BSBHRM404: Review Human Resource Functions - Short Answer Questions A

This assignment solution for BSBHRM404 focuses on reviewing human resource functions. It includes defining business and human resource strategies, identifying potential HR issues, and determining the scope of a review. The document explores the use of networks for recruitment and performance management, identifies information sources like job postings and newspapers (along with their pros and cons), and reflects on research strategies such as interviews. It further provides tips for effective research, emphasizes the purpose of reviewing research findings, and lists organizational policies like equal opportunities, flexible working, and health & safety policies, analyzing their strengths and weaknesses. Finally, it summarizes the terms legislation, regulations, and standards relevant to HR functions.

BSBHRM404: Review human resource functions
Learner Short Answer Questions
Assessment A
Student Name:
Student Number:
Trainer/Assessor Name:
Due Date:
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Instructions to Assessor
Prior to conducting the assessment read this document in its entirety with the individual or group of
learners and seek feedback on the understanding of the assessment requirements and outcomes.
Contextualise the activities, observations/demonstrations and other submitted evidence to ensure it
reflects the individual learner or group. Check this against the mapping, to ensure it is still valid. This
assessment has been contextualised to better reflect the required learner information and outcome
of assessment.
Ensure that the learner is allocated the appropriate time and resources required for the tasks,
including that the workplace (or simulated environment for learners that are not working) is suitable
for the parameters of any required task, to ensure the learners will have an appropriate opportunity
to satisfactorily demonstrate their required skills and knowledge to result in a Satisfactory (S) result
for the assessment tool and Competent (CO) in the Unit of Competency (UOC) overall.
Advise the learner prior to conducting a practical observation assessment of;
 what will occur throughout the assessment process
 when the assessment will occur
 the level of competency expected
 how many times they must be assessed and demonstrate a satisfactory result as per the unit
training pack requirements
When appropriate, confirm arrangements for a third party to observe the learner in the workplace,
with the learner and the third party, including, that the third party understands the requirements
and instructions regarding the Third Party Observations/Demonstrations. The third party must be
someone in a position to make a valid comment on performance of the learner, e.g. Line Manger
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Use the checklists and answer guides to assist you with marking, but never show or share them with
the learner or the third party. Gather supporting documents, where available and appropriate, as
evidence to help you make a judgement of the learner’s competency.
The learner needs to be deemed satisfactory for all of the criteria in the unit to gain competency.
When the assessment is complete, advise the learner of the outcome and record your comments in
the relevant section. You must determine whether they are CO or Not Competent (NC) and provide
appropriate and meaningful feedback.
If you are resulting the learner NC, ensure you outline why you have made this decision, and provide
advice on how the learner can improve skills/knowledge prior to their next attempt.
Where learners are unable to complete the tasks in the methods specified due to situations beyond
your/their control, you will need to make reasonable adjustments, without compromising the
assessment tool(s).
Assessment Instructions to Learners
1. You must answer all questions/tasks in all sections below.
2. Read each question carefully and ensure you provide all the required information.
3. Submit the completed assessment on the specific date, time and location as advised by your
trainer/assessor.
4. This is an individual assessment task (or group subject to approval by the trainer/assessor).
5. Assessment answers must be typed using Microsoft Word (font size: 11, font: Calibri) or
handwritten as per the trainer/assessor instructions.
6. You are NOT allowed to copy straight from any internet-based or written materials available.
You must write your answers in your own words.
7. You are required to provide proper and appropriate referencing (if applicable).
8. You are NOT allowed to copy or attempt to copy the work of another student or permit
another student to copy or attempt to copy your work.
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9. Penalties shall apply for copying, plagiarism and any improper use of materials or ignoring
instructions given by the trainer/assessor. Penalties may include failure of the unit and/or
other penalties as per the college’s academic misconduct policy.
10. It is your responsibility to attend to your classes and seek assistance from the trainer/assessor
to ensure you continuously succeed in good course progress and academic standing.
Remember all trainer/assessors are here to help so ask them if you feel you need it.
Section 1 Questions/Tasks
Complete the following questions/tasks individually
Activity/Task 1
Objective
To provide you with an opportunity to define the terms business strategy and human resource
strategy, list possible human resource issues and explain what is meant by the ‘scope’ of a
review
Define the following terms:
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 Business strategy
Business strategy is a high level plan designed to achieve specific business objectives. It is a long term
planning and covers a period of 3-5 years. It strengthens the performance of organisation & increases the
productivity of the organisation & attains goals. Business strategy is frequently reviewed against internal &
external factors.
 Human resource strategy
Human resource strategy is planned for recruitment, training & helping with conflict resolution of
employees (Legge, 1995). A company can manage workforce by adopting HR policies.
List four possible human resource issues.
 Relationship of employees.
 Recruitment of new staff.
 Changes in technology.
 Health & safety of employees.
What do we mean by the ‘scope’ of a review? Explain in 50 words.
The scope of review includes what actually a person is going to cover and how comprehensive it is going to be.
Review focuses on the relevant work & parts which need to be research further. It also concentrates on the length &
how many citations are required in a review.
Activity/Task 2
Objective To provide you with an opportunity to list ways to use networks and identify a range of human
resource networks
List three ways you can use networks.
 To recruit staff.
 To manage performance review process.
 Schedule work when employees failed to meet targets.
Identify three different human resource networks.
Australian HR institute operating in:
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 Hobart network
 Mackay network
 Victoria
Activity/Task 3
Objective To provide you with an opportunity to identify two information sources and the pros and cons
of each
Identify two information sources which are available within your organisation and list two pros and two cons for
each source.
A person can collect appropriate information from many different sources. These sources can be human resource
research, networks & database of HR department. Before collecting information a person need to decide the source,
from where that person is going to collect the data.
Job posting
In this process jobs are posted on bulletin boards or electronic media. Qualified employees can approach to
organisations easily.
Pros:
 Job posting is goal oriented & cut out waste resources.
 It provides quality & more relevant information.
Cons:
 Information available from job posting is not always relevant.
 Personal bias is likely to be more in primary sources.
Newspaper
News can be published easily in newspapers. It is a flexible source & targets a particular geographical area.
Pros:
 Information published in newspapers is less expensive.
 This information is statistically reliable & consumes less time.
Cons:
 Sometimes news can be misleading too.
 The area which is not targeted remains unprivileged.
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Activity/Task 4
Objective
To provide you with an opportunity to reflect on a past review of human resource functions,
identify the research strategy which was used, explain how this strategy was suitable and identify
who was consulted to make a final decision.
Explain how this strategy was suitable and identify who you consulted with to make a final decision when you
have reviewed human resource functions in the past. Identify the research strategy which was used (less than 200
words).
After selecting the relevant information source a person need to select the relevant research strategy. Research
strategies can be interview, surveys, data analysis & questionnaires.
Interview is a private meeting between interviewer & interviewee to gain information (Becker & Gerhart, 1996).
Interviewer is the person who asks questions & interviewee is the person who provides answer of all questions. It is
a formal meeting to obtain information. It is more productive to carry out personal, evaluation, persuasive,
counselling, public & disciplinary interviews. Selection, promotion & retirement can be done through personal
interviews. Evaluation interviews are conducted annually to review the performance & progress of interviewee.
Persuasive interviews are designed to covert influenced buyers into reality. In the counselling interviews a person is
counselled for the particular problem which is been faced. Television, newspaper & political parties are included in
public interviews. When a person breaches company’s rules & regulations then disciplinary interviews are
conducted.
Task/Activity 5
Objective To provide you with an opportunity to identify tips for carrying out effective research and
explain the purpose of reviewing research findings
Identify five tips for carrying out effective research.
Tips for carrying out effective research are:
 To set objectives
An owner can accomplish the goals by setting objectives. Prospective buyers can be converted in reality if an
organisation is clear about it’s objectives.
 Make a plan
A plan should be made in advance before carrying research, like deciding questions in advance before taking
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interview.
 Choose the right strategy
Choosing right strategy saves time of an organisation & helps to make a final decision. These methods can
be interviews, surveys, newsletters & many more.
 Organise:
To achieve aim of organisation, it should be organised. An organised organisation knows what to achieve &
how to achieve.
 Target audience
An owner can know the target area by conducting research. The existing customers & the customers who
are loyal towards them should be targeted.
In no more than 50 words, explain the purpose of reviewing research findings.
Review of research findings depends on the strategy adopted. The purpose of reviewing research findings is to
understand the problem and conduct research which is been discussed in the review. Review also identifies ways to
interpret research and resolve conflicts in the previous findings, points out the area which requires additional
research.
Task/Activity 6
Objective To provide you with an opportunity to list a range of organisational policies or procedures and
identify their strengths and weaknesses
List three policies or procedures implemented within simulated organisation.
Policies & procedures helps an organisation to run well:
Equal opportunities:
This policy prohibits discrimination, any type of harassment & gives equal employment opportunities not on the basis
of age, gender, sex, color, religion, disability etc. The company provides equal opportunity for recruitment,
employment, training, wages & working conditions.
Strength
 Positive attitude & relationship of employees.
 Enhancement of skills.
Weakness
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 Great amount of social disruption.
 Barrier to employment.
Flexible working:
Flexibility results in achieving better results. Flexible working includes flexible work hours, flexible location & flexible
working condition.
Strength
 Balance between work & home life.
 Escapes from the disruptions at work place.
Weakness
 Indiscipline rises as a result of more comfort.
Less dedication towards work.
Health & safety policy:
This policy prevents accident, injuries & diseases at workplace. Under a legislation, employees can refuse to work at a
place, if feels unsafe
Strength
 Ensures more productivity.
 Good work environment.
Weakness
 More work pressure.
 More deductions are made for health policies.
Task/Activity 7
Objective
To provide you with an opportunity to summarise the terms legislation, regulations and
standards and identify three legislations, regulations or standards which are relevant to your
organisation
1. Summarise the following terms (less than 50 words):
 Legislation
 Regulations
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 Standards.
Legislation is a set of rules or requirements set by the government.
Regulations are set of rules designed by the authority to control activity so that process can be conducted
smoothly.
Standards are used by organisations to enhance products & services and improve quality. It is a level of
quality.
Identify three examples of legislation, regulations or standards which are relevant to simulated organisation.
 Code of conduct
 Employment
 Time of complementing tasks
Activity/Task 8
Objective To provide you with an opportunity to explain what sustainability is and identify three
sustainability issues related to human resource functions
What is sustainability? Explain in no more than 50 words.
Sustainability is the process of protecting the environment & humans. It also means to meet present needs without
compromising the need of future generations. Sustainability not only protects environment but have responsibility
towards society & practices for economy also.
Identify three sustainability issues related to human resource functions.
 Political instability.
 Climate change.
 Poverty.
Activity/Task 9
Objective
To provide you with an opportunity to list examples of ethical requirements and identify ways
to ensure that an ethical requirements review with management and stakeholders is effective
and positive
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List three examples of ethical requirements.
 Code of ethics
 Confidentiality
 Reviewing process
You are required to run a review of ethical requirements with your HR management team and the key
stakeholders of your organisation. Identify three things that you can do to ensure that the review is effective and
positive.
All ethical subjects which are having ethical issues need ethical review. It requires checking documents regarding
ethical requirements and being sure that everything is accurate & relevant. This process can be carried out alone or
in collaboration with HR management team & the key stakeholders of an organisation. The things to ensure that
review is effective & positive:
 Set expectations for evaluation.
 Review into sections.
 Redefine business goals.
Activity/Task 10
Objective
To provide you with an opportunity to identify the difference between confidentiality and
privacy and explain why it is important that ethical obligations are maintained throughout
periods of review
Provide the difference between confidentiality and privacy (less than 100 words).
Privacy is limited to a person only while confidentiality is kept secret between two persons & cannot be shared to
the third person without the consent of that person. Privacy is personal choice of an individual while confidentiality
is obligatory because the information provided is legal & professional. No person is allowed to interrupt in anyone’s
privacy and authorised persons can involve in confidential matters such as conversation between doctor & a patient,
lawyer & aggrieved party.
Why is it important to ensure that ethical obligations are maintained throughout periods of review (less than 100
words)?
Ethical obligations are standards which employees of an organisation should follow. These obligations need not
necessarily to be legal requirements, these can be contractual requirements too and it varies on the type of
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organisation. In an organisation, ethical obligations & ethical requirements share similarities to make profits. It
includes guiding principles & improper behaviour of employees.
Activity/Task 11
Objective
To provide you with an opportunity to explain why it is important to document behaviours
associated with working ethically and identify subjects related to working ethically which may
require documentation
Provide one reason for important to document behaviours associated with working ethically?
It is important to document behaviours as it identifies the rule & policy violated in an organisation.
What subjects related to working ethically may require documentation? Identify three different examples.
 Code of conduct
 Risk management
 Performance evaluation
Activity/Task 12
Objective
To provide you with an opportunity to explain human resource metrics, identify examples of
workforce data, outline how to access one example of workforce data according to company
procedure and list sources of workforce data
Explain the human resource metrics (less than 50 words).
Human resource metrics provides a standard to measure the performance of HR department. Metrics are used to
measure the efficiency & effectiveness of HR functions. It highlights the functions which can be improved & the way
how it can be improved.
Identify three examples of workforce data.
 Performance & potential of employees.
 Absenteeism ratio.
 Leave entitlements.
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Provide a step-by-step guide detailing how one of the above examples of data is accessed within simulated
organisation.
Information can be collected from the database of HR department. Step by step guide for access is :
 Issues & sources of collecting data.
 Identify opportunities & set goals.
 Finalise approach & methods.
 Collect data.
 Analyse data.
 Take action on results.
List three sources of workforce data.
 Statistical agencies.
 Human resource information systems.
 Questionnaires & surveys
Activity/Task 13
Objective
To provide you with an opportunity to explain the main purpose of analysing data and reflect
on a previous data analysis, identify the data being looked at, how this was analysed and what
key trends were established
Provide the main purpose of analysing data (less than 50 words)
The main purpose of analysing data is to obtain the qualitative information. It is the process of examining data in
order to bring out conclusion about the information contained.
Identify what data was being looked at, how you analysed this data and what key trends (if any) were established
when data analysis that has occurred in simulated workplace.
Data is analysed when there is need to change something in organisation & these changes are for the better
performance of organisation. Key trends can be established by negative remark for the descriptive changes in the
organisation.
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Activity/Task 14
Objective To provide you with an opportunity to list examples of options for change, summarise
organisational culture and list potential barriers to change
List three examples of options for change.
 Sustainability
 Research & development
 Training
Define the organisational culture in 30 words.
The way an organisation conduct it’s activities is known as organisational culture. Culture reveals the value & norms
of business which is carried forward by it’s employees.
List three potential barriers to change.
 Competitive forces
 Lack of training
 Decreasing number of staff
Activity/Task 15
Objective To provide you with an opportunity to explain critical analysis and identify tips for producing
an effective report
What is critical analysis? Explain in no more than 50 words.
Critical analysis is going back and looking at findings & expressing opinions or giving reviews. It is devaluation of
someone’s work in order to increase the reader’s understanding. Critical analysis is done by specialists or higher
authorities.
Identify three tips for producing an effective report.
 Report acknowledgements
 Understand audience
 Proof read
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Activity/Task 16
Objective
To provide you with an opportunity to reflect on a previous review and identify what
recommendations of change were put forward, what considerations were made regarding
these recommendations and who was consulted before any changes were taken further
Reflect on a previous review which you were a part of and identify:
 What recommendations for change were put forward
 What considerations were made regarding the specific recommendations
 Who was consulted before recommendations were taken further.
 Recommendations for change:
 Reducing funds for recruitment.
 Unproductive use of human resources.
 Research & development efforts.
 Considerations made regarding specific recommendations:
 Fairness & justice
 Use of information
 Professional responsibility
 Further recommendations:
Before implementing any changes it is must to discuss with any senior personnel like managers and
stakeholders. Documents should be prepared regarding any relevant changes which can be shown prior
discussion to the personnel.
References
Becker, B. and Gerhart, B., 1996. The impact of human resource management on organizational performance:
Progress and prospects. Academy of management journal, 39(4), pp.779-801.
Legge, K., 1995. What is human resource management?. In Human Resource Management (pp. 62-95). Palgrave,
London.
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Assessments Judgement Summary
This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the assessment. Indicate in the table below if the learner is deemed
Satisfactory (S) or Not Satisfactory (NS) for the activity or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence: Code and Title BSBHRM404: Review human resource functions
Date(s) of assessment
Has the activity been answered and performed fully, as required to assess the
competency of the learner?
Yes No
(Please circle)
Has sufficient evidence and information been provided by the learner for the activity? Yes No
(Please circle)
Comments
Provide your comments here:
The learner’s performance was: Not Satisfactory Satisfactory
If not yet satisfactory, date for reassessment:
Feedback to learner:
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Learner’s signature
Assessor’s signature
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