BSBHRM501 Manage human resource services

 Activity: 1, Activity: 2, Activity: 3, Activity: 4, Activity: 5, Activity: 6, Activity: 7, Activity: 8 Activity: 9, Activity: 10, Activity: 11, Activity: 12, Activity: 13, Activity: 14, Activity: 15, Activity: 16, Activity: 17, Activity: 18, Activity: 19, Activity: 19, Activity: 20, Activity: 21, Activity: 22, Activity: 23, Activity: 24, Activity: 25, Activity: 26, Activity: 27 , Activity: 28, Activity: 29, Activity: 30

Activity: 1

Analyse the information from the strategic plan and review the external business environment to determine what, if any, impact it will have on HR requirements

Activity: 2

Ø  Why should HR professionals consult line and senior managers about the human resource needs in their areas? Provide at least five reasons.

Training:

1.       

2.      Extra staff:

3.       

4.      Solve conflict:

5.       

6.      To make changes in workplace: 

7.       

8.      Decision making:

9.       

Questionnaire 

1.      Is there need to appoint some new staff to offer better customer service?

2.      Are the employees are satisfied with the pay they are getting?

3.      Is he appointing the appropriate staffs for the food outlet who have experience?

4.      Are they having all resources available which are useful for preparing food?

5.      Is the employees are following work health and safety rules?

6.      Do employees feel good about workplace safety and ethics?

7.      Do managers communicate expectations with their direct reports?

8.      Do employees feel that they are adequately compensated?

9.      Do employees feel that their efforts are being recognized and appreciated?

10.  Is there need of any safety products in the outlet?

Activity: 3

1.      Your organisation understands the needs for a diverse workforce. It also understands that those organisations that are serious about achieving diversity will have diversity in place. Explain how would you review organisation requirements for workforce diversity?

1.      What are the HR services and products that need to be delivered?

2.      You have decided to analyse the options in terms of risk and to weigh up the costs and benefits of the options.

3.      Prepare a detailed checklist of legal requirements that HR providers would need to take into account when providing HR services. The checklist should provide details of the actual obligations and details of specific commonwealth and state/territory legislation.

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2.       

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5.       

4.      Which option do you think would be least likely to allow the organisation to comply with its legal obligations and which option you think would be most likely to deliver a service which complies with organisational policies. Explain why?

1.      Prepare suitable strategies to allow each objective to be achieved. Provide details of performance indicators you could use to measure whether or not the strategy has been effective.

§  The performance indicators are:

Recruitment:

Selection:

Orientation:

Training:

Supervision:

Compensation:

Perform management:

Legal defence:

Q.2 Create a job description that outlines the roles and responsibilities of HR professionals.

·         Maintain the work structure by updating job requirements and job descriptions for all positions.

·         Maintains organisation staff by establishing a recruiting, testing and interviewing program, counselling managers on candidate selection, conducting and analysing exit interviews and recommending changes.

·         Prepare employees for assignments by establishing and conducting orientation and training programs.

·         Ensures legal compliances by monitoring human resources feferal and state requirements conducting, investigations, maintain records and representing the organisation at hearings.

·         Contributes to team efforts by accomplishing related results as needed.

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1.      What is a Training Needs Analysis (TNA)?

2.      List three methods which you think would work best for you and explain why you think they would be most effective. List three training methods which you think would effective and explain what arrangements you will make to support the training.

Ø  The arrangements that manager will make to support the training are:

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1.      Explain how much you ensure that services are delivered by appropriate providers according to the service agreement?

2.      If they do not, the organisation can use the dispute resolution clause to resolve the issue. Do you agree? Explain.

1.      How would you identified any performance gap and what action might you take? Provide at least five examples.

Create a survey:

Compile the results:

Analyse the data:

Other considerations:

Observations:

Actions for solving the problem of performance gap:

2.      A. what is ROI? Why can calculate ROI is difficult when it comes to be provision of HR services?

Collecting data:

1.       

2.      Converting data to monetary values:

3.       

4.      Tabulating the cost of HR program:

5.       

1.      Describe each type of survey in one or two sentence. Provide two examples used in each type of survey.

1.      .

Self-interest:

1.       

2.      Skills/dearth training:

3.       

4.      Loss of control:

5.       

1.      Junior employees within the HR department consider that one of their colleagues, Liza, makes no effort to do her share of work. Becoming annoyed, the other employees now refuse to let Liza do work they have begun and they do not pass on useful information which could help her complete required tasks more easily. Whilst they do not refuse to give Liza anything she requires to undertake her role, they simply do not provide further information which could assist.

2.      A female employee called joey asks whether her partner, who is also female, can attend a cocktail party for residents and employees of the aged care facility. The function is intended to promote communication between employees and the very conservative residents. If joey’s partner was male, he would have been invited. Joey’s manager says her partner cannot come.

3.      An employee called Yudi has been chosen to be on the selection committee to determine upcoming promotions. The head of the committee has decided that it will meet on Friday afternoons. Yudi is jewish. As part of his employment contract, he begins and end work early on Friday to ensure he is home in time for Sabbath. When he explains this to the head of the selection committee he is told that as he will not be able to fulfil his duties, another committee member will be chosen in his place.

4.      Your colleague has been counselling a long-term employee who has been displaying strange behaviour. Your colleague reports that they are concerned the employee might have a mental illness which needs medical intervention. The employee’s husband, too, is concerned, and telephones your colleagues to seek information which will help him decide what to do next. Your worried colleague provides it.

1.      In approximately 200 words explain why it is necessary to develop clear recruitment, selection and induction policies. Use the information in this manual and your own experience or research to answer the question.

2.      List at least six key elements that need to be taken into consideration when developing recruitment, selection and induction policies and procedures.

3.      Make a list of 15-20 documents or forms that would support the recruitment, selection or induction policies and procedures in an organisation.

1.      You have been asked to communicate requirements regarding organisational policies and procedure to staff. Identify at least six options that you might have to do this.

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As

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1.      You are involved in the recruitment process to hire a receptionist for your organisation. Why might it be necessary to develop and use appropriate person and position descriptors when doing this?

2.      List and discuss at least three strategies that might be followed to ensure that appropriate job specifications and person descriptions are available for recruitment purposes.

1.       

2.       

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1.      You have been tasked with placing an advertisement for a vacant position. What are the two most important legal aspects that you must address when doing this?

2.      When might it be necessary to utilise a recruitment and selection specialist?

1.      You want to send timely responses out to all unsuccessful candidates at the conclusion of the recruitment process. A colleague tells you that you are causing unnecessary work for yourself. What reasons would you give them for doing this?

2.      You have chosen a preferred candidate for a job. Why it is important to ensure that a job offer and contract of employment be executed promptly?

1.      Why should management check that induction processes are followed across the organisation?

2.      List at least five methods of providing feedback to probationary employees.

1.      What feedback could you obtain from participants and relevant managers on the extent to which the induction process is meeting its objectives?

Q.1 Describe common recruitment and selection methods, including assessments centres?

Preliminary interviews:

1.       

2.      Selection tests:

3.       

4.      Reference and background checks: 

5.       

6.      Physical examination:

7.       

8.      Explain the concept of outsourcing?

9.      Describe the purpose of employment contracts that might be drawn up and describe also the purpose of industrial relations?

10.  Explain the terms condition of employment? Provide 10 examples.

1.      Choose either the delivery of HR client services or recruitment services. Provide a description of your chosen service area, including a list of services which can be delivered in that area and the aims or purpose of your chosen service area.

2.      Explain how the bank’s strategic and operational plans would be used to develop and manage human resource services.

3.      Explain how what is happening in the external business environment might affect the development and management of human resources services.

4.      Explain how you would manage diversity.

5.      Develop a client needs assessment form which could be distributed to line managers to identify their needs in your chosen HR service area.

1.      Is there need to produce some products as per customers demand?

Yes                                                            No

2.      Is the clients are satisfied with the services provided?

Yes                                                      No

3.      Which method they are using to get feedback from customers?

Questionnaire                                 Survey                              Feedback form

4.      Is there need to recruit more employees to provide better customer service?

Yes                                                        No

5.      Is there need to add some more features to product?

Yes                                                 No

6.      How much the customers rank the services provided?

7.      How much the customers rank the behaviour of staff?

8.      Who is handling the problems in organisation?

Manager                          SupervisorDescribe the requirements of legislation which applies in your chosen area and explain how you can ensure those requirements are met.

7.      Develop a service agreement for the delivery of human resources service in your chosen area.

Services: 

1.       

2.      Client education:

3.       

4.      Full range of services:

5.       

8.      Develop an action plan/ strategic plan that could be used to implement HR services in your chosen area.

9.      Develop a set of quality assurance standards that might be used to monitor the delivery of human resources services. What would you do if it were determined that quality standards were not being met?

Feedback:

1.       

2.      Initial meetings:

3.       

4.      Consult with staff:

5.       

6.      Results from survey:

7.       

8.      Number of termination:

9.       

10.  Observation:

11.   

10.  Explain how you would calculate the ROI of providing human resource services.

11.  Create a written survey that could be used to collect feedback from clients about their satisfaction with the services in your chosen area. Explain how you would use this feedback.

1.      Are the employees satisfied with the services provided?

Yes                                                                 No

2.      How much they rank the services provided?

Good              Very good                 Excellent

3.      How often do they typically use the product?

4.      How satisfied were they with new product?

Satisfied            Very satisfied           Delighted

5.      Are they totally understands the service needs of the organisation?

Yes                                                      No

6.      How happy they with the speed and efficiency of the services?

Happy                       Very happy                      Not happy

7.      Are we able to respond their requests?

Yes                                      No

8.      Are they satisfied with the way we work in the organisation?

Yes                                                    No

9.      How happy they are with the extent to which we help you learn and provide recommendations that are in the best interest of organisation?

Very happy                                               Not happy

10.  Are they satisfied with our attention to detail and thoroughness?

Yes                                                                     No

12.  Describe the ethical obligations relating to your chosen service area which HR managers should observe.

·         Develop a range of policies and accompying procedures for

·         Recruitment

·         Selection

·         And induction in a new organization

1.      The objective of the training             Agree               Neutral              Disagree                                                               

Were clearly defined.

2.      The Participation and interaction   Agree                  Neutral           Disagree

Were encouraged.

3.      The topics covered were                   Agree                 Neutral             Disagree

Relevant to position.

4.      The content was organised              Agree                  Neutral            Disagree

And easy to follow.

5.      The materials distributed                 Agree                Neutral              Disagree

Were helpful.

6.      The training experience                 Agree                    Neutral                Disagree

Will be useful in work.

7.      The trainer was well                          Agree                  Neutral               Disagree

Prepared.

8.      The training objective                      Agree                     Neutral               Disagree

Were met.

Failed to meet expectations:

Not easy to follow:

Different language:

Present policy and procedures to employees in the organisation:

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Ø  Action if employees need extra training:

Develop a training program:

§  Comply with policy and procedural requirements

Management support:

1.       

2.      Consult with staff:

3.       

4.      Define the terms of policy:

5.       

§  Develop and use current position descriptors and person specifications

§  Are given the training needed to help them perform well in the role/s

Skill audit:

§  Advertise vacant positions in compliance with organisational policy and legal requirements

§  Follow selection procedures that accord with organisational policy and legal requirements

§  Execute job offers and contracts of employment promptly

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§  Provide all new appointments with accurate advice about salary, terms and conditions

Answer:

Job letter: 

Employment agreement:

§  Follow appropriate induction procedures

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§  Manage probationary employees and provide them with feedback until their employment is confirmed or terminated

Ø  How could you identify any issues with the induction process?

Communicate expectations:

1.       

2.      Use easy and effective way:

3.       

4.      Undertakes their duties in an efficient and effective manner:

5.       

Ø  Under what circumstances might it be necessary to make refinements?

Improvements:

1.       

2.      Change duties:

3.       

4.      Making changes: