e23aaf58bb74/2-2_employee_relations_strategy.aspx
 ENERGEX Selection process - http://careers.energex.com.au/apply-today/selection-
process.aspx
 ENERGEX Safety policy - http://careers.energex.com.au/about-us/ENERGEX-Values/Health-
Safety---Wellbeing.aspx
 ENERGEX People Committee Charter Summary -
https://www.energex.com.au/__data/assets/pdf_file/0009/266346/People-Committee-Charter-
Summary.pdf
 ENERGEX employee benefits - http://careers.energex.com.au/your-career/ENERGEX-
advantage---benefits.aspx
 ENERGEX Diversity policy - http://careers.energex.com.au/getdoc/ce4be0aa-2569-4c90-
92a6-e46188a28fb2/EEO--Diversity-Policy.aspx
 ENERGEX Employment Agreement - http://careers.energex.com.au/getdoc/08fc19be-6f58-
410e-a83a-a5adcc63baed/EUCA-2011.aspx
If some of the links do not work, please also download the resources for Assessment II (in zip
folder) from eLearning.

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E N E R G E X
E M P L O Y M E N T R E L A T I O N S ( E R ) S T R A T E G Y R E P O R T
REPORTED BY

T-1.8.1_v3
TABLE OF CONTENTS
CONTENT PAGES
Company introduction, overview and description
Company’s mission statement and organizational objectives
Existing “Employee relations strategy Statements” and develop TWO new strategy
statements
Existing “Recruitment and Selection strategy” and develop TWO new strategies
Existing “Employee Benefits of the organisation” and develop TWO new strategies
Existing “Employee Safety and wellbeing” and develop TWO new practices
Existing “Performance development and training Strategy” and develop TWO new
development and training strategies
Develop TWO new employment related “Risk Management Strategies”
Discuss strategies for collective employment agreements, contracts and Awards
Identify TWO “existing conflict and negotiation situation” and solutions to both situations
Create a communication process (as an internal advertisement poster) for all employees
and management
Existing of diversity policy and develop TWO new policy points of diversity
Develop a “communication plan to promote diversity” and its benefits. Create an internal
poster advertisement for employee awareness
Existing “work-life balance practices” and develop TWO new practices for the company
Develop an “Induction Program” for new employee on-boarding for the company
Develop an “Individual Development Plan” and an “Team Development Plan” for
employees of the company
Existing “external party mediations and arbitrations” and develop TWO new ideas for
arbitrations for the company using the existing legislation
Existing “Termination and disciplinary process” and develop two new ideas for fair
disciplinary and dismissal decision making
APPENDIX 1 (references and external resources)
You are required to update and adjust the page numbers and topics based on the amount of their content and
the responses made to each task. Actual tasks follow after this page. Use a heading/title for each of the elements
of table in your report.

T-1.8.1_v3
INTRODCUTION
This section should provide information on company background, description, stakeholders and
current vision and mission statements.
ENERGEX LIMITED is the Australian energy company range of expertise product and services all
around the world. The company success in maintaining electricity distribution networks in the
growing regions. The firm has claim to be world class energy products, service and expertise for
more than 100 years riding electricity to owes a business. Currently firm is providing distribution to
almost 1.4 million delivering electricity to populations base around 3.4 million. ENERGEX LIMITED is
building up the expectations with high performing networks consisting the plants and equipment
worth about $ 12million. the firm have special relationship with the stakeholders. Firm have
underpinned the technological innovation and advanced management driving popular efficiency,
quality and safety. The firm is paying proper attention on the sustainability and corporate social
responsibility trough contemporary environments and social practice to place community support.
Vision
The firm have the setup of new standard for excellence in delivering customer energy needs.
Mission
The firm have the commitment over aligning the business operation with community value.
ORGANISATIONAL OBJECTIVES FOR EMPLOYEE RELATIONS
This section should objectives for employee relations. In other words, the section should explain why
the organisation needs to have a detailed employee relations strategy.
ENERGEX LIMITED relation is the integral aspect of business operations managed to have regard
priorities and potential risks which can clearly impact the customer service in significant manner.

T-1.8.1_v3
the firm is looking to the approach as to promote proper motivation among employees and
encourage supervisors to actively participate in productive and safe work practices.
Objective
 To have the proper alignments of employees with strategic direction.
 To implement accurate compliance and governance.
 To increase the sale by 20 % in nd of second Quatro
 To create constructive workplace relationship.
EXISTING “EMPLOYEE RELATIONS STRATEGY” AND DEVELOP TWO NEW STRATEGIES
This section should brief on the existing “employee relations strategy statements” that the ENRGEX
currently have in place and you are also required to develop two new strategies for the company.
Existing:
Currently the company is working on visions of providing the positive employee relation claims
supporting high performance on service culture. The major principle areas positive leadership,
working relationship and meaningful consultation. formal employee relation consultive framework
have CEO meeting bi annually, industrials relation issues forum meetings twice a month along with
lines of business consultative committee.
New Strategy 1:
Group break time and written communication strategies.
The firm should encourage the employee in improving the sense of community and working
relationship between employees. The employee has need to make discussions over lower stress
management strategies to be actively engaged in work.
New Strategy 2:
Verbal communication is vulnerable to misinterpretation. written documents will provide employees
with team’s atmosphere among the workforce. Written communication circulated to all employees
will create the sense of active participation for various short term and long-term projects. This will
be including the sense of active participation in the business with company various short term and
long-term projects.

T-1.8.1_v3
EXISTING “RECRUITMENT AND SELECTION STRATEGY” AND DEVELOP TWO NEW
STRATEGIES
This section should brief on the existing “recruitment and selection strategy” that the ENRGEX
currently have in place and you are also required to develop two new strategies for the company.
Existing:
The firm is committed to ensure a greater level of compliance with equal employment opportunity
legislation. This earn the widest selection forms the appropriate qualified person. EEO provides their
employees equal access to employment opportunities. EEO also means managing the workplace to
ensure the absence of harassment
New Strategy 1:
Recruitment of the top-level management employee needed to be done through advertisements.
This will be helpful in identifying the talent from the various departments. In the process of selection
structured interview and situational judgement will help in the proper section.
New Strategy 2:
Handpicking of the desired candidate is the popular strategy as top manager will be identifying the
individual for selected positions and can further proceed for interview. General mental ability
strategy will be subjected to test series is best selection method.
EXISTING “EMPLOYEE BENEFITS” AND DEVELOP TWO NEW STRATEGIES
This section should brief on the existing “employee benefits” that the ENRGEX currently have in
place and you are also required to develop two new strategies for the company.
Existing:
The firm have them define benefit fund, insurance premium fund, ENERGEX will provide benefits of
80% of base salary for any specified waiting period in excess of 14 days, Salary Sacrifice Initiatives, all
employees will be entitled to the benefit of only one agricultural/ horticultural/ industrial show
holiday per annum. in addition to which ENERGEX have try to meet up the fringe benefits Fringe
Benefits Taxation (FBT), Funeral Benefit as ex-gratia payment of the resulting amount of $7,500 shall
be paid immediately upon the death of a current employee and many more.

T-1.8.1_v3
New Strategy 1:
Health insurances is the most expensive benefits by the wide margins. Paying for the insurances out
of pocket is expensive and paying doctor with insurance is even worse. So, there can be on site
health clinic or 100 % paid health/dental a vison benefit.
New Strategy 2:
Flexible Work Schedule/Telecommuting is highly recommended benefit among business owners and
management teams. this is most under appreciate and underutilized in the modern workplace.
EXISTING “EMPLOYEE SAFETY AND WELL BEING” AND DEVELOP TWO NEW PRACTICES
This section should brief on the existing “Employee safety and wellbeing” practices that the ENRGEX
currently have in place and you are also required to develop two new practices for the company.
Existing:
The firm is exceeding in all statutory health and safety requirements with all relevant standards
along with addressing the priority issues with filiation of early interventions and reduction in
incident occurrence. there has been implementation of risk management approach. Reward positive
safety behaviour along with providing an effective system of rehabilitation management for injured
employees
New Practice 1:
Company should run safety awareness campaign as somewhat safe work month in October and
Wellbeing Month in February; offer individual wellbeing coaching services free of charge
New Practice 2:
There is need to have development of the online safety management system which will take proper
review of employee on regular biases.
EXISTING “PERFORMANCE DEVELOPMENT AND TRAINING STRATEGY” AND DEVELOP TWO
STRATEGIES
This section should brief on the existing “performance development and training strategy” that the
ENRGEX currently have in place and you are also required to develop two new strategies for the
company.
Existing: Training and educating the employees with proper career development opportunities. The
firm is providing consultation with employees and employee representatives with regard to any level
of significant change in training and development programmes

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New Strategy 1:
There should be implementation of classroom led training to take the communication easier. this
will be identified as cost effective an involvement more employee to the sessions.
New Strategy 2:
there can be hands-on training which offers several more effective techniques for teaching
employees. This have inclusion of sub techniques such as the cross training and demonstrations.
This can be opportunity for question and answer.
CURRENT ER RISKS AND DEVELOP TWO NEW “RISK MANAGEMENT STRATEGIES”
In this section you are required to identify two existing risks of employee relations (ER) that
ENERGEX have, analyse them and develop two new employment related “risk management
strategies” using the risk analysis matrix template below using the two guides provided after the
template:
Risk Analysis Matrix
Likelihood
Impact
Rare
(1)
Unlikely
(2)
Possible
(3)
Likely
(4)
Almost
Certain (5)
Catastrophic (5) Death
Major (4) Grievance
Moderate (3) Illness
Minor (2) Accident Cultural
discriminati
on
Insignificant (1) Conflicts
Risk Management Strategies for the risks
1. Cultural discrimination
The risk management strategy is providing proper equality and diversity at the workplace. This will
lead to reducing the overhead imposing risk management in every project. This will be creating set
standard tools and templates. It also becomes easier to optimize work efficiently within wider
culture.

T-1.8.1_v3
2. Cultural discrimination
The risk management strategy is providing proper equality and diversity at the workplace. This will
lead to reducing the overhead imposing risk management in every project. This will be creating set
standard tools and templates. It also becomes easier to optimize work efficiently within wider
culture.
Guides to Risk Analysis and Management
Rating Likelihood of Occurrence
Almost Certain 5 The threat is expected to occur within the target period
Likely 4 The threat is likely to occur within the target period
Possible 3 The threat may occur within the target period
Unlikely 2 The threat could occur sometime in the target period
Rare 1 The threat may occur in exceptional circumstances
If the consequences would Then an appropriate
consequence rating is
Threaten the survival of not only the program but also the agency,
possibly causing major problems for Clients and for a large part of
the Australian Public Service
Catastrophic
Threaten the survival or continued effective function of the
program or project and require top level management or ministerial
intervention
Major
Not threaten the program but would mean that the program could
be subject to significant review or changed ways of operating Moderate
Threaten the efficiency or effectiveness of some aspect of the
program but would be dealt with internally Minor
Negligible impact on the program or the reputation of the agency Insignificant
STRATEGIES FOR COLLECTIVE EMPLOYMENT AGREEMENTS, CONTRACTS AND AWARDS
In this section you are required to analyse ENERGEX practices to “Awards and Agreements”. To
analyse and identify current Awards and Agreements of the industry, you will need to visit FAIRWORK
Commission’s website at www.fairwork.gov.au. Discuss the strategies you are proposing in regard to
collective employment agreements, contracts and awards for ENERGEX. Your strategies must be fair
in regard to employee rights and obligations.
Collective
Employment
Agreements
Current:
Energex Union Collective Agreement 2015, aligning our workforce to the Pow and

T-1.8.1_v3
promoting a diverse and inclusive workforce.
Proposed:
The purposed have the negotiation contracts with their employee in determining the
employment incaution pay, benefits, hours, leave, job health and safety policies, ways to
balance work and family,
Individual
Agreements
Current: The firm has individual training coaching programmes facilitation in
external behaviours by providing the managing human development in to
preventfuture recurrence of incidents
Proposed:
The proposed company has a requirement for employees to be given with written
agreements containing specific detail of the intended term a condition of
employment
Modern Awards Current:
Award restructuring have aimed under the QESI transmission and supply of
employees which is needed to be classified in three stream such as the
admirative, technical and managerial and professional.
Proposed:
This Career Path document was written to generally encompass most employees
likely to be covered by the Professional/Managerial Stream, and this is included
in the attached document.
TWO “EXISTING CONFLICT AND NEGOTIATION SITUATIONS” IDENTIFIED AND SOLUTIONS
TO BOTH ER PROBLEMS
In this section you are required to research and highlight on two “existing conflict and negotiation
situations” (such as employee grievances, collective bargaining, pay issues, etc) that ENERGEX may
have. You may need to do research on Internet, newspapers, and industry magazines for this task.
Provide solutions and intervention methods to both situations using a communications process that
you will prepare. You must also consider employee concerns in the communication process. The last
part in this task includes a formal email to employees and union groups to obtain their support in
this communication process.
ER Problem 1:
Conflict managements is the important aspect as Disputes between employees or a direct
disagreement between an employee and business owner are situations that can occur frequently.This
can result in poor company morale or the termination of a team member.
ER Problem 2:

T-1.8.1_v3
The next major level of issues can be regarding adequate safety in the workplace It’s every business
owner’s worst nightmare to have an injury or accident happen to one of their employees while they
are on the job
Communications Process (Use bullet points in sequence for the process):
Sender - The sender has some kind of information — a command, request, question, or idea
Receiver - The person to whom a message is directed is called the receiver or the interpreter.
Message- The message or content is the information that the sender wants to relay to the receiver.
Medium- The medium is the means by which a message is transmitted.
Feedback-The communication process reaches its final point when the message has been
successfully transmitted, received, and understood.
Formal Email to obtain support from employees, union groups and specialists:
< ENERGEX LIMITED >
<26.09.2020>
Subject: Requesting feedback and support for Employee Relations Strategy
To: All Union Members, Individually contracted employees and ER Specialists
Dear Employees, Teams and ER Specialists,
Hello everyone!
Hope you all are fine! So, this the mail regarding the request for providing the feedback in term of
existing policy in the company. There has been development of new employee relation strategy to
be implemented in the workplace. Waiting for valuable feedback.
Thank you
<Insert your name>
<Chief executive >
INTERNAL ADVERTISEMENT POSTER FOR CONFLICT RESOLUTION
Based on the conflict and negotiation situations identified and the communication process that you
created earlier, create an internal advertisement poster for all employees and management
Paste Internal Advertisement Poster:

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EXISTING DIVERSITY PRACTICES AND DEVELOP TWO NEW DIVERSITY PRACTICES
This section should list some of the existing “diversity practices” that the ENRGEX currently have in
place and you are also required to develop two new “diversity practices” for the company. Also
create an internal poster advertisement for employee awareness.
List Existing Policy Practices:
ENERGEX is committed to providing a workplace free of discrimination, harassment, vilification and
victimisation and where all employees and potential employees enjoy equal access to opportunities
within the company based on their individual merit. ENERGEX recognises that diversity within
workforce is a key componentsuccess as an organisation.
New Diversity Practice 1:
The company will be launching the Leaders International Launches Diversity and Indigenous Board
Practice.
New Diversity Practice 2:
The company will be launching the Leaders International Launches Diversity and Indigenous Board
Practice.

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DEVELOP A “COMMUNICATION PLAN TO PROMOTE DIVERSITY” AND IT’S BENEFITS.
CONSIDER CREATING AN INTERNAL POSTER ADVERTISEMENT FOR EMPLOYEE
AWARENESS
Based on the diversity practices suggested earlier you are required to communicate those practices to
ENERGEX employees. In this task you are required to create an internal advertisement poster for
“creating awareness for promoting diversity” to all employees and management
Internal poster advertisement (Internal communications) for employee awareness:
EXISTING “WORK-LIFE BALANCE PRACTICES” AND DEVELOP TWO NEW PRACTICES
This section should list some of the existing “work-life balance practices” that the ENRGEX currently
have in place and you are also required to develop two new practices for the company.
List Existing Practices: The firm is only providing the flexible timing to the employee for the specific
reason

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New “Work-Life Balance” Practice 1:
The company will have the strategy in prioritizing the wellbeing. This will be done to reduce the
pressure and worries. This will change the way of looking in term of works. This will be reducing the
compassion fatigue.
New “Work-Life Balance” Practice 2:
The firm will have the setup for the Relationship/social well-being. The company will set stick to a
healthy diet when anxiety is running high, eating nutritious foods has been proven to improve mood
and lower stress.
DEVELOP AN “INDUCTION PROGRAM”
In this section you are required to develop an induction program for new employee on-boarding within
the organisation. Your induction program should list the employee induction activities in a sequence.
Add more rows to include more points.
Induction Element Name What is to be covered in this element?
Presentation Formal induction with company orientation
Introduction to important members Better idea of team
Important department and head Relative department understanding
HR manager Policy and procedure
“INDIVIDUAL DEVELOPMENT PLAN” AND “TEAM DEVELOPMENT PLAN” FOR ENERGEX
EMPLOYEES
In this section you are required to develop an “individual development plan” and a “team development
plan” for employees of the company. You are not supposed to copy paste a template here but to
prepare a process for individual and team development plan. You will need to sequence the points for
both the development plans.
Individual Development Plan:

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Team Development Plan:

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EXISTING “EXTERNAL PARTY MEDIATIONS AND ARBITRATIONS” AND DEVELOP TWO NEW
IDEAS FOR ARBITRATIONS
This section should list some of the existing “external party mediations and arbitrations” that the
ENRGEX currently may have in place and you are also required to propose two new “ideas for
arbitrations” for the company.
Existing External party Meditations:
Fair Work Australia will hear and determine the dispute and may have regard to any evidence given or
any arguments put forward. in the arbitration proceedings which is in relation to the dispute or, part of
the dispute
Proposed idea of Arbitration 1:
In this case of arbitration, there will be proceeding with the special perform appointed to hear both
side information and his decision will be final.

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Proposed idea of Arbitration 2:
Arbitration can be optional, but more and more contracts include a mandatory arbitration clause,
requiring that arbitration is to be used in disputes.
BRIEF ON EXISTING “TERMINATION AND DISCIPLINARY PROCESS” AND DEVELOP A NEW
PROCESS FOR FAIR DISCIPLINARY AND DISMISSAL DECISION MAKING
This section should list some of the existing “termination and disciplinary process” that the ENRGEX
currently may have in place and you are also required to propose two newideas(one for each) on
“termination and disciplinary process” for the company. Your proposed ideas must align with the
relevant Award, Agreements and the “FAIRWORK Act 2009”.
Existing termination and disciplinary process:
The arbitration member is nominated by the president as 3 members of the nominated whose
decision is being appealed is excluded from hearing the appeal. Fair Work Australia is not bound to
act in a formal manner.
Proposed idea for a Fair Disciplinary Process:
The process in needed to be formal and conduct in every level of management in effective manner.
there is need to have follow up of the Aces code of practice on the disciplinary and grievance
procedure.
Proposed idea for a Fair Termination Process:
Reviewing the case with gathering of evidences. proper evaluating the proof of misconducts and other
issue related to termination process. finalizing the decision of managements and terminate the
employee. Discussing all the final responsibilities of the employee to the business which includes the
return of all company properties.Handing of the final pay check of the terminated employee

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APPENDIX 1 (EXTERNAL RESOURCES& REFERENCES)