Reference no: EM132401031

BSBHRM604 - Manage Employee Relations Assignment

Assessment Task 1: Research and develop employee relations protocols project

1. After meeting with management you determine there is a need for you to develop the following employee relations strategies and policies:

• A diversity policy including associated strategy and processes to address issues which impede attainment of workplace diversity objectives.
• A recruitment policy including associated strategy and practices.
• An induction policy including associated strategy.
• A training and development policy including associated strategy.
• A performance management policy including associated strategy.
• An employee relations risk management strategy.
• Problems and grievances protocols.

Your Assessor will provide you with information before you start developing these documents. This information will be given to you in class during a class discussion. Make sure you are clear on the information provided by taking notes and asking questions to clarify. You will be assessed on your participation in the discussion.

2. Research the requirements for areas for which documents need to be developed by locating, reviewing and analysing a number of policies and protocols developed by other organisations identifying material or content that can be used, and researching applicable legislation that needs to be complied with.

Where state-based legislation is to be applied, use the laws that apply to the state in which you live.

Research may include:

• Reading hard copy examples
• Conducting online searches.
• Consult with classmates to discuss your findings and obtain their input on what needs to be covered and addressed by the documents to be produced.
• Outline the legislative and regulatory requirements that need to be covered.
• Consider each topic for which a document needs to be written and identify possible risks that present themselves in each case, and generate viable solutions to address each risk in the event it arises.
• Prepare an informal report to submit to your assessor that documents your research findings and indicates the nature of the format and content for the documents you intend to produce.
• While this report is informal, ensure your writing is clear and concise - you may use bullet points to help layout and present the information.

3. Prepare draft versions of required policies, strategies and procedures.

Ensure these drafts:

• Are written clearly and concisely.
• Cover all identified organisational and externally-imposed requirements for each item.
• Include valid input from consultations.
• Are legally compliant.
• Align with organisational goals.
• Accommodate risk management requirements.

4. Present draft versions of required policies, strategies and procedures for comment by others.

Consult with classmates to obtain feedback on what you have written.

Take notes about what they say, and ask questions to clarify their input and/or elicit more detail.

The information you capture at this stage will form the basis of what you do next so make sure you get lots of input and take comprehensive notes.

You must make changes to all of your draft documents - it is not acceptable to say 'No changes were required': you must show evidence of having made at least one change to each document.

Provide evidence of the consultation that took place - such as copies of emails, or notes taken when engaged in face-to-face consultations.

5. Revise draft versions of required policies, strategies and procedures to produce final copies of each.

Incorporate legitimate comments made by others as part of the consultation process.

Produce an informal report showing where changes were made to each document and explaining the rationale for such changes.

6. Research individual, team development and other plans.

Discussion with management has also revealed a need to develop several plans to assist in the operation of the department.

An analysis of requirements has revealed a need to produce:

• Individual employee development plans.
• Team development plans for your department.
• A plan to promote diversity in the workplace.
• An education and communication plan describing how the diversity intentions of the organisation will be promoted and encouraged.

Conduct desktop research on options for producing these plans identifying required content for each plan and considering alternatives for layout and format of same.

Provide evidence of online research by submitting screen dumps or print-outs.

Consult with stakeholders (other students) and brainstorm and/or discuss possible inclusions - take and submit notes taken during these sessions as evidence of consultation and communication with stakeholders.

7. Develop required plans.

Prepare and submit:

An individual employee development plan for a frontline Customer Service Officer to help them provide more effective over-the-phone service relating to product knowledge and company policies and procedures for return and exchange of phones.

A team development plan for your department that details how they will become aware of the new employee relations policies that have just been developed.

A plan to promote diversity in the workplace that supports the Diversity policy that has been produced and includes:

• A plan explaining how you will actively encourage workers to accept and engage with diversity in the workplace.
• A department-wide education plan to share with employees the benefits of diversity and the legal obligations that apply in this regard.
• A communication plan detailing how and when diversity-related objectives of the business will be shared with staff.

Assessment Task 2: Implement employee relations protocols project

1. Present required information to staff.

Develop an email to send to staff advising them of:

• The development of new employee relations policies and strategies.
• Physical locations within the organisation where hard and soft copies of these policies and protocols are available/can be accessed.
• Time, place and date of an information session they are required to attend in order for them to learn about the new protocols.

Prepare a presentation that is both engaging and interactive for a group of five staff. You will have 20-30 minutes to present and your assessor will arrange the group of staff to attend (role played by your class mates).

The objectives for the presentation are:

• To communicate and explain the contents and implementation of the newly prepared employee relations policies and strategies.
• To advise the group of the problem solving processes that have been developed to address identified workplace issues and conflict.
• To gain the support of the group for the problem solving processes that have been developed.
• To detail ways in which implementation of the new employee relations policies and strategies will be monitored.

To make your session engaging incorporate the following:

• Ask lots of questions.
• Present examples of workplace scenarios to illustrate how policies, strategies and protocols may be applied in the workplace and benefit all stakeholders.
• Ask participants to present ways in which the employee relations policies and strategies may be used.
• Convey information using more than one approach - for example, use handouts, verbal explanation, PowerPoint presentation, online resources/videos.

During the presentation your assessor will be observing that you:

• Use the time effectively.
• Use appropriate interpersonal and communication skills.
• Apply a variety of presentation techniques.
• Present information effectively and in a manner appropriate to the group.
• Provide information openly and collaboratively.
• Clearly explain how the new employee relations protocols will be implemented.
• Clearly explain how implementation of the new employee relations protocols will be monitored.
• Communicate the need for diversity to be a standard part of the way the business operates.
• Have properly and adequately planned and prepared for the session.
• Secure agreement from the group that the new problem solving processes that have been developed are acceptable and workable.

2. Negotiate an employment contract for an individual staff member (role play)

Create a memo to send to the new staff member advising them of:

• The aim of the meeting - to negotiate their employment contract.
• Time, place and date of the meeting.
• Who and what they may bring with them.
• The template that will be used as the basis for the negotiations.
• How the session will be conducted.
• A copy of the job specifications and work processes for the role.
• Pre-reading they may like to do in advance of the meeting.
• Obtain a copy of a standard employment contract template (available from Fair Work Australia or a number of commercial websites, free-of-charge) to use as the basis for negotiations.
• Obtain a copy of relevant awards and agreements to act as a basis for the negotiations.
• Be clear about organisational imperatives and objectives for employing staff, as well as the legal obligations imposed by the National Employment Standards, awards and any registered agreements that may apply.
• Identify aspects of the employment contract that are likely to be contested and need negotiation.
• Plan the meeting and how the negotiations will proceed.
• Strive to achieve a win-win outcome as the result of the final employment contract that is agreed on.

During the presentation your assessor will be observing that you:

• Have read and understood the employment contract template, relevant awards and agreements, and the minimum employment requirements as stated by the National Employment Standards.
• Have read and understood the job specifications and work processes for the role.
• Provide and present information clearly.
• Use verbal and non-verbal language to communicate appropriately.
• Calculate a weekly and hourly wage rate for the position taken from relevant awards, agreements and the negotiation process as well as overtime rates that apply to hours worked over the 38 hours per week, and hours worked on Public Holidays.
• Create and foster a sense of collaboration and commitment to the organisation to optimise workplace cohesion.
• Properly and adequately planned and prepared for the session.
• Applied appropriate negotiation skills and techniques to negotiate the employment contract so it accommodated organisational objectives and employee rights and preferences balancing the family/work relationship.

3. Negotiate an enterprise agreement (role play).

• Create a memo to send to the new staff member advising them of:
• The aim of the meeting - to negotiate their enterprise agreement.
• Time, place and date of the meeting.
• Who and what they may bring with them.
• The template that will be used as the basis for the negotiations.
• How the session will be conducted.
• A copy of the job specifications and work processes for the role.
• Pre-reading they may like to do in advance of the meeting.
• Obtain a copy of a sample enterprise agreement (available from Fair Work Australia website) to use as the basis/model for negotiations.
• Obtain a copy of relevant Awards and Agreements to act as a basis for the negotiations.
• Be clear about organisational imperatives and objectives for employing staff, as well as the legal obligations imposed by the National Employment Standards and Awards that may apply.
• Identify aspects of the enterprise agreement that are likely to be contested and need negotiation.
• Plan the meeting and how the negotiations will proceed.

Decide on how to address negotiations related to:

• Rates of pay - hourly, weekly, overtime, annual.
• Employment conditions - in terms of hours of work and meal breaks
• Conduct the negotiation - strive to achieve a win-win outcome as the result of the final enterprise agreement that is agreed on.

During the negotiation your assessor will be observing that you:

• Have read and understood the enterprise agreement template, relevant awards, and the minimum employment requirements as stated by the National Employment Standards.
• Have read and understood the job specifications and work processes for the role.
• Provide and present information clearly.
• Use verbal and non-verbal language to communicate appropriately.
• Calculate a weekly and hourly wage rate for the position based on relevant awards and the negotiation process as well as overtime rates that apply to hours worked over the 38 hours per week, and hours worked on Public Holidays.
• Create and foster a sense of collaboration and commitment to the organisation to optimise workplace cohesion.
• Properly and adequately planned and prepared for the session.
• Applied appropriate negotiation skills and techniques to negotiate the enterprise agreement so it accommodates organisational objectives and employee rights and preferences balancing the family/work relationship.
• Seek appropriate advice from a specialist to help resolve at least one topic being negotiated.

4. Deliver induction and staff training.

You are required to conduct a presentation lasting between 20 and 30 minutes in which you:

• Provide induction information to a new staff member who is joining your department in the role identified above.
• Deliver work-based training that develops their competence in accessing information stored on a computer.
• Deliver work-based training that promotes and demonstrates safe work practices for computer use.
• Deliver information that explains how their role helps the organisation attain its higher-level goals.
• Deliver employee relations training that develops their competence in conflict management in the workplace, show them how to negotiate when an employee relations issue arises, and makes them aware of and shows them how to apply the organisational dispute resolution procedures that have been developed.

To make your session engaging incorporate:

• Make it as interactive as possible - ask lots of questions and consider demonstrations, practical sessions, and role plays.
• Present material relevant to the requirements of the job and training being conducted
• Use examples of realistic workplace scenarios to illustrate how conflict resolution policies and strategies might be applied.
• Convey information using more than one approach - for example, use handouts, verbal explanation, PowerPoint presentation, online resources/videos, role plays, demonstrations and practical exercises.

During the presentation your assessor will be observing that you:

• Use the time effectively.
• Use appropriate interpersonal and communication skills.
• Apply a variety of presentation techniques.
• Present job-specific information effectively and in a manner appropriate to the group.
• Address safety aspects of working in an office environment with computers.
• Convey material that helps workers to more effectively access and/or use database information.
• Provide information and experience openly and at an appropriate level.
• Explain how the worker's role helps the business achieve its ultimate objectives.
• Encourage commitment to the organisation and adherence to a cooperative workplace culture.
• Clearly explain how the conflict resolution protocols may be applied.
• Communicate the need for diversity to be a standard part of the way the business operates.
• Have properly and adequately planned and prepared for the session.

Assessment Task 3: Review and revise employee relations protocols project

1. Conduct a review session.

Your assessor will arrange a date and time including student participants for the review meeting.

The objectives for this meeting are for you to:

• Consult with staff to obtain their input about the effectiveness and operation of the three employee relations policies you have decided to review.
• Record their comments to use as the basis for making suitable and/or required adjustments to same.
• Consult with staff to obtain their input about the effectiveness and operation of the two team development plans you have decided to review.
• Record their comments to use as the basis for making suitable and/or required adjustments to same.
• Consult with staff to obtain their input about the effectiveness and operation of the two individual development plans you have decided to review.
• Record their comments to use as the basis for making suitable and/or required adjustments to same.
• Revise all documents on the basis of feedback received.

During the meeting your assessor will be checking to see that you:

• Are familiar with the contents of all items to be reviewed.
• Create a supportive environment in which staff feel able to make any valid contributions even though they may be negative in context.
• Plan the session so there is logical flow to proceedings
• Motivate the staff to provide input.
• Ask questions.
• Record comments made.
• Thank people for their contributions.
• Use the time productively.
• Use appropriate interpersonal and communication skills.
• Apply a variety of techniques to engage and consult with team.
• Present information effectively and in a manner appropriate to the group
• Take notes.

2. Make changes to the documents according to the feedback from the meeting and then write a short-form report explaining the changes made to all items, giving rationale for changes made and evaluating their workplace effectiveness and utility. Submit all changed documents and your report to your assessor.

Assessment Task 4: Written questions

QUESTION 1 - Identify three examples of human resource specialist assistance an HR Manager may require or use when developing and maintaining positive and productive workplace employee relations.

QUESTION 2 - Describe three principles of relevant industrial agreements.

QUESTION 3 - Explain three ways you can determine key result areas of the organisation.

QUESTION 4 - Outline three elements of organisational strategic plans for HR planning.

QUESTION 5 - Outline the key element of organisational tactical plans for HR planning.

QUESTION 6 - Outline the main focus of organisational operational plans for HR planning.

QUESTION 7 - Identify and summarise organisational policies relating to balancing family/work relationships.

QUESTION 8 - Outline three examples of external support services for employees in relation to employee relations.

QUESTION 9 - Outline three examples of internal organisational support services for employees in relation to employee relations.

QUESTION 10 - Explain three key features in the operation of a performance measurement system used within organisations.

QUESTION 11 - Your main opposition business has just been in trouble with the authorities for not having a fair and equitable workplace, and for not having employment conditions that align with requirements as contained in applicable Award, agreements and legislation.

This has caused the opposition business a lot of negative publicity and lost them quite a few valuable customers.

The CEO of your organisation has just phoned you in a panic to discuss this situation, stating she wants to ensure the same thing does not happen at Lombard Telecommunication.

What action might you take internally to ensure your employee relations policies and protocols are regarded as 'fair and equitable' by the staff?

QUESTION 12 - What action might you take involving external assistance to ensure your employee relations policies and protocols can be seen as 'fair and equitable' and legally compliant?

QUESTION 13 - Why is it important to ensure the organisation's employee relations policies and protocols are seen as 'fair and equitable' and legally compliant?

QUESTION 14 - What 'specialist advice' or representation can you avail yourself of as an employer (or their representative) when summoned to be part of a Fair Work Commission 'hearing' (or conference)?

QUESTION 15 - Outline three staff development strategies that could be employed in a workplace.

QUESTION 16 - What are the unfair dismissal rules imposed by Fair Work Australia?

QUESTION 17 - What is 'due process' in terms of the unfair dismissal rules imposed by Fair Work Australia?

Attachment:- Manage Employee Relations Assignment Files.rar