AIPT BSBHRM501: Manage Human Resource Services Knowledge Questions

This assignment addresses various aspects of human resource management within the context of the BSBHRM501 unit. It explores the importance and value of HR services and strategies, emphasizing their impact on organizational success through training, development, and effective decision-making. The assignment identifies core HR services such as staffing, compensation, safety, employee relations, and learning and development, detailing their purposes, advantages, and disadvantages. It also highlights the necessity of regular monitoring and review processes for HR services, listing key processes like KPIs and surveys, along with the risks associated with inadequate oversight. Furthermore, the assignment delves into integrating business ethics into HR practices and the importance of confidentiality. Strategic planning steps, the relationship between operational and business plans, and external factors influencing HR services are also discussed. The document also covers stakeholder engagement, feedback mechanisms, valuing diversity, corporate benefits of diversity, and key acts ensuring HR compliance. Finally, it outlines the HR planning process, personnel involved in strategy development, key corporate documents reflecting HR roles, and the importance of HR communication strategies, including elements of service level agreements.

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
BSBHRM501 Manage human resource services
Name Jade McConell
Email address [e-mail]
Assessment
© 2017 Australian Institute of Personal Trainers Pty Ltd and its licensors (AIPT) Commonwealth of Australia Copyright
Regulations 1969
Warning - This material has been reproduced and communicated to you by or on behalf of AIPT, pursuant to Part VB of
the Copyright Act 1968 (the Act).
The material in this communication may be subject to copyright under the Act. Any further reproduction or
communication of this material by you may be the subject of copyright protection under the Act.
All rights are reserved and you must obtain the prior written permission of AIPT for the republication or redistribution of
any content. Do not remove this notice.
Knowledge Questions
Knowledge Questions are specifically designed to assess your knowledge and application of
learning within this Unit. Please carefully read through each question.
In your response, please use terms and phrases presented within your learning unit. Reflect on
your learning resources including video links, links to other resources and your own research.
Please note: Where the response does not sufficiently demonstrate your knowledge in this
assessment, your submission will be returned for resubmission.
1. Explain the importance and value of HR services and strategies within an organisation.
HR services and strategies are important in an organisation as they help an organisation to
improve its bottom line through training and development and demonstrate effective how
organisational success is significantly affected by human capital. In addition, an
organisation is also able to make an effective corporate decisions which underlines with
assessment of staff and projection of future workforce. HR services and strategies ensure
employees work in a safe organisation with compliant to various laws and minimised
liability.
2. Identify at least FIVE core services provided by HR in most organisations. Explain each service
as to its purpose within an organisation. Present an advantage and a disadvantage for the
delivery of each service.
Staffing of an organization- core service of ensuring the organization has enough human
resource or man power. Advantage of effective staffing is increase in productivity. The
disadvantage of the core service is high costs.
Compensation and rewarding of employees- the purpose of rewarding employees
effective is to attract pool of talents. The advantage of the approach is retaining of skilled
employees, and motivating employees to perform well.
Safety and health Services - the purpose of Safety and health is to ensure employee are
safe in their working environment. Safety and health service are advantageous as they
1

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
reduce sick off and increase engagement. The disadvantage is they are expensive.
Employee labour relations- The purpose of Employee Labour relations services is to
provide a strong working environment that fosters performance. The approach is
advantageous as it enables an organization to develop a team work environment. The
disadvantage of the approach is that it is time consuming and may require outsourcing
which is expensive.
Learning and development- The learning and development purpose is to equip employees
with skills and competency that are required in their roles. The core service is
advantageous is help employees in their career development hence increasing their levels
of engagement. Learning and development service are expensive and time consuming.
3. HR services should be consistently managed through regular monitoring and reviewing
processes. Discuss this statement and its importance within a business. List FIVE processes
which can be used to monitor and review processes. Identify any risks that could arise where
HR services are not being monitored or regularly reviewed.
Human resource service changes from time to time due to change in macro and micro
environmental factors and therefore they need to be managed regularly and their process
monitored and reviewed. This will ensures they are up to date and matches the
organisational objectives.
FIVE processes which can be used to monitor and review processes
1:Key performance Indicators
2.surveys
3. feedbacks
4.interviews
5.Aprraisals and Cost effectiveness Analysis
Risks that could arise where HR services are not being monitored or regularly reviewed.
1. Turnover
2. Loss of workplace culture
2

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
4. Fully discuss how the process of integrating business ethics into HR practices adds value to an
organisation. Where unethical behaviour is identified, fully explain how and why this should
be dealt with promptly.
The process of integrating business ethic into practices ensures that the company exercises
its core values and it is compliant with various regulations and policies from government.
When unethical behaviour arises in an organisation, HR approaches employees in a calm
manner and reinforce them about the code of practices they are supposed to adhere to.
5. Explain how confidentiality requirements within an organisation can be met and why ethical
behaviours must be consistently demonstrated by HR personnel and senior managers. Where
confidentiality has been breached by a Manager, explain actions which must be taken
immediately and state why.
Confidentiality in an organisation can be met by ensuring only authorised personnel have
access to the right documents. HR personnel and senior manager must demonstrate ethics
consistently in order to ensure there is fairness, integrity and justice for all stakeholders in
an organisation. When the confidentially has been by manager, he or she should pay
lawsuit damages and terminate the contract of the employer.
6. List and explain at least SIX steps in any strategic planning process. Briefly describe the
purpose of strategic planning and reflect on the importance of contract management.
1. Identification of core mission. - Company clearly states its mission and values that
should be considered for the planning process.
2. Having a future-focused vision statement- company lays out the vision statement
and core values of the plan.
3. Identification of priorities- includes prioritization of objectives and goals which
need to be accomplished by the plan.
4. Building a communication or rollout plan- the process involves an organization
laying down communication strategies for communicating the plan
5. Holding people accountable- includes developing policies and roles for members.
6. Reviewing- monitoring and evaluating the plan.
The purpose of strategic planning is to set overall goals for a business and lay out the plan
to accomplish them. Contract management function assists in managing obligations in an
effective manner hence saving time and offering benefits in terms strategies and
procedures.
7. The goals of an organisation are stated within their Corporate/Business Plan. Operational
plans have a different purpose – explain the relationship of an Operational Plan to a Business
Plan. Then list the most significant headings used in an Operation Plan.
Operational plan are related to business plan as it states actions that an organization
and upper management will take to accomplish the objectives of a business plan.
significant headings used in an Operation Plan
3

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
Objectives
• Outcomes desired activities
• Timeframes
• Processes for reporting on progress, with clear key performance indicators on how
they are to be measured/assessed
• Current and potential staffing/labour resource requirement.
8. List and describe the main six external factors that influence human resource services.
 Political- political policies such as change in taxations and political stability
influences and interrupts how human resource function
 Economic- macroeconomics like inflation, unemployment, currency fluctuation
and interests’ rates affects how human resource operates.
 Social-cultural- the social-cultural factors like age distribution and changing
patterns of consumers affects how an organization operates.
 Technological- innovations and access to technology significantly impacts human
resource services
 Environment- disasters like Covid19 and environmental policies influences human
resource.
 Legal - labour laws and discrimination acts among other legal forces significantly
impacts human resource services.
l
9. List THREE internal stakeholders and state key reasons for engaging with them when planning
HR resources.
 Employees
 Organizational owners.
 Directors and board of management
 key reasons for engaging with them when planning HR resources
 - engaging diverse stakeholders is resourceful in implementing decisions and
providing requirements or constraints based on information from the industry that
will be important to have when understanding project constraints and risks.
10. Identify and discuss THREE different processes for enabling, promoting and encouraging
feedback
 Supporting a safe working environment- Through the safe environment employees
4

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
are motivated to provide feedback due to promotion of autonomy organization.
 Providing anonymous feedback- organization that maintains a high confidential
information shared by employees encourages high engagement as employees feels
their privacy is preserved.
 Conducting exit interviews- The exit interviews will include external human
resource conducting interviews to get feedback. This will increase
significantly the levels of engagement as shy employees will not fear to
participate
11. Describe valuing diversity. Provide steps for achieving this within a business
Valuing diversity means creating a work environment that respects and includes difference,
recognizing the unique contributions that individuals with many types of differences can
make and maximizes the potential of all employees
12. Identify and discuss at least FIVE corporate benefits, when applying genuine diversity
principles
 Higher innovation and creativity- diversity will bring employees with fresh ideas
who are very innovative.
 Fast problem solving- Diversity principles bring employees who are good at
problem solving which can assist organization solve various workforce conflicts that
arises.
 Improved decision making- diversity bring employees together who are
knowledgeable about various processes and operations hence facilitating effective
decisions.
 Reduced employee turnover- Engagement of diversity in workplace promotes a
culture of employee retention.
 Improved hiring results- diversity will include combination of diverse skills
and experiences which in turn will improve results.
13. Identify and describe at least FIVE different and significant Acts that a business would
implement, to ensure HR services are compliant.
Equal opportunity and anti-discrimination Acts- The Act prohibits HR from discriminating
employees on basis of sex, race, ethnicity, religion and belief, age, disability, sexual
orientation and gender reassignment.
Fair labour standards Acts- The Act ensues HR establishes minimum wage, overtime pay
eligibility, recordkeeping, and child labour standards affecting full-time and part-time
workers in the private sectors.
Inclusion and diversity Acts- The Act ensures all employees provide professionals an
5

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
opportunity to share their experience on engaging and empowering underrepresented
groups in corporate.
Employee Benefits Acts- The acts ensures all employees are rewarded and compensated as
per law.
Occupational safety and health Acts- The Act ensures ensure that employees are
protected from hazards that compromise their safety and health
14. When under taking human resource planning what should the process include?
 Analysis of present labour supply
 Forecasting of labour demand
 Balancing projected of labour demand with supply
 Supporting organisational goals
15. List the personnel/officers who are most likely to be involved in the development of strategies
and action plans for the delivery of human resource services. Explain their roles.
Human resource manager- Plays a role of ensuring there are sufficient human resource.
Managing director- approves the final decisions.
Financial officer/Operational manager- provide contribution on best strategies for
managing physical and financial resources.
16. Name FOUR corporate documents that reflect the roles and responsibilities of the human
resource team. Provide a brief explanation of each one.
Employment Contract document- The document provides Employment
agreement between employers and employees parties and is governed by the laws
Recruitment Process Documents- The document contains the job description, person
specification, application form, monitoring form and applicant's resume.
Performance Appraisal Documents- The document includes key performance
indicators and employee performances.
Employee Handbook- The document include policies and expectations of employees
17. HR communications strategy is identified as important within any business. Explain wht this
is, why it is important. List different resources which should be included in any such strategy
Human Resources communication can be extensively used to communicate messages to
internal stakeholders about the state of the organisation (think investor news, or training
and development policies). This helps management and employees make better and
informed decisions on how to grow the organisation
6

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
18. List and describe the key elements of any service level agreement
Agreement Overview- provides the brief details of the service level agreement
Goals and Objectives- Provides a desired result that the service level agreement
intends to achieve.
Stakeholders- Include parties which are involved in the service level management.
Periodic Review- Involves an organization reviewing the service level management
after a period of time.
Service Agreement- involves Terms and condition for an agreement
19. Discuss the purpose and role for having a contemporary service level agreement
Service level agreement (SLA) is important in an organisation as it enables identification of
levels, types and frequency of services to be delivered. Furthermore, Service level
agreement (SLA is usually assigned to a team, to reflect on their specialist areas, and
clarifies the parameters for all personnel to operate in
20. Identify and discuss key considerations within a business when identifying and managing
training and development programs.
 Direct and indirect Costs- includes costs for training resources and paying trainers.
 Administration- the human resource that is involved in the training and
development programs
 Skill and knowledge gaps- Involves consideration of how employees involved in the
train have capacity of carrying their responsibilities and duties effectively.
 Communication channels – involves media of communicating about the progress of
trainings.
21. Explain what QA is within a business, and its purpose. Then list and describe the FOUR steps
for any organisation when designing/implementing QA processes
QA (Quality Assurance) is an administrative process or procedures to be followed, to
ensure all activities or actions are undertaken to meet established standards
1. Quality planning- Involves determination of factors that are important to a project and
figuring out how to meet those factors.
2. Quality Assurance-Involves the maintenance of a desired level of quality in a product.
3. Quality control- includes examination of products or service and check for the result.
4. Continuous Improvement- Involves ideas that organizations undertakes for incremental
improvements of products.
7

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
22. Explain the importance of a QA system in a business. List key elements of a system which
should be measured/assessed regularly.
Quality assurance (QA) is important as it assists a business to meet demand and
expectations of customers through maintenance of quality standards. Quality assurance
also saves costs and provides solution to issues that an organisation faces.
Key elements of QA system which needs to be measured regularly
 Competencies like knowledge , skills and experience
 Products
 Services offered by an organisation
23. State what the value of a basic needs assessment in a business is, and the most likely
outcomes.
Basic needs assessment in a business includes a current situation of skills, knowledge and
abilities of current staff and/or future employees, external constraints and the
organisational climate. In addition, basic needs can also include planning for necessary
situations like the future skills, knowledge and abilities that are needed.
Outcomes
Identification of the skills, knowledge and abilities
Reinforcement of creative and innovative business
24. External providers are being considered for a business, explain the essential criteria to be
considered prior to appointment.
 Procurement of the services of the External providers complying with
organisational policies
 Costs will need to considered and prepared into a budget, for approval.
 Any service must be clearly identified, regarding scope, parameters of operations,
timeframes, measurements for monitoring the services, and how the service is to
be assessed and reviewed by both parties
25. Provide THREE examples of how underperformance, or poor performance, can be evidenced
 Underperformance can be evident where there is increased number of complaints
from employees and customers
 Underperformance is evident where targets and objectives are not met
8

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
 Underperformance is evident where employee have missed deadline and there is
poor quality in the work provided
26. Give FOUR reasons why underperformance can emerge within a business.
• Interpersonal differences and cultural issues
• Absence of feedback about work performance and Workplace bullying environment
• Poor management, leading to low morale and lack of personal motivation
• Personal issues, such as family stress
27. State how a business should calculate and demonstrate ROI on providing human resource
services
A business should calculate and demonstrate ROI on providing human resource services by
measuring the performance of the HR services being provided and demonstrate the link
between HR strategy and organisation performance.
28. List FOUR significant outcomes for a business with an efficient HRIS.
Employee empowerment
Improvement of Training capabilities
Optimized scheduling
Payroll and employee information errors reduced
29. List at least FIVE significant records which must be retained by HR services.
 Payroll details
 Employment records such as contracts
 Personal information
 Appraisal and supervision
 Induction and Training Records
30. Human Resource services should design, manage and monitor feedback systems to meet key
outcomes. Explain the most common reasons for organisations to undertake HR surveys, list
five (5) types of surveys which may be used and two (2) significant outcomes to be achieved.
Measure levels of employee engagement by;
9

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
 Identify the relationship/s between employees and their managers
 Secure information about current levels of HR services being provided
 Recognise HR services most valued by employees
 Gain information back from personnel, about current policies and procedures
 Assess levels of support for new policies, prior to any launch
Types of surveys;
 Market Research Survey
 Employee Satisfaction Survey
 Job Satisfaction Survey
 Exit Interview Survey
 Customer Satisfaction Survey
 Brand awareness survey
Outcomes to be achieved;
 Improvement in productivity
 Customer satisfaction
10

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
31. It is usual for the researcher (or author) of a survey to analyse research and then present a
final report of findings or outcomes. State what a good report should contain.
 Data that is presented in text or numbers within a table, or as a diagram, chart or
graph
 Text alone should not be used to convey more than two to four numbers, such as
sets of results presented in tables that should include text.
 Any numbers quoted (under ten) should be written in words; five employees.
Numbers from ten upwards should be written in numerals.
 Graphs are useful to demonstrate trends and relationships, while tables are
effective for demonstrating frequencies, or numerical information
 Graphs and tables should be presented in a simple format. Rows and columns
should be clearly labelled
32. When undertaking changes to any operations or services in an organisation, approval steps
must be taken. List and explain each of those steps.
 Comprehensive briefing- the step involves providing insight on operations and
services.
 Policies- including providing explanation on processes to be used in marketing,
advertising, appointing and selecting
 Costs – overview of operations and services costs.
 Recommendations – providing the strategies for changing services or operations in
an organization.
 Confirmation- the step involves a manger approving a process or an operation
33 Discuss different services and ways that HR can best support changes within any organisation
HR services to supporting change
Manage project for changes or variations
• Provide support services for employees (external or internal)
• Design and deliver a communications strategy, for all stakeholders
• Manage information and awareness programs of changes to be implemented
Ways HR can support changes within any organization
HR registers a qualified, skilled and experience personnel where there is absence of
services in order to embrace change successfully. In addition, HR engages key stakeholders
such as corporate- decision makers, senior management as well as CEO to discuss ways of
supporting change. HR also supports change in an organization by having an effective
planning and having an effective mutual relationship with diverse stakeholders. HR informs
11

BSBHRM501 Manage human resource services
Knowledge Questions v2.0 (2017/10/23)
employees about their roles and responsibility in order to engage them in the change
management process.
12