University Assignment: Human Resource Management Solution WHS

This assignment solution addresses various aspects of Human Resource Management, covering the Fair Work Act 2009, National Employment Standards, and modern awards. It explores topics such as enterprise level agreements, performance management systems, and the termination of employment. The solution includes detailed answers to questions related to the Racial Discrimination Act, Sex Discrimination Act, and Disability Discrimination Act. Furthermore, the assignment presents a case study of M/s Boutique Build Australia Pty Limited, analyzing its strategic plan, risk management, and human resource action plan. The document also includes templates for performance agreements, performance reviews, and a staff code of conduct, providing a comprehensive overview of HRM principles and practices.

Running head: WHS
Human Resource Management
Name of the student
Name of the university
Author Note:

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Assessment task 1.
Answer 1.
Fair Work Act 2009 is a law which regulates the workplace relationship between the employers and the employees. The Act
consists of five provisions mentioned under Division 3-Guide to this Act. The first provision is that the Fair Work Act 2009 regulates
and guides the terms and conditions of employment (Chapter 2). The second provision is that it lays down the rights of the employing
organisation, the employees and the management of the employing organisation (Chapter 3). The third provision deal with the
enforcement of the act and compliance with it. The fourth provision lays down the formation of a dedicated government organ to look
into the enforcement of the act namely, Fair Work Commission and the Fair Work Ombudsmen Office. The fifth and the last provision
deals with the ‘matters’ related to the aforementioned provisions (Legislation.gov.au. 2019).
Answer 2.
Part a.
The Racial Discrimination Act 1975 prohibits discrimination of any person in similar circumstances based on colour, cultural
background, gender or country of origin. The law also provides that the discrimination should not be made while purchasing or selling
of fixed assets like land and house. The act also provides for abolition of discrimination in allowing people access to places and while
hiring employees. The act also applies while gaining membership of trade unions (Legislation.gov.au. 2019)

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Part b.
The Sex Discrimination Act 1984 aims to abolish discrimination of the employees on the grounds of gender. The Division 1 of
the act clearly mentions the two provisions. First, the employers aught not discriminate between employees on the basis of sexual
orientation, marital status, relationship status, pregnancy status or breast feeding responsibilities. The first provision itself is broken
down into three points. First, the aforementioned conditions should not be the basis of deciding on employability. Secondly, these
grounds should not considered at any point to decide on shortlisting of candidates and thirdly, while on deciding appointment of
employees. The second main provision is that employers should not discriminate against employees on the aforementioned while
employing them. The third main provision is that the employers should not discriminate against employees on the above mentioned
bases while paying superannuation.
Part c.
The Disability Discrimination Act 1992 prohibits any kind discrimination against specially abled people in providing
employment, education, while giving them access to public premises and entering into transactions with them while transferring of
fixed assets like buildings. The act also provides that failure to make arrangements to assist differently abled people would also be
considered as discrimination.

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Answer 3.
The National Employment Standard stands on Fair Work Act 2009, The standard refers to the ten minimum rights to which
employees are entitled. The first entitlement of employees is a minimum time for which they would work every week. The second
entitlement of employees is that they are eligible for flexible working arrangements. The third right entitle employees to enjoy parental
leaves and similar benefits. The fourth entitlement of an employee is annual leave. As per the fifth entitlement, employees can take
leave if they are sick, to attend to personal commitment or subjected to domestic violence. The sixth and seventh entitlements are
community service holidays and long service leaves respectively. The eighth, ninth and tenth entitlements of an employee are yearly
leaves, leaves while serving notice period and leaves after serving ‘Fair Work Information Statement’.
Answer 4.
Modern awards are documents while enable the Fair Work Ombudsmen to ensure legitimate working conditions of
employment for workers. They outline the minimum payment rates and employment conditions.
Answer 5.
Two awards are Aboriginal Community Controlled Health Services Award 2010 [MA000115] and Aged Care Award 2010
[MA000018].

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Answer 6.
The purpose of an enterprise level agreement is to ensure that the terms and conditions of employment are agreed in between
the employer, the employee concerned and the union. The enterprise level agreement ensures that the parties to the agreement consent
to it and the employees work for the employer concerned on his/her own consent.
The agreement must be registered with the Fair Work Ombudsmen, Australia.
Answer 7.
The minimum terms and conditions which must be included in the enterprise level agreements are wages and minimum
working hours. The agreement mentions the entitlement of the employees. The terms and conditions should also include the steps
which parties to the agreement can take in case they feel cheated or that the other party has breached the agreement.
Answer 8.
The process of performance management involves the management of the company concerned or a manager laying down the
minimum performance parameters which the employees have to achieve. Then the management or the manager compares the actual
performance parameters achieved against the standard parameters. The difference between the two shows the performance level
achieved.

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The purpose of using performance management systems is to measure the performances of employees doing similar tasks
based on certain parameters. This ensures that all the employees are judged in a fair and legitimate way. Performance management
systems also enable the management to identify skill gaps to offer training to employees.
Answer 9.
The two types of performance management systems are qualitative and quantitative. The qualitative method consists of
measuring the performance of employees in areas like decision making power and leadership qualities. The quantitative methods
measures the performances of employees against pre-determined targets.
Answer 10.
The employers should provide notice of termination in written form. The employers can also hold meetings with concerned
employees to inform about termination.
Answer 11.
The employers should give a notice period of a week if an employee has served them up to a year.

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Answer 12.
The employers in Australia need not give notice periods to employees prior to termination of their employments under two
conditions. First, if the employees create issues which lead to their termination and second, if the employees do not improve even after
notifying them on the issue.
Answer 13.
The employers in Australia are bound to pay redundancy payment to employees under certain specific conditions. The first
condition is that the employee would be covered by the national workplace relations system and secondly, has served the organisation
continuously for at least one year. The third condition is that the employers can employ a minimum of 15 employees.
Answer 14.
The three grounds of termination of employment which would considered as unfair are termination owing to discrimination
among employees on the basis of gender, race or any other discrimination grounds, termination while the employees are sick or on
leaves entitled to them like maternity leave.
Answer 15.
The Fair Work Ombudsmen should investigate into termination of employees to decide on unlawful termination. However,
they should also ensure that the compliant has been lodged within 21 days of the dismissal.

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Answer 16.
The staff members can develop skills by undergoing training and imbibing new knowledge. They can also improve their skills
by taking mentoring sessions. Staff members can also improve skills by embracing innovations and attending sessions and classes.
Answer 17.
Managers can assist employees improve their knowledge base by giving them training and mentoring. The managers can also
encourage the employees to improve knowledge by embracing innovations.

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Assessment 2:
Answer 1.
M/s Boutique Build Australia Pty Limited is a construction company which build designer or boutique buildings. The vision of
the firm is to emerge as the leading construction firm in Australia. The purpose of the meeting the managing director would stand on
the four key strategies recognised by the management of the company. They are first, the company aims to perform highly in the
market and second maintain high quality parameters while building buildings. The third key strategy is to strengthen customer
relationship and acquire as well as retain superior quality staff members. The meeting would consist of discussion of strategic goals
and the strategic objectives which the company would aim to achieve in the coming years. They are:
2019 Priorities Key performance indicator
June Employ at least 3 permanent site
staff
Site staff in place
July Commence recruiting for key
positions in Brisbane and Sunshine
Coast
Key staff established for Brisbane and
Sunshine Coast

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August Develop and implement work-life
balance programs
Increased employee satisfaction as
measured by surveys.
Oct Commence promotions in the
Brisbane and Sunshine Coast
market
Set up display centre in Brisbane
and Caloundra QLD
Presence in Brisbane established
November Staff performance reviews All staff performance reviews conducted
using new performance review system
Learning and development plans
documented and implemented for all staff

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2020
Jan Develop and implement strategies
for increasing number of women in
the workplace
Number of females in company increased
by at least 4 by mid 2017
March Commence design of
environmentally friendly homes
Designs completed
May Commence marketing
environmentally homes
Build at least 4 environmentally friendly
homes by the end of 2017
November Staff performance reviews All staff performance reviews conducted
2021
Feb Review other potential markets Potential markets explored
Sept Analyse workforce diversity Number of women in workforce

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continuing to increase
Nov Staff performance reviews All staff performance reviews conducted
The resources which would be required would consist of financial resources, manpower, training rooms and technological
resources.
Answer 2:
Strategies Actions Priority Time Responsibility Performance Indicators
(what) (how)
(L/M/
H)
Frames (who) (measurement)
(when) Management Site staff in place
Acquistion of
labour
Employ at least 3 permanent
site staff
L 2019 June
Management Key staff established for
Brisbane and Sunshine
Coast