Reviewing HR Functions: BSBHRM404 Assessment 1 & 2 Report

This report presents a comprehensive analysis of HR functions, based on the BSBHRM404 unit. Assessment 1 covers key HR principles, including the Australian National Privacy Principles, the role of the International Labour Organization, industrial agreements, absenteeism, sustainability in HR, data collection methods, HR metrics, data vs. information, the research process, ethical behavior in HR, core HR functions, electronic HR information storage, research report writing, the Australian HR Institute (AHRI), ethical investigation practices, employment data sources, employment policies, wage deductions, network security, change management, and report structure. Assessment 2 delves into HR policy development, data and information requirements, survey questions on flexible working conditions, the application of laws and legislation in HR policy, and ethical considerations in reviewing HR functions. Part B explores flexible work policies, their advantages and disadvantages, the result-only work environment (ROWE) strategy, its barriers, and the impact of ROWE on employee productivity within AAA Insurance Company. The report provides suggestions for implementing ROWE and emphasizes the importance of ethical practices and legal compliance in HR management.

HR UNIT BSBHRM404
AUSTRALIA

TABLE OF CONTENTS
ASSESSMENT 1.............................................................................................................................3
ASSESSMENT 2.............................................................................................................................6
Part A..........................................................................................................................................6
Part B...........................................................................................................................................8
REFERENCES..............................................................................................................................11

ASSESSMENT 1
1.a
Ten Australian National Privacy Principles (2014) covers following-
1. Accountability
2. Identifying Purposes
3. Consent
4. Limiting Collection
5. Limiting Use, Disclosure, and Retention
6. Accuracy
7. Safeguards
8. Openness
9. Individual Access
10. Challenging Compliance
1.b
All these principle applies over person working in HR department as they have to follow all
these major principles need to be followed by person (Moore and Jennings, 2017). This is
pertaining to the fact that when these principles will be followed then it states that person is
working in ethical and correct manner.
2
International Labour Organization perform the task of advancing economic and social justice
which are set under the international labour standards.
3
Industrial agreement and award regulate the minimum terms and condition and wages for all the
different types of classification within the industry. In case the award or agreement does not
apply then minimum pay will be applied.
4
Increase in absenteeism rate raises concern as it might be possible that employees within
company are not happy with the working condition and due to this they are more absent from the
work. Hence, it might decrease the working condition of the company and employees might not
be happy working in this company.
5

Two ways in which HR can support sustainability issue are
 Including in employees in the process of decision making
 Be a proactive culture consultant
6
Close ended question survey and interview are two ways in which data can be collected from
workforce.
7
Employee productivity rate, revenue per employee and cost per hire are three HR metrics for
reviewing HR function. With help of these three metrics the data can be easily collected and can
be analysed in order to take some effective decisions.
8
Data is an unorganized and raw facts which need to be processed in order to draw some meaning
or relevance from that data (Baum, 2018). On the other side, information is a set of data which
has already being processed and contain some meaningful sense within that data.
9
 Identifying the problem.
 Reviewing literature.
 Setting research questions, objectives, and hypotheses.
 Choosing the study design.
 Deciding on the sample design.
 Collecting data.
 Processing and analysing data.
 Writing the report.
10
Ethical behaviour associated with HR function involves the appropriate knowledge of relevant
laws and legislation applicable to management of operations of business.
11
1. Attracting and selecting candidate
2. Training and development
3. Performance appraisal
4. Employee benefit management

5. Conflict management
12
The benefit of storing HR information electronically is that with help of saving information it
can be used at any time and can be used in future as well. This benefit company as each and
every information is being saved within the company and can be referred to it any time of the
day.
13
The major personnel to consult when writing a research report is tutor and other researchers who
have already undertaken the research.
14
The Australian HR institute (AHRI) is the national association which represent HR and people
management. The role of AHRI is to set the industry standard for HR practitioner which is a
global benchmark and also provide a wide range of developing and learning opportunities to HR.
15
The behaviour which is expected from parties involved in carrying out investigation of a
performance ethically is conduct the investigation on ethical and moral principles and without
any biasness.
16
With help of different employment websites, the data relating to employment and its types can be
found in Australia.
17
1. Employment classification
2. Leave and time off benefits
3. Policy relating to health and safety
4. Anti- harassment and non- discrimination policy
5. Flexible working hours
18
At time of deducting the amount from employees’ wages for being late to work its time is
considered because the amount will be deducted in proportion to the total time for which
employees has come late to work.
19

1. Information gathering
2. Determining the network range
3. Identifying active machines
4. Finding open ports and access points
5. OS fingerprinting
6. Fingerprinting services
7. Mapping the network
20
1. Resistance to change
2. Lack of effective communication
3. Unknown current state
4. Ineffective leadership
5. Lack of motivation
21
 Title
 Summary
 Introduction
 Main body
 Conclusion
 Recommendation
 Appendices
ASSESSMENT 2
Part A
1
For preparing the report the appropriate data and information required is relating to
existing HR policy of AAA Insurance company. this is pertaining to the fact that is current HR
policy will be examined then only it can be improved or better changes can be implemented
(Podger, 2017). This data can be obtained from the HRIS that is human resource information
system and here every information and details relating to HR and its polices will be listed. In

addition to this the HR department will also have the policies which the company is following
currently and which need to be improved.
2
Are you happy with the current flexible working condition and the result focused work
environment of company?
Yes
No
Is there any impact of this flexible working condition over the performance of you?
Yes
No
Does the employee engagement increased after the application of result focused work
environment?
Strongly agreed
Agreed
Neutral
Disagreed
Strongly disagreed
Are you satisfied with the work environment of flexibility and its impact over productivity?
Yes
No
3
The development of HR policy involves the application of many different types of laws
and legislation. This is necessary as these laws guide the HR in making effective policies with
respect to the laws and these will be accurate and proper (BARCAN and BARCAN, 2018). All
these laws contain requirement for effective management of working within business and hence,
these need to be implemented in the same manner. These laws and legislation involves
workplace discrimination, employee benefit law, minimum wages act, equal opportunities act,
health and safety laws and many others. Al these laws and legislation need to be followed in
proper and effective manner. This is pertaining to the fact that when laws and legislation will be
followed then this will create and build trust among the employees. The reason underlying this

fact is that when company complies with all laws then employees feel safe and happy that
working of company is taking place in ethical manner and is working in correct manner.
4
For the success of the company it is necessary that review of HR function is being
undertaken in an ethical and correct manner. This is pertaining to the reason that when HR policy
is being made on grounds of ethical working then the policy will be more good and effective
(Ethics in human resources: 6 guidelines for HR team, 2021). The major consideration for
reviewing HR policy on basis of ethics is to focus on all the legal and legislative aspect relating
to business. this is the major ethical issue to be considered as this will assist the company in
complying and adhering to all the legal requirements. In addition to this another major ethical
aspect to be considered is that they must try to understand the conflict among the employees.
This is mainly due to the reason that when there will be conflict then it is the duty of HR to solve
the conflict in ethical and morally correct manner. In addition to this another ethical aspect which
need to be undertaken is the implementation of the diversity and inclusion within the company.
this is pertaining to the fact is that when there will be proper focus over the inclusion of all
employees within the business and its decision making process.
Part B
1.a
The flexible work policy in the Australian organization is being defined as the policy
which allows employee to change the standard working arrangement in to better working in
accordance to convenience of employees. This system is a good technique in order to motivate
employees to work in accordance to the requirement (Wright and Constantin, 2021). In addition
to this, according to Fair Work Act 2009 it allows various group of employees to request for
change in working arrangement. This can specifically be for an hour or some location or pattern
of working within the company. this act defines the statutory requirement to request the flexible
arrangement by approaching the employer and requesting them to do that change. This might
involve the change for a fixed period of time or on ongoing basis.
1.b
The major advantage of using flexible working arrangement within Australian company
is that this increases efficiency of employees. The major reason pertaining to the fact is that
when employees will be getting flexible working then they will work in more effective manner.

In addition to this another benefit is that this will increase employee satisfaction. This is
pertaining to the fact that when employees will be getting their working hours then they will be
happy in performing their task (Cooper and et.al., 2019).
On the other side major drawback of this flexible working arrangement is that there is
possibility that employees take disadvantage of flexibility for their personal use.
Along with this another drawback of using this arrangement of working is that due to
flexibility there can be many errors within work and this might affect efficiency of work.
2.a
Result only work environment strategy is the one in which company pays the employees
in accordance to the output which they have created. There are many different issues which
might be faced by the company in managing this strategy. These barriers involve the following-
The major barrier in implementation of the ROWE is that there is no surety that people
will undertake and complete the work on time. This is pertaining to the fact that there is
flexibility to work and it might be possible that people not complete the task on time.
In addition to this another barrier is that when people within the company will come in
different timings then this might create issues in communication and coordination among the
employees. Hence, there also ROWE create problem in successful completion of the work.
2.b
With the help of the finding from the class and feedback it was analysed that ROWE is a
good technique which will assist the company in creating a better working environment. By the
discussion in class it is clear that the use of flexible working arrangement will be helpful as it
provides much better working environment to the employees. Hence, this will be beneficial to
the companies in Australia if they undertake the flexible working condition.
3
Based on the above research, suggestion to be taken care off while implementing ROWE
for whole of the company is as follows-
Before implementing the ROWE strategy, it is advisable to the company that they must
first make all the employees understand that they have to be serious relating to work (Moore and
Jennings, eds., 2017). This is pertaining to the fact that if the employees will be explained in
advance that how they have to work then this will motivate them to work in better and effective
manner.

Another suggested strategy is to ensure that employees do not mistake the flexibility to easy
completion of work or work to be completed in accordance to convenience of the employees.
4
With the help of the pilot program within AAA Insurance Company it was evaluated that
the productivity of the employees is the category which has shown the maximum positive result
after implementation of ROWE. The result showed the change of 21 % between pre and post
survey. Hence, it can be stated that ROWE increases productivity because under this technique
payment is being given as per the output provided by employees. Hence, this has increase
productivity because employees have a feeling that if they will do work in more productive way
then they will be provided with more pay (Bainbridge and et.al., 2017). Thus, this motivates the
employees to work more effectively. Further from the analysis of the pre and post pilot survey it
was analysed that quality of work has also been increased. This is pertaining to the fact that when
pay is based on work then company also assess the quality of work. Other than these, some of the
improvement included engagement, service level, work balance and many other different
benefits of implementing ROWE.

REFERENCES
Books and Journals
Bainbridge, H.T., and et.al., 2017. The pervasiveness and trajectory of methodological choices:
A 20‐year review of human resource management research. Human Resource
Management, 56(6), pp.887-913.
BARCAN, L. and BARCAN, M., 2018. COMPARATIVE STUDY ON HUMAN RESOURCE
MANAGEMENT, APPLIED IN PUBLIC HOSPITALS IN ROMANIA AND
AUSTRALIA. Young Economists Journal/Revista Tinerilor Economisti, 15(31).
Baum, T., 2018. Sustainable human resource management as a driver in tourism policy and
planning: a serious sin of omission?. Journal of Sustainable Tourism, 26(6), pp.873-889.
Cooper, B., and et.al., 2019. Well‐being‐oriented human resource management practices and
employee performance in the Chinese banking sector: The role of social climate and
resilience. Human Resource Management, 58(1), pp.85-97.
Moore, L.F. and Jennings, P.D. eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes (Vol. 60). Walter de Gruyter GmbH & Co KG.
Moore, L.F. and Jennings, P.D., 2017. Human resource management in Canada. In Human
resource management on the Pacific Rim (pp. 61-90). de Gruyter.
Podger, A., 2017. Enduring challenges and new developments in public human resource
management: Australia as an example of international experience. Review of Public
Personnel Administration, 37(1), pp.108-128.
Wright, C.F. and Constantin, A., 2021. Why recruit temporary sponsored skilled migrants? A
human capital theory analysis of employer motivations in Australia. Australian Journal of
Management, 46(1), pp.151-173.
Online
Ethics in human resources: 6 guidelines for HR team. 2021. [Online]. Available through:
<Ethics in Human Resources: 6 Guidelines for HR Teams (cornerstoneondemand.com)>