Reference no: EM132441277
BSBPMG413 - Apply Project Human Resources Management Approaches - Sydney Metro College
Assessment Task 1: Human resources management project
Task summary
As the Human Resources Officer of Boutique Build Australia, you are required to write a project skills analysis for an upcoming Home Show. You will then meet with your General Manager to discuss staff allocation.
This assessment is to be completed in the simulated work environment in the SMC.
Required
• Access to textbooks/other learning materials
• Computer and Microsoft Office
• Access to the internet
• Work Breakdown Structure
• Skills Analysis Template
• Staff Allocation Template
• Recruitment, Selection and Induction Policy and Procedures
Assessment Task 1 Instructions
Carefully read the following:
Boutique Build Australia was established in 1990. It is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Marketing and Sales Manager, Customer Service Officers (6), architects (2), Site Managers (3) and a large team of tradespersons, some of whom are employed, and some are contractors.
The personnel are generally managed as three overlapping teams: administration, sales, and on-site.
The company is in a period of growth and has opened an office in Brisbane with the goal of expanding into the Sunshine Coast and the Gold Coast over the next five years.
At a recent executive meeting, it was decided that Boutique Build Australia should participate in the upcoming Australian Home Show in Brisbane on (Assessor will insert the dates of a weekend in about three months' time at this point). It will run from Friday through Sunday, from 10am to 5pm, and it will be widely publicised in the media.
It is hoped that a strong presence at the show will attract the interest of potential customers. The company's ongoing expansion also means that more tradespeople will be needed to work on new building projects. The show provides a great opportunity to make contact with many qualified tradespeople who attend the show. We would like to have at least three courtesy staff at the booth at all times, collecting details of potential customers and tradespeople. Ideally, these would be current Boutique Build office staff, who will be familiar with the company's range of products and services. The data collected will then be given to the sales and marketing team.
This data is to be collected using two documents that have been used in previous projects, Customer Data Collection, and Team Member Data Collection.
It has been decided that several of Boutique Build's tradespeople will build a kitchen in the congress stand, using some new material and new designs from our architects. This will, hopefully attract, a lot of traffic to the stand. The company's Master Builder will oversee the new kitchen's construction and the training of the selected tradespeople. It will be vital that the tradespeople building the kitchen are able to speak with members of the public (and other tradespeople) to describe the work they do. As the stand will be quite small, a maximum of two tradespeople will be able to work on the kitchen at a time. It has been estimated that two tradespeople can build the kitchen in about 18 hours.
As Human Resources Officer, you report to the company's General Manager, who will be managing the Home Show project. You will also be in attendance at the Show, to manage the staff attending the stand. Several of the management team will also be in attendance at the Home show, but will be involved in the ongoing running of the stand.
The staff selected to work on the stand will be directly answerable to the you, but the Master Builder will be in frequent attendance at the stand to keep an eye on the kitchen constriction, and the administration Manager will assist the courtesy staff with any questions that are outside their expertise.
Complete the following activities:
1. Prepare a skills analysis
Review the case study information and then analyse the Work Breakdown Schedule to determine the project's human resource requirements.
This should include the following:
• Personnel resource requirements
• Staffing levels
• Individual tasks expected of staff
• Staff competencies
• Strategies for preparing and managing staff.
• Learning and development approaches. Describe at least two learning and development approaches that can be incorporated into the project's life cycle.
• Techniques for managing and improving staff performance
• Performance measurement criteria
Use the Skills Analysis Template to guide your work.
2. Send an email to the Project Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment.
The email text should also ask for a meeting to discuss the skills analysis and assigning staff responsibilities.
Attach your skills analysis to the email.
3. Meet with the Project Manager (your assessor) to assist in discussing the skills analysis assigning staff responsibilities.
It is important that you communicate your ideas to the Project Manager in a logical, concise and understandable manner. You will be assessed on this.
It is also important that you communicate with your assessor in a style and manner that would be appropriate for a Human Resources Officer to communicate with the company's General Manager. In this situation, polite deference would be appropriate, as would the use of professional, business-like language.
At the meeting, you are required to summarise the contents of the skills analysis that you wrote.
Go through each topic in the document, explaining how you arrived at the suggestions that you made.
During the meeting, the General Manager will ask you to:
• Explain what a Work Breakdown Structure is
• Explain at least two features of motivational work design that apply in the case study situation.
• Identify alternative project staffing options. This will involve you summarising what you have understood about each applicant and stating whether or not you consider them to be appropriate for the project.
• Summarise the methods that you used for skills analysis. Describe how you determined the skills that will be needed by staff working on the stand, and the skills that each applicant possesses.
• Identify and describe project roles and responsibilities
• Identify the HR reporting requirements when an employee's performance is deemed not satisfactory.
During the meeting, demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding
4. Review your skills analysis.
Incorporate the General Manager's suggestions into an updated version of your skills analysis.
Name this document Revised Skills Analysis.
Include a list of which staff should be
5. Allocate personnel to the project.
Review the Staff List and decide which staff members would be most appropriate to work at the stand during the show.
Review the Recruitment, Selection and Induction Policy and Procedures to ensure that your staff allocation is in accordance with this.
Use the Staff Allocation Report Template to write a short report on why you have chosen each of the staff on your list. Refer to the Recruitment, Selection and Induction Policy and Procedures when appropriate.
6. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment, and ask for the time, date and place of your training session with staff.
Assessment Task 2: Human resources training
Task summary
You must prepare for, and then conduct, a personnel training session for staff who will be working on the stand during the Australian Home Show.
This assessment is to be completed in the simulated work environment in the SMC.
Required
• Access to textbooks/other learning materials
• Computer with Microsoft Office and internet access
• Customer Data Collection
• Team Member Data Collection
Assessment Task 2 Instructions
Complete the following activities:
1. Prepare for project personnel training.
Review the case study scenario and your skills analysis.
Review what is required of you during the training session by re-reading the instructions for activity 2.
The induction and training session should last for about 20 minutes. As the staff are already familiar with Boutique Build's products and services, no training will be required in that area.
Print out a copy of both the Customer Data Collection and the Team Member Data Collection documents so you can demonstrate these to the staff.
2. Conduct a personnel training session.
Your assessor and at least one other student will roleplay the staff members you have selected to work at the stand during the Home Show.
During the training session, you should:
• Promote cooperation within the team.
• Discuss mutual goals
• Promote effective relationships within team
• Show the staff how to use the Customer Data Collection and the Team Member Collection documents and explain why these are being used. Demonstrate how to approach someone who is looking at the stand and ask for their details.
• Explain the criteria that will be used to measure staff performance, and the processes that will be used to determine these.
• Actively seek staff's views and opinions.
• Communicate using a style and methods appropriate to the audience and your expectations of the group; collegial, respectful, business-like but friendly.
During the training session, demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding
Before concluding the training session, ask the participants for their feedback on your performance. Take notes that you may find useful in Assessment Task 4.
Assessment Task 3: Project staff management
Task summary
In this assessment task, you are required to speak with an employee in response to underperformance issues that have arisen at the Australian Home Show in Brisbane. This will be undertaken as a role-play with your assessor.
This assessment is to be completed in the simulated work environment in the SMC.
Required
• Computer and Microsoft Office
• Access to the internet for research
• Recruitment, Selection and Induction Policy and Procedures
• Effective Dispute Resolution
Assessment Task 3 Instructions
Carefully read the following:
On Saturday morning Anna Armstrong arrived at the stand ten minutes late.
During the morning Anna was seen talking with friends, sharing photos on their mobile phones.
Several times you pointed out attendees who were looking at the stand and the brochures but hadn't been approached by a staff member for their details.
Anna then returned from lunch break ten minutes late.
The team at the stand has been busy, and you have heard other team members speak in a disparaging manner about Anna's performance.
Complete the following activities:
1. Meet with Anna (your assessor).
You are required to roleplay a meeting with Anna to discuss her performance, and to overcome shortfalls that have been noticed.
Before meeting with Anna, review Effective Dispute Resolution, taking notes on which aspects apply to the case study scenario.
At the meeting:
• Point out the unacceptable behaviour
• Describe clearly what the expected behaviour is.
• Reinforce how important the data collection for Boutique Build's expansion plans.
• Point out that working at the stand is considered to be normal working time, and a negative assessment will carry over to their work conditions in the office.
• Demonstrate different methods for providing feedback to Anna on her performance.
• Discuss with Anna how she could improve her performance
• Communicate in a style appropriate to the desired outcomes
At the end of the meeting, tell Anna that you will stay at the stand close to them for the next hour or so, modelling the behaviour that you expect of them.
You should also provide some counselling where necessary, or refer Anna to someone who has the skills to help her.
During the meeting, demonstrate effective communication skills including:
• Speaking clearly and concisely
• Using non-verbal communication to assist with understanding
• Asking questions to identify required information
• Responding to questions as required
• Using active listening techniques to confirm understanding
Before concluding the meeting, thank Anna for her participation, and ask if she has any questions for you.
When the roleplay meeting has been concluded, give your assessor a short summary of the dispute resolution processes that you used during the meeting.
2. Write a short performance report on your exchange with Anna.
The company's Recruitment, selection and induction Policy and Procedures requires a record of the conversation to be submitted to Human Resources for filing.
The text of the email should include a short report on Alex's behaviour at the show, what you discussed with them at the meeting, and how their subsequent behaviour was.
The report should be about two paragraphs long.
3. Send an email to your Human Resources Assistant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce the situation, and summarise the contents of the attachment
The email text should also ask them to file it in Anna's personnel file.
The email text should ask the Human Resources Manager to include the report in Alex's file.
Assessment Task 4: Finalise human resource activities
Task summary
You are required to assess effectiveness of the project's human resources management at the Home Show in a project report.
This assessment is to be completed in the simulated work environment in your SMC.
Required
• Computer and Microsoft Office
• Access to the internet for research
Assessment Task 4 Instructions
Carefully Read the following:
The Australian Home Show has just finished, and the Boutique Build stand was very successful. Staff at the stand received many compliments on the way that the new kitchen was built in the stand. Anna continued working on the stand efficiently following your talk with her and an hour's mentoring.
Attendee numbers were much larger than expected due to a reduction in banks' mortgage rates in the week prior to the show. The details of 550 customers were taken during the show. Many tradespeople attended the show, too, interested in what the current trends were. The details of 160 tradespeople were taken during the show
Boutique Build Australia's project management policy and procedures require a short report be written by the General Manager following the successful conclusion of every project. The General Manager has asked you to write a draft version of the report, which they will review, add to, and submit.
Complete the following activities:
1. Write a draft project HR management evaluation report.
Review all of the case study information for the assessment tasks and your responses to the activities.
Write a shout report (about half a page) on your evaluation of the project's HR management practices.
Your draft report should:
• Assess the effectiveness of the project's HR management
• Document lessons learned to support continuous improvement processes. You can include feedback from the training session attendees in Assessment Task 2 in this section.
2. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the attachment and ask for their feedback.
Attachment:- Apply project human resources management approaches.rar