BSB XXXXXXXXXXDiploma of Human Resources Management E1352 BSBHRM501 Manage human resource services Portfolio of Evidence Student name: XXXXXX Student number: XXXXXX Assessment number: 35825/02...

BSB50618 - Diploma of Human Resources Management
E1352
BSBHRM501 Manage human resource services
Portfolio of Evidence
Student name: Devika Tennakoon Arachchige
Student number: E0984455
Assessment number: 35825/02

BSB50618 Diploma of Human Resources Management
Assessment 35825/02
Open Colleges        
Page 5 of 25
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Getting started
The assessment activities are designed to provide evidence that demonstrates your competence in the unit BSBHRM501 Manage human resources services.
Competency details
This unit describes the skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics.
General instructions
The purpose of this assessment is to provide you with the opportunity to display the necessary skills and knowledge to manage human resource services. You will be required to:
· Answer each of the questions relating to the case study
· Include both in text citations using the Author/Date style and a reference list of all documents and websites you researched
· Demonstrate that you can collect, analyse and communicate information and ideas to stakeholders
· Demonstrate a range of relationship management, problem solving and communication skills
· Demonstrate your ability to:
· Analyse business strategy, the organisational environment and operational plan to determine HR service requirements
· Manage the delivery of human resource services including documenting and communicating delivery strategies and plans
· Use a range of tools and techniques to evaluate HR services
Assessment description
This activity will be based on the Ethical Trading Group case study provided in the additional resources section of OpenSpace and the Ethical Trading Group Website.
You will also utilise the information on Ethical Trading Group provided in additional resources within your online learning environment OpenSpace as well as the Appendices of this assessment document:
· Appendix A: Email Template
· Appendix B: HR Strategy and Action Plan
You are to complete all activities below and submit all required evidence for this assessment.
Consider the following information from the case study and answer the questions outlined below.
Case Study: Ethical Trading Group
Your manager has asked you to research and consult with stakeholders in regards to developing a HR strategy and action plan for the organisation. The Board has recently met with the HR Manager and the Board has requested that a number of draft documents be prepared and consultation undertaken within the organisation prior to presenting the strategy and action plan to the Board.
Question 1
The organisation has recently developed a Code of Conduct.
a. Provide a summary of the Code of Conduct and outline two improvements you would make.
· Purpose
Framing a guideline in the code of conduct which renders to make a positive, economic, social and environmental contribution to society, consistent with the principles of honesty, integrity, fairness and respect.
· Scope
This Code of Conduct applies to all Directors, employees, volunteers and contractors.
· Policy Statement
The code of conduct is framed in order to provide a set of guiding principles which are
Formulated to provide a set of guidelines which are to be followed by the every personnel working in the environment. The code of conduct depicts that all the personnel should clearly follow the ETG principle and according to that any kind of ill practices that would be carried against the stake holders would be considered the violation of disciplinary actions.
The Code of Conduct and the behaviours outlined within it are fundamental to organisation building healthy and positive relationships with its clients. The Code of Conduct also governs the way in which employees, volunteers and contractors are to relate to other staff, professionals, clients, visitors and stakeholders.
· Responsibilities
· ETG personnel are expected at all times to act according to the principles set out in the code of conduct.
· At all times personnel must act in compliance with legislation and observe their responsibilities to stakeholders and their communities
· All personnel should respect and not misuse ETG property or information and will treat all stakeholders with respect whilst making a positive contribution to our communities
· ETG personnel occupy a position of trust with stakeholders and act at all times to preserve that trust
· Report behavior that may be contrary to the Code of Conduct and required standards of behavior.
· Conflict of Interest
Ethical Trading Group, its Board, and employees will take every due and proper measure to ensure that there is not and that there shall not appear to be, any conflict between the personal and private interests of employees and their responsibility to ETG, its stakeholders and the general community
· Failure to Comply with the Code of conduct
Violation of this Policy will be seen as a matter of serious consequence and will result in disciplinary action, up to and including dismissal
2 Improvements
1. Conflict of Interest- Adding below description and implementing
Under no circumstances are personals permitted to develop personal relationships with clients, A personal relationship is an association between two or more people that may be based on liking, love, some other type of social commitment or regular business interactions. Personal relationships may include a relationship between two parties that can have the unintentional effect of influencing judgment or behaviour, or creating a perception of influencing judgment. Where an employee, volunteer or contractor has a pre-existing relationship with a client, this may lead to a conflict of interest and they must disclose this to their supervisor or senior manager and the Conflict of Interest Policy must be followed. A plan should be put in place and approved by ETG to mitigate any potential conflict of interest.
2. Purpose- Adding below description and implementing
This code of conduct should be channelized and framed in a proper manner the guidelines should be the one that should be properly acceptable by all the person involved with it. The code should be accumulated so that the conflict of interest does not arise within the employees.
2. Measure effectiveness of your ethics programme. To ensure best practice, organizations need both to measure their ethical performance and to foster open discussion.
b. How can HR help to support the observation of the Code of Conduct?
1. The top management should adopt and implement the guidelines issued in the code of conduct so that the junior level employees could get a chance and a motivation to follow the steps of their senior.
2. Engage, communicate and train your staff. Engage staff and other stakeholders such as suppliers, investors, regulators and consumer communities, through effective and informative communication. Good, regular and consistent communication and training will help to implement an ethical culture.
3. Provide support routes for staff. Organizations need to develop clear routes for reporting suspected fraud and violation of company policies on ethical behavior. Many organizations who lack this kind of approach should initiate a strategy of zero tolerance so that this kind of activities cannot hinder the environment.
4. Measure effectiveness the ethics programme. To ensure best practice, organizations need both to measure their ethical performance and to foster open discussion.
Question 2
In Ethical Trading Groups policy and procedures manual the Finance team has a Code of Conduct specifically for their team. Develop a Code of Conduct for the HR team.
    Code Of Conduct
    Ref :- 256389
1.0 Purpose
This outlines the expectations regarding employees’ behavior towards their colleagues, supervisors external parties and overall organization.
To promote freedom of expression and open communication. The employees must need to follow the code of conduct. They should avoid offending, participating in serious disputes and disrupting the workplace. It is expected by them to foster a well-organized, respectful and collaborative environment.
2.00 Scope
This policy is applicable to all of the employees regardless of employment agreement or rank. It is also applicable on volunteers, contractors, consultants or any person.
3.00 Definitions
"Disciplinary Action" can include, but is not limited to; warnings, termination or suspension of employment or other contract, termination or suspension.
"Disruptive Behavior" includes, but is not limited to, the following:
· Unlawful or Illegal activities or behavior;
· Unethical or dishonest activities or behavior;
· Profane, disrespectful or abusive language or behavior;
· Demeaning or intimidating language or behavior;
· Sexual comments or innuendo;
· Inappropriate touching, sexual advances;
· Racial or ethnic jokes or other inappropriate or discriminatory comments or language;
· Outbursts of rage, violent or threatening language or behavior;
· Inappropriate notations in client records;
· Breach of privacy (including as required by the Privacy Act and Australian Privacy Principles) or confidentiality
· Inability to work collaboratively with others;
· Repeated failure to respond to telephone calls or other means of electronic communication;
· Inappropriate dress and standard of personal hygiene.
4.00 Legislative References
Anti-Discrimination Act
Child Protection Act 1999
Disability Discrimination Act 1992
Fair Work Act 2009
Privacy Amendment (Enhancing Privacy Protection) Act 2012
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Work Health and Safety...