BSBHRM602 Manage Human Resources Strategic Planning

This assessment booklet includes all tasks for BSBHRM602 Manage Human Resources Strategic Planning. It covers written questions, strategic plan project, and implementation project.

BSB61015
Advanced Diploma of Leadership and Management
STUDENT ASSESSMENT
BSBHRM602
Manage human resources strategic planning
Student Name:
Student ID:

Assessment Overview
This Student Assessment Booklet includes all your tasks for assessment of BSBHRM602 Manage human resources strategic planning.
About your assessments
This unit requires that you complete 5 assessment tasks. You are required to complete all tasks to demonstrate competency in this unit.
Assessment Task About this task
Assessment Task 1: Written questions You must correctly answer all 10 questions to show that you
understand the knowledge required of this unit.
Assessment Task 2: Human Resources
Strategic Plan project
You are required to conduct research and develop a briefing
report to inform the development of a Human Resources
Strategic Plan.
Assessment Task 3: Implementation
project
You are required to implement the Human Resources
Strategic Plan.
How to submit your assessments
When you have completed all the assessment tasks you will need to submit it to your assessor.
Instructions about submission can be found at the beginning of each assessment task.
Make sure you photocopy your written activities before you submit them – your assessor will put the documents you submit into your student file. These will
not be returned to you.
Assessment Task Cover Sheet
At the beginning of this booklet, you will find an Assessment Task Cover Sheet. Please fill it in before and after the assessment work done, making sure you
sign the student declaration.

Your assessor will give you feedback about how well you went after the assessing your tasks, and will write this on the back of the Task Cover Sheet.
Assessment appeals
You can make an appeal about an assessment decision by putting it in writing and sending it to us. Refer to your Student Handbook for more information
about our appeals process.

Assessment plans
The following outlines the requirements of your final assessment for this unit. You are required to complete all tasks to demonstrate competency in this unit.
Your assessor will provide you with the due dates for each assessment task. Write them in the table below.
Assessment Requirements Due date
1. Written questions
2. Human Resources Strategic Plan project
3. Implementation project
AGREEMENT BY THE STUDENT
Read through the assessments in this booklet before you fill out and sign the agreement below.
Make sure you sign this before you start any of your assessments.
Have you read and understood what is required of you in terms of assessment?  Yes  No
Do you understand the requirements of this assessment?  Yes  No
Do you agree to the way in which you are being assessed?  Yes  No
Do you have any special needs or considerations to be made for this
assessment? If yes, what are they?
__________________________________________________________________________________
 Yes  No
Do you understand your rights to appeal the decisions made in an assessment?  Yes  No
Student name: _________________________________________________________________________________
Student signature: ___________________________________________________ Date: ______________________
Assessor name: _______________________________________________________________________________

Assessor signature: __________________________________________________ Date: ______________________
Assessment Task Cover Sheet
Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work.
Name: Student ID:
Date of submission:
Unit:
 BSBHRM602 Manage human resources strategic planning
Assessor to complete

Assessment Task
Satisfactory/
Not satisfactory Date
Was this a
resubmission?
Y/N
Written questions – ASSESSMENT TASK 1
Human resources strategic plan project –
ASSESSMENT TASK 2
Implementation project– ASSESSMENT TASK 3
STUDENT DECLARATION
I __________________________________________________ declare that these tasks are my own work.
þ None of this work has been completed by any other person.
þ I have not cheated or plagiarised the work or colluded with any other student/s.
þ I have correctly referenced all resources and reference texts throughout these assessment tasks.
þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.
Student signature: _________________________________________________________________________
Student name: ____________________________________________________________________________

ASSESSOR FEEDBACK
Assessors: Please return this cover sheet to the student with assessment results and feedback.
A copy must be supplied to the office and kept in the student’s file with the evidence.
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Assessor signature: ________________________________________________________________________
Assessor name: ___________________________________________________________________________
Date:
ASSESSMENT TASK 1: WRITTEN QUESTIONS
TASK SUMMARY:
 This is an open book test – you can use the Internet, textbooks and other documents to
help you with your answers if required.
 You must answer all 10 questions correctly.
 Write your answers in the space provided.
 If you need more space, you can use extra paper.

 All extra pieces of paper must include your name and the question number/s you are
answering.
 You may like to use a computer to type your answers.
 Your assessor will tell you if you can email them the file or if you need to print a hard copy
and submit it.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?
 Access to textbooks and other learning materials.
 Access to a computer and the Internet (if you prefer to type your answers).
WHEN DO I DO THIS TASK?
 You will do this task in the classroom or as homework – your assessor will advise.
 Write in the due date as advised by your assessor: ______________________________________________
WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?
If your assessor marks any of your answers as incorrect, they will talk to you about resubmission. You will need to do one of the following:
 Answer the questions that were incorrect in writing.
 Answer the questions that were incorrect verbally.
Instructions to students:
Answer the following questions.

QUESTION 1
Outline five key functions of a Human Resources Manager, including a short description of each function.
Five key functions of HR manager are as follows:
 Human Resource Planning: The manager is required to effectively plan all the HR activities of the
business for the future.
 Recruitment and Selection: The manager is required to procure the right talent from the external
environments to eliminate vacancies within the business organisation.
 Performance Management: The manager needs to conduct performance management to ensure
employees of business operate towards optimum expected standards of performance.
 Training and Development: The manager needs to train and develop the employees of business
organisation (Chakraborty and Biswas, 2019).
 Rewards: The manager needs to reward high performing employees.
QUESTION 2
Discuss three aims of human resources strategic planning.

The three aims of human resources strategic planning are as follows:
 To forecast future requirements of the business’s human resources.
 To ensure optimum utilisation of available human resources.
 To ensure availability of required human resources as per business’s requirements.
QUESTION 3
Identify at least five information areas that should be included in a Human Resources Strategic Plan.

Following are five information areas that should be included in a Human Resources Strategic Plan:
 Vision and values of Business Organisation.
 Current competencies of business
 Objectives of Business
 Gap Analysis
 HR Strategies
Question 4
Discuss the four key steps in the human resources strategic planning process.

The four key steps in the human resources strategic planning process are as follows:
 Assessing current HR capacity of the business.
 Forecasting future HR requirements
 Conducting thorough Gap Analysis
 Designing HR strategies that support business’s objectives and goals.
QUESTION 5
Discuss how technology has benefited the recruitment and selection function of human resources.

Technology has come to significantly benefit the recruitment and selection operations of HRM within
businesses. Through technology, it has become increasingly easy for HRM of a business to identify potential
talent that can be recruited and selected into the business organisation through various digital tools such as
websites, emails, etc. (Bahadori and et.al., 2018). Technology also allows for business to recruit and select
talent that may not be within the physical geographical vicinity of the business organisation through video
conferencing software, which allows for the businesses to recruit and select highly skilled, experienced,
talented and qualified employees from all over the globe.

QUESTION 6
Explain each of the following options for sourcing a workforce.
For each option discuss at least two advantages and two disadvantages of using options for the provision of human resource services.
Recruiting from outside of the company
Businesses can choose to recruit talent themselves from the external environments.
Advantages Disadvantages
 Easy to assess the skills to candidates
 Business can negotiate with candidates
themselves.
 Time and Resource consuming process.
 Talent needs to be present within external
environments.
Casual labour

Recruiting from outside of the company
Business can choose to recruit casual labour as per their needs.
Advantages Disadvantages
 No need for permanent contract
 Reduced short term cost to business
 Training time
 Decreased workforce motivation and
morale

New graduates or trainees
Businesses can recruit new graduates or trainees
Advantages Disadvantages
 Low salaries to be provided.
 Highly motivated candidates.
 Resources spent on their training.
 After training the candidates may leave the
business.
Offshore workers
Businesses can recruit offshore workers for their operations

New graduates or trainees
Advantages Disadvantages
 Reduced costs for the business
 Tax Benefits
 Communication Problems
 Social and cultural barriers amongst
employees.

Contractors
Businesses can use contractors for their recruitment and selection operations.
Advantages Disadvantages
 Allows for highly skilled or expert
candidates to be procured.
 Doesn’t place any recruitment onus on the
business.
 Can to quite costly
 No direct control over recruitment and
selection.
Outsourcing to recruitment consultants
Businesses can also outsource their recruitment operations to consultants.

Contractors
Advantages Disadvantages
 Save time.
 Reduced costs.
 Quality issues.
 Confidential information about business
needs to be shared with others.

QUESTION 7
Outline the aim and scope of the Fair Work Act 2009.
The main aim of the Fair Work Act is to provide terms and conditions of employment and set out
the responsibilities and rights of the business’s employees, employers etc.,
QUESTION 8
Outline the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards.

The 10 minimum workplace entitlements for a permanent employee outlined in the National Employment
standards are:
 Maximum weekly hours
 Requests for flexible working arrangements
 Parental leave and related entitlements
 Public holidays
 Notice of termination and redundancy pay
 Fair Work Information Statement
 Annual leave
 Different kinds of leave including personal, compassionate, unpaid and domestic violence.
 Community service leave
 Long service leave

QUESTION 9
Outline which organisations are required to report against the gender equality indicators (GEIs).
As per the Workplace Gender Equality Act of 2012, all non-public sector employers, organisations
and corporate structures, who employ more than 100 different individuals are required to submit a report
to the Workplace Gender Equality Agency.
QUESTION 10
Identify and briefly summarise the objectives of the five laws (Acts) that The Australian Human Rights Commission has statutory authority under.

Age Discrimination Act 2004: Protects people from age discriminations at workplace.
Disability Discrimination Act 2004: Seeks to eliminate workplace discrimination on the basis of disabilities
(Riku and Setyohadi, 2017).
Racial Discrimination Act 1975: Protects people from workplace discrimination on the basis of sex, gender,
marital status, sexual orientation etc.,
Australian Human Rights Commission Act 1968: Articulates the roles and responsibilities of the Australian
Human Rights Commission.
What do I need to hand in for this task? Have I completed this?
Your answers to each question 
ASSESSMENT TASK 2: HUMAN RESOURCES STRATEGIC PLAN PROJECT

TASK SUMMARY:
This assessment task requires you to conduct research and develop a briefing report to inform
the development of the Human Resources Strategic Plan for a fictitious business, King Edward
VII College. You must then present the briefing report to the management team to seek
feedback and approval and develop the Human Resources Strategic Plan.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?
 Access to a computer with the Internet and software such as Microsoft Office
 Meeting participants
 Space for a meeting
 Access to a whiteboard or butchers paper to write up ideas
 King Edward VII College’s Strategic and Operational Plan
 King Edward VII College’s workforce information
 Human Resources Strategic Plan template.
WHEN DO I DO THIS TASK?
 You will do this task in the classroom.
 Write in the due date as advised by your assessor: ______________________________________________
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 discussed with you. You will
only need to redo the parts of the task that are incorrect; however you will need to resubmit the entire assessment.
INSTRUCTIONS:
King Edward VII College has been operating for five years. The college is based in Melbourne CBD and
offers a range of courses in management, marketing, human resources and international business and
currently has around 500 students enrolled across all of its courses. Courses are offered at all levels
from Certificate II to Graduate Diploma. The college is very popular due to its competitive pricing

structure, innovative teaching methods and state of the art facilities.
Due to the success of the college, the college plans to establish two additional campuses, one in
Brisbane and one in Sydney. The Brisbane campus will commence operating in Jan 2016 and Sydney in
mid-2016. Campus locations are already in place with the process being overseen mainly by the CEO
and Finance Manager. No staff have been employed as yet but it is anticipated that each campus will
require a receptionist, student services officer and 4 trainers. Existing staff at the Melbourne campus will
complete all other staff functions until such time as student numbers increase substantially. It is
anticipated that maximum student numbers at the new campuses will be up to 50 students per campus.
The College currently employs 24 staff members that include the CEO, a Marketing Manager and
Marketing Assistant, Human Resources Manager, Finance Manager, Administration Manager, Office
Assistant, Receptionist, Academic Manager, Student Services Officer and approximately 14 trainers.
Further details regarding the above staff is provided in the workforce information document and also
shows staff turnover statistics.
A Human Resources Strategic Plan is now required for King Edward VII College given the company’s
expansion plans and because of the overall importance of strategic planning for human resources.
The status of key areas of human resources is as follows: Equal employment opportunity and diversity – equal employment opportunity is implicit in recruiting
staff and in the workplace but there is no formal policy or strategy in place or arrangements for
flexible working arrangements. Human resources information systems – the current human resources system is basic. Staff files are
kept in a filing cabinet and payroll is managed through accounting software. There is interest in
migrating to an advanced HR information system as the business grows and has multiple sites.
Costs need to be identified. Induction – induction is limited to a couple of hours at the beginning of an employee’s employment.
There is no follow up. Job analysis and design – no formal systems in place. Occupational health and safety – policies and procedures and processes are in place. However, no
formal training system or ongoing development systems are in place. Performance management – while performance management is indicated in the company’s strategic
plan, it is sporadic and depends on the manager. Clearer procedures and systems need to be put in
place and there also needs to be some attention to reward and recognition schemes.

 Professional development – professional development onus is on the staff with no formal systems in
place. Any professional development undertaken by staff is not always recorded although staff are
supposed to complete a professional development register. An online system for recording
professional development and that is linked to the human resources information system would be
useful. There is no current budget for professional development and an annual amount needs to be
identified per staff member. Recruitment and selection – there is a desire to identify recruitment and selection strategies that
ensure the recruitment of quality staff. Staff retention and succession planning – no formal systems are in place.
Complete the following activities:
1. Prepare briefing report
 Prior to developing the Human Resources Strategic Plan, you are required to develop a briefing report to present to the CEO and Senior Managers.
 Review the King Edward VII College’s Strategic Plan that sets out the College’s strategic objectives and operational priorities.
 Conduct research and prepare a briefing report regarding information on, and recommendations for the Human Resources Strategic Plan for presentation at a
meeting with the CEO and Senior Managers that addresses the following:
 An overview of King Edward VII College’s human resource requirements for the next three years, as identified from the scenario information and Strategic
and Operational Plan and workforce information you have been provided with.
 A review and analysis of emerging trends and practice that may impact on human resources management in King Edward VII College, and strategies to
address these. This should also include a review of any new technology relevant to King Edward VII College and all of its departments and staff, and
impacts on job roles and design.
 A review of any recent and potential changes to industrial and legal requirements that will impact on the King Edward VII College workforce.
– A review of the number and type of staff that will be needed to meet the company’s strategic direction, skill requirements for new and existing staff, and
options for sourcing required staff. You must review the following range of options for sourcing staff and briefly analyse the costs and benefits of each
approach to the College:
 casual labour
 new graduates or trainees
 off shore workers
 outsourcing
 contractors or consultants.

 The philosophies and values you believe should underpin King Edward VII College’s human resources management, as well as the policies and procedures
that are required to ensure this. Review the scenario information to identify gaps in existing policies, procedures and systems to identify gaps.
 Recommended human resources strategic directions based on scenario information, research conducted and review of Strategic Plan. As a minimum, your
Human Resources Strategic Plan should include three priority areas and objectives and targets.
 Your report should cover the topics in sufficient detail and set out in a professional report format with heading to separate the information. Ensure the
language is appropriate for the audience, clear, concise, grammatically correct and free from errors.
When you have completed your report, send the briefing report via email to your assessor as though they are the CEO at least 2 working days prior to the planned
meeting (your assessor will have advised you of the date and time on which you need to conduct the meeting). Your email must include a brief outline of the
purpose of the meeting and the date and time and duration for the meeting (the meeting will be approximately 30 minutes).
1. Briefing Report:
Strategic Objectives and Operational Priorities of King Edward VII College
 The King Edward VII college is required to increase its total revenues generated by 15% within the next 12 months.
 King Edward VII college is also required to increase total number of students studying by 10% within the next 12 months.
Overview of HR Requirements:
The main HR requirements of King Edward VII college relate to promoting safe and healthy organisational culture within the organisation, effectively
recruiting potential talent from external environments, ensuring all operations of organisation are conducted in an ethical, moral and legal manner,
providing fair pay and rewards to all employees of the organisation, managing the performance of the organisation’s employees. Satisfying such HR
requirements would contribute significantly towards the organisation achieving its set objectives.
Emerging HR Trends:
The biggest emerging HR trends relate to the use of new and innovative technological solutions to successfully conduct HR operations such as new
performance management tools that detail the HR managers with various KPIs to improve the performance of their employees and the use of new and
innovative digital technologies to conduct their recruitment and selection operations towards increased success (PROFITABLE and et.al., 2019).

Changes to Industrial and Legal Requirements:
Potential changes to the industrial and legal requirements such as changes to the Health and Safety at Workplace Act or the Minimum Wages Act
can have significant impact on the operations and finances of King Edward VII college. Such changes will force major organisational change within the
organisation which can adversely impact King Edward VII college’s productivity and profitability.
Reviewing Number and Type of Staff Required:
In order for King Edward VII college to meet its strategic direction, its HRM is required to procure at least 20 employees from the external
environments through the different recruitment and selection approaches such as casual labour, new graduates, off shore workers, outsourcing etc., with
the advantages and disadvantages of each already been discussed. The organisation requires highly skilled, talented, experienced and qualified candidates
from the external environments.
Philosophies and Values Underpinning Human Resource Management Operations:
All HRM operations of King Edward VII college should be underpinned by philosophies and values that the business organisation shares such as
diversity, equality, fairness, morality, integrity, determination, ethics etc., which are of immense importance for the overall success of any strategy within
the organisation (Fewer, 2020).
HR Strategic Directions
The strategic direction of the HRM operations of King Edward VII college should relate to:
 Promoting a safe and heathy environment and culture within organisation
 Recruiting and selecting highly skilled, qualified and experienced candidates.
 Providing rewards and incentives to deserving employees.
 Effectively managing the performance of all employees towards expected standards of performance.

2. Conduct meeting
Note for workplace-based students or distance students
You will need to participate in a meeting with your assessor and four other people who will
play the roles of the Marketing Manager, Finance Manager, Administration Manager and
Academic Manager.
Your assessor will talk to you about how the meeting will be set up and run. This may be held
using video conferencing software.
 You are required to conduct the meeting to discuss the briefing report you have developed to inform the development of the Human Resources Strategic
Plan. The purpose of the meeting is to present information and recommendations for the Human Resources Strategic Plan and to discuss ideas and seek
feedback.
 Your assessor will play the role of the CEO and your assessor will identify a number of your fellow students to play the roles of Marketing Manager, Finance
Manager, Administration Manager and Academic Manager.
 At the meeting, you are required to
– Provide an introduction to the meeting and state the purpose of the meeting.
– Explain the key points from the briefing paper, as well as provide the opportunity for questions.
– Seek input on all aspects of the briefing paper for the development of the Human Resources Strategic Plan including:
 Asking Managers about their preferences for human resources requirements including all of those explored in the report.
 Discussing and agreeing on the philosophies, values and polices that you have identified for King Edward VII College’s human resources
management
 Discussing the cost and benefits of the recruitment sourcing options and deciding which will suit the new College campuses.
 Write ideas up on a whiteboard or butcher’s paper. You will need to use the ideas you write up in the Assessment Task.
 Demonstrate effective interpersonal and communication skills including:
 Speaking clearly and concisely
 Using effective non-verbal communication skills to encourage audience interest
 Responding to questions
 Asking questions to seek feedback
 Use of active listening techniques to confirm and clarify understanding.

 Your assessor will provide feedback on some additional areas for consideration in the development of the Strategic Plan. You will need to incorporate this into
the development of the Strategic Plan in Assessment Task 3.
Conduct Meeting
Purpose Of Meeting:
The overall purpose of the meeting is to present information, discuss ideas, seek feedback and make recommendations on the development of
human resources strategic plan of King Edward VII college.
Key Points from Briefing Report:
The main objectives of the human resource strategic plan is to increase the overall revenue generated by King Edward VII college by 15% and total
numbers of students studying by 10% within the next 12 months. The strategic direction for the HRM operations of the organisation relate to promoting
safe and healthy culture and environment, recruiting and selecting highly qualified and skilled candidates, managing performance of employees and
providing rewards and incentives to deserving employees.
3. Develop the Human Resources Strategic Plan
 You are now required to develop the Human Resources Strategic Plan using your research and input from the meeting. Use the template provided by your
assessor to develop your plan, ensuring that you complete all sections of the plan and clearly state strategic objectives and targets.
 The template also contains the risk assessment plan that you are also required to develop. Identify all of the risks that may be associated with the Human
Resources Strategic Plan and assess them in accordance with the risk assessment legend.
 When you have completed the plans, submit them to the management team (your assessor). Your attached memo or email must indicate that this is the draft
Human Resources Strategic Plan and you are seeking feedback and final approval.
Develop Human Resource Strategic Plan
A. RECRUITMENT, SELECTION AND INDUCTION

Objective:
 To ensure the recruitment and retentions of best, most qualified, skilled and experienced employees by King Edward VII college.
Actions Responsibility Budget implications Performance
Indicators Target date
Attracting the most skilled and talented candidates
from external environments for recruitment through
various online websites, social media platforms,
smartphone applications, newspaper advertisements
etc.,
Marketers of King
Edward VII college
2000 pounds sterling. Number of skilled and
talented employees
attracted for business
recruitment.
21st September
2020.
Conducting selection operations for King Edward VII
college through methods such as interviews, group
discussions, aptitude tests etc., in order to select the
most qualified, skilled and experienced candidate.
HR department of
King Edward VII
college.
1500 pounds Number of skilled and
experienced
candidates selected.
25th September
2020.

B. Workforce development
Objectives:
 To enhance individual and team performance within King Edward VII college.
Actions Responsibility Budget implications Performance
Indicators Target date
Promote effective communication within King Edward
VII college’s teams and individual employees through
initiatives such as surveys, feedbacks etc.,
Management of King
Edward VII college
300 pounds Feedbacks and
surveys.
26th September
2020.
Analyse the completed feedbacks and surveys in order
to assess whether effective communication are
ongoing within King Edward VII college or not.
Management of King
Edward VII college.
100 pounds. Results of feedback
and surveys.
1st August 2020.

c. Supporting and valuing the workforce
Objectives:
 Developing and implementing more effective performance management for staff of King Edward VII college.
Actions Responsibility Budget implications Performance
Indicators Target date
Ensuring all employees possess a strategic
understanding of the goals and objectives of King
Edward VII college and how their individual operations
contribute towards the business’s achievement of
those set objectives.
Management and
leadership of King
Edward VII college.
None. Increased strategic
performance of
employees.
25th September
2020.
Making use of digital performance management
software to encourage increased operational
performance and efficiency of King Edward VII
college’s employees.
Leadership and senior
management of King
Edward VII college.
1500 pounds Enhanced operational
performance and
efficiency of
employees.
5TH August 2020.

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
Risk Management Plan
Risk description
Likeliho
od of
risk
Impact
of risk
Priorit
y of
risk
Preventative Action/Contingency Plan
Failure of King Edward VII college to recruit
skilled, qualified and talented candidates
from the external environments due to
various macro reasons which the
organisation cannot control.
3 3 9 Should King Edward VII college fail to recruit skilled,
experienced and qualified candidates from the
external environments, then the organisation’s
management and HR should focus their operations on
the training and development of their existing
workforce, which would allow for the business to fill
operational vacancies through internal promotions
and allow for King Edward VII college to enhance the
overall performance and efficiency of its existing
workforce.
Providing financial rewards and incentives to
high performing employees of King Edward
VII college which can decrease the overall
profitability of organisation.
2 5 10 Should the financial rewards and incentives provided
by King Edward VII college to deserving employees
result in a decrease in the overall profit margins
generated by the business, then its management
should provide non monetary rewards to deserving
employees such as public recognition or promotions.
What do I need to hand in for this task? Have I completed this?

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
Briefing report 
Human Resources Strategic Plan including the Risk
Management Plan

ASSESSMENT TASK 3: IMPLEMENTATION PROJECT

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
TASK SUMMARY:
For this assessment you are required to implement the Human Resources Strategic Plan by
researching and developing a short report about the range of potential work–life balance
programs that could be implemented for King Edward VII College, as well as developing an
action plan.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?
 Computer and Microsoft Office (or similar program).
 Access to the Internet for research.
 King Edward VII College Health and Safety Policy and Procedure.
WHEN DO I DO THIS TASK?
 You will do this task in the classroom or as homework – your assessor will advise.
 Write in the due date as advised by your assessor: ______________________________________________
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 discussed with you. You will only
need to redo the parts of the task that are incorrect; however you will need to resubmit the entire assessment.
INSTRUCTIONS:
Assume King Edward VII College has adopted the Human Resources Strategic Plan with one of the strategic
objectives included as follows:
 Support a safe, healthy and inclusive workplace culture
Also note that one of the actions identified to achieve this is:
 Develop the King Edward VII College work from home Strategy
In addition, note the outcome of a recent survey is showing that staff identify with feeling increasingly stressed

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
through travelling in peak hour traffic and not being able to find a carpark once arrived at work. The Health and
Safety Officer has advised that there must be immediate action.
Complete the following activities:
1. Develop a report and action plan based on a work from home program
 Based on the feedback from staff and the Health and Safety Officer you are required to conduct research on a range of potential work from home
strategies/programs that you could implemented. In your research you must include current trends on working from home, the workplace health and safety
requirements in working from home and the technology that would be required for staff to do so.
 Develop a brief report to present to management on your research findings and your recommendations on how the College could implement the strategy.
Address the following topics in your report:
 A brief introduction to the purpose of the report
 A summary of the current working from home trends and strategies that other organisations have implemented
 An outline of the workplace health and safety requirements for staff workings at home
 The technological requirements for staff to work at home
 Evaluation of the potential benefits and downfalls of providing technology to staff for the purpose of working at home
 A brief outline of the proposed procedure on deciding who can work at home and what they need to do to obtain approval to do so
 An action plan to achieve the implementation of the strategies. The action plan should detail the strategy, the action, the timeframe in which to achieve the
actions and the performance indicators. Each action should be allocated to a person in the organisation.
Your report should be formatted in a professional manner, written clearly and concisely and be grammatically correct and free from errors.
 When you have completed your report and action plan, send it via email to the management team (your assessor). Your email should include a brief statement
as to the purpose of the report and approval to proceed with actions.
2. Update the health and safety policy and procedure
 Assume that the CEO and the Health and Safety Officer support the proposed actions for work from home program. In the action plan you are responsible for
updating the Health and Safety Policy and Procedure. The Health and Safety Officer has suggested that you should include a brief policy statement about the
organisation’s commitment to flexible working arrangements, including working from home, for the health, safety and wellbeing for staff, and a brief outline of
your OHS requirements for working at home.
 Submit the inclusions to the Policy and Procedure in an email to the Health and Safety Officer (your assessor) for approval.
3. Monitor and review implementation of the Human Resources Strategic Plan.

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
Assume it is 12 months later and the flexible working arrangements (working from home) policies and procedures
have been implemented.
Performance indicators relating to the implementation of working from home policies are indicated in the Human
Resources Strategic Plan as follows:
 High staff satisfaction with working from home arrangements.
 Technology is in place to facilitate working from home arrangements.
Key lessons learnt from implementation of the initiative are:
 The implementation of the work-from-home team has been very positive. This can be attributed to the fact that
the initiative was very well researched and project managed; and problems that could have become issues
were identified and managed as part of the trial.
 Having the right operational technology is important. There are some technology limitations related to
bandwidth. It has been decided that staff are required to have their own wifi that they can connect to on their
work laptop.
 There is a need to establish a work schedule so that managers are aware of the times staff are working. Staff
are still required to be available on the technology during agreed work times.
 Need for internal policy considerations to address issues such as when an employee moves into a position
that is not suitable for the work from home program, and the employee does not meet performance
requirements whilst working from home and the arrangements need to be revoked.
 Based on the information above, develop a short report for the CEO summarising the impact of the working from home arrangements and performance against
objectives from the plan. The report should be in your own words and no more than one page.
 Include additional actions in your Human Resources Strategic Plan to account for the actions that need to be undertaken based on the scenario information.
 Email the report and updated Human Resources Strategic Plan to the CEO (your assessor). Your email should include a brief overview of the documents
attached.
Purpose of the Report:
The purpose of the report is to detail the leadership and management of King Edward VII college about the various work from home strategies that can be
implemented within King Edward VII college. The report also includes trends of work from home, required technologies etc.
Work from Home Strategies:
Work from home strategies that other businesses have implemented maintain regular working hours same as normal times, with dedicated scheduled
breaks similar to normal times. Businesses have also installed software that analyses the daily productivity of employees while they work from home in order

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
to maintain daily performance and productivity (Hossain, 2019). Businesses also use digital tools such as Skype or Zoom to conduct virtual meetings of
employees working from home.
Health and Safety requirements for Staff Working from Home:
All staff working from home are required to self-isolate themselves from others in order to remain safe from spread of viruses or diseases. No employee
is permitted to travel out of station unless emergency situation requires for it. All employees are mandated to respect official working hours.
Technological Requirements:
The staff of King Edward VII college require a personal computer or laptop that is able to run basic operational software such as Microsoft word, Excel,
Skype or Zoom. The staff also requires dedicated high speed connection to the internet in order to be able to conduct their daily operations successfully.
Additional technological requirements may include keyboard, mouse, speakers, webcam etc., depending on the individual employee.
Benefits and Downfalls of Providing Technology to Staff for Working at Home:
The benefit of providing technology to staff relates to no wastage of time, as the staff is not required to procure the required technology themselves which
might take time and influence the productivity of the organisation (Yekani, 2016). The drawback of providing them with technology relates to the fact that the
employees may not care for the technology provided to them, which may get damaged with time.
Who can Work at Home:
All employees whose operations are more or less conducted using computers are allowed to work from home. Additionally, all employees who can carry
their physical work to their homes are also allowed. All interested individuals are required to convey the same to their respective heads and seniors ASAP
and gain their permission on organisation’s letterhead.
Action Plan:
Action/Strategy Time Frame Person Responsible
Take Permission from Senior
For Work From Home
5 Days Respective department Head
Procure required Technology 5 Days IT department
Set up operational
equipment at home and
check setup to ensure
performance and
productivity
1 Week IT department
Add skype id to the office
register
5 Days HR Department
Reviewing and Monitoring Plan:

BSBHRM602 Manage human resources strategic planning – Student Assessment Tasks Ver.1.1
After implementation of 12 months, the created strategies for work from home have proven to be quite successful and effective as King Edward VII
College is able to conduct its daily operations just like normal. Addition modification to the work from home strategy include all employees maintaining their
regular attendance and details about the work done on each day. Professional dress code is also mandated for all meeting and conferences done at home by
the employees.
What do I need to hand in for this task? Have I completed this?
Completed briefing report and action plan 
Updated Health and Safety Policy and Procedure 
Revised Human Resources Strategic Plan 