Reference no: EM132824504

BSBWHS401 Implement and monitor WHS policies, procedures and programs to meet legislative requirements

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Briefly explain the obligations of managers and business owners in regard to work health and safety.

2. Outline at least two Occupational Health and Safety (OHS) responsibilities of workers whilst at work.

3. As a resident of Victoria, identify and document the title and date of the OHS Act and Regulation for the state.

4. Discuss the purpose of a code of practice and give an example of a code of practice, including its title and key purpose.

5. The Work Health and Safety Regulations 2011 state how to manage risks to health and safety with regard to hazardous manual tasks. List two issues that should be addressed when determining control measures in the workplace.

6. Explain three ways in which hazards can be identified in the workplace.

7. Discuss the process of risk assessment and control in workplace health and safety.

8. Explain the purpose of the hierarchy of control and each of the options available from most effective to least effective. Provide an example for each.

9. List three reasons why it is important to consult with staff when implementing or reviewing OHS procedures and policies in the workplace.

10. List five (5) examples of OHS documentation that should be accessible and available to staff.

Assessment Task 2: Health and Safety Information Project

Task summary
This assessment task requires you to develop three simple health and safety information handouts to be presented to your team at an information and training session. You will also conduct a hazard inspection of the meeting space prior to your presentation, as well as discuss your team's health and safety training needs at the end of the session.

Assessment Task 2 Instructions

Carefully read the following:

You have been appointed as the Office Manager of a newly created team of office professionals. The organisation, Office Pro, that you work for is a medium sized company with three departments: accounts and finance; multimedia, design and production; and business administration. Your new team consists of four staff, employed to take care of the office administration. Your role is Office Manager, and it is your responsibility to provide information and training for your staff.
You have decided to conduct a number of information and training sessions with the new staff, with the first one focusing on Health and Safety. To assist with the session, you have decided to develop three information handouts, which you will provide to, and discuss with, the staff.
You would also like to consult with your staff to identify further training needs with regard to Health and Safety as you believe that this is a key area for training for new staff.

Complete the following activities:

1. Develop health and safety information
You are required to develop three health and safety information handouts, which are to be provided to, and discussed with, your team at information and training session about health and safety information.

Read the requirements for each of the handouts below and then conduct research using the Internet to identify the information needed for each of the handouts.

You should also review the organisation's Health and Safety Policy and Procedures provided to you, and reference this as required in your handouts.

The format and style for the handouts are as follows:
• Create clear and concise one (1) page handouts.
• Using simple and clear language that takes into account social and cultural diversity. For, example, use simple English and avoid colloquial language or slang
• Consider race, religion, culture, age and disabilities when referring to any examples.
• Using appropriate sized fonts and present well-formatted, grammatically correct information.
• Ensure that the handouts you create use the same layout, font, colours and style.

You will be required to present the handouts that you have developed at an information and training session in the next part of the assessment task.
Handout 1: Legislation

The purpose of this handout is to clearly and simply explain important information about legislation. Your handout should:
• Explain the purpose of Work Health and Safety/Occupational Health and Safety OHS legislation, including the function of a OHS Act, OHS regulation and Code of Practice.
• Provide an overview of OHS legislation including name of Act, regulations and examples of code of practice.
• Outline key roles and responsibilities under OHS legislation.
• Include at least 3 references for further sources of useful information.

Handout 2: Identifying hazards and risk control in the office environment

The purpose of this handout is to provide information about identifying hazards and risk control, and organisational procedures for dealing with hazards in an office environment.

You should briefly explain the process of identifying hazards and risk control and provide 5 common examples of hazards that may occur in an office environment.

Choose one of the common hazards that you have identified and include a simple step-by-step procedure for dealing with that hazard (risk control), using diagrams to illustrate each step where possible.

Your handout should also address and explain the hierarchy of control and how it is to be used in the workplace.

Handout 3: OHS Consultation

The purpose of this handout is to explain the requirements for OHS consultation under legislation and to indicate how the business communicates OHS legislation and consults with staff as indicated in the organisation's health and safety policy and procedure.

You should also explain why it is important for a business to conduct OHS communication and consultation.

2. Submit 3 handouts to your assessor.
Seek assessor's feedback and approval to move forward with the project.

Your assessor will be advising you of the date and time of the meeting, as well as the number of people who will attend the meeting.
You will need to print a copy of each handout for the number of people attending the meeting.

3. Conduct a hazard inspection
Prior to the meeting, assume you are required to conduct a hazard inspection of the meeting space using the Hazard inspection Checklist provided to you.
Your assessor will set up the room such that there will be at least two hazards for inspection. Complete the checklist in full using a pen.
You will also be required to record recommended corrective actions as well as future risk control measures.
Hand this checklist to your assessor before you start the meeting.
You will be assessed on whether you have correctly identified the hazards and suitable corrective actions and risk control measures.

4. Conduct the meeting
At the meeting, complete all of the following activities:
• Commence the meeting and explain the purpose of the meeting to staff.
• Provide a copy of the handout to each person attending the meeting.
• Go through each of the handouts with staff and offer the opportunity to ask questions.
• Answer questions clearly and concisely.
• Ask staff members about their OHS training requirements.

During the meeting, you are required to demonstrate effective interpersonal and communication skills including:
• Speaking clearly and concisely
• Using effective non-verbal communication skills to encourage audience interest
• Responding to questions
• Asking questions to seek feedback
• Use of active listening techniques to confirm and clarify understanding.

Your assessor will observe you conducting the meeting, and you will also be assessed on your skills in building trust and confidence with your team.

5. Write a meeting report.
The next part of the assessment requires you to follow up from meeting, and conduct research about health and safety training to meet the identified needs of staff. The report should be approximately one page, be clear and concise and professionally presented.

Your short report should include:

a. Summary of the training needs identified at the meeting.

b. The range of formal and informal options for meeting health and safety training needs.

c. Research and describe at least one external training opportunity. Include details of dates, times and costs and the benefits of completing this training.

6. Send an email to your team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
Assume that your Manager has agreed to the external training opportunity you have identified.
The email text should introduce and summarise the contents of the attachment, and outline the training that they will be required to participate in, including the purpose and benefits of the training and associated details such as when, where and duration.

Assessment Task 3: OHS Case Studies
Case Study 1: Hazard Reports

David Santos is the Manager of ABC Company and undertakes a monthly OHS review of work areas, using Team Hazard Reports. David analyses the data and identifies any hazards that are of immediate or foreseeable concern to report to the CEO of the company. Read the completed Team Hazard Report and answer the following questions.

1. What dangers are presented by the hazards identified in the Team Hazard Report?

2. For each of the hazards, what risk control procedures would you put in place according to the hierarchy of control?

3. Why is it important to ensure that hazard reports are promptly actioned?

4. You have been allocated some money for OHS training, according to the information written in the Hazard Report from Andrew, what further training can you identify is required?

5. The following month, David receives another team report that identifies that, while signs have been placed up around the office about effective manual handling procedures, one staff member has been off work for 2 days each week during the last month because of a bad back from lifting.
What should David do?
What kind of changes could David make to the existing risk controls to ensure that manual handling injuries are eliminated or drastically reduced?

6. Fill out the Register of Injuries for the staff member who has hurt her back. As indicated on the team hazard record, the person's name is Debbie (her surname is Smiles).

Use the Register of Injuries Template to guide your work. Feel free to enter information that you make up about the incident.

If you have been involved in a similar incident, fill out the form to cover this.

Case Study 2: OHS Records

ABC Company has offices in a number of cities around the country. The office in Melbourne has kept a record of incidents relating to hazards reported. Following is some data collected from their work records over a five-month period. Study the chart below and answer the questions that follow:

7. Looking at the chart above, which health and safety issue do you consider the most important to address? Why?

8. What risk controls would you change or put in place in regard to the health and safety issue that you have identified?

9. The Manager of the Melbourne office finds out from a staff member that bullying may have contributed to the fairly high levels of stress leave and absenteeism? Why is bullying a health and safety issue? What should the Manager do?

BSBHRM405 Support the recruitment, selection and induction of staff

Assessment Task 1: Written Questions

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Identify and list two types of documents that can be used for each of the following human resources phases:
• Recruitment
• Selection
• Induction

2. Explain the concept of the Human Resources Life Cycle and the role of recruitment and selection within the life cycle.

3. Explain each of the 5 main stages of the Human Resource Life Cycle.

4. Identify at least three Commonwealth Acts relating to anti-discrimination that should be adhered to when recruiting and selecting staff for a position. For each Act you identify, why the Act must be adhered to when recruiting and selecting staff.

5. Identify the Act that includes the requirement for employees to be provided with a Fair Work Information Statement before or, as soon as possible after starting a job.
Access this Act to identify and then list the key information included in the Fair Work Information Statement.

6. Describe three methods that can be used to advertise a vacancy within an organisation.

7. Describe two forms of technology that can be used to advertise a position.

8. Explain two interviewing techniques.

9. Explain three commonly used selection techniques.

10. Explain the purpose and relevance of psychometric tests in recruitment and selection.

11. Explain the purpose and relevance of skills tests in recruitment and selection.

12. Explain why recruitment decisions should not be based on one selection method alone.

Assessment Task 2: Recruitment project
Task summary

For this assessment, you are required to complete a series of tasks associated with the recruitment of a Human Resources Advisor for the University of Green Hill. This will include:
• Meeting with the Human Resources Manager to discuss the position requirements
• Developing a position description.
• Developing a job advertisement.
• Developing questions for an interview.
• Assisting in shortlisting candidates
• Preparing a schedule for interviews.
This task will be completed in the simulated work environment at your RTO.

Assessment Task 2 Instructions

Read the following:

You are a Human Resources Officer at the University of Green Hill. The University's intention is to grow its Human Resources personnel due to the high numbers of staff employed across the University as a whole, and the University's focus on having a highly skilled HR Department.

Complete the following tasks.

1. Participate in a meeting to plan for recruitment
This assessment task requires you to participate in a meeting with the Human Resources Manager (role-played by your assessor) to discuss the requirements for a new position within the Human Resources Department at the University of Green Hill.
Your assessor will advise you of the date and time of the meeting.
Prior to the meeting, you should review the University's Recruitment, Selection and Induction Policy and Procedures to ensure that you understand the requirements for recruiting staff.
At the meeting, you will need to consult with the Human Resources Manager about the University's overall workforce strategy and the new human resources department position requirements. You will need to take notes to refer to when you will develop the position description following the meeting.
During the meeting, you will need to demonstrate effective communication techniques, including asking questions and confirming information through active listening techniques.
Before concluding the meeting, confirm the timelines for the recruitment process.

2. Develop a position description
The next part of the assessment requires you to develop the position description for the new role of Human Resources Advisor.
Use the University's Position Description Template to guide your work.
Follow the University's recruitment and selection policy and procedures that describe the procedure to be followed for developing position descriptions.
It should also take into account all relevant legislation, regulations, standards and codes, as well as diversity goals.

3. Send an email to the Human Resources 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 seek approval for the position description.
Your email must:
Confirm the requirement for the appointment as per the Manager's advice and the University's workforce strategy as per the case study information
Seeks approval to proceed with the recruitment for the position based on the attached position description
Confirm timelines for recruitment as discussed at the meeting. Attach your position description to the email.

4. Develop an advertisement
Assume that you have been given approval to proceed with the position as set out in the position description that you developed.
Following the University's policy on relevant legislation for EEO and anti-discrimination as indicated in the guidelines for advertising in the Recruitment and Selection Policy, design an advertisement for an externally advertised position, as well as an advertisement for an internally advertised position. Ensure that the advertisement contains all the relevant information and that it is designed to gain attention, generate interest, explain benefits, and target appropriate candidates.
In addition, research options for advertising for external candidates. Your recommendations should be based on the Recruitment, Selection and Induction Policy requirements, and you must provide the details of at least two possible sources. You should provide a clear rationale for using these sources, as well as details of the costs associated.

5. Send an email to the Human Resources 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 give your recommendations for advertising options.

Attach your job advertisement to the email.

6. Develop interview questions
The next part of the assessment requires you to develop at least 10 interview questions that can be used at the interview to find out as much as you can about the candidate in relation to the job role as follows:
Ensure the questions obtain information that can be used to assess the applicant's suitability against the selection criteria and position description
Use open, closed, situation and behavioural questions Ensure questions do not result in bias or discrimination

7. Send an email to the Human Resources Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
Review the Recruitment, Selection and Induction Policy and identify who is required to participate in the selection panel for the recruitment of this position and selection panel participants and the steps that need to be taken to convene the panel.
The email text should introduce and summarise the contents of the attachment and seek their feedback. It should give confirmation of the selection panel participants and the steps that need to be taken to convene the panel.
Attach your interview questions to the email.

Following placement of the advertisement, a number of candidates have applied.

Carol Tibbs: Carol has a Bachelor in Business from 2000. Carol worked as an HR Officer between 1998 and 2002 but since then has been a stay at home Mum. Carol is now wishing to return to the workforce.

Bob Falter: Bob has a Masters of Human Resources Management and has been a taxi driver for the last 10 years. His application explains that he has been unable to get a job in HR, hence why he has been driving taxis.

Anne Barnes: Anne is an Events Officer at the Australian Human Resources Institute. She has been in this position for 10 years managing a range of human resources workshops and conferences. She is keen to move into a HR focused role. She has a Bachelor of Business specializing in Events Management.

Reita Faria: Reita is a HR Officer with a large bank. Reita has a Diploma of Human Resources Management. She has recently managed the introduction of a new performance appraisal system. Reita is a relatively recent migrant to Australia from Sudan.

Samiya Johns: Samiya has recently moved from Brisbane to Sydney and is seeking a new job because of her change of location. Samiya was previously employed with the University of Brisbane as a HR Officer. She was in the position for 2 years and only just recently resigned due to the move to Sydney. Samiya has an Advanced Diploma of Human Resources Management. Samiya came to Australia from India as a student and is now an Australian Citizen.

8. Assist in shortlisting candidates
You are required to review the candidate summaries to determine and prepare a recommendation for the Human Resources Manager on which candidates should be shortlisted for the position, based on the position requirements.
Develop a shortlist of candidates in accordance with the shortlisting guidelines in the Recruitment and Selection Policy and Procedure and the position description.

9. Send an email to the Human Resources Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should advise which candidates you believe should be included in the short list and your reasons for this.

10. Develop a letter to be emailed to each successful candidate
The letter should advise them that they have been selected for interview.
The letter should include details of the date, time and venue (this will be your RTO address) for the interview, as well as who will conduct the interview (you and the HR Manager).
You should include the date and time advised to you by your assessor for the interviews to be conducted in Assessment Task 3. You may select which candidate will be interviewed at either of the times given.

11. Send an email to the Human Resources Manager (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should advise what the interview schedule will be. Attach your successful candidate letter to the email.

Assessment Task 3: Interview and appointment project

Task summary
For this assessment, you are required to participate in an interview role-play, as well as complete required documentation for submission. You will need use information from Assessment Task 2 to help you complete this assessment. The interviews will be conducted at the times and dates established in Assessment Task 2. Your assessor will observe you conducting the interview and will assess your performance.
After the interview you will also need to participate in a role-play to do with obtaining a referee's report so prior to the interview, you will need to prepare at least five questions that you could ask a referee about a candidate.
You will also need to make arrangement for the appointment and induction of the candidate. This task will be completed in the simulated work environment at your RTO.

Carefully read the following:

1. Participate in the interview
This assessment task requires you to participate in the interview of the two selected candidates. At the commencement of the interview you will need to:
Introduce yourself
Ask questions as per the identified and prepared interview questions. Ask further questions as required based on the candidate's response. Listen carefully to the candidate's responses and make notes
When you have asked each candidate all of your questions, farewell the candidate and thank them for their interest in attending.
During the interview, you will need to demonstrate effective communication and interpersonal skills including:
Speaking clearly and concisely
Asking questions as required to identify required information Responding to questions
Using active listening techniques to confirm or clarify information
Non-verbal communication skills to show interest and encouragement, including smiling, nodding, eye contact.

2. Assess candidates
After the interview, you will need to demonstrate your ability to discuss your, and the Human Resources Manager's, assessment of the candidates.
You should negotiate for your preferred candidate as follows:
Discuss assessment of candidates with the HR Manager based on responses provided in the interview and according to selection criteria.
Identify and discuss preferred candidate and your reasons for this.
Your assessor will also ask you a question about biases and non-conformities with agreed selection procedures that you will be required to answer choice.

3. Speak to referees by telephone.
Obtain referee reports via telephone by participating in a role-play with your assessor playing the referee for the selected candidate.
Before making the telephone call, decide on at least 5 questions that confirm the candidate's details and their suitability for the position.
You will need to demonstrate effective communication skills by speaking clearly and concisely, asking questions and using active listening techniques.

4. Prepare a selection report
Following the completion of the referee checks, complete the Selection Report Template

5. Send an email to the CEO (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should give your recommendation, referring to the position recruited for.
The email text should also introduce and summarise the contents of the attachment. Attach your selection report to the email.

6. Send an email to unsuccessful candidates (your assessor).
Develop and send an email to unsuccessful candidates advising them that they have not been selected.

7. Send an email to an unsuccessful candidate (your assessor) in response to queries
Respond in writing to the enquiry according to the Recruitment, Selection and Induction Policy and Procedures.

8. Write a Letter of Offer and Employment Contract for the successful candidate. Use the Offer and Employment Contract Template to guide your work.
This should set out all employment conditions and be sent to the successful candidate to secure their acceptance of the position.

9. Send an email to the successful applicant (your assessor)
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should congratulate them on being successful with their application, and indicate that they will be required to participate in an induction. Tell them the purpose of the induction, as well as the date and time of the induction.
The email text should also introduce and summarise the attachment. Attach your letter of offer to the email.

10. Send an email to the CEO and your work team (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should advise them of the new appointment including name of the person and starting date (the starting date should be 4 weeks from the current date).

11. Send an email to the pay department (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should indicate the date that the new employee is starting and asking them to make the necessary arrangements with the new employee.

12. Send an email to your Human Resources team (your assessor).
Inform them of the new employee's starting date and when their induction can begin.
This email should ensure that the new employee's induction has been organised before they commence work.

BSBRSK401 Identify risk and apply risk management processes

Assessment Task 1: Written Questions

1. Provide a definition of risk as identified in the Australia/New Zealand Standard for Risk Management (AS/NZS ISO 31000:2009).

2. Explain the purpose of Australia/New Zealand Standard for Risk Management (AS/NZS ISO 31000:2009) and identify the key principles underlying this risk management standard.

3. Outline at least five benefits of risk management.

4. Outline three general areas of risk for a business.

5. Outline three examples of tools or techniques that could be used to identify risks as part of a risk assessment process.

6. Outline three sources of information that can be used to gather information on potential risks within the workplace.

7. Outline the key organisational policies, procedures or steps involved in a risk management process.

8. Explain five options for controlling risk.

9. Outline five ways in which an organisation can minimise risk.

10. Outline the requirement under WHS legislation to manage risks.

11. Outline the purpose of auditing risk within an organisation.

12. Outline the key elements of AS/NZS ISO 31000:2009 standard.

13. Describe the organisation's auditing requirements in context of risk management.

Assessment Task 2: Risk identification and analysis project

Task summary
This assessment task requires you, in the role of Operations Team Leader at NatureCare Products, to identify, analyse and evaluate human resources risks associated with establishing new retail outlets for the company. This will involve identifying risks and then meeting with the CEO to consult on the risks you have identified. Following this, you are required to document risks and control measures in a risk register.

Assessment Task 2 Instructions

Carefully read the following:

NatureCare Products is an Australian company based in Brisbane. The company commenced business in 1996 and manufactures and eco-friendly, high quality beauty skin care products. The business was established to cater for a growing demand for skin products that contain eco-friendly and natural ingredients. There is also an emphasis on eco-friendly packaging.

The company sells its products in health food shops across the country, as well as on-line through its own web site. The company targets customers that want high quality, eco-friendly products. Market research has identified that around 70% of customers are professional women aged 25 to 55.

The company currently has a small range of products that include:
• Cleansing creams to soothe skin during make-up removal. Primary ingredients include Shea butter to nourish the skin and plants extracts that are also rich in essential oils with regenerating and anti- inflammatory properties. This product will be for delicate and mature skins and could also be used as a baby cream.
• Multi Protection Day Moisturizing Creams for dry to normal skin types that help protect the skin during the day and includes Shea butter and extracts from fragile green algae that provides hydrating and protective properties.
• Regenerating facial scrub to clean off dead skin cells to promote regeneration of healthy new cells. This product will be used for most skin types.

The strategic objectives of the company are to increase market share by 20% At a recent board meeting the two company shareholders and the CEO discussed options for expanding the business and have decided to establish a chain of retail outlets in central Sydney, Brisbane and Melbourne within the next six months.

The company is also currently developing more products focusing on a range of products to meet particular skin needs rather than a one-size fits all. The new products are timed to be ready for sale at the same time as the opening of the new retail outlets.

As part of the expansion planning process, the CEO has asked each team leader to identify risks associated with their area.

As the Operations Team Leader (reporting to the General Manager) with responsibility for human resources, it is your responsibility to identify human resources risks associated with the expansion of the company. You are also required to consider other risks associated with the expansion to the business.

Complete the following activities:

1. Write a Risk Identification Report.
Review the scenario information, as well as the Risk Management Policy and Procedures. Then develop an initial list of risks, based on the process outlined in the Policy and Procedures to discuss at a meeting with your Manager (your assessor).

You are required to document all human resources risks associated with the expansion. As a guide, this should be at least five risks.

As set out in the Policy and Procedures, develop a short report on the context for the risk management process as well as the risks you have identified. For each of the risks that you identify, suggest potential treatment measures for discussion, including the strengths and weaknesses of measures of each for discussion at the meeting.

Use the Risk Identification Report Template to guide your work.

As you are also required to consider not only risks in your own area, but also to identify more than two risks associated with the expansion to the business as a whole. You will need to discuss this at the meeting with your Manager so that you can be referred to the relevant area.

Prior to the meeting, review also the Risk Register that you will need to complete and familiarize yourself with risk assessment, including assessing the severity and likelihood of a risk, and overall risk rating.

2. Send an email to 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. Attach your risk identification report to the email.

3. Participate in a meeting with your manager (your assessor).
At the meeting, go through each of the risks that you have identified, as well as the questions you considered to identify the risks.
In addition, advise your manager of the additional general business risk(s) that you identified to inform the overall risk management process for the expansion.
Discuss the likelihood and the severity of each risk, and its overall risk rating as set out in the Risk Register.
Discuss also possible treatments for each risk. For each treatment, identify and discuss their strengths and weaknesses asset out in your report.

Agree on risks that need to be documented in the Risk Register as set out in the Policy and Procedures, as well as actions (treatment control measures) that should be taken for each risk.

During the discussion with your manager, be sure to identify any risks that are beyond your own area of responsibility, and refer these to your manager.

During the meeting, you will need to demonstrate effective communication skills including:
• Asking questions to seek ideas and opinions
• Responding to questions about risk management activities
• Use of active listening techniques to confirm and clarify understanding

4. Complete the Risk Register.
Use the Risk Register Template to guide your work. Your Risk Register should include the following:
• Documenting all of the risks as discussed at your meeting.
• Including an analysis of each risk including the likelihood of the risk occurring, as well as the severity of the risk should it occur, as well as an overall risk rating.
• Documenting risk control measures.
• Document actions for each identified risk including:
• A risk action plan that sets out for each risk including:
o Risk description
o Impact of risk
o Recommended actions
o Resource requirements
o Timelines
o Responsibilities
o Monitoring processes

5. Send an email to 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.

Assessment Task 3: Risk treatment implementation and evaluation project

Task summary
This assessment task requires you to implement, as well as evaluate a control measure that you identified for a risk from Assessment Task 2.

Assessment Task 3 Instructions

Carefully read the following:

Complete the following activities:

1. Develop a training options report.
Review the case study information, then research a range of potential training options for the customer service representatives, including both on and off the job options. Identify at least three suitable options.

Then develop a short report for the CEO (your assessor), outlining your recommended option(s) for the training, including a rationale for your recommendation(s). Include the details of each recommended training option, including a summary of the training to be provided and outcomes, location, costs and duration as applicable. If you have recommended on the job options you will need to outline a plan for undertaking this form of training.

As a guide, your report should be 1 to 2 pages long.

2. Send an email to the CEO (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 seek their feedback and approval to move forward with the project.

Attach your training options report to the email.

3. Send an email to the two staff members (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should provide details of the training options researched, so that the staff understand the training that they need to participate in.

All details should be provided, including timing, location, and duration.

4. Write a training effectiveness report.
Assume that a staff survey has been sent to the two members of staff completing the training. Review and analyse the Training Survey Results.

Based on your review and analysis, comment on the effectiveness of the training undertaken by the staff members to date and your recommendations for any further actions.

Note that the measure of success of this initiative was identified as being that the staff will have successfully completed training and feel able to step into the new roles. You should therefore also comment on the effectiveness of the measure in this regard.

Your training evaluation report should be between half a page and a page long.

5. Send an email to the CEO (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 seek their feedback and approval to move forward with the project.

Carefully read the following:

6. Send an email to the CEO (your assessor).
Based on the above case study information, send a short email to the CEO, outlining the situation.
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should and identify at least two further risk control measures which you believe should be put in place.

7. Assist with auditing of risk in own area.
Assume that you have been asked to provide input on the NatureCare Products risk management process that you undertook.
Research best practice risk management processes, and identify at least one area of the process you participated in that could be improved.

8. Send an email to the CEO (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should identify at least one area of the process you participated in that could be improved.
The email text should also identify whether there are specific procedures for the provision of training to staff on risk management.
It should list any changes that would you recommend to the risk management process.

Attachment:- Student Assessment Tasks.rar