The task is clearly explained in the task description
There are 3 learning outcomes:
•LO1Common communication barriers
e.g.
Language is one of the barriers
Inequalities between men and women in Colombia
•LO2Strategies for overcoming the challenge
how to overcome the barriers.
•LO3Awareness of culture influence on effective communication
welcoming other nationalities, religious differences, eye contact, not touching other people if you don’t know them well (respect the culture)
All of these learning outcome points should be written in your notes and not on your poster.
Use a few sentences
Present more points relating to the country and the hotel
Please could you just follow the learning out come as the student complian that her tutor said she has not done the right thing
Assessor Guide – BSBHRM513 Manage workforce planning Assessor Guide – BSBHRM513 Manage workforce planning Assessor Guide – BSBHRM513 Manage workforce planning Learner Guide BSBHRM513 Manage workforce planning Unit Start Date: 13/05/2019 Assignment Due Date (Deadline): 16/06/2019 Trainer: Binish Nida Afaque Trainer’s Email:
[email protected] (Version 2.0 March 2017) Table of Contents 1. Unit of Competency3 2. Application of unit3 3. Evidence requirements3 4. Performance evidence5 5. Knowledge evidence5 6. Methods of assessment6 7. Plagiarism, collusion and cheating6 9.Assessment submission cover sheet7 10.Assessment declarations7 Assessment Task 1: Research workforce requirements and develop workforce planning8 1. Performance objective8 2. Assessment description8 3. Procedure8 4. Specifications10 Appendix 1 – Workforce data12 Appendix 2 – Communication strategy15 Appendix 3 – Risk management and contingency plan16 Assessment Task 2: Implement actions in support of workforce planning17 1. Performance objective17 2. Assessment description17 3. Procedure18 4. Specifications19 Appendix 1 – Staffing information FY 2014–1521 Appendix 2 – Staffing action plan template22 Assessment Task 3: Monitor and evaluate workforce planning23 1. Performance objective23 2. Assessment description23 3. Procedure23 4. Specifications24 Appendix 1 – Workforce data26 Appendix 1: Buon Appetite Patisserie: Business plan extract and workforce data29 Simulated Business: JKL Industries37 1. Unit of Competency BSBHRM513 Manage workforce planning 2. Application of unit This unit applies to individuals who are human resource managers or staff members with a role in a policy or planning unit that focuses on workforce planning. 3. Evidence requirements Through review of the unit of competency and consultation with relevant industry representatives, the following evidence has been identified as appropriate for assessment in this unit. Element Evidence Research workforce requirements · Review current data on staff turnover and demographics · Assess factors that may affect workforce supply · Establish the organisation's requirements for a skilled and diverse workforce Develop workforce objectives and strategies · Review organisational strategy and establish aligned objectives for modification or retention of the workforce · Consider strategies to address unacceptable staff turnover, if required · Define objectives to retain required skilled labour · Define objectives for workforce diversity and cross-cultural management · Define strategies to source skilled labour · Communicate objectives and rationale to relevant stakeholders · Obtain agreement and endorsement for objectives and establish targets · Develop contingency plans to cope with extreme situations Implement initiatives to support workforce planning objectives · Implement action to support agreed objectives for recruitment, training, redeployment and redundancy · Develop and implement strategies to assist workforce to deal with organisational change · Develop and implement strategies to assist in meeting the organisation's workforce diversity goals · Implement succession planning system to ensure desirable workers are developed and retained · Implement programs to ensure workplace is an employer of choice Monitor and evaluate workforce trends · Review workforce plan against patterns in exiting employee and workforce changes · Monitor labour supply trends for areas of over- or under-supply in the external environment · Monitor effects of labour trends on demand for labour · Survey organisational climate to gauge worker satisfaction · Refine objectives and strategies in response to internal and external changes and make recommendations in response to global trends and incidents · Regularly review government policy on labour demand and supply · Evaluate effectiveness of change processes against agreed objectives 4. Performance evidence The following is the performance evidence required for this unit, as specified in the in the “Assessment Requirements” document for this unit. Evidence of the ability to: 1. review and interpret information from a range of internal and external sources to identify: · current staff turnover and demographics · labour supply trends factors that may affect workforce supply · organisation's workforce requirements objectives and strategies 2. manage workforce planning including developing, implementing, monitoring and reviewing strategies to meet workforce needs 3. review relevant trends and supply and demand factors that will impact on an organisation's workforce 4. develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce. Note: If a specific volume or frequency is not stated, then evidence must be provided at least once. 5. Knowledge evidence The following is the knowledge evidence required for this unit, as specified in the in the “Assessment Requirements” document for this unit. To complete the unit requirements safely and effectively, the individual must: 1. explain current information about external labour supply relevant to the specific industry or skill requirements of the organisation 2. outline industrial relations relevant to the specific industry 3. describe labour force analysis and forecasting techniques. 6. Methods of assessment Through consultation with industry, the following assessment methods have been deemed appropriate for this unit. Role-play ● Assessment Task 2: Candidate presents workforce planning to senior management (in role of HR consultant). Written report · Assessment Task 1: Candidate prepares research report. · Assessment Task 3: Candidate prepares evaluation report. Presentation and observation ● Assessment Task 2: Candidate presents workforce planning to senior management. Portfolio of work/ simulation · Assessment Task 1: Candidate submits communication strategy, contingency plan. · Assessment Task 2: Candidate submits staffing action plan. · Assessment Task 3: Candidate submits employee satisfaction survey (climate survey). 7. Plagiarism, collusion and cheating The “Assessment details” section of each assessment task clearly identifies for candidates whether the assessment task is to be completed individually by the candidate, or as a candidate group (with the members of the group to be assigned by the teacher). Individual assessment tasks must be the work of the candidate only. Group assessment tasks must be the work of the candidate group only, working collectively. The assessor should provide candidates with information about the proper working of a candidate group, that is, that the group is required to work together to address the requirements of the assessment task as detailed. The assessor should expect that every member of the team has contributed equally to all aspects of the assessment task. The assessor will use various techniques to verify this, including asking each team member to identify those parts of the written deliverables to which the team member contributed. Each team member should be questioned by the assessor about various aspects of the assessment task, the work which was performed by the team member, and the approach which was taken. Members of the team who are found to have not been actively involved in those aspects of the assessment task requiring the team to work together will be assessed as Not Yet Competent. This assessment submission must be the candidate’s own work or the group’s own work. Candidates and groups are to identify the sources of their information using the reference systems discussed in class. Candidates and candidate groups are not to plagiarise or collude with others in the development of this assessment submission. The assessor should inform candidates that if they are in any doubt about whether they might have plagiarised or colluded, they should refer to the information about plagiarism, collusion and cheating in the candidate handbook. Candidates should be further informed that they can ask their teacher at any time for advice on avoiding plagiarism and collusion. Candidates should be informed of the consequences of plagiarism, collusion or cheating (as documented in the ACM Policies and Procedures Manual and in the learner handbook. 8. Assessments format and submission: Your assessments should be typed in readable font style (preferably Arial, Calibri, Times New Roman) and 11 font size for ease of reading. · You must include a footer/header on each page with the student name, unit code, unit name, page number and date. · You should submit an electronic copy of your assessment to your trainer/assessor in MSWord, PowerPoint, Excel, or PDF file as per the task requirement. Always mention your official name in email and your assessment file name. · It is your responsibility to provide correct email address to your trainer. · Trainer/Assessor email ID is
[email protected] 9. Assessment submission cover sheet Trainers/assessors and candidates at ACM are responsible for ensuring that written responses to assessment tasks are submitted with an ACM assessment submission cover sheet. The assessment submission cover sheet must be signed and dated by the submitting candidate or candidates to attest that the work submitted is their own and that they are aware of the ACM policy and procedure on plagiarism, collusion and cheating. A response to an assessment will not be considered to have been submitted unless a validly completed and signed assessment submission cover sheet is attached. 10. Assessment declarations Trainer/assessors and candidates at ACM are responsible for ensuring that for each response to a non-written assessment task (e.g. verbal presentations, workplace scenario interviews etc.) candidates complete an assessment declaration. The assessment declaration must be provided to the assessment submission. It must be signed and dated by the submitting candidates or candidate group to attest that the work to be submitted is their own and that they are aware of the ACM policy and procedures on plagiarism, collusion and cheating. Assessment Task 1: Research workforce requirements and develop workforce planning 1. Performance objective This task requires you to demonstrate skills and knowledge necessary to research workforce requirements within an organisational context and to develop workforce planning. 2. Assessment description In response to a simulated business, you will research workforce requirements, review organisational strategic plans and develop a report outlining your proposed workforce plan to meet organisational strategic objectives. Workforce planning report Communications strategy Risk management and contingency plan Assessment Task 1 Staffing action plan Workforce planning presentation Assessment Task 2 Organisational climate survey Evaluation report Assessment Task 3 3. Procedure 1. Review the JKL simulated business documents provided by your assessor and the scenario below. JKL Industries is an Australian-owned company selling forklifts, small trucks and spare parts to industry, with a rental division leasing forklifts and small trucks. The company’s head office is in Sydney and JKL has branches in Brisbane