Human Resources and Finance Task1 Part A and B

The assessment task requires completing KPI templates for Human Resources and Finance team, developing a performance plan for two staff members, and creating an action report/plan to address the issues within the team. The team consists of five members, and the task needs to be completed by 22nd August. The KPI templates should have a minimum of six KPIs for each team, and the performance plan should be completed using the provided template. The action report/plan should outline the issues occurring, details from all parties, facts, meeting history and outcomes, strategy plan to address the issues, communication strategy to outline the plan parties involved, and performance plan template of finance.

BSBWOR502 & BSBTWK502 ASSESSMENT TASK 1 Part A and B :
TASK SUMMARY:
YOU ARE THE MANAGER OF THE FOLLOWING TEAM OUTLINED IN THE TASK BRIEFING ON
PAGE 2.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?
 Computer and Microsoft Office
 Access to the Internet for research
 KPI Template to be used to Part A
 Performance Plan to be used in Part B
WHEN DO I DO THIS TASK?
 This task may be done in your own time
 DUE DATE IS: Sunday 22nd AUGUST @ 11:59pm.
WHAT DO I NEED TO SUBMIT:
 Completed KPI Templates USE THE TEMPLATE PROVIDED
 Completed Performance Plan Template USE THE TEMPLATE PROVIDED
 Completed Action Report/Plan – NO TEMPLATE PROVIDED
 Completed cover sheet
WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?
If your assessor sees that you have not completed all parts of the task completely and
satisfactorily, the details of resubmission will be outlined to you through the Canvas LMS
through assessment feedback.
TEMPLATES PROVIDED:
 KPI Template to be used to Part A
 Performance Plan to be used in Part B

(Please check your downloads folder for the template if it does not open straight
away)

BSBWOR502 & BSBTWK502 Manage Team Effectiveness -T3 2021
ASSESSMENT Task1 Part A and B
TASK BRIEFING
PLEASE TAKE SPECIFIC NOTE OF THE DETAILS HERE FOR YOUR
ASSESSMENT/S
You are the Manager of the following department - Human Resources and Finance for the
CupNBake franchise.
CupNBake is a local bakery/café company that originated in Fyshwick with an onsite Bakery
but has now franchised into smaller outlets and cafes across Canberra and the NSW South
Coast.
The Sites are located at Fyshwick (Bakery only); Manuka; Gungahlin and Moruya
Your department oversees the following:
Human Resources (HR): in liaison with the Franchise Site Managers
 All recruitment of staff for all outlets
 Advertising positions vacant
 Checking backgrounds and referees
 Employee contracts
 Processing of timesheets submitted from all sites
 Processing of wages
 Processing of leave entitlements
 Staff conduct
 Staff training and development
Finance: in liaison with the Franchise Site Managers
 Overall financial management of each individual site (Currently 4)
 Payment of all invoices
 Raising of invoices for payment

 Credit card reconciliation
 Bank statement reconciliation
 Debt collection
 Loan management
 Asset management
 Procurement of new equipment
 Financial reporting to Directors and Franchise managers
 Preparation of BAS (Business Activity Statements) and all other ATO reporting
Your team consists of following team members.
TEAM MEMBERS:
Human Resources:
Paul:
Oversees Staff Recruitment and Development Officer for the company, including all
Franchises. Paul is a single man, aged 45, ex-Military (served in the RAAF for 20 years) and
is new to a civilian position. Paul is very process driven and at times find it difficult to
adapt to the office environment.
Vivian:
Is the HR Officer for the company and deal with timesheets, leave, wages, scheduling of
training etc. She assists Paul in many areas. Vivian is a 57-year-old woman, married with 4
grown children and 3 grandchildren. She is well versed in all aspects of HR and Payroll
management. Vivian is a dedicated Catholic and vegetarian.
Mario:
Hold the position of Administration Officer for the company. He maintains all records,
files, telephone inquiries relating to recruitment as well as general staff inquiries.

Mario is 29 years old, gay and lives with his partner of 4 years in the City. He enjoys his role
and is a pleasant, well-mannered man with excellent people skills. Mario also teaches
physical fitness casually on the weekends.
Finance:
Peter:
Is a qualified CPA (Certified Public Accountant). He is 46 years old, married with 3
children between the ages of 6 and 14. He has been with the company since its beginnings.
Peter is a quiet spoken man, very professional, reliable and dedicated to his role. He
understands the running of the company from every perspective. He enjoys spending time
with his family and camping.
Katie:
Is a qualified Bookkeeper. She is 23 years old, single and cares for her elderly mother at
home when not working. She is new to bookkeeping having completed her course 6 months
ago and at times struggles with the processes require in the company as they vary from her
training. She is hard working and enjoys her role immensely. Katie is quite extraverted and
likes the radio on while she is working.
Le Ming:
Is also a CPA but is not currently recognised in Australia to practice? She is currently
working in the role of Senior Bookkeeper fora the company. Le Ming is Chinese, 40 years
old, a widow with 1 son aged 10. Le Ming is very experienced in all areas of finance and has
been with the company of 11 months. Le Ming is quiet and focused at work. Le Ming often
assists Katie with her work and to teach her the processes of her role within the CupNBake
company.
TASK REQUIREMENTS:
PART A:
YOU ARE TO COMPLETE THE KEY PERFORMANCE INDICATOR TEMPLATE FOR EACH TEAM
These are TEAM KPI’s so not directly related to the Strategic Plan but on the
performance of the Teams in particular.

You are to submit 2 (two) templates for Part A
 One for Human Resources
 One for Finance
 Each team should have a minimum of 6 KPI’s
 Ensure that you review what KPI’s are as per the webinars and student learning
manuals.
 Align your understanding of KPI’s with the responsibilities of the departments as
outlined on Page 1.
KEY
PERFORMANCE
INDICATOR:
MEASURING
SPECIFICS/OBJECTIVE
AREA/S
RESPONSIBLE
IDEAL
OUTCOME
ABSENTEEISM
RATE
Absenteeism rate can be
measured through
understanding the number
of people are absent in the
organisation.
Vivian is the person
responsible for
dealing with the
leave and wages
that needs to be
provided to the
employees.
The ideal outcome
will be there are
less number of
absenteeism in the
firm.
TALENT
TURNOVER
RATE
The talented turnover rate
can be measure through
understanding the number
of talented individuals
company can have to
complete their respective
task.
Mario is the
individuals
responsible for
administrating and
managing the
people working in
the firm.
The outcome is
that maximum
number of highly
talented
individuals will be
in the organisation.
RECRUITING
CONVERSION
RATE
It will measure the number
of people being interview
and selected are being
recruited in the firm.
Paul ensure the
recruitment and
development of
employees in the
firm.
The outcome is
getting more
recruitment and
selection of people
in the company.

TALENT
SATISFACTION
It measure whether the
employees are satisfied or
not.
Vivian and Mario
both are responsible
for satisfying the
talented individuals
through offering
appropriate salary
and wages to
employees for their
hard work and
determination.
More happy and
satisfied talented
employees in the
firm.
EMPLOYEE
PRODUCTIVITY
It contribute in
understanding the overall
productivity of employees
that are working in the
organisation.
Mario is
administrative
officer which is
responsible for
enhancing the
employees
productivity to
maximum extend.
More outcome or
production in the
organisation.
DISMISSAL
RATE
It helps in identifying the
overall dismissal rate or the
people are dismissed from
the organisation.
Mario will be held
accountable for the
Dismissal rate.
Less number of
dismissal rate in
the firm.
KEY
PERFORMANCE
INDICATOR
MEASURING
SPECIFICS/OBJECTIVE
AREA/S
RESPONSIBLE
IDEAL OUTCOME
Gross Profit
Margin.
It measures that percentage
of profit that company earn
after subtracting the cost of
Peter will be
responsible for
measuring the
To earn maximum
gross profit as possible
through satisfying

goods sold to customers. gross profit
margin.
customer needs.
Working Capital It measure the percentage
of revenue that firm has
earned after subtracting all
cost of business.
Katie and Le Ming
will review or
maintained detailed
of overall working
capital in the
organisation.
Company must have
sufficient working
capital to meet its daily
expense and promote
smooth operation of
business.
Debt-to-Equity
Ratio
It is type of solvency ratio
that measure the manner in
which firm is making use of
equity and debt to meet its
capital requirements.
Peter will review
the overall equity
and debt ratio in
the capital of firm
Outcome will be 2:1
ratio of equity and debt
for benefits of
organisation.
Quick Ratio It helps in understanding
who quickly the company is
able to meet its short term
obligation through making
use of current assets.
Katie and Le Ming
will have record of
quick ratio.
Sufficient cash to
quickly pay the cash or
meet all the expense of
the firm.
Current ratio Current ratio contribute in
understanding total current
assets as well as liabilities
of the company.
Katie and Le Ming
will have record of
current ratio.
Outcome will be
maximum current
assets and less number
of current liabilities.
Operating cash
flow
This measure overall cash
flow within organisation
when it is performing
different functions to earn
high profit margin.
Peter will have
record of operating
cash flow.
Company will have
sufficient operating
cash to meet all its
expense and achieve
the end objective.
PART B:

DEVELOP A PERFORMANCE PLAN FOR 2 (TWO) STAFF MEMBERS OF YOUR CHOOSING FROM
THE STAFF OUTLINES LISTED.
USE THE ATTACHED PERFORMANCE PLAN TEMPLATE
You are to submit 2 (two) templates for Part B
Complete the template ENTIRELY
ASSESSMENT Task 2 BRIEFING
PLEASE TAKE SPECIFIC NOTE OF THE DETAILS HERE FOR YOUR
ASSESSMENT/S
There have been some issues amongst your team members.
The details are outlined below.
Paul is having issues with Katies need to have the radio on loudly in the office while she is
working. She often sings along to songs and laughs at the commentary. Paul finds his
distracting and he is finding it making him unusually angry and irritated.
He has approached Katie about it but did so when angry and ended up upsetting Kylie so
much she cried and went home early. Le Ming was witness to this and remaining very
quiet about everything and not having anything to say.
Paul is very sorry about that occurrence but still wants the issue addressed.
Meanwhile Mario suggested everyone needs to relax a little and offered a lunchtime
workout as a solution – this has annoyed Vivian – who has issues with Mario’s ‘lifestyle’
choices and the oldest of the staff, scoffed at his suggestion and called it stupid.
Mario is now insulted and feels he is not respected by Vivian.
TASK REQUIREMENTS: task 2

COMPLETE AN ACTION REPORT/PLAN (OF YOUR OWN DESIGN) AND
IDENTIFY THE ISSUES THAT MUST BE ADDRESSED WITHIN YOUR TEAM.
 YOUR Action Report/Plan should include the following:
o Outline the Issues occurring
o Details from ALL PARTIES
 You are to play the role of all parts in the report and take into
consideration all the details that were outlined in the staff descriptions
per Assessment Task 1.
o FACTS – determined – Define that ACTUAL problem
o Meeting history and outcomes
o Strategy Plan to address the issues
Communication strategy to outline the plan parties involved
Performance plan template of finance
General Feedback
Topics Discussion points Agreed Strategies if applicable
Follow up
Expectations and
schedule
1. What issue
face by team
member of
finance team.
The discussion point
is that team member
are suffering a lot of
issue such loud radio
voice by Katies
which make Paul
irritated and angered.
Each and every team member
needs to coordinate with each
other rather than conflicting on
small issues.
2 month

2. Does katies
prefer to have
radio voice
high or loud
in the office.
Whether the katies is
playing the radio
voice high or not is
the matter of
discussion.
The strategy is that Katies needs
to make the voice of radio lower
so it does make anger and
irritated to paul.
3-4 month
3. Feedback
needs to be
from Katies
regarding the
behaviour of
Peter
It will help in
understanding
whether the Peter
angry behave with
the katies when it
plays radio in loud
voice.
Peter need to have control over
its emotion even if the katies
play radio.
5 month
Areas to be address
(concerns,
performance etc)
Discussion points Agreed Strategies
Follow up
Expectations and
schedule
1.
Katie nature of
listening the ratio at
high pitch.
It lead in adverse
impact on company
environment as there
are many people that
are not able to
complete their work
due to voice of radio.
The strategy is that Katie need to
reduce the voice of radio and laugh
at low pace.
3 month
2. The paul angry
and irritated nature.
It is discussion
point as it leads in
conflict and negative
environment within
the company.
Strategy is that Paul need to
developed emotional intelligence.
4 month.
Professional Development Plan

Complete for staff member in areas that will assist them in performing their role with
more confidence or skill
Remember this is not about poor performance specifically but is to assist and develop
your team members.
Area Potential
Activity Timeframe Priority Achieved?
Comments
Paul needs to
adapt itself with
office
environment
To communicate
and engage itself
with the office
activities and
program
2-4 month 2
When the Paul is
able to work
with other team
member easily
and accept the
office
environment
chances.
Katie loud voice
of radio, singing
along with song
and laugh at
commentary are
also areas that
needs to be
addressed.
Through Katie
informing that it
has to maintain
low voice within
the office so that
other cannot be
disturbed in any
of the case.
5 month 4
Katie will
reduce its pitch
of voice of laugh
and avoid
singing loud so
that no other can
be distrusted in
the firm.
Performance management plan of Human resource
General Feedback
Topics Discussion points Agreed Strategies if
applicable
Follow up Expectations and
schedule
1. What issue
face by team
member of
Human
resource.
The discussion
point is that team
member are
suffering issue is
that the Vivian does
not provide the
respect to Mario.
That resulted in
ineffective
coordination
between the team.
Team member needs
to respect and
recognised each
other for their
respective efforts.
2 weeks

2. Vivian has
issue with
the lifestyle
of Mario and
called it
stupid.
So, matter of
discussion is that
everyone has its own
lifestyle.
The strategy used to
resolve issue of
Vivian is that
4 weeks
3. Does Vivian
does not
respect the
Mario.
The matter of
discussion is that
whether Vivian
provide it respect or
not.
Vivian need to give
respect to Mario.
1 week
Areas to be address
(concerns,
performance etc)
Discussion points Agreed Strategies
Follow up
Expectations and
schedule
1. Issue between the
Vivian and Mario.
The discussion
point is that they
does not respect
each others that
result in conflict and
issues in firm.
Vivian needs to be
informed that all
human are equal. So
they need to be
respected.
3 weeks
2 The Vivian is
telling Mario that
she is stupid.
So this type of fun
are point of
discussion and needs
to be addressed
according.
In order to address
the issue of Vivian
issues, it should stop
telling any type of
thing to Mario which
is disrespecting.
6 weeks
Professional Development Plan
Complete for staff member in areas that will assist them in performing their role with
more confidence or skill
Remember this is not about poor performance specifically but is to assist and develop
your team members.
Area Potential Timeframe Priority Achieved?

Activity Comments
The Vivian
have disrespect
the Mario for its
lifestyle choice.
So it needs to
be respect her.
The activity that
needs to be
organised in
providing equal
respect and
recognisation to
each and every
individual.
4-5 month 3
When all of
them work
together as team
by respecting
each and other.
Such as vivian
respecting the
lifestyle of
Mario.
The mario also
needs to
complain about
the same to the
top
management.
Mario provide
helpful
information to
the other
employees
related to the
stress level can
be reduced so a
program can be
organised to
make work
environment
better.
2-4 month 2
It is achieved
when the Mario
is given respect
by Vivian and
other employees
working in the
firm.