BSBHRM602 - AWS: Human Resource Strategic Direction, Objectives

This report provides an analysis of Apex Work Skills (AWS) focusing on its human resource strategic direction, objectives, and targets. It delves into the company's background, challenges, and initiatives like online training sessions by AWS. The report examines HR practices, strategic directions, ...Read More

BSBHRM602 – APPENDICES
AWS

BSBHRM602 – APPENDICES
Table of Contents
Introduction to the company......................................................................................................................................................................................3
Challenge with the company......................................................................................................................................................................................3
Online training sessions by AWS...............................................................................................................................................................................4
REFERENCES.............................................................................................................................................................................................................17

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Introduction to the company
Apex work skills private limited Is known as a private registered training organization Which is involved in delivering nationally
recognised training courses in business management, construction accounting, care services and children services. AWS Is having student
enrolment of approximately 2000 and there are 50 training staff which are employed on full time or session-al basis. The senior managers of
AWS wants that RTO of the firm should be best in whole country. There are strategic plans and business plans of this company which are based
upon assuming that RTO is going to receive government funding and revenue from international students.
AWS operates in various external environment. There are some factors which are having implications of effective human resource
management that help in changing composition of Australian workforce. This is mainly regarding gender, age as well as ethnic distribution. AWS
is an organization which is analysing and removing systematic organizational barriers for advancement of women and encouraging workforce
diversity. RTO is basically regulated by national regulator Australian quality and assessment framework. There are some standards which are
provided to companies in order to manage the registered training organisations.
Assessment 2
analysis of the strategic plans and information about AWS provided to you in the scenario to determine human resource strategic direction,
objectives and targets.
HR practices
Strategic directions: There are few steps taken in AWS for increasing the ability of attaining goals and objectives. It is important for the company
to provide effective strategy development. Some of the steps taken in AWS are mentioned below -
To develop an effective and comprehensive organisation-wide communication strategy.
To enhance a coordinated range of staff health and wellbeing activities that promotes health self-management.
Strategies:
• Develop and implement a range of communication methods relevant to specific issues, sites and staff needs.
• Ensure all communication is inclusive and effective.
• Enhance the range of activities and opportunities that address the needs of specific staff groups.

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• Assist staff to develop the knowledge and skills to identify and manage their own individual health and wellbeing needs.
• Ensure all staff are able to access the range of support services available
environmental analyses to identify at least three emerging HR practices and trends that may impact on AWS’s HR strategy.
Future labour needs, skill requirements and options for sourcing labour supply
Supply forecasting helps AWS organisation to:
• quantify numbers of people and positions expected to be available in the future to enable plans and objectives to be met
• clarify likely staff mixes that will exist in the future
• prevent personnel shortages
• monitor expected EEO and diversity goal compliance
• identify necessary and potentially advantageous skill sets
• identify potential training and development needs.
Plan and preference of AWS
AWS is a training organisation has an objective that employees working in the company are reflecting Australian community and these are
working on removing and analysing systematic organizational barriers. There are several staff of the organization which are having issue of work
life balance and it has become a priority. There are several staff issues which are followed by the company. According to board of directors of a
WS, there is need to have a Strategic planning meeting so that company objectives are achieved.
Assessment 3 – This assessment is made up of five (5) tasks. Answer all the parts:
Part A – Role play: Establish understanding of HR preferences, philosophies, values and policies
Role play of AWS employees and HR manager
HR manager - Hello. How are you?
Employee - Hie. I am good.
HR manager – I wanted to know do you think there is need to provide training for employees in our company?
Employee – Yes, of course. It will provide help to manage the functioning and controlling of various business activities.

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HR manager - What type of training do you require for enhancing your skills?
Employee – I will require training process in which it is easy for me to improve my technical skills.
HR manager - Ok. I know there is need of managing technical skills for doing effective work.
Employee - Yes I know. I think it is essential for the company to provide effective training to all employees. The only thing which
creates problem is that you must take care of time management as it is not way for us to manage both job as well as training session.
HR manager - OK sure.
Employee – Can you provide me a brief about how to manage own skills and abilities.
HR manager – yes , of course. I know that there is need to manage the work properly so that goals are attained in less time. For that you
have to focus upon developing own skills.
Employee – On what basis are you going to evaluate my performance?
HR manager – There is a performance appraisal held within the organisation and thus, for this several training and development sessions
are organised.
Employee – How can I manage dual burden of training as well as my daily work.
HR manager – You have to just feel relaxed and indulge into different trainings provided to you. This will help to manage the
functioning properly and developing skills.
Employee – May I know about the strategic plans and information about AWS provided to you in the scenario to determine human
resource strategic direction, objectives and targets
HR manager - The strategic plan used within AWS is developed on the basis of the organisational goals of firm. There is need to
understand what are the ways to plan and formulate effective factors that will lead to manage effective functioning. The human resource strategic
decisions include increasing the training and development so that goals are attained in less time. There is need to manage the achievement of
employee benefit and welfare. It is very essential for HR management to improve the professional skills of employees. These are dependent upon
cognitive as well as creative skills. These consists of using intuitive skills, critical thinking and logical thinking. There is need to manage HR
roles and responsibilities within an organisation for managing the efficient flow of work.

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Employee – I would like to know about environmental analyses to identify emerging HR practices and trends that may impact on
AWS’s HR strategy
HR manager - There are some environment factors which affects emerging HR strategy within AWS. It is very important that all the
external factors are managed in effective manner for creating the present trends and practices of HR. there is need to have proper management of
HR strategies so that needs and demands of company can be fulfilled. There is also requirement of aligning organisational objectives with HR
strategies. Different factors like employee needs, company efficiency and employee engagement are evaluated for knowing what is the process for
managing positive work culture.
Employee – May I know about future labour needs, skill requirements and options for sourcing labour supply , based on the environmental
analyses
HR manager -Labour market is a place in which there is supply and demand for meeting the requirements of jobs. In the present context, it
is seen that AWS requires to have skilled and talented employees and staff for completing the goals in effective manner. Also there is need to
motivate and encourage these employees to manage the functioning of these employees properly and retain them. Effective training is provided to
staff for managing the efficiency of achieving targets.
Employee – I wanna know about new technology that can be used and its impact on job roles and job design at AWS.
HR manager - New software is installed within the company for managing the online services. It is seen that new HRIS is installed in the
company for knowing what are the different ways of managing new online service. The kind of online learning programme AWS is selecting will
have a dramatic effect on how the new online training service will be paid for. For instance, AWS is designed specifically for providing training
to clients and customers. For its Starter rate, its plans begin at $495 a month, which is provided for infinite number of users, up to 100 active
courses per month and two portals for consumers. For training businesses, it's a perfect configuration so it doesn't matter how many users you
load into the device. Depending about how many courses and portals you like, Firmwater's plans grow. There is a $895-per-month package that
provides up to 200 active courses and five portals, and a choice of $1,295 per month that allows you access to 400 active courses and 10 portals
per month. But none of these proposals limits the number of students that can be activated.
Employee – May I know more about recent and potential changes to industrial and legal requirements that may impact on AWS

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HR manager - AWS re/Start is a full-time, classroom-based skills development and training program that prepares individuals for careers
in the cloud and connects them to potential employers. A technology background is not required to apply. The program is focused on unemployed
or underemployed individuals, including military veterans, their families, and young people. Through real-world, scenario-based learning, labs,
and coursework, learners can gain the technical and soft skills they need for an entry-level cloud role. AWS re/Start also provides learners with
resume and interview coaching to prepare them for employer meetings and interviews.
Appendix B: Cost-benefit Analysis Matrix Template
Option Types of costs Potential Returns and Benefits Analysis of Cost/Benefit Feasibility
(Yes/ No/
Maybe)
Hiring employees Variable costs The cost incurred by company in
hiring employees will be
beneficial as new and talented
employees will help the
company to earn profits within
market.
The ratio for incurring profits for
the company are equivalent to the
cost.
Yes
Goal 1 Objective Targets
To enhance the employee performance and attain the targets in efficient
manner.
Year 1 Year 2
Goal 2 Objective 80% 100%
To enhance the employee satisfaction level 70% 90%

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Engaging
services of a
consultant or
contractor
Variable cost When new contracts are
provided to a company, it is seen
that costs vary from the tenure of
the contract.
Ratio is variable according to the
costs incurred.
There are several factors involved within the management of an effective human resource management within the company for managing
the work in AWS. It is seen that there is analysis of changing composition of different factors like age, gender, ethnic distribution for managing
the Australian workforce. It is concluded that analysis and removal of different systematic organisational barriers is conducted for managing the
online services properly. It is concluded that various staff members have to handle and control the employees as well as customers to manage the
new services. There are different staff members who have to focus upon managing work life balance and it has become a higher priority in
addressing different risk associated with the new online training service. AWS is involved in creating career opportunities for people and
managing the work so that organisational goals are attained in less time frame. RTO provide different regulations for managing the work of
company in providing online service. There are different aspects n which human resource management has to work in effective manner to achieve
success. There is also requirement of developing and managing work activities in such a manner that people are satisfied and happy with new
online services. Australian labour laws and regulations are managed properly for working upon the online service properly. There are some rules
which AWS has to follow for attaining goals.
Challenge with the company
There are several issues which are solved by this company and it is used for managing workplace vision for next 24 months. It is having
several objectives in order to maintain gender equity and retaining talent within company by offering flexibility in work arrangements. This
company is going to focus upon flexible working hours, compressed working weeks, telecommuting and part time work. After the COVID-19
pandemic, there are all businesses, government departments, schools and organizations which have to change the way in which they are operating
physical offices are tend to shutdown and several employers are now managing the business from home online providing services are increased.

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There's encouragement of businesses in adjusting workplaces which enable staff to work from home in various places where it is possible.
Training organizations like a WS have to provide training delivery and assessment arrangements on online bases. There is elimination of face to
face contact between trainers and learners which has prevented contagion. There are several changes which have resulted the staff in resourcing
levels and managing different type of work arrangements. Some of the changes are temporary and requires innovation. Several RTO such as AWS
are considering to adopt practices during deep endemic for meeting current and future delivery requirements. There is need to adopt flexibility in
operations for managing several practical implications. There are various employers who are considering the online option and reducing risk of
exposure for employees by altering start and finishing times will stop there are some employers who are forced for considering scaling down
operations by methods like placing a freeze on few hires.
Online training sessions by AWS
For a training company like AWS, it is necessary to involve the following steps for providing effective services to customers and clients. Some of
these are mentioned below –
Using Uplifting Visuals That Resonate With Staff- Abstract thoughts and concepts are condensed by photos and animations. They also help
staff connect to the content of the training and form a tangible relation, especially visuals that encourage and uplift the dispersed workforce. The
obvious alternative is images that elicit feelings of positivity and optimism; but you can also go for infographics or maps with appealing colours,
borders, and styles of fonts. A timeline, for instance, which involves bold hues and graphics detailing each historical point.
Add emotionally convincing storeys and examples -The applications and rewards of the online training course are emphasised by storeys and
real-world examples. These online educational tools, however also stir the feelings of workers and promote memory retention. Employees are
most inclined to recall a storey of relatable people with whom they can empathise. A sales employee, for example, who needs to negotiate with an
angry client and help them fix it.
Provide Real-World Online Training Opportunities - Real-world benefit is generated by successful online training. When they enter the office,
workers are able to apply the skills or talents they have gained. Scenarios, models of online instruction, and case studies help them to develop
realistic knowledge and place the data in a real-world context. As a consequence, workers are more comfortable with the experience of online

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schooling and do not have to struggle with high learning curves on the job. This online training tools, engaging and immersive, create more
competitive environments for online training because they transform concepts into realistic know-how.
Build an efficient structure of online help - In online training settings, support is essential. Until competence and competence gaps expand, staff
must be able to solve challenges. They should also have the chance to connect remotely with peers and online instructors. Superb support
resources are social media forums, online conversations, FAQs, and live events. This online training tools encourage the scattered workers at a
moment's notice to get the assistance they need. You may also launch a corporate eLearning blog with links and updates to tools, or inspire
workers to create their own corporate eLearning groups and blogs to provide their specific experience.
Part C –
There is need to evaluate different cost analysis so that it is easy to provide effective training and development sessions to clients.
oCosts associated with managing risks specific to opportunity (e.g. regulatory risk cost, insurance, business risk cost, etc.)
In contrast, rate regulation in the competitive model principally aims at simulating competition or actually admitting and stimulating competition.
Complete or partial opening up of hitherto protected monopolies for competition is what is usually understood as deregulation. In context of
AWS, the regulator has to make sure that rates are set properly.
Particulars 2020 2021 2022
Variable costs
Salaries to staff 10000 55000 52000
Advertisement 5000 28000 25830
Rent of building 5000 28000 21800
Fixed costs
Machines 20000 60000 58000
Cost of material 30000 80000 72000

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Total cost 70000 251000 229630
Revenue stream:
Particulars 2020 2021 2022
Planning of new HR software 35000 150000 152000
Online feedback 25000 95000 96000
Training and assessment sessions 20000 51000 52000
Further developments 20000 50000 50000
Total revenues 100000 346000 350000
Part D – Identify appropriate technology and systems to support agreed human resource programs and practices
1.Research the following:•What is a HR software solution?
The HR software is used within AWS for managing the work. This helps in managing HR & Payroll software that is employee centric.
What are the three main types of HR software solutions?
Which type of solution is best suitable for AWS’ situation?
 they are a modern new generation platform focused on user experience and simplifying complex workflows.
 These activities require handling by an expert.

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Types of HR software
 Recruiting HR software
 Payroll software
 Performance appraisal software
 Recruiting HR software
This software helps in assigning, tracking, and executing tasks from inbox and searching data with a google like search engine.
There are actionable insights which automates more than 100 tasks and amplify interactions with the moodbots, R&R platform as well as
group chats.
 Payroll software
Payroll software helps to Easy setup and implementation of payroll processing designed with complete compliance with the Indian Legal
system.
A simple and completely menu-driven tool that offers flexibility in payslip design, register columns, setting up Earning deduction formula,
defining grade-wise salary.
Easy to use module available for employees to upload and access relevant documents and information.
 Performance appraisal software
The performance appraisal software is flexible enough to adapt to a simple review or a comprehensive performance summary that
effectively captures employee performance feedback.
Part E – Develop the strategic human resource plan and obtain senior management support for the plan The research report

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Develop a risk management plan for the human resources strategy that demonstrates a clear alignment with the broader business
objectives of AWS. You must use the template provided in Appendix F, and identify one legal, one WHS and one technology related risk.
Risk Matrix
Negligible Minor Moderate Significant Severe
5 Very Likely Low Medium Medium Medium High High High
4 Likely Low Low Medium Medium Medium High High
3 Possible Low Low Medium Medium Medium High Medium High
2 Unlikely Low Low Medium Low Medium Medium Medium High
1 Very Unlikley Low Low Low Medium Medium Medium

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Assessment 4 – Implement human resources strategic plan

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AWS Human Resources Strategic Plan
1. Introduction to the operating context of AWS
Apex work skills pvt. Ltd. (AWS) is a private accredited educational company offering nationally recognised
training courses in building, corporate administration, accounting, programmes for youth, aged care, etc. AWS has
2000 student registration and over 50 teaching personnel working on a sessional or full-time basis. There are
approximately 30 administration employees at the RTO. Traditionally, AWS has given nationally recognised
building and business administration training courses. The AWS CEO wants the RTO to be recognised as the nation's
finest. AWS still recruits
Trainers and assessors who are suitably trained and skilled. In order to guarantee compliance with the requirements
of the trainer/assessor, AWS has committed significant funding to the professional
The vision of the RTO is to aspire for:
A learning company capable of developing, gaining and transmitting skills
For the good of the person, all corporations and the society,
Leading the sector to excellence in teaching
The Mission
The RTO will apply our people's innovative abilities to offer a high level of training that transforms people,
companies and the environment.
Values of ours
Esteem and reverence for everyone
• Professional advancement and leadership
Teamwork for pupils, administrators and other partners

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2. Research findings
The HR practices of AWS are mentioned below -
 Enabling a mobile workforce to facilitate the acquisition of talent
 Help the growth of AWS as an individual-responsive learning organisation
 Achieving corporate goals and organisational needs and fostering job satisfaction and retention.
 Providing the organisation with high quality human resources services
 Ensure that AWS satisfies the regulatory criteria and audit requirements
 Track organisational and employee productivity
 Identify, encourage and enforce enhanced socially demonstrative policies and practises,
 Responsibility for the environment and the economy
3. Strategic direction for human resources
The HR department has now decided to manage the functioning of company in pandemic period. This has
decided to start online sessions for clients and customers.
4. Implementation plan
It is decided that AWS will be providing online services. For this, there is need to manage the functioning properly.
AWS has focused upon searching powerful online training supporters which include administrators, bosses, and
team leaders. On a constant basis, they deal with staff. They also have the ability to highlight the positives of active
engagement and offer immediate assistance. To resolve performance issues and build their own online learning
groups, managers may give feedback. They may start a social media forum, for instance, and encourage their
subordinates to participate. They will post links to tools, exchange tips, and advise staff on future activities or online
training courses. The main elements of typical educational experiences are on-site teachers, training spaces, and
written materials. However the requirements of online training contain fewer concrete aspects that facilitate
relational communication.

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5. Budget - $80000
6.
Email
Write a covering email to the CEO, attaching the human resources strategic plan and the risk management plan and seeking their
approval for implementation of the plan.
Dear Sir,
As it is seen that new HR policies are implemented within the firm, there is need to evaluate and analyse a proper plan to initiate new
strategic plan. For this, we require effective budgeting. Proper plan is possible only when the funding and budget is properly managed. There is a
budget set for enhancing skills and abilities of employees and staff. Some of the training sessions which we will be providing includes the
following –
 Instructor-led training
 eLearning
 Simulation employee training
 Hands-on training
 Coaching or mentoring
 Lectures
These will be provided to all employees as they will help them to enhance the skills which they lack. A proper budget is required for completing
the successful accomplishment of these training sessions.
Thanking You.
Regards
XXX

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Flexible Work Team Integration Activity Plan
Strategy for team integration Type of activity (Individual/Team) Purpose Frequency of activity
Telephone check-in Team Ensure that staff is aware of their
responsibilities and work plan, and
to discuss any issues.
Daily
IT training Team The session will help to increase the
efficiency of a person to increase the
IT skills.
Once in a week
eLearning Individual The online class will help to manage
the ability of person to do business
activities efficiently.
Daily
Lectures Group Lectures will be provided on the
basis of new technologies used
within the company.
Daily

Part c- develop a report including all points-refer task
INTRODUCTION
This report revolves around the human resource strategies along with their expected outcomes. This report also reflects on the outcomes
of the plan were met, or not really met. In addition to that it also reflects on aspects of the strategic HR plan that worked well. It also focuses on
aspects of the strategic HR plan that could be improved in future strategic HR plans.
MAIN BODY
Brief description of the strategic HR plan and its expected outcomes
Strategic management is to be considered as important concept which helps in achieving of goals and objectives in proper manner. To
carry out training & development programmes for employees, management need to conduct off the job and on the job training are to be
conducted. By carrying out these will help in achieving of both short and long term goals. Training and development of employees requires a
systematic procedure of strategies and plans for increased productivity of every individualise working in the organization. These programs help
employees improve their performances .Therefore companies adopt methods such as performance appraisal, feedback outcomes and reviews for
effective functioning of the organisation and improved productivity.
An assessment of whether the outcomes of the plan were met, or not really met
Outcomes have been met at all level in relation with strategies and tactics which have been used as employees are being improving their
KSB'S in effective manner which allows them to deliver better productivity. Further, it is also needed to evaluate that without use of strategic
management it is not possible to achieve objectives within period of time.
Aspects of the strategic HR plan that worked well
The aspects of human resource that worked well are Identification of Future HR Needs, Considering Present HR Capabilities,
Identification of Gaps Between Future Needs & Present Capability and Formulate Gap Strategies these are some steps which has to be performed
in order to meet objectives and manage roles. this will helps in meeting needs and performing in performing and meeting needs. this is used to
achieve better results.
Aspects of the strategic HR plan that could be improved in future strategic HR plans

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There are different aspects in an plan which can be use to achieve business objectives and manage roles in appropriate way. This helps in setting
needs and managing roles in accordance with needs. All these are discussed below:
Assess current HR capacity
Forecast HR requirements
Develop talent strategies
Review and evaluate
all these are essential in meeting needs and performing in effective way.
CONCLUSION
This report concludes that the Human resource plan for the organisation revolves around analysis of all the dynamics and establishing the
overall policies in a manner that they not only ensure the well being and safety and security of the workforce but they also reflects upon the
ethical values associated with the employees as well. In addition to that this report also reflects upon the challenges associated with the same
along with ways to mitigate them.

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Appendix B: Cost-benefit Analysis Matrix Template
Option Types of costs Potential Returns and Benefits Analysis of Cost/Benefit Feasibility
(Yes/ No/
Maybe)
Hiring
employees
Direct cost- This cost will be
incurred by the company to hire and
recruit new employees who have
skill of using online services.
if the new online service
becomes successful, there will be
success and profit for the
company.
Cost analysis will include
managing the money which
company has to put in recruiting
and hiring of employees.
Yes
Engaging
services of a
consultant or
contractor
Indirect costs are incurred while
making customers and clients to use
the consultant or contractor.
Company is going to make
profits easily.
Financial costing is affected Yes

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Appendix C: Human Resources Strategic Plan Template
7. Risk Management Plan
Risk Register
Risk
description
Lik
elih
ood
of
the
risk
occ
urri
ng
Impa
ct if
the
risk
occur
s
Severi
ty
Ratin
g
based
on
impac
t and
likelih
ood
Owner
Person who
will manage
the risk
Mitigati
ng
action
Contingent
action
Progress on action
Project
purpose and
need is not
well defined
Med
ium
High High Project
Sponsor
The
higher
level
manager
s and
executiv
es have
to focus
upon
The project
manager is
controlling and
monitoring all the
necessary demand
and needs of the
project.
The Project is re written.

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whether
online
services
are
conduct
ed
effectiv
ely.
Project design
and deliverable
definition is
incomplete
Low High High Project
Sponsor
Scope is
associat
ed with
the
managin
g of all
operatio
ns
effectiv
ely so
that
goals
are
attained.
Document
assumptions are
considered in
order to minimise
any kind of risk.
Design workshops scheduled

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Project
schedule is not
clearly defined
or understood
Low Medi
um
Mediu
m
Project
manager
Hold
scheduli
ng
worksho
ps for
all team
member
s to
manage
work
properly
.
Success if shared
after every small
achievement
within team.
Workshops scheduled
No control
over staff
priorities
Med
ium
Medi
um
Mediu
m
Project
manager
The
sponsor
have to
provide
informat
ion
about
the
project
work to
all
To increase the
management of
project area.
Business case is developed for knowing details regarding
project.

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member
s.
Consultant or
contractor
delays
Med
ium
High High Project
manager
Include
late
penaltie
s in
contract
s.
Escalate to the
project sponsor
and contracts
manager.
Implement late
clauses
Designing workshops.
Estimating or
scheduling
errors
Med
ium
High High Project
manager
Breakin
g of two
risks
cost
estimati
ng and
scheduli
ng
errors.
Raise change
request for change
to budget or
schedule.
Workshops scheduled.
Lack of
communicatio
n that causes
lack of clarity
and confusion
Med
ium
Medi
um
Mediu
m
Project
manager
Write
the
commu
nication
plan that
Correct
misunderstanding
s for avoiding any
risk.
Communication plan in progress

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includes
frequen
cy, goal
and
clients.
All
informat
ion is
also
provide
d to
stakehol
ders
Stakeholder
action delays
project
Low High High Project
manager
Identify
stakehol
ders,
analyse
power
and
influenc
e and
create a
stakehol
Notify appropriate
authorities.
Stakeholder analysis in progress.

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der
engage
ment
plan.

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AWS - HR Strategy Implementation Plan
Objective Performance
Indicator
Implementation
Strategy/ Action
Resource
Requirements
Responsibility Start
date
End
Date
Monitoring Activities
Increase the
performance
of
employees
by
providing
them
training
sessions.
Increased
profitability
Enhancement
of employee
engagement
Employees
and staff
members are
asked about
their work
performance
and their
capability
for attaining
goals.
Attending
sessions of
personal and
professional
development
Prepare a proper
personal and
professional
development
plan
The financial
resources are
managed so that
employee
efficiency is
increased.
HR
manager
Store
manager
Dec
25 Jan
30
Management reports and plans

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Appendix D:
Implementation
Plan Template

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Appendix E: Budget Template
AWS Staff Training Programs Budget for 202X-2Y
Training Program In-house/
External
No. of
Sessions
Participants Venue Duration of
session
Training Cost/
Participant
/Session
Other costs/
Participant
Cost/ Batch TOTAL
COST
Personal development
training
In-house 2 sessions 20 (Managers
and trainers)
Conferen
ce
3 hours $50 $20 100
Online training sessions External 2 sessions 10 trainers Online 3Hours $200 $30 600
Assessment of online
tutorials
In house 2 sessions 10 trainers Conferen
ce
6Hours $200 $30 600
Conflict management External 1 session 20 (Managers
and trainers)
Online 5Hours $200 $30 600
Team management s External 2 sessions 5 Senior
Managers
Online 7 hours $200 $50 1000
Strength and weakness External 2 sessions 20 (Managers
and trainers)
Online 3 hours $90 $20 180
Training and development External 2 sessions 5 Managers Online 5 hours $200 $50 1000
Total Cost
= $4180

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Appendix F: Risk Management Plan Template
Risk management Plan
How to use this Risk Management Form:
 Risk Description – Describe risk as “Something might occur that will lead to consequences (positive or negative)”
 Consequences – “Consequences are the outcomes of events that have an effect on objectives”
Risk Control – ‘A process, policy, or practice which will reduce the likelihood of risk or which can be used as a corrective action in the event of
risk occurring’.
 Risk Rating –
 Likelihood – Based on effectiveness of control/ contingency measure, rate likelihood of risk from 1 – 4 as follows:
1 – highly unlikely; 2 – unlikely; 3 – likely; 4 – highly likely
 Impact – Rate the level of impact each risk may have on your business, using the following scale:
1 – low; 2 – medium; 3 – high
 Multiply likelihood and Impact ratings to identify risk rating as follows:
Likelihood (L) x Impact (I) = Risk rating (R)
Activity/Area/Issue
Assessed by Date of Assessment:
Part C: Evaluate and review performance of plan against objectives
Task Study the given information given in the scenario about the performance of the strategic HR plan and evaluate it against the agreed
outcomes. Examine the findings and identify aspects of the program that could have been done better. Then, prepare the lessons learnt
report for the management about the first mentoring program implemented by AWS. In your report, you must provide:•a brief
description of the strategic HR plan and its expected outcomes•an assessment of whether the outcomes of the plan were met, or not
really met •at least four aspects of the strategic HR plan that worked well•at least four aspects of the strategic HR plan that could

BSBHRM602 – APPENDICES
be improved in future strategic HR plansYour report should be no longer than 400 words and should be written using correct spelling,
punctuation and gramma
Risk Description Consequences
Risk Assessment
Risk Control Person
Responsible
Likelihoo
d Impact Risk
Rating
Employee or Staff
member who has any
complaint against
discrimination or abuse
 Lower employee
motivation
 Decrease the
efficiency
4 2 3
 Introduce a discrimination policy that
will be introduced within the
organisation for effective working.
HR Manager
Performance
management and lack
of employee capability
Diminishes the employee
capabilities
4 4 3 Produce a detailed training for employees
in order to maximise the performance
HR manager
To increase the
working experience of
employees for positive
work environment.
Funds are required for
establishing training and
development sessions
3 3 2 A plan is developed for efficient training
program
HR manager

BSBHRM602 – APPENDICES
Part C: Evaluate and review performance of plan against objectives
Task Study the given information given in the scenario about the performance of the strategic
HR plan and evaluate it against the agreed outcomes. Examine the findings and identify aspects
of the program that could have been done better. Then, prepare the lessons learnt report for the
management about the first mentoring program implemented by AWS. In your report, you must
provide a brief description of the strategic HR plan and its expected outcomes can assessment of
whether the outcomes of the plan were met, or not really met •at least four aspects of the
strategic HR plan that worked well at least four aspects of the strategic HR plan that could be
improved in future strategic HR plans Your report should be no longer than 400 words and
should be written using correct spelling, punctuation and gramma

BSBHRM602 – APPENDICES
REFERENCES
Books and Journals
Alsudiri, T., Al-Karaghouli, W. and Eldabi, T., 2013. Alignment of large project management
process to business strategy: A review and conceptual framework. Journal of Enterprise
Information Management. 26(5). pp.596-615.
Davis, K., 2014. Different stakeholder groups and their perceptions of project
success. International journal of project management. 32(2). pp.189-201.
Garton, C. and McCulloch, E., 2012. Fundamentals of technology project management. MC
Press, LLC.
Glukhov, V. V., Ilin, I. V. and Levina, A. I., 2015. Project management team structure for
internet providing companies. In Internet of Things, Smart Spaces, and Next Generation
Networks and Systems (pp. 543-553). Springer, Cham.
Kendrick, T., 2013. The project management tool kit: 100 tips and techniques for getting the job
done right. Amacom.
Kerzner, H., 2015. Project management 2.0: leveraging tools, distributed collaboration, and
metrics for project success. John Wiley & Sons.
Krane, H. P., Olsson, N.O. and Rolstadås, A., 2012. How project manager–project owner
interaction can work within and influence project risk management. Project
Management Journal. 43(2). pp.54-67.
Lock, D., 2016. Project Management in Construction. Routledge.
Madter, N., Bower, D. A. and Aritua, B., 2012. Projects and personalities: A framework for
individualising project management career development in the construction
industry. International Journal of Project Management. 30(3). pp.273-281.