Reference no: EM132549699

Question 1: Explain how the Australian Bureau of Statistics (ABS) Labour Force Survey can be used by an organisation such as the one used in Assessment Task 2 scenario (King Edward VII College) to assist in workforce planning. (in 80 to 90 words)

Question 2. Outline the purpose (in 20 to 30 words) of the Australian Government's Labour Market Information Portal and give two (2) examples of information included in the portal that can assist with workforce planning for organisation such as the one used in Assessment Task 2 scenario (King Edward VII College).

Question 3. Explain the purpose of the Australian Government's National Skill Needs List and how it can be used for workforce planning for organisation such as the one used in
Assessment Task 2 scenario (King Edward VII College). (in 60 to 70 words)

Question 4. Outline at least four (4) key provisions of the Fair Work Act 2009.

Question 5. Organisations such as the one used in Assessment Task 2 scenario (King Edward VII College) must comply with the National Employment Standards provided under Fair Work Act 2009. Outline the ten (10) employment entitlements addressed by the National Employment Standards.

Question 6. Explain the purpose of enterprise agreements. (in 50 to 60 words)

Question 7. Explain the use of modern awards in workplaces. (in 30 to 40 words)

Question 8. Identify the modern award specific to the case study referred to in Assessment Task 2 (King Edward VII College which is an education provider in the post-secondary education sector) using the Fair Work Ombudsman website. Write down:
• the name of the award;
• weekly (seven consecutive days) ordinary hours of work for full-time employees; and
• period of notice of termination required to be given by an employee if that employee is working for more than 5 years.

Question 9. Outline the role of trade unions in the Australian work relations system and indicate whether employees are required to join a union. (in 50 to 60 words)

Question 10. Outline the role of the Fair Work Commission in Australia's national workplace relations system. (in 40 to 50 words)

Question 11. List two (2) sources of expert advice that could be used when seeking industrial relations advice. Include the name of the organization and the services they provide.

Question 12. Describe the purpose of the labour force participation rate and how it can assist in analysing the labour force. (in 60 to 70 words)

Question 13. Describe the purpose of the employment to population rate and how it can assist in analysing the labour force. (in 40 to 50 words)

Question 14. Outline (in 30 to 50 words each) at least two (2) forecasting models that can assist with identifying future workforce needs.

Portfolio and Roleplay
Instructions
• The purpose of this assessment task is to research workforce requirements for an organisation to develop workforce objectives and strategies.
• You must complete this task by the due date set by your trainer and assessor.
• You will need access to the following resources to complete this task: oCase study scenario information o Templates provided by your assessor
o Business technology and office equipment including computer with MS Office
Suite (or similar) and internet access o Space/technology for meetings
• You will complete the research and documentation type of activities at home in your own time and the practical type (role-plays and presentations) activities in simulated assessment environment under the assessor's supervision.
• After completing the activities, you must submit evidence as per the ‘Evidence
Submission Checklist' by the due date. For observation type activities, your assessor records your performance using a checklist, so you do not need to submit anything unless the activity asks you specifically.
Scenario
King Edward VII College was established in 2010. The College is based in the Melbourne CBD and it offers a range of courses in management, marketing, human resources and international business. It currently has around 500 students enrolled across all of its courses.
The College is very popular due to its competitive pricing structure, innovative teaching methods and state of the art facilities.
Due to its success, the College plans to establish two additional campuses, one in Brisbane and one in Sydney. The Brisbane campus commences late 2019 and Sydney in early to mid-2020. Campus locations are already in place, with the process being overseen mainly by the CEO and Finance Manager. No staff have been employed as yet, but it is anticipated that each campus will require a receptionist, a student services officer and 4 trainers.
All other staff functions will be completed by existing staff at the Melbourne campus until such time as student numbers increase substantially.
It is anticipated that maximum student numbers at the new campuses will be up to 50 students per campus.
The College currently employs 24 staff members. That includes the CEO, a Marketing
Manager and a Marketing Assistant, Human Resources Manager, Finance Manager,
Administration Manager, Office Assistant, Receptionist, Academic Manager, Student Services Officer and approximately 14 trainers.
All staff are employed via individual contracts, and there is no enterprise agreement in place.
You are the Human Resources Manager at King Edward VII College and you have been asked to conduct research and develop a workforce plan for the College. Then you will be required to communicate the rationale for, as well as objectives of, the plan to the CEO.
Information about the staff, including employment status, age, gender and cultural background is provided in Workforce Information 2018 (see Appendix 2).
After reading the above scenario information and the information provided under the strategic plan and operational plan (Appendix 1) and workforce information 2018 (Appendix 2) complete the following activities.

Activities
Part 1. Develop a workforce action plan (using Appendix 3)
Review the scenario information, as well as the Strategic and Operational Plan 2019-2021 (Appendix 1) and Workforce Information 2018 (Appendix 2).
Identify sources of information that you can use to research workforce supply in the education sector as in the scenario information and as indicated below.
• The organisation's requirements for a skilled and diverse workforce as reflected in its strategic objectives
• Workforce issues as identified in the Strategic Plan and that must be reflected in workforce objectives
• Workforce objectives that are required to meet the overall strategic objectives

• Workforce characteristics of King Edward VII College staff, including employment status, age, gender and culture
• Assessment of staff turnover rate and whether the rate is acceptable or not
• Factors affecting workforce supply, including economic conditions, industry trends, skills and labour shortages, unemployment rate and competition for workers. Your analysis should be both general, as well as specific to the education sector within which King Edward VII College operates.
• The industrial relations framework that applies to King Edward VII College workforce.
Use your research findings to develop the workforce plan for King Edward VII College.
Use the Workforce Action Plan (Appendix 3) to guide your work.

Part 2. Meet with the CEO to establish agreement on workforce action plan
Roleplay Scenario
You will participate in a meeting with the CEO to discuss the workforce plan you have developed and seek input.
Conditions
Your assessor will play the role of the CEO and will give you feedback on your plan.
Ensure you have the workforce plan ready before meeting.
Your assessor will prepare the environment for the meeting.
During the meeting, you need to:
• Discuss the workforce plan
• Take notes on the CEO's feedback as you will be expected to update your action plan
• Conclude the meeting with CEO's approval of your plan
• Listen carefully to the feedback provided
• Demonstrate effective communication skills, including conveying information using language, format and style appropriate to specific audience.

This meeting should take no more than 15 minutes.

Part 3. Revise the workforce action plan.
Update the workforce action plan by including the feedback received from the CEO.

ASSESSMENT TASK THREE
Portfolio
Instructions
• The purpose of this task is to implement initiatives to support workforce planning objectives and monitor and evaluate workforce trends.
• You must complete this task by the due date set by your trainer and assessor.
• You will need access to the following resources to complete this task: o Case study scenario information o Templates (provided by your assessor)
o Business technology and office equipment including computer with MS Office Suite (or similar) and internet access
• You will complete the research and documentation type of activities at home in your own time and the practical type (role-plays and presentations) activities in a simulated assessment environment under the assessor's supervision.
• After completing the activities, you must submit evidence as per the ‘Evidence Submission Checklist' by the due date. For observation type activities, your assessor records your performance using a checklist, so you do not need to submit anything unless the activity asks you specifically.
Part A Scenario
You are Human Resources Manager at King Edward VII College and are required to review initiatives in the Workforce Plan (the plan you have developed in Assessment Task 2) for the College relating to recruitment and diversity. You will also assist the College in being recognised as an employer of choice and implement the required actions.
Carefully read below information from the King Edward VII College Workforce Plan and complete the activities that follows:

PART A Activities
1. Update recruitment, selection and induction policy and procedure to increase diversity
Review the scenario information above, as well as the Recruitment, Selection and Induction Policy and Procedures (Appendix 4) for King Edward VII College.
Using the internet, research best practice for increasing diversity through improved recruitment and selection practices.
Update the recruitment, selection and induction policy and procedure to reflect best practice procedures for increasing diversity in recruitment and selection.

2. Develop a diversity calendar
Using the internet, research important dates for diversity and cultural events occurring in Sydney.
Identify at least six (6) important dates and develop a calendar of events for 2020. For each event, identify how the College will celebrate that day or event.
Your calendar may be developed in any format, as long as it addresses the above content requirements.
You may use the following website maintained by Department of Home Affairs
3. Write email to staff

Write email to staff explaining the purpose of the calendar and advising staff to note the dates in their calendar.

Part B Scenario
You are the Human Resources Manager at King Edward VII College and you are required to implement number of actions from the Workforce Plan for the College to assist in meeting agreed objectives for training, redeployment and redundancy, as well as succession planning and being an employer of choice. Then, you are required to review the workforce plan, as well as evaluate workforce trends.

It has been identified that a critical position within the College is the Human Resources Manager. That means that if this position is vacant, it would have a significant impact on the organisation. While it has been identified that there is no shortage of Human Resources professionals, it is considered that the specialized nature of human resources within the College means it would be preferable to develop the talent from within.
A current employee, Jackie Smith, has been identified as an employee with potential for the role. Jackie has recently returned to the workforce and is working in an administration role. However, prior to leaving the workforce to bring up her children, Jackie was working in a human resources officer role. Jackie applied for the administration position as she only wanted to work part-time. However, it has been identified over time that Jackie may like to move into a full-time position, and it has identified that she has the potential to do this.
Jackie has recently completed a self-assessment against a Role Competencies Statement in order to identify areas that she would need to develop in.
Carefully read the scenario provided above and complete the following activities.

PART B Activities
1. Implement succession planning program and develop career development plan (using
Appendix 6)
Review the Role Competencies Statement (Appendix 5) and develop a career development plan for Jackie using the Career Development Plan Template (Appendix
6).
The opportunities that you identify for Jackie should include a range of opportunities, including job assignments that develop a candidate's competencies, coaching and mentoring and formal training.
The career development plan you develop should include at least six (6) opportunities to be completed over the upcoming 12 months.

2. Develop redundancy and redeployment policy and procedures (using Appendix 7)
Assume that it has been identified that there is no formal process in place within King Edward VII College for redundancy and deployment. Previously, redundancies or redeployments have not been identified as issues in the workforce plan, but now a formal process is required.
Use the Redundancy and Redeployment Policy and Procedure Template (Appendix 7) to guide your work.

3. Develop an organisational climate survey to gauge worker satisfaction
Assume that following additional objectives for the workforce planning have been provided to you by CEO.

As part of the monitoring strategies that have been implemented in workforce plan in scenario, you are required to develop an organisational climate survey. While the organisational climate survey is designed to seek feedback in relation to the new initiatives outlined in the workforce plan, the intention is to also gain feedback on overall employee satisfaction to assist with future workforce planning initiatives.
Design a survey using word document or online tool such as survey monkey that:
• Includes at least 12 questions about general satisfaction with the workplace.
• Includes at least 8 questions about satisfaction with new initiatives.
• allows employees to provide an answer based on a five-point scale.

4. Write an email to the staff

Write an email to staff introducing and outlining the purpose of the survey, attach the survey and give an appropriate deadline for completing it.

5. Develop a workforce plan review and evaluation report (using Appendix 11)

Carefully read Workforce information 2019 (Appendix 8), Focus Group Results (Appendix 9) and Exit Interviews Results (Appendix 10) and develop a workforce plan review and evaluation report using the Workforce plan review and evaluation report template (Appendix 11)
Your report should address the following components:

• An analysis of workforce information data

Review the Workforce information 2019 (Appendix 8) for King Edward College and compare it to the 2018 data to identify: o Current staff turnover rate
o Workforce characteristics, including age, gender and cultural background. o Comparison with 2019 data to identify changes and to assess performance against 2018 data.

• A review of external trends
Using the Labour Market Information Portal, review current employment projections for Australia, as well as for the Australian education and training sector.

Based on your review of the data, identify labour supply trends and areas of undersupply or oversupply relevant to the College and the likely impact of these trends on the demand for labour in relation to the College's workforce.

• A review of government policy
Identify at least two (2) government policy initiatives that affect labour demand and supply. Outline each of the policy initiatives that you have identified and how it affects labour demand and supply.

• An analysis of focus group results.
Assume that, in addition to the survey you developed, you have already conducted a focus group to determine employee's satisfaction. Review all of the comments from the Focus Group Results (Appendix 9) and comment on overall employee satisfaction, as well as areas of need that should be considered as part of an ongoing review of workforce planning objectives.

• Analysis of exit interviews.
Review all of the comments from the Exit Interviews Results (Appendix 10) and comment on reasons for leaving and that should be considered as part of an ongoing review of workforce planning objectives.

• Effectiveness of the workforce plan
Based on your analysis above, evaluate the effectiveness of the workforce plan in terms of the objectives specified in the scenario information.
Identify changes required to objectives and document at least two (2) new objectives and actions for the upcoming year.

Attachment:- Assessment Outcome.rar