BSBMGT502 Assessment Task 01 V3.0

Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371
CRICOS Provider Code: 02870D

North Sydney Campus: 116 Pacific Highway North Sydney NSW 2060 P 02 9955 0488 F 02 9955 3888
Sydney CBD Campus: Level 5, 303 Pitt St Sydney NSW 2000 P 02 8959 6340 F 02 9955 3888
Sydney CBD Campus: Level 11, 307 Pitt St Sydney NSW 2000 P 02 8034 6431
Canberra Campus: Suite 1, Level 4, 40 Cameron Avenue, Belconnen, ACT 2617 P 02 6253 5184
BSBMGT502 Manage people performance
Assessment Task 1 – Written responses and project

Part A
Task summary
You are required to answer all of the following questions. You need to answer all of the written
questions correctly. Generally, you are expected to write a response one or two paragraphs long.
Please answer the questions using word processing software.
Required
 Access to student workbook/other learning materials

 Computer and Microsoft Office
 Access to the internet
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed
the task satisfactorily.
Provide answers to all of the questions below:
1. Explain the key provisions of each of the following Acts:

a. Fair Work Act 2009
b. The Racial Discrimination Act 1975
c. Sex Discrimination Act 1984

d. Disability Discrimination Act 1992
2. Explain the purpose of the National Employment Standards and the 10 minimum
entitlements.
3. Explain the use of modern awards in workplaces.
4. Identify at least two examples of modern awards using the Fair Work Ombudsman website.
Write down the name of the award and the minimum wages under the award and minimum
working hours.
5. Outline the purpose of an enterprise agreement and with which entity must the agreement
be registered.
6. Outline minimum terms and conditions that must be included in an enterprise agreement.
© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 1 of 11

Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371 CRICOS Provider Code: 02870D
7. Explain the process of performance management and the purpose of using performance
management systems in the workplace.
8. Explain two types of performance management systems that can be used at work.
9. Under the Fair Work Act, what amount of notice must be given to employees who have
worked for a company for less than one year? In what form must an employer provide an
employee with notice of termination?
10. List two types of employees to whom notice of termination would not need to be provided.
11. Under what circumstances is an employee entitled to redundancy pay?
12. Explain at least three circumstances that can constitute unfair dismissal.
13. Which circumstances must apply for the Fair Work Commission to determine that an
employee has been unfairly dismissed?
14. Outline five ways of that staff can develop skills at work
15. As a manager, list three types of information that you could provide to staff to help them to
develop their knowledge base.

Assessment Task 1 Part A

Checklist
Student’s name:
Completed successfully
Did the student: Comments
Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Task Outcome: Satisfactory  Not Satisfactory 
Assessor signature

Student’s name:
Completed successfully
Yes No
Assessor name
Date

Part B
Task summary
This assessment task requires you, in the role of Human Resources Manager of Boutique Build
Australia, to meet with the Managing Director to discuss the company’s human resources
priorities for the upcoming year and as documented in the company’s Strategic Business Plan.
You will then need to develop a work plan for your team, as well as a risk assessment.
You will also need to meet your team to allocate the work based on the work plan that you have
developed, as well as use the opportunity to remind your team about their Code of Conduct.
Required
• Access to textbooks/other learning materials
• Computer with Microsoft Office and internet access
• Strategic Plan
• Human Resources Action Plan Template
• Risk Management Plan Template
• Staff Code of Conduct
• Space for a meeting
• Roleplay participants
Submit
• Human Resources Action Plan
• Risk Management Plan
• Meeting minutes with the team
Assessment criteria
Students must complete all of the activities listed and will be assessed against the assessment
criteria included in the checklist included with this task.
Review the following information:
Boutique Build Australia Pty Ltd 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 has been operational for three years.
As the Human Resources Manager for the company, you are responsible for a small team of staff
including the Human Resources Support Officer and the Learning and Development Coordinator.
The Learning and Development Coordinator is a new appointment in place for the last two
months.
As the Human Resources Manager, you are responsible for:
 Taking a key, and at times, leadership role in the development and implementation of
generalist HR strategies, policies and projects.
 Identifying, designing and implementing general HR strategies and solutions to achieve

agreed outcomes relating to: organisational design, organisational change, performance
management, workforce and strategic planning and other generalist HR activities inclusive

of effective negotiation and consultation with staff.
 Taking ownership of the HR results and outcomes.
 Providing high level, timely and professional advice to senior managers and staff, in
interpreting and implementing human resource policy including: change management; HR
planning; industrial relations; retention, performance management; workplace health; and
organisation development and change.
 Delivering a high level of proactive and reactive support, management and advice to
managers and staff in employee relations, encompassing, equal employment
opportunity/diversity case management.
 Leading developing and motivating a small team.
 Contributing as a HR team member to develop and/or enhance policies, procedures and

systems to support HR ‘best practice”.
 Representing and providing high level advice and support on internal and external forums
and committees.
 Developing effective, collaborative relationships and networking with all internal clients and
external stakeholders.
 Assisting the team to produce best practice learning aids and presentations
 Producing a quarterly review of people statistics and analysis for distribution to internal
stakeholders.
The Human Resources Support Officer is responsible for:
 Recruitment processes ensuring the needs of the business are met in addition to adherence
to legislative and internal policy requirements.  
 Delivery of inductions to new employees within the office meeting legislative compliance
measures as well as equipping new employees with necessary orientation information.  
 Management of WHS incident reporting identifying improvement processes to minimise

repeat incidents.  
 The facilitation of ergonomic assessments and report analysis resulting in recommendations

for individual requirements.  
 Liaison point for workers compensation claims between insurance company and staff.  
 Implementation and maintenance of the Human Resources Information System.  
 HR metrics and reporting.   
 Assistance to the HR Manager in strategic HR projects.  
 HR administrative support including tasks such as maintenance of personnel files;

maintenance of HR specific records on the share drive; reporting requirements relating to

surveys and performance management cycles etc.  
 Other duties as required.  
The Learning and Development Coordinator is responsible for:
 Contribute to the delivery and evaluation of training and education programs to staff
 Contribute to the design and development of resource materials for use in the delivery of
education and training materials for use in the delivery of training programs to staff
 Ensure that records are kept and maintained of all training activities
 Report to and cooperate with Human Resources Manager
 Ensure that all Policies and Procedures are implemented and complied with.
The company also employs the following staff:
Managing Director, Operations Manager, Marketing and Sales Manager, Sales Consultants (4),
Office Manager, Human Resources Manager, Construction Manager, Site Manager (2),
Production Draftsperson (2), 6 Carpenters and a range of contract staff, including plumbers,
electricians, tilers, painters and plasterers.
The workforce is predominantly male with the only four females employed (the Office Manager
and the three Human Resources positions).
The company’s vision as stated in its Strategic Plan is to be the best boutique home builder in
Australia. Its values are listed as quality, innovation, leadership, respect and honesty and
reliability.
Complete the following activities:
1. Meet with the Managing Director (your assessor).
Review the case study information above, as well as the Strategic Plan prior to
attending a meeting with the Managing Director (your assessor).
The purpose of the meeting will be to discuss the development of a work plan
for your team for the coming year to ensure that operational objectives for
2020 - 2021 are met as outlined in the organisation’s Strategic Business Plan.
Make notes on any questions that you have.
The Managing Director will discuss the following information with you:
 Overall strategic goals
 Operational objectives
 Resources available.
The duration of the meeting will be approximately 15 minutes.

During the meeting, you will need to 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
2. Develop a Human Resources Action Plan.
After the meeting, you will need to develop an action plan for the human
resources team based on the meeting discussion.
Use the Human Resources Action Plan Template to guide your work.
The plan you develop should take into account all of the information provided
to you at the meeting and include:
 Actions (focused on achieving operational objectives and must take budget

into consideration to ensure cost effectiveness)
 Priority (costs
 Timelines
 Responsibilities (ensuring that task are allocated as appropriate to the staff

member’s level of responsibility and to maximise efficiency in terms of
completing groups of similar actions)
 Performance indicators
Save this document as Human Resources Action Plan.
3. Write a risk management plan.
You will need to develop a risk assessment to assess the likelihood of negative
events preventing the company in meeting the actions as specified in the work
plan you have developed and the likely consequences of such events.
Review the Risk Management Plan Template and complete the risk assessment
table.
Save this document as Risk Management Plan.

4. Meet with the team to discuss the work plan and allocate tasks.
Meet with your work team to discuss the plans you have developed, allocate
tasks and confirm performance standards and work outputs as per your plan, as
well as agree on performance indicators for tasks.
As you have also decided that this is a good opportunity to remind staff of Code
of Conduct requirements, you should review the Code of Conduct provided to
you ahead of the meeting so that you are able to explain key requirements to
staff.
The duration of the meeting will be approximately 30 minutes. Make sure you
print off the at least two copies of the plans you have developed to provide to
meeting participants.
At the meeting:
 Provide an introduction to the meeting, including the purpose of the
meeting.
 Provide a copy of the plans.
 Explain that the plans are based on the Strategic Business Plan objectives.
 Go through each of the actions, responsibilities, timelines and performance
indicators.
 Explain the key themes of the Code of Conduct and employee

responsibilities.
During the meeting, you will need to demonstrate the effective interpersonal
and communication skills including:
 Team building techniques including clear explanation of goals and
outcomes
 Asking questions and listening to responses to clarify understanding

 Active listening skills
 Respecting and acknowledging the views of others

 Non-verbal communication skills that encourage discussion and feedback,
for example, nodding, smiling, eye contact.
Please note: Your assessor will advise in class of the date and time of the meeting.

Assessment Task 1 Part B

Checklist
Student’s name:
Completed
successfully
Yes No
Document all resource requirements in their draft

Operational Plan based on research and analysis and
including:
 Renting of suitable commercial properties
 Staffing requirements
 Fitting out of the campus
 Equipment requirements
 Marketing requirements?
Develop an Operational Plan in the template provided,
including:
 Activities commensurate with the scenario
requirements and strategic plan
 All resource requirements
 Timelines in accordance with the scenario
 Appropriate key performance indicators?
Develop a contingency plan that includes risks
associated and contingencies that relate directly to the
goals being met of the operational plan?
Include details of information sources to support

resource requirements documented in the Operational
Plan?
During the meeting, demonstrate effective
communication skills including:
 Speaking clearly and concisely

 Speaking to suit the audience
 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?
Seek and gain approval for their operational plan?

Student’s name:
Completed
successfully
Yes No
Task Outcome: Satisfactory  Not Satisfactory 
Assessor signature
Assessor name
Date

BSBMGT502 Assessment Task 01 V3.0

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Crown Institute of Business and Technology Pty Ltd ABN 86 116 018 412 National Provider No: 91371

CRICOS Provider Code: 02870D

BSBMGT502 Manage people performance

Assessment Task 1 – Written responses and project

 Access to student workbook/other learning materials

Provide answers to all of the questions below:

1. Explain the key provisions of each of the following Acts:

b. The Racial Discrimination Act 1975

c. Sex Discrimination Act 1984

3. Explain the use of modern awards in workplaces.

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 1 of 11

11. Under what circumstances is an employee entitled to redundancy pay?

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 2 of 11

Assessment Task 1 Part A

Task Outcome: Satisfactory  Not Satisfactory 

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 3 of 11

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 4 of 11

Review the following information:

As the Human Resources Manager, you are responsible for:

 Identifying, designing and implementing general HR strategies and solutions to achieve

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 5 of 11

of effective negotiation and consultation with staff.

 Taking ownership of the HR results and outcomes.

 Leading developing and motivating a small team.

 Contributing as a HR team member to develop and/or enhance policies, procedures and

 Management of WHS incident reporting identifying improvement processes to minimise

 The facilitation of ergonomic assessments and report analysis resulting in recommendations

 Implementation and maintenance of the Human Resources Information System.

 HR metrics and reporting.

 Assistance to the HR Manager in strategic HR projects.

 HR administrative support including tasks such as maintenance of personnel files;

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 6 of 11

surveys and performance management cycles etc.

 Other duties as required.

The Learning and Development Coordinator is responsible for:

 Report to and cooperate with Human Resources Manager

The company also employs the following staff:

Complete the following activities:

1. Meet with the Managing Director (your assessor).

 Overall strategic goals

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 7 of 11

During the meeting, you will need to demonstrate effective communication

 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

2. Develop a Human Resources Action Plan.

 Actions (focused on achieving operational objectives and must take budget

 Responsibilities (ensuring that task are allocated as appropriate to the staff

Save this document as Human Resources Action Plan.

3. Write a risk management plan.

Save this document as Risk Management Plan.

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 8 of 11

 Explain the key themes of the Code of Conduct and employee

 Asking questions and listening to responses to clarify understanding

 Respecting and acknowledging the views of others

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 9 of 11

Assessment Task 1 Part B

Document all resource requirements in their draft

Include details of information sources to support

 Speaking clearly and concisely

© RTO Works 2019 – BSBMGT502 Assessment Task 01 V3.0 Page 10 of 11

Task Outcome: Satisfactory  Not Satisfactory 

 Implementation and maintenance of the Human Resources Information System.  

 HR metrics and reporting.   

 Assistance to the HR Manager in strategic HR projects.  

surveys and performance management cycles etc.  

 Other duties as required.  