Project Report: Human Resource Management at Boutique Build Australia

This report presents a comprehensive analysis of a Human Resource Management (HRM) project conducted for Boutique Build Australia. The report is structured around three assessment tasks, including a briefing report template, performance measurement, and staff lists. The first assessment focuses on project organization, recruitment, and selection processes, including personnel resource requirements, staffing levels, individual tasks, and staff competencies for courtesy staff and tradespeople. The second assessment involves customer and team member data collection, highlighting the importance of data in coordination and communication. The third assessment addresses recruitment, selection, and induction procedures, emphasizing policy statements and principles to ensure non-discrimination and fairness. The report covers various aspects of HRM, including strategies for managing staff, human resource management methods, performance measurement criteria, and detailed staff lists with their roles and responsibilities. The report demonstrates a practical application of HRM principles within the context of a real-world organization, providing insights into effective management practices.

Manage project
Human
resources

Table of Contents
1.Introduction .......................................................................................................................................3
Assessment 1.....................................................................................................................................3
Assessment Task 2.............................................................................................................................7
Assessment Task 3.............................................................................................................................9
The selection of deserving candidates, staffing and management process. .......................................10
Staff and manager induction................................................................................................................11
2.Conclusion........................................................................................................................................12
3.References .......................................................................................................................................13

1. Introduction
The management in the human resource is seems out to be a strategic report for the people
who indulge themselves into an effective management in an organisation Boutique Build Australia is
one of organisation and this project is about working credentials of human resource management
project (Kahraman and Duger, 2020). The discussion includes three parts of the assessment including
in Assessment task 1 briefing report template, performance measurement, staff list. Assessment 2
includes customer data collection and team member data collection. And at last the assessment 3
includes recruitment and selection policy procedure.
Assessment 1
Briefing Report Template
Project organisation and structure.
The recruitment and selection is defined as the selecting an poetential candidates for their
organisation which play vital role in acheiving the objective of firm. This help ti identification of
qualified and potential for given job role. The role and responsibilities of this human resource is to
manage the work force in an organisation. This also allow to make strategies and help to manage the
flow of employee in organisation. Human resource management used this in effctive manner while
making coordination with various department for smooth functioning.
The work breakdown structure is a deliverable oriented hierarchical decomposition of work
which is executed by the project team manager in such a way which help to accompained the
objective and aim of project. This help in making planning, execution, controlling, monitoring and
reporting. As per this, all the task will be contained by workforce breakdown management of structure
which must be identified, estimated, scheduled and budgeted.
The Boutique build Australia is one of the organisation which have been established
in 1990 and it has its headquartered in Sydney, one of the country which has an effective
specialisation in the design and building of a high quality designer homes for the
metropolitan and the surrounding areas.
The company structure includes approximately 50 staff members including the
operation manager, human resource manager, sales manager, six customer service manager,
two significant architects, some site managers, tradersperson and many others including some
employed, unemployed and contractors.
Personnel resource requirements

The company is significantly in a good period of growth however the personnel
resources begin with identifying the needs and efforts which have been invest. Data
warehouse, data management, the electronic resources are some of the personnel needs which
have been used by the staff and these are the accurate requirements.
Staffing levels
The staffing levels includes company period of growth at a single time. In the
organisation, the staffing level is generally very high. There are some general and the specific
time when the organisation Boutique Build Australia have to suffer with the cost inefficiency
but sometime they are too low, that are productive is decline and it will automatically rise the
stress.
Individual tasks expected of staff
Courtesy staff are to: improvise in a good medical facility and help their guests, in, if they
are facing any difficulty.
Tradespeople are expected to: specialise in some particular knowledge and skills, so that in
Boutique Build Australia work experience and job training provide individual staff members
in their personal growth as well.
Staff competencies
It includes the ability to influence the other people, a good critical and analytical
thinking, high personal self-confidence, a good life of high integrity, and some good problem
solving skills are all included in the staff competencies.
Courtesy staff should be able to: communicate their ideas an see a bigger picture of how to
enact and work to the best of ability and with enough competencies.
Tradespeople should be able to: manage time and work stress of others. A core competency
is a great skill, knowledge, or an ability to contribute with the successful completion of the
task and the job satisfaction.
Project Role Descriptions:
During the phase of an execution, the assigned work is responsible for the project
completion and it includes designing, building, testing requirements, operational assessment
and implementation of further activities.

Courtesy staff: For improving of the team performance there is a need to have a delivering
constructive criticism. A status for the analysis of strategic project planning. Delegation
project work for the minimal risk factor.
Tradespeople: They build structure and framework with the specific blueprints. The
responsibilities of the tradesperson under project role description is quiet huge and effective.
Strategies for preparing and managing staff
Courtesy staff: provide product, company and the training of industry. Best amount of the
public speaking skills.
Tradespeople: They help in making the effectiveness and improving the productivity in an
organisation.
Human resource management methods, techniques and tools
Preliminary screening: It refers to the sufficient interest and the position. The recruiter will
have to start the screening application process and resume determining the applicants to
contract preliminary contract screening.
Telephone interview: It is one of the most sorted processes of HRM because it includes the
process of high maintenance and easy to go process.
Techniques for managing and improving staff performance
Communication should be clear and effectible
Right technologies at the right time
Performance measurement criteria
Courtesy staff
Name Reasons for selection
S. G. Khanna Work management skills
G. G. Sdyane Effective process experience in past company
Gyans Kyoled Service offering interest
Ehrishch Joshua Skills of innovate and creative thinking procedure
Tradespeople

Name Reasons for selection
M M Yongde Sales and marketing qualification
Radase Mener Huge contacts
Quyu Syone Ability to work and progress
Staff List
1. Anna Armstron: Working as an administrative assistant at the organisation Boutique
build Australia from almost two years. She has a skills of developing the knowledge
and skills of designs. She has been born in Brisbane and she would love to work in a
Boutique build organisation. Also, she is suggested out to be a backbone of the office.
2. Andrew Prentice: She is working for almost 16 months. She has a grasp knowledge
of the products and services aborted by the organisation. She has a calm and bold
personality. She would likely to use all the opportunities and she is a smart person in
all over the staff as well.
3. Jasmine Wong: He was working almost for last six moths but he states that he want
to work sometimes more than that because he feel so comfortable to work here.
Boutique build Australia is like a second home for him and he has a privilege of
product knowledge. He has a calm and friendly personality.
4. Marianne Karlu: three years working and communicate with the people properly.
5. Lillian Dexter: Handling the accounts department for almost four years. Lovely and
friendly nature.
6. David Mann: She is working in the account department of an organisation. She helps
people and one of the good members in all over the team. She is capable and well
with every human.
Tradeseperson
1. Bert Shaw: 35 years of the kitchen experience and build one blindfolded. She is
working with the best of ability in an organisation. A good and calm person.
2. Yousef Patel: He is working as a carpenter for almost two years. He understands the
product services well and even planning to weigh more developing the innovative
ideas into it. He knows Hindi, Arabic language as well.

3. Simon Sydell: Carpenter for last three years and he is a support system of his whole
team. Simon is a great carpenter but he still lacks the experience in the design of
kitchen.
4. Sharon Alcorn: He is working in Boutique build for almost six years and build
product and services. He has gently believes in feminism and as a leader greatly likes
to built opportunities for the females.
5. Dimitri Cadiz: He was working for almost 25 years and he seems out to be a good
worker as well. A lot about the services including his nature, way of meeting new
people are all included in the nature of Dimitri Cadiz. He know lots about Boutique
Build. Dimitri is a good worker, but not a great communicator.
6. Harold Enter: He is a very calm and warm hearted person and he suggest that “ I am
a kitchen carpenter and I am genuinely good in such type of work”. A kitchen design
is very important to be work into it. Get it in, hook it up, and everyone is happy”.
7. Harold and Bert are the two good friends and they work almost all together. They
are the good workers and not being able to follow each other.
8. Nicholas Waters: A good and a calm person. She is one of the most sorted trade
person as well. An eager to work and achieve something bigger and better.
Assessment Task 2
The customer data collection is a techniques which is used to contain the essential data
which is used in appropriate manner such as for coordination, communication and for many more
purposes. As per this, data help in organisation for knowing them personal detail for future use.
Customer Data Collection
Name Telephone/
Mobile
Email Address Enquiry
Elendriea
Yughen
01254798751 [e-mail] Mrs Smith 98
Shirley Street
PIMPAMA QLD
4209 AUSTRALI
A
Availability
of a
product
Vene J 02145789654 [e-mail] Gyaaawe
Sussex1232
Melbourne
Reopening
of the
store
Jhane g.
Lyane
01458247896 [e-mail] 161 Sussex St,
Sydney, NSW
Time
schedule
of the
store

P. J.
Raye
6457852145 [e-mail] Level19/180
Philip Sydney
Availability
of product
Smritha
D. Ray
3254785124 [e-mail]
m
3 /19 Hunter st
Sydney
Working
hours of
the staff
members
Printa K.
Sten
0123657854 [e-mail] 50 Park St
Sydney
Working
hours
Dyane
Wyan
0155478961 [e-mail] Mobile service
1 Farrer Pl,
Sydney
Design
issue
Opra S
Uszel
9751452845 [e-mail] 100 Gloucester
St, Sydney,
NSW 2000
Fabric and
clothing
prints and
work
relation
Xy Cohell 31254752365 [e-mail] 35 Wentworth
St Sydney
Service
issue in
their
products
Mayazer
e Dses
P.
01148756892 [e-mail]
m
67 Neutral St
North
Process of
transaction
The data collection of the team members
Name Telephone Email Trade/skills Experience
Rosie D.
Jyaene
01547854214 [e-mail] Team
management
1-8 years
M M Dyara
03214569852 [e-mail] knowledge 2 years
Kapane
Whuhana
9785421458 [e-mail] Learning
power
4-5 years
M D Kate 9758754214 [e-mail] Critical
thinking and
ability
7 years
Sijoy
Veghusues
9785214569 [e-mail] Analytical
skills
4 years

Dripes Y
JHos
3214587965 [e-mail]
m
Decision
making ability
1 year
Ehrlch
Joshua
3124589756 [e-mail] Work
management
5 years
Muvaya
Glibpem
3745789621 [e-mail]
m
Innovative
thinking
4 years
Prsos V
Dyasaa
7458213654 [e-mail] Creative
reflection
2 years
Opera K
Ratsa
22415789632 [e-mail] Work
management
1 year
Assessment Task 3
The selection, recruitment and induction procedure and the policy
Policy Statement
The organisation have been gives a major impact in the recruitment and selection procedure.
The Boutique Build Australia reflects out to be an inducting staff so that there is an ability to
properly understand about the role and procedures.
Principles
The decision selection processes are made on the basis of no discrimination, no unfair
judgements and no demerits criteria. The following principles are mentioned below: The
decisions are made on the basis of no discrimination and on the basis of following legislation.
These policies and procedures have been genuinely and appropriately work in the
organisation in an systematic order as well.
 Racial Discrimination Act 1975: The racial discrimination act 1975 have been
seriously implemented in 1975 on the basis of systematically deprive the functioning
of no racial discrimination must be taken place in the workforce.

 Sexual Discrimination Act 1984: This law is suggest out to be federal law which
states that there must be no discrimination on the basis of marital status, sex,
pregnancy and many others.
 Disability Discrimination Act 1992: The policy suggest that those people who are
suffering from disability must be free from every issue and there is a need to even
provide employment to the disabled group on the basis of their qualification.
 Human Rights and Equal Opportunity Commission Act 1986: An act of establishing
human rights and equal opportunity commission from the government of Australia
and this is one of the act which is useful for maintaining the equal opportunity without
any interference and discrimination.
 2004 Age discrimination act: The major purpose of this act is to protect children from
working as a worker in an organisation.
 Equal Opportunity for Women in the Workplace Act 1999: there is a need to have a
equal opportunity to all the women as well so that there must be a great source and act
of opportunity given to the people as well.
Scope
The procedures and the policies reflected out to be the best for selection of the best
employees, proper strategic planning, and termination approval and selection procedure. The
policy helps in support of the organisation directly so that it will work out systematically and
also, inked with the strategic planning of the company and the staff code of conduct.
Procedures
The selection of deserving candidates, staffing and management process.
 Before the process of the recruitment takes place, there is a need to develop the
positional description and accesses an existing position. Ensuring with all the
effective information and the responsibilities of the person or employee so that the
responsibilities are accurate and there are some good sills and attributes.
 On the basis of using the templates given by the HR will be preferred mediums and
the templates of HR. Some attractive and functional advertisements specifically and
clearly make a purpose-built role Advertisements will clearly specify the purpose of
the role, the major selection criteria, some efficient and mandatory qualifications and
a contact name and number.

 A receipt of applications, the responsible manager and the HR develops a good
shortlist of applicants on the basis of several applications to be provided so that there
will be a suitable role. There is a need to ensure that every applicant who are
shortlisted must have a mandatory skills and qualification which require the position
or the ability.
 The shortlisted candidates will be interviewed and will be completed with HR and the
responsible manager.
 On the basis of interview and the interviewing process, the manager who have
responsibilities must have to agree on the selected applicant and the checks that will
occur using the Reference Check form.
 The development is taken place on the basis of appointment letter and using some
good and reliable letter template for the successful candidates as well.
 The letter which have been rejected are seems out to be the standard template and it
will automatically sent to some candidates which have been not successful.
Casual employment: It refers to the conditions which have been participated in terms of fair
trade, the short term employment efficieny and some normal and proper working hour
conditions.In such situations, the open positions are to be advertised internally by email to
staff. The boutique build organisation employees are quiet available and effectively
contacted.
The induction of the manager and the staff
 The HR creates a file to all the members who have been new in the organisation and
quiet related with the recruitment process as well.
 The documentation process is required to all the staff members including contracts,
employees, the detailed forms and many others.
 Ensure that the signed contract is on file.
 Induction plan is created and initial induction completed.
 Inductions as per plan are conducted during the first three months, which is also the
probationary period.
 It can be simply applicable with the fact that there is a need to have a good 2 days
prior probation. At least 2 days prior to the probationary period lapsing, HR will hold

a review and support session with the employee. This session is to be used as a
feedback and review opportunity from both parties on the probationary period.
Performance assessment
 It is a duty of a team manager to conduct a yearly performance of the employees in
which there are team managers and staff assessment report (Yang and et. al., 2019).
 Human resources will send a copy of the annual staffing.
 If there is an un-satisfaction in the performance of employees then they have a power
to directly told to the superior. The managers and superior must have a clear point of
the behavioural aspect on the basis of including unacceptable and implementation
changing behaviour.
 Human resource must fill up all the record of the conversation.
 If the behaviour does not improve, the termination procedure must be followed.
Reviewing under performance team member
this provide an point to review the potential and work performance of an employee to
know how actively employee contributing for organisation growth. Some of the tips which is
mentioned below:
 This allow to know the elements of an effective performance review.
 This help to know the performance is how equally important for firm growth.
 Sync performance criteria, employee goals and varios elongation base process.
 Usually need time to make time and space for the performance review of employee
and employer which is done by administrative.
 Gather employee data and coorelated with various example.
 Prepare notes and agenda which is followed and used in proper way.
 Formulate and align on expectation for employee.
 Reflect on the past butr concentrate on future.
 Ask the performance which is based on question which is used to review.
 Try to be a active listener.
 Keep the conversation going and find best output.
 Choose the word and phrases carefully.

2. Conclusion
The above discussion is based on Human resource management project. Boutique
Build Australia was established in 1990 and it is a boutique company which has its
headquartered in Sydney. The discussion have three part, in which assessment 1 includes
briefing of the project, assessment 2 includes collection of customers and team members with
the help of data figures and it has been mentioned above the table format. At last, the process
includes recruitment, selection and the policy procedure.

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