Assessment I - Human Resources

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1_v3
Details of Assessment
Term and Year Time allowed 5 Weeks
Assessment No 1 Assessment Weighting 50%
Assessment Type HR Strategic Plan
Due Date Week 5 Room
Details of Subject
Qualification BSB61015 Advanced Diploma of Leadership and Management
Subject Name Human Resources
Details of Unit(s) of competency
Unit Code (s) and BSBHRM602 Manage Human resource strategic planning
Names
Details of Student
Student Name
College Student ID
Student Declaration: I declare that the work submitted is my

own and has not been copied or plagiarised from any person Student’s
or source. I acknowledge that I understand the requirements Signature: ____________________
to complete the assessment tasks. I am also aware of my
right to appeal. The feedback session schedule and Date: _____/_____/_________
reassessment procedure were explained to me.
Details of Assessor
Assessor’s Name Barry Miller
Assessment Outcome
Assessment
Competent Not Yet Competent Marks / 50
Result
Feedback to Student
Progressive feedback to students, identifying gaps in competency and comments on positive
improvements:
Assessor Declaration: I declare that I have conducted

a fair, valid, reliable and flexible assessment with this
student. Assessor’s
Signature: ___________________
Student attended the feedback session.
Date: _____/_____/________
Student did not attend the feedback session.
Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 1

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Purpose of the Assessment
The purpose of this assessment is to assess the student in the Competent Not Yet
following learning outcomes: (C) Competent
(NYC)
1.1 Analyse strategic plans to determine human resource strategic
direction, objectives and targets
1.2 Undertake additional environmental analysis to identify emerging
practices and trends that may impact on human resource management
in the organisation
1.3 Identify future labour needs, skill requirements and options for
sourcing labour supply
1.4 Consider new technology and its impact on job roles & job design
1.5 Review recent and potential changes to industrial and legal
requirements
2.1 Consult relevant managers about their HR preferences
2.2 Agree on human resource philosophies, values and policies with
relevant managers
2.3 Develop strategic objectives and targets for HR services
2.4 Examine options for the provision of human resource services and
analyse costs and benefits
2.5 Identify appropriate technology and systems to support agreed
human resource programs and practices
2.6 Write a strategic human resource plan and obtain senior
management support for the plan
2.7 Develop risk management plans to support the strategic human
resource plan
3.1 Work with others to see that the plan is implemented
3.2 Monitor and review the plan
3.3 Adapt plan should circumstances change
3.4 Evaluate and review performance against plan objectives
Assessment/evidence gathering conditions
Each assessment component is recorded as either Competent (C) or Not Yet Competent (NYC). A student
can only achieve competence when all assessment components listed under “Purpose of the assessment”
section are recorded as competent. Your trainer will give you feedback after the completion of each
assessment. A student who is assessed as NYC (Not Yet Competent) is eligible for re-assessment.
Resources required for this Assessment
 Computer with relevant software applications and access to internet

 Weekly eLearning notes relevant to the tasks/questions
Instructions for Students
Please read the following instructions carefully
 This assessment has to be completed In class At home
 The assessment is to be completed according to the instructions given by your assessor.
 Feedback on each task will be provided to enable you to determine how your work could be improved.
You will be provided with feedback on your work within two weeks of the assessment due date. All other
feedback will be provided by the end of the term.
 Should you not answer the questions correctly, you will be given feedback on the results and your gaps
in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be
deemed competent for this unit of competency.
 If you are not sure about any aspects of this assessment, please ask for clarification from your
assessor.
 Please refer to the College re-assessment for more information (Student Handbook).

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HR STRATEGIC PLAN FOR A BUSINESS
BRIEF
Develop a Human Resource’s Strategic plan for an organisation where you are currently working. If
you are not currently working and do not have access to organisational documents and evidence, you
may wish to use the case organisation mentioned below.
CASE ORGANISATION (If you are not using your workplace/organisation)
Note: Several information of the case organisation has been sourced from their organisational
documents and website.
History and Facts
The University of Newcastle (UoN), informally known as Newcastle University, is an Australian public
university established in 1965. It has a primary campus in Callaghan, a suburb of Newcastle, New
South Wales. The university also operates campuses in Ourimbah, Port Macquarie, Singapore,
Newcastle CBD and Sydney CBD. Historically, the University of Newcastle Medical School has
implemented the problem-based learning system for its undergraduate Bachelor of Medicine program
– a system later mandated for use by the Australian Medical Council throughout Australia. It
pioneered use of the Undergraduate Medicine and Health Sciences Admission Test (UMAT) in the
early 1990s. UMAT has since been accepted widely by different medical schools across Australia as
an additional selection criterion.
The University of Newcastle is a member of Universities Australia and the Association to Advance
Collegiate Schools of Business. In 2015 Times Higher Education ranked the University of Newcastle
number 2 in Australia and number 30 in the world for universities under 50 years of age.
The university website is at www.newcastle.edu.au/.
Campuses and Operations
The university offers online, face-to-face, or a mix of the two, with campuses at Callaghan, Ourimbah,
Port Macquarie, Singapore and Sydney CBD. The university also has three premises within the
Newcastle city centre.

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Newcastle (Callaghan campus): The Callaghan campus is the university’s main and largest campus. It
is located in the Newcastle suburb of Callaghan situated approximately 12 kilometres (7 mi) from
Newcastle CBD. The campus is placed on 140 hectares (346 acres) of natural bushland within which
the university’s numerous buildings are located. The land is traditionally owned by the Pambalong
Clan of the Awabakal people, a connection which has been developed by the University and is seen
as a selling point for academics.
Central Coast (Ourimbah campus): Ourimbah Campus is a cross-institutional campus, with the
University of Newcastle, TAFE NSW – Hunter Institute, and the Central Coast Community College
each having a presence. It is located in the Central Coast suburb of Ourimbah. The Faculties of
Business and Law, Education and Arts, Science and Information Technology, and Health each have a
presence on the campus. In total, they provide sixteen undergraduate degree programs and one
postgraduate program, five of which are exclusive to the campus. The Bachelor of Commerce
program offered by Newcastle Business School via the Ourimbah campus is accredited by AACSB
International.
Port Macquarie campus: The University of Newcastle has a presence on the TAFE NSW – North
Coast Institute Port Macquarie campus. The university provides three degree programs at the
campus, including one of the university’s enabling programs: Open Foundation.
Singapore campus: The Singapore campus is the university's first overseas campus, which includes
both the Delta campus and the Henderson campus of PSB Academy in the Central Region (Tiong
Bahru) of Singapore. This new campus covers an area of 19,000 square metres (204,514 sq ft)
behind the Tiong Bahru Plaza. The undergraduate Bachelor of Business and Bachelor of Commerce
programs, and the Master of Business Administration offered by Newcastle Business School via the
UoN Singapore campus are accredited by AACSB International.
Sydney CBD campus: The University of Newcastle Sydney CBD campus provides short courses open
to the general public as well as a number of postgraduate degree programs from the Faculty of
Business and Law and the English Language and Foundation Studies Centre. The postgraduate
programs offered by Newcastle Business School via the Sydney CBD campus are accredited by
AACSB International.
Newcastle city precinct: The University of Newcastle also has a presence on five sites within the
Newcastle CBD. The School of Music and Conservatorium is located in the Civic Theatre precinct, the
School of Law, Legal Centre, and Graduate School of Business are located in University House and
the Newcastle Institute of Public Health is located in the David Maddison Building on the site of the
Royal Newcastle Hospital. University House is a landmark Art Deco sandstone building directly
opposite Civic Park. There will also be two new sites opening late 2017 which include NeW Space
and The Innovation Hub both in Hunter St, Newcastle CBD and both part of the revitalization of
Hunter street. The postgraduate programs offered by Newcastle Business School via the Newcastle
City precinct campus are accredited by AACSB International.
GradSchool (online): GradSchool is the University of Newcastle's dedicated hub for postgraduate
coursework students. Since 2001, GradSchool has been responsible for online learning, offering
graduate students from around the world convenient access to more than 60 postgraduate
qualifications delivered by the University of Newcastle. Online interaction is via "Blackboard", a web-
based learning system which hosts our courses. Through Blackboard, communication is entirely
online. The Master of Business Administration program offered by University of Newcastle via
GradSchool is accredited by AACSB International.

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Faculties and schools
The University offers certificates, diplomas and degrees through five faculties and twelve schools. The
University offers Indigenous studies through The Wollotuka Institute. Additionally, the English
Language and Foundation Studies Centre provide tertiary preparation programs for both domestic
and international students. Below is the list of faculties and schools:
 Faculty of Business and Law

 Newcastle Business School
 Newcastle Law School
 Faculty of Education and Arts
 School of Creative Arts
 School of Education
 School of Humanities and Social Science
 Faculty of Engineering and Built Environment
 School of Architecture and Built Environment
 School of Engineering
 School of Electrical Engineering and Computer Science
 Faculty of Science and Information Technology
 School of Design, Communication and Information Technology
 School of Environmental and Life Sciences
 School of Mathematical and Physical Sciences
 School of Psychology
 Faculty of Health
 School of Biomedical Sciences and Pharmacy
 School of Health Sciences
 School of Medicine and Public Health
 School of Nursing and Midwifery
Student body and organisations
In 2011, the University had a total enrolment of approximately 36,000 students, including over 7,500
international students from more than 115 countries. The university is recognised for its commitment
to equity in education, and consistently enrols more students of Aboriginal and Torres Strait Islander
background than any other Australian university. It has graduated more than 60% of the nation's
indigenous doctors.
UoN Services is responsible for the social life of the university, as well as most of the commercial
facilities on campus. It organises all the main entertainment events, usually performed at the
University's two licensed venues, the Bar on the Hill and the Godfrey Tanner (GT) Bar. Apart from
student contributions (which have dropped significantly since the abolition of universal student
unionism), the UoN Services generates income from the stores, restaurants and bars on the
Callaghan and city campuses. UoN Services also funds the production of Yak Media. Yak Media
includes Yak Magazine and Yak TV (formerly UTV). Yak Magazine is a monthly publication run by an
editorially independent student team. Yak TV is produced by a student media production team and
reports on upcoming university events, gigs and services.

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Facilities and services
Library: The University of Newcastle library consists of numerous libraries across a number of the
university’s campuses. They include The Auchmuty library, The Huxley library, The Ourimbah library
and the City Precinct library. The largest of these is The Auchmuty Library on the Callaghan campus,
which holds a significant traditional collection, including rare books and archives. In addition, the
Callaghan campus has a smaller secondary library known as The Huxley library. This primarily
supports a collection for a number of schools, including education, nursing, and fine arts.
The whole catalogue of the University library is available across any of its constituent libraries. The
library is a member of the Council of Australian University Librarians. It also keeps New South Wales
state archives that have been held by the university since 1975. The state archives reside within the
University Archives, and consist of a collection of approximately 600 linear shelf metres.
Sporting facilities: The University offers access to a number of sporting facilities across its campuses.
The Callaghan campus has the majority of these facilities; this includes six sporting ovals, squash &
tennis courts, and a sports and aquatic centre. NUsport manages these facilities through an
organisation known as "The Forum". "The Forum Sports & Aquatic Centre, University" boasts an
olympic-sized swimming pool, the second highest climbing wall in the southern hemisphere and
various other sporting facilities. It is also the site of training for sport teams including the Newcastle
Knights from National Rugby League (NRL), the Newcastle Jets from the A-League and the Hunter
Hurricanes National League Water Polo team. The Forum also has a centre near the Newcastle CBD
known as "The Forum, Health and Wellness centre, Harbourside".
Internship services: The University works with partners including CRCC Asia and The Intern Group to
arrange internship placements outside of Australia for its students.
Links to organisational documents for developing the HR strategic Plan
 UON organisational policy library - https://www.newcastle.edu.au/about-uon/governance-and-

leadership/policy-library
 UON HR Online - https://www.newcastle.edu.au/current-staff/working-here/new-staff/key-

online-systems/hronline-help
 UON Work Environment - https://www.newcastle.edu.au/current-staff/working-here/our-work-
environment
 New Futures Strategic Plan 2016-2025 - https://www.newcastle.edu.au/about-uon/our-
university/vision-and-strategic-direction/new-futures-strategic-plan-2016-2025
 Changes to Human Resource Services - https://www.newcastle.edu.au/newsroom/current-
staff/changes-to-human-resource-services
 Recruitment and Selection policies and practices - https://www.newcastle.edu.au/current-
staff/working-here/managing-and-recruiting-staff/recruitment

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PROBLEM SCENARIO & REQUIREMENTS:
You are appointed as a HR Advisor for the organisation and your senior management requires you to
review the current practices to develop a whole new Human Resources Strategic Plan that must
include HR supply and demand, environmental analysis, choice and use of technology for HR
services, review of current Industrial Relations (IR) requirements, communication and consultation
with stakeholders, cost benefit analysis for implementing HR plan, risk management plan to support
HR plan, plan for implementation, and monitoring and evaluation of the plan against objectives. You
must also align your HR plan with the organisational mission, vision and strategies.
To complete this task you will need to acquire your organisational information and documents to
conduct analysis and to prepare the plan. If you have chosen to use the CASE ORGANISATION
(University of Newcastle), you will find some organisational information and links to the case scenario
provided.
You are also expected to do your own external secondary research for the purpose of analysis as you
will need to conduct research to identify the operating environment, legal requirements, and various
other stakeholders.
You will be required to use the assessment structure as provided. Marking criteria and weights for
each section are also provided within the structure.
.

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ASSESSMENT STRUCTURE & MARKING CRTIERIA
Your Assessment: HR Strategic Plan must follow the Structure below that contains 18 tasks. Each
task carries 5 marks that equals to 90 marks. Report formatting and referencing carries the remaining
10 marks.
Assessment Criteria Marks Allocated Marks Received

Executive summary, company introduction and overview 2.5
Company’s mission statement and organizational 2.5
objectives
Analyse strategic plans to determine human resource 2.5
strategic direction, objectives and targets
Undertake additional environmental analysis to identify 2.5
emerging practices and trends that may impact on human
resource management in the organisation
Identify future labour needs, skill requirements and 2.5
options for sourcing labour supply
Consider new technology and its impact on job roles & job 2.5
design
Review recent and potential changes to industrial and 2.5
legal requirements
Consult relevant managers about their HR preferences 2.5
Agree on human resource philosophies, values and 2.5
policies with relevant managers
Develop strategic objectives and targets for HR services 2.5
Examine options for the provision of human resource 2.5
services and analyse costs and benefits
Identify appropriate technology and systems to support 2.5
agreed human resource programs and practices
Write a strategic human resource plan and obtain senior 2.5
management support for the plan
Develop risk management plans to support the strategic 2.5
human resource plan
Work with others to see that the plan is implemented 2.5
Monitor and review the plan 2.5
Adapt plan should circumstances change 2.5
Evaluate and review performance against plan objectives 2.5
Organisational report formatting, Structure, Language, 5
Grammar and Referencing
Total 50
Assessor comments

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C O M PA N Y N A M E
S T R AT E G I C H U M A N R E S O U R C E D E V E L O P M E N T P L A N
PLAN CREATED BY

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EXECUTIVE SUMMARY
In this section you are required to provide a short summary of the HR Strategic Plan that you have
created. Your summary should be within 300 word limit.

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TABLE OF CONTENTS
CONTENT & TASKS PAGES
1. Company introduction, overview and description
2. Company’s mission statement and organizational objectives

3. Analyse the organisation’s existing strategic plans to determine human resource
strategic direction
4. Undertake environmental analysis to identify emerging HR practices and trends
5. Identify future labour needs, skill requirements and options for sourcing labour
supply for the organisation
6. Consider new technology and its impact on job roles & job design for the
organisation
7. Review recent and potential changes to industrial and legal requirements
8. Using a letter or email, consult relevant managers about their HR preferences
9. Review existing human resource philosophies, values and policies of the

company
10. Develop strategic objectives and targets for HR services
11. Examine options for the provision of human resource services and analyse costs
and benefits
12. Identify appropriate technology and systems to support agreed human resource
programs and practices
13. Write a strategic human resource plan and obtain senior management support for
the plan
14. Develop risk management plans to support the strategic human resource plan
15. Work with others to see that the plan is implemented
16. Monitor and review the plan
17. Adapt plan should circumstances change
18. Evaluate and review performance against plan objectives
APPENDIX & REFERENCES
The learner is required to update and adjust the page numbers and topics based on the amount of their content
and the responses made to each task. Actual HR Strategic Plan should follow after this page.

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INTRODUCTION & ORGANISATION BACKGROUND
This section should include organisation details such as history, products and services, location,
number of employees, turnovers and revenues of the last fiscal year, and other relevant people
strategy details.
HR PROGRAM OBJECTIVES
In this task, include at least 3 objectives for this HR strategic Plan for the organisation. For example,
identify the need for training and development in order to help employees align their performance with
the company’s strategic direction.
COMPANY’S MISSION STATEMENT AND OBJECTIVES FOR HR PLANNING
This section should include the case organisation’s mission statement and objectives related to
Human Resource Planning.

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ENVIRONMENTAL ANALYSIS TO IDENTIFY EMERGING HR PRACTICES AND TRENDS
In this section you are required to conduct an environmental analysis using the PESTLE template
provided below. You may wish to add/reduce the bullet points depending on the number of factors
identified for the HR planning of the organisation. Refer to factors listed on https://rapidbi.com/pestle-
analysis-hr-department/ for analysing your organisation.
PESTLE Analysis template

Political factors: Economic factors:
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 
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 
 
 
Social factors: Technical / technological factors:
 
 
 
 
 
 
 
 
Legal factors: Environmental factors:
 
 
 
 
 
 
 
 
FUTURE LABOUR NEEDS, SKILL REQUIREMENTS AND SOURCING LABOUR SUPPLY
In this section you are required to mention your predicted or forecasted labour requirements for the
organisation and the options from where you will source for your recruitment.

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TECHNOLOGIES TO BE USED AND ITS IMPACT ON JOB ROLES & JOB DESIGN
In this section you are required to research current technologies and HR systems used by
organisations similar to your organisation. Discuss three HR systems of that you have shortlisted for
the organisation.
REVIEW RECENT AND POTENTIAL CHANGES TO INDUSTRIAL AND LEGAL REQUIREMENTS
In this section you are required to review and discuss the recent changes to industrial and legal
requirements that may affect your organisational employment practices. To review your industry you
will need to visit FAIRWORK Commission’s website at www.fairwork.gov.au.

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CONSULT RELEVANT MANAGERS ABOUT THEIR HR PREFERENCES
In this section you are required to consult relevant managers about their preferences to the HR
systems. To do this, you will need to send a formal email to your senior management to get their
feedback and preferences on the HR systems to be used.
Email Communication Template
<Organisation name>
<Date>
Subject:
To:
Dear Senior Management,
<Insert your name>

<Insert your position>
AGREE ON HUMAN RESOURCE PHILOSOPHIES, VALUES AND POLICIES WITH RELEVANT

MANAGERS
In this section you are required to agree on their choice of HR system and the policies that they have
approved. Write a formal reply email to agree on their choice of HR policies and the HR system.
Email Communication Template
<Organisation name>
<Date>
Subject:
To:
Dear Senior Management,

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<Insert your name>

<Insert your position>
STRATEGIC OBJECTIVES AND TARGETS FOR HR SERVICES
In this section you are required to develop strategic objectives and targets for HR services. To do this
you will need to set KPIs or a five year target for your HR strategic plan. Mention at least 6 KPIs or
targets. You can list your KPIs or targets in bullet points.
OPTIONS FOR HR SERVICES AND COST-BENEFIT ANALYSIS
In this section you are required to examine options for the provision of human resource services and
discuss the costs and benefits of your HR strategic plan.

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IDENTIFY APPROPRIATE TECHNOLOGY AND SYSTEMS

In this section you are required to mention what technology systems are to be used and how would
you communicate the plan for using new technology to the whole organisation.
STRATEGIC HUMAN RESOURCE PLAN BRIEF AND OBTAIN MANAGEMENT SUPPORT

In this section you are required to write a strategic human resource plan brief and obtain senior
management support for the HR plan.
DEVELOP RISK MANAGEMENT PLANS TO SUPPORT THE STRATEGIC HUMAN RESOURCE

PLAN
In this section you are required to use the table below to identify possible risks to implementing the
HR system and the new HR policies and procedures. You are also required to mention your risk
management strategies to all the risks identified.
POSSIBLE RISKS RISK MANAGEMENT STRATEGY

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WORK WITH OTHERS TO SEE THAT THE PLAN IS IMPLEMENTED
In this section you are required to send a memo to all departments to notify that the new HR system
has been implemented and all employees should communicate to HR via the new systems for getting
HR services such as payroll, absences, leaves, benefits and other employment issues. You are
required to use the memo template below for this section.
Company Name
Memo
To: Recipient Name
From: Your Name
cc: Name
Date: Date
Re: Subject
MONITOR AND REVIEW THE PLAN
In this section you are required to highlight and discuss the methods for monitoring and review of your
HR strategic plan.
ADAPT PLAN SHOULD CIRCUMSTANCES CHANGE

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Assume there was a legal change in the industry where the minimum salary and working conditions
have changed. Salary has increased by $10,000/ year for managers and employees from all levels
are subject to a 2% increment every year. Discuss how you would adapt your HR strategic plan to this
new legal change.
EVALUATE AND REVIEW HR PLAN PERFORMANCE
In this section you are required to mention on the evaluation methods and discuss the monitoring of
HR plan performance against the objectives.

T-1.8.1_v3
APPENDIX AND REFERENCES
Include references and external resources that you have used for the report.

Assessment I - Human Resources

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T-1.8.

Student Declaration: I declare that the work submitted is my

Assessor Declaration: I declare that I have conducted

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 1

Purpose of the Assessment

Resources required for this Assessment

 Computer with relevant software applications and access to internet

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HR STRATEGIC PLAN FOR A BUSINESS

CASE ORGANISATION (If you are not using your workplace/organisation)

History and Facts

The university website is at www.newcastle.edu.au/.

Campuses and Operations

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Faculties and schools

 Faculty of Business and Law

Student body and organisations

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Facilities and services

Links to organisational documents for developing the HR strategic Plan

 UON organisational policy library - https://www.newcastle.edu.au/about-uon/governance-and-

 UON HR Online - https://www.newcastle.edu.au/current-staff/working-here/new-staff/key-

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Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 7

PROBLEM SCENARIO & REQUIREMENTS:

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ASSESSMENT STRUCTURE & MARKING CRTIERIA

Assessment Criteria Marks Allocated Marks Received

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CONTENT & TASKS PAGES

1. Company introduction, overview and description

2. Company’s mission statement and organizational objectives

8. Using a letter or email, consult relevant managers about their HR preferences

9. Review existing human resource philosophies, values and policies of the

15. Work with others to see that the plan is implemented

16. Monitor and review the plan

17. Adapt plan should circumstances change

18. Evaluate and review performance against plan objectives

APPENDIX & REFERENCES

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INTRODUCTION & ORGANISATION BACKGROUND

COMPANY’S MISSION STATEMENT AND OBJECTIVES FOR HR PLANNING

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ENVIRONMENTAL ANALYSIS TO IDENTIFY EMERGING HR PRACTICES AND TRENDS

PESTLE Analysis template

FUTURE LABOUR NEEDS, SKILL REQUIREMENTS AND SOURCING LABOUR SUPPLY

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REVIEW RECENT AND POTENTIAL CHANGES TO INDUSTRIAL AND LEGAL REQUIREMENTS

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 15

CONSULT RELEVANT MANAGERS ABOUT THEIR HR PREFERENCES

Email Communication Template

Dear Senior Management,

<Insert your name>

AGREE ON HUMAN RESOURCE PHILOSOPHIES, VALUES AND POLICIES WITH RELEVANT

Email Communication Template

Dear Senior Management,

Human Resources, Assessment I, v1.3 Last updated on 11/06/2019 by MM Page 16

<Insert your name>

STRATEGIC OBJECTIVES AND TARGETS FOR HR SERVICES

OPTIONS FOR HR SERVICES AND COST-BENEFIT ANALYSIS