BSBHRM602 Project: Strategic HR Planning at Bush Track Lodge

This document presents a comprehensive project solution for BSBHRM602, focusing on managing human resource strategic planning. The assessment involves several key components, including researching planning requirements, developing a strategic human resource plan, and implementing the plan within the context of a simulated business, Bush Track Lodge. The project requires the student to analyze internal and external sources to determine strategic direction, objectives, and future labor needs. It also involves effective consultation and communication with stakeholders to develop, implement, monitor, and review the plan, including budget, priorities, and risk management. The project is divided into written questions and a practical project, where students demonstrate their ability to research, develop, consult, and implement an HR strategic plan. The project also includes a presentation to the management team, seeking agreement on the plan and adapting the plan based on a simulated scenario. The assessment emphasizes the importance of understanding human resource practices, relevant legislation, and labor market options. The document includes an assessment cover sheet, detailed instructions, and information regarding assessment outcomes, reasonable adjustments, and plagiarism policies, ensuring a thorough understanding of the project's requirements and expectations.

ASSESSMENT
GUIDE
Student
BSBHRM602 Manage human resource
strategic planning

BSBHRM602 Manage human resource strategic planning
UNIT OVERVIEW
BSBHRM602 Manage human resource strategic planning
This unit describes the skills and knowledge required to develop, implement and maintain a
strategic approach to managing human resources in an organisation ensuring that the organisation
has the structure and staff to meet current and foreseeable business and performance objectives
It applies to individuals employed as human resource managers after a firm grounding has been
established in a range of human resource activities.
Elements
To achieve competency in this unit students must demonstrate their ability to:
1. Research planning requirements
2. Develop human resource strategic plan
3. Implement human resource strategic plan
Performance Evidence
 analyse information from a range of internal and external sources to determine:
 human resource strategic direction, objectives and targets
 trends and emerging practices that may have an impact on human resource
management
 relevant technology
 recent and potential changes to industrial and legal requirements
 future labour needs and skills requirements
 options for sourcing labour
 organisation’s preferences regarding human resources
 consult and communicate effectively with relevant stakeholders to develop, implement, monitor
and review a strategic human resource plan including:
 budget
 priorities
 agreed objectives, targets, programs and practices based on cost-benefit analysis
 timeframes
 risk management
 evaluation against objectives.
Knowledge Evidence
 describe human resource practices and functions
 explain the relevant legislative, regulatory and industrial requirements for the business
 outline common options for sourcing labour including:
 recruitment options
 casual labour
 new graduates or trainees
 off shore workers
 outsourcing
 contractors
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BSBHRM602 Manage human resource strategic planning
 explain the impact of technology on job roles
 outline labour market options for sourcing labour supply
describe the requirements of a strategic plan.
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BSBHRM602 Manage human resource strategic planning
INFORMATION FOR STUDENTS
General Assessment Information
This information is designed to provide you with a full overview of the tasks you need to
successfully complete to be deemed competent in this unit.
You must achieve a satisfactory performance in each of the assessment tasks in order to be
deemed competent in the relevant unit.Where necessary, the assessment tasks are divided into
parts or steps.These are designed to take you through a step by step approach to completing the
activities.
Instructions
First and foremost, please contact your assessor to discuss any necessary adjustments that may
need to be made prior to completing these tasks.The instructions for each of the assessment tasks
are logically sequenced. If you have any questions, contact your assessor immediately.If there is a
practical component to your assessment, you will need to discuss the arrangements for its
completion with your assessor in advance.
Assessment Cover Sheet
Once you have completed all of the tasks, complete the Assessment Cover Sheet, sign the
declaration and forward along with your documentation to your assessor. It should be uploaded
along with the assessment on to the RTO manager.
Submitting Assessment Tasks
All written assessment tasks must be typed and submitted with the provided cover sheet.
Your trainer/assessor will tell you when assessments are due. It is your responsibility to ensure
that assessment tasks are submitted on or before their due date.
Extensions for individual assessment tasks may be negotiated with your trainer in specific
circumstances. You must request this prior to the due date, and extensions due to illness will
require a medical certificate. Extensions will be confirmed by your trainer/assessor.
Where assessment tasks are submitted following the conclusion of the unit of competency without
a medical certificate or extension, a late submission fee for each assessment task will be charged.
Assessment Outcomes
There are two outcomes of assessment tasks: S = Satisfactory and NS = Not Satisfactory (requires
more training and experience).
You will be awarded C = Competent on completion of the unit when you have achieved S for all
completed assessment tasks and by meeting all the performance criteria. If you fail to meet this
requirement, you will receive the result NYC = Not Yet Competent and will be eligible to be re-
assessed according to George Brown College policy.
If you are deemed Not Competent by your assessor and require re-assessment, you will be
informed of the process. A fee may be charged according to George Brown College policy.
If all assessment tasks are not completed for a qualification, a certificate will not be awarded. A
Statement of Attainment for completed units of competency will be provided.
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BSBHRM602 Manage human resource strategic planning
Your Results
Your assessor is committed to providing you with detailed feedback on the outcomes of the
assessment and will provide guidance on areas for improvement. In most instances, you should
only need to complete the sections of the assessment that were deemed not satisfactory.
However, it is important to remember that depending on the task, it may be necessary to repeat the
whole task (for example presentations or the delivery of a training session).
You are entitled to view your results at any time by asking your trainer/assessor.
Reasonable Adjustment
George Brown College supports individual differences in the learning environment and provides
‘reasonable adjustment’ in training and assessment activities to support every learner. If you have
any special needs that make it difficult for you to complete your learning or assessments, you
should discuss this with your assessor beforehand and will be provided with reasonable
alternatives to assist you to complete the required tasks such as completing tests verbally or using
an interpreter.
What happens if you do not agree with the assessment result?
If you do not think the assessment process is valid, or disagree with the decision once it is made,
or believe that you have been treated unfairly, you can appeal. The first step is to discuss the
matter with your trainer.
If you still do not agree with the results, refer to the GBC Complaints and Appeals Policy and speak
to the Student Services Team.
Support
While we may not be in a position to assist you with language training or specific LLN training, our
assessors will work with you to ensure that you are supported throughout your qualification.If you
require individual tutoring this may attract an additional fee (see Student Handbook).Support may
be offered by your assessor, or for more specialist support you may need to contact GBC
administration.
A Note on Plagiarism and Referencing
Plagiarism is a form of theft where the work, ideas, inventions etc. of other people are presented as
your own. Information, ideas etc. quoted or paraphrased from another source such as the Internet,
must be acknowledged with “quotation marks” around the relevant words/sentences or ideas and
the source listed in brackets. You must also list the sources at the end of your assessment.
Sources of information, ideas etc. must be provided in alphabetical order by author’s surname
(including author’s full name, name of document/ book / internet etc. and year and place of
publishing) or may be included in brackets in the text.
As a general rule it is advisable to never copy another person’s work. Should it appear that a
student’s work has been copied or does not appear to be authentic, you will be asked to speak to
your Course Coordinator and required to re-submit it. A fee may be charged according to George
Brown College policy.
Contacting the RTO
If you should need further support or assistance please do not hesitate to contact The Student
Services Team.
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BSBHRM602 Manage human resource strategic planning
ASSESSMENT
BSBHRM602 Manage human resource strategic planning
There are twoassessments for this unit:
1. Written Questions
For this assessment, you are to read the questions and respond in writing with the most suitable
answer. There aresixquestions, all of which must be completed.Most questions require short
answers although some questions require a more detailed response. You may use various sources
of information including workbooks, internet and other documents, but must list and reference their
sources. Your assessor will advise you when this is due.
2. Project
This assessment is based on the simulated business Bush Track Lodge. For this assessment you
are to show that you can conduct research to discover what staffing will be needed for the annual
strategic human resources plan, develop a strategic human resource plan, consult with managers
and stakeholders to obtain agreement on plan, implement the plan and review the plan against
objectives and adapt plan.
Each part contains a number of tasks. You are to develop and submit all documents produced as
part of completing the tasks and submit together with your strategic HR plan.
In Part A: - you are to conduct research into the human resource requirements of a simulated
business Bush Track Lodge Your trainer will provide you with the required information about the
scenario.
Part B - you are to develop a human resource (HR) strategic plan. You will then consult with
stakeholders and managers on the plan. For this, you are to get into groups of 3, with other
students playing the role of the management team (Business Partner/Manager and Chef) at Bush
Track Lodge. You will be given time (about 20 minutes) for this to occur.
In Part C: - following the development of the plan, you are to deliver a presentation to a meeting of
the management team to seek final agreement on the plan. The final consultation will take place
practically in the form of a presentation to a simulated 30 minute meeting in which you will
demonstrate ability to consult with relevant ‘managers’ regarding implementation of the strategic
HR plan, and negotiate to obtain agreement on the plan.
Your assessor will observe you and record feedback and comments against the attached checklist.
For Part D: - you are to modify your strategic plan in response to a simulated scenario about Bush
Track Lodge
Note: Refer to the Appendix forthe Strategic Plan, the Operational Plan and Policies and
Procedures related to the simulated business (Bush Track Lodge).Carefully study the scenarioas
appropriate in order to understand any processes, policies, or procedures that may be necessary.
Assessment Schedule
Assessment Due Date
1. Written Questions
2. Project
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ASSESSMENT COVER SHEET
Student Name:
Student ID:
Contact Number:
Email:
Trainer / Assessor Name:
Qualification: BSB60915 Advanced Diploma of Management (Human
Resources)
Unit of Competency: BSBHRM602 Manage human resource strategic planning
Assessment: ☐ Written Questions
☐Project
Due Date: Date Submitted:
Ifyour assessment is being submitted after the due date, please attach a copy of the written
confirmation of extension received from yourassessor.
Declaration: I have read and understood the following information at the
beginning of this assessment guide (please tick):
☐ Assessment information
☐ Submitting assessments
☐ Plagiarism and referencing
I declare this assessment is my own work and where the work is
of others, I have fully referenced that material.
Name (please print) Signature Date
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BSBHRM602 Manage human resource strategic planning
ASSESSMENT 1: WRITTEN QUESTIONS
Read the questions below and respond in writing with the most suitable answer. There are
sixquestions. You must complete them all. Most questions require short answers although some
questions may require a more detailed response. You may use various sources of information
including your workbook, internet and other documents. Your assessor will advise when this is due.
Question1
(a) Describe human resource practices overall.(About 100 words)
The cost-benefit analysis is a process business to measure all the costs involved, the strengths and
weaknesses, and possible profits to be in a company and this information is used to analyses the
decisions and opportunities. The cost benefit analysis gauges the net present estimation of
decision by limiting the investment and returns.
(b) List and briefly describe each of the main functions of Human Resource Management. List at
least five (5).
1. Define the framework for the analysis. Recognize the program or strategy change and the
current the norm, or the condition of the world before execution contrasted with after.
2. Identity and classify costs and benefits.It is necessary to label costs and advantages and they
are composed in the following way:
 direct costs (proposed costs/benefits)
 tangible (easy to quantify and measure)/
 indirect costs (unintended costs/benefits),
 real (anything that adds to the primary concern net-benefits)/transfer (cash evolving
hands)
 intangible (difficult to recognize and quantify), and
3. Create a timetable for expected costs and revenue: Assess how costs and benefits will
improve every year. It is important to do this even before you begin to put numbers on things.
4. Adapt costs and benefits: Make a point to set all costs and all benefits in a similar money
related unit.
5. Markdown costs and benefits to get present values: That infers changing over future costs
and benefits into current value. That is generally called restricting the cashflowsor benefits by a
sensible discount rate.Each business will in general have an alternate discount rate.
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6. Compute net present values. That is finished by deducting costs from benefits.The
speculation recommendation is viewed as proficient if a positive outcome is acquired.
7. Make recommendations to operate in Covid19 situation
Question2
List and briefly explain the relevant legislative, regulatory and industrial requirements for a
business in relation to human resource management. Include at least three (3) pieces of legislation
or agreements. (approx. 50 words each)
Legislation Brief explanation
Federal laws Federal laws cover the whole level of business,
from hiring to the producer to the end. The U.S.
Labor Branch oversees key resolutions and
directions that affect businesses and employees.
The laws propose rules on pay and hours, safety
and well-being, medical benefits, retirement,
employee pay and working conditions.
State Laws Human resources advice includes the adoption of
state laws governing various parts of the industry,
for example, family and clinical leave, pre-
requisites for posting, notification to the chief
executive, welfare and safety, payment And hours
and compensation of employees.
International Laws The expansion of globalization has seen large
societies work together universally or set up
activities abroad. Ensuring legal and
administrative consistency can be uniquely tested
in an unfamiliar setting where strategic laws and
policies may be surprising.
Application Human resource specialists should adhere to
enforcement warrants and guidelines, criteria
set by government and state courts, and the
decisions of regulatory bodies. They can refer to
the online resources of nearby administrative,
state, and government agencies to help them on
a regular basis.
Question 3
Describe the requirements of a strategic plan. Include the planning process and what the plan
should contain. (About half a page)
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BSBHRM602 Manage human resource strategic planning
Requirement of strategic plan
Mission, vision, and aspirations.
Core values.
Strengths, weaknesses, opportunities, and threats.
Objectives, strategies, and operational tactics.
Measurements and funding streams.
Planning process:
1. Step 1 - Establish Objectives. To navigate the road to retirement, you must first map out
your destination.
2. Step 2 - Determine Your Investment Style.
3. Step 3 - Evaluate Investments.
4. Step 4 - Choose an Appropriate Investment Plan.
5. Step 5 - Execute and Periodically Examine the Plan.
Requirement of plan
The five basic requirements for a plan are that it be accessible, clear, specific, precise,
and accurate. Is it accessible? To be open, your configuration should provide the
required data with the aim that you can find it. It should be in the proper configuration
and should not be coated with accessory material.
Question 4
Explain the impact of technology on job roles in human resource management. (Write about half a
page)
The implementation of technology in the HR work process frees the experts from a lot of
work. Equipping bikes kills office work, speeds up the performance of a number of
errors, and contributes to a more productive performance of human resources. The
promotion of innovation means that organizations can use the latest advances, for
example, artificial intelligence to secure the ongoing and augmented reality to new
locally available producers.
Question 5
For the following five (5) common options for sourcing labour that a business could access, briefly
state why a business should use them and any considerations. (50 words for each)
Legislation Brief explanation
Hiring casual labour For short term projects usually for 3 months or 6
months on temporary basis.
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Legislation Brief explanation
Hiring new graduates or trainees To hire young aspirants, who are willing to give
their 100% if trained well.
Employing off-shore workers These workers ask less salaries, have less
absence rate and low retention rate.
Outsourcing Saves major cost of expenses, gives best
services at low cost.
Using contractors or consultants Saves cost and time for the company on hiring
staff and invests on their training.
Question 6
If you decided to source your labour supply using external labour market, what are your options for
accessing staff? List three (3)
1. Advertisement in Newspapers
2. Employment exchanges
3. Educational Institutions

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BSBHRM602 Manage human resource strategic planning
ASSESSMENT 2: PROJECT
Overview
For this assessment you are to demonstrate that you can develop, implement and maintain a
strategic approach to managing human resources in an organisation, ensuring that the
organisation has the structure and staff to meet current and foreseeable business and performance
objectives. You must demonstrate that you can:
 Research planning requirements
 Develop human resource strategic plans
 Implement a human resource strategic plan
There are four parts, each with a number of tasks. You are required to complete all tasks.
The tasks will be based on the simulated businessBush Track Lodge.
To be assessed as satisfactory for this assessment, you must complete all tasks addressing all the
related points.
Scenario
You and your business partner are owners of Bush Track Lodge, a big, old homestead in a
remote area, which you purchased just over twelve months ago andconverted into a Bed and
Breakfast. It is in bushland near a lake with lots of local flora and fauna. The area offers bush
walking, fishing and kayaking. There is also a nearby treetops walk with several tour companies
offering hikes and tours to local attractions.
The house has 7 bedrooms, 3 bathrooms, a kitchen, 3 sitting areas and a big outside area. The
house is old-fashioned but you have renovated and now each room has an en-suite. You have
painted the place, stripped and polished the floors and installed a commercial kitchen. You have
set up internet and each room has Wi-Fi.
You and your husband are partners in the business. You are in charge of the operational side of
the B and B and your husband works outside and also does the bookkeeping and assists in
recruitment and staffing.You have hired 3 staff to do the cleaning and gardening. Laundry is
outsourced.
You have been operating it successfully for a year with over 90% occupancy and are now
looking at expanding to turn the B and B into a tourism attraction offering an authentic
Australian, outback farm experience.
You offer a restaurant in an old barn on the property and in the evenings, you are open for
typical meals made from locally sourced produce, which attracts not only your own guests but
day visitors and at weekends, locals. You employ a chef full time who manages this and also
assists with cooking breakfast for the guests.
Your aim in setting up this business was to develop a successful operation that will be a desired
tourism destination. Your goal is that in three years’ time you will be managing a successful
business, and will have both a good income as well as a good work/life balance.
Over the next three years, you aim to increase the typical farm activities to offer to visitors
including:
 Sheep shearing and hay rides. You recently purchased a small flock of sheep with which
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