Comp - Validated - BSBMGT520 Student Assessment Tasks

Student Assessment Tasks
BSBMGT520 Plan and manage the flexible

workforce
BSBMGT520 Plan and manage the flexible workforce Student Assessment Tasks
Table of Contents
Table of Contents 2
Assessment Information 3
Assessment Instructions 5
Assessment Task 1: Written Questions 6
Assessment Task 1 Instructions 8
Assessment Task 1 Checklist 11
Assessment Task 2: Plan workforce requirements 12
Assessment Task 3: Implement flexible work strategies and arrangements 17
Assessment Task 4: Monitor and improve flexible work strategies and arrangements 24
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-BSBMGT520-AT-V2019.1.2 Page 2
Assessment Information
The assessment tasks for BSBMGT520 Plan and manage the flexible workforce are included in this
Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
Assessment Task Overview
1. Written questions You must correctly answer all questions.
2. Plan workforce requirements You are required to consult with management to identify
and address workforce needs, documenting requirements
in a scope document. Once the scope of the project has
been determined, you must develop a comprehensive
workforce plan which includes applicable strategies,
arrangements, policies and procedures to meet the
business’s needs.
3. Implement flexible work strategies and You are required to implement flexible workforce
arrangements strategies by conducting a training session which outlines
the new arrangements, roles and responsibilities and
policies and procedures. You must then arrange
technology to support the flexible initiatives and manage
issues that arise.
4. Monitor and improve flexible work You are required to monitor flexible workforce
strategies and arrangements arrangements by requesting feedback and analysing
data. Based on your analysis you must make adjustments
to the flexible work arrangements.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for
clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, upload your answer file/s into Moodle.
You will receive feedback from your assessor via Moodle.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your RTO’s
assessment appeals process.
You have the right to appeal the outcome of assessment decisions if they feel they have been dealt with
unfairly or have other appropriate grounds for an appeal
Naming electronic documents

It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
 Course identification code
 Assessment Task number
 Activity number
 Document title (if appropriate)
 Your own name
 Date it was submitted
For example, BSBMGT520 AT2 Scope Document Joan Smith 20/10/19
Additional Resources
You will be provided with the following resources before you begin each Assessment Task.
Assessment Task 2
 Flexible Work Program
Assessment Instructions
Each assessment task in this booklet consists of the following:
Before downloading your assessment from Moodle, you must read and understand Student Assessment
Agreement. When you have read, understood and completed this unit’s assessment tasks, you need to tick
() the checkbox to accept the submission statement (Student Assessment Agreement & Student
Declaration) before uploading student Assessment answer file/s. You must click Save Changes on Moodle
to complete the submission process.
You will also receive feedback from your assessor via Moodle. The Assessment Task will be marked as
Satisfactory (S) or Not Satisfactory (NS). If your work has been assessed as being not satisfactory, your
assessor will upload feedback file into Moodle explaining reasons why. Your assessor will also discuss this
verbally with you and provide advice on re-assessment opportunities as per.
Our RTO’s re-assessment policy.
Depending on the task, this may include

 resubmitting incorrect answers to questions (such as short answer questions and case studies)
 resubmitting part or all of a project, depending on how the error impacts on the total outcome of the
task
 redoing a role play after being provided with appropriate feedback about your performance
 being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily
completed the first time, after being provided with appropriate feedback.
Assessment Task Information

This gives you:
 a summary of the assessment task
 information on the resources to be used
 submission requirements
 re-submission opportunities if required
Assessment Task Instructions

These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment
task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification
number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your preparation
before beginning the assessment task. It will give you a good idea of what your assessor will be looking for
when marking your responses.
Assessment Task 1: Written Questions
Task summary
This is an open book test, to be completed in the classroom.
A time limit of 1 hour to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and sent to the assessor as an email attachment.
Required
 Access to textbooks and other learning materials
 Computer with Microsoft Office and internet access
Timing
Your assessor will advise you of the due date of this assessment.
Submit
 Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task
satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have
satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you
written feedback along with guidance on what you must undertake to demonstrate satisfactory performance.
Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with
unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any
part of this task or if you have any learning issues or needs that may hinder you when attempting any part of
the assessment.
Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell
you how you should answer the question. Use the definitions below to assist you to provide the type of
response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in detail, and identify
important points and key features. Generally, you are expected to write a response one or two paragraphs
long.
Compare – when a question asks you to compare something, you will need to show how two or more things
are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected
to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things
are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write
a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or
features and express some form of critical judgement. Generally, you are expected to write a response one
or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities
or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should put forward arguments for and
against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should
provide a detailed response with key points and features and provide critical analysis. Generally, you are
expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something
happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe
the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information
in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally,
you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the
main points. Generally, you are expected to write a response a few sentences long.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Explain each workplace planning method listed in the table.
Planning method Explanation

Strategic Workforce Planning  It is a methodical interaction which should be
prepared
 It is an approach to guarantee sufficient number
of labours to fulfil the need of an association
 It assists with guaranteeing the association has
the wide range of abilities to be beneficial and
productive
Operational Workforce Planning Labour force planning is a business-driven and

business cycle. It's tied in with knowing your
association's business and utilizing this information
to situate your association's labour force to best
convey your business results and managing labour
force-related dangers. workforce planning is the
recognition of the limit of workforce required to
meet the need for a particular project. For the
perfect result determination, it is mandatory to the
individual you are intended to choose should
possess the remarkable capabilities and should be
in the correct number and in the correct place to
achieve the maximum outcomes. Targeting the
number of workers alone doesn't inform you
concerning your association's capacity to
accomplish its objectives and results.
2. Explain how each legislation and regulation listed in the table can impact flexible workplace
arrangements.
Legislation, regulations, codes of How does this impact flexible working

practice and standards arrangements?
Fair Work Act 2009 (Cwlth) The Fair Work Act 2009 is an Australian law
passed by the Rudd Government after coming
into power in 2007 to reform the industrial
relations system in Australia. It replaced the
previous Howard Government's Work Choices
legislation. It started operation on 1 July 2009
Anti-Discrimination Regulations Under government and state laws, it is illegal for

businesses to do discriminations among
representatives and job candidates or permit
favouritism and discriminations to happen inside
their associations.
In NSW, managers should not treat work
candidates and representatives unreasonably or
disturb them as a result of their:
 Age
 Career's duties
 Disability
 Homosexuality
 Marital status
 Race
 Sex (counting pregnancy and
breastfeeding)
 Transgender status
3. List a minimum of three (3) policies and procedures that will impact how you develop flexible
working strategies and arrangements. For each policy and procedure you identify, provide a
brief summary of what sort of information it includes.
Policy and procedure title Summary

Changes in working hours Adaptable beginning and finish times: A
customary work design where the staff part's
beginning and finish times are not quite the same
as centre business hours inside the workspace
Changes in work patterns An organized work plan where a workforce

decides to lessen their working time, usually from
full working hours to part time work usually for
any personal individual reason.
Changes in work location A strategic plan where a staff work a portion of

their obligations from home or another area other
than office
4. List three (3) common challenges organisations encounter when implementing flexible
workforce arrangements. For each challenge, explain a potential strategy that could be
implemented to overcome the challenge.
Challenge Strategy to overcome

Low productivity Provide the required resources, increased
timeline and scheduled dates for every objective.
Milestones accomplishment achieved before
deadlines
Workspace tools should be provided to the
employees for the efficient outcomes
Provide better workspace environment to the staff
for working properly
Sick leave Sick leave must be recorded and saved. The
fundamental reason behind this is to ensure
consistency; a solid and exact record is urgent if
you at any point need to have strong evidence for
a representative's nonappearances if they become
concerning. it also enables managers to record
and analyse when and why labourers will
undoubtedly be missing.
Lack of Motivation For creating motivation, set goals and involve
Challenge Strategy to overcome

your staff in decision making.
Offer incentives for best performing employees.
Encourage training for employees for
development of professional skills.
Involve your staff in decision making to make
them feel important and valued.
5. There are numerous techniques and tools that can be used to support a flexible workforce.
Explain a minimum of two (2) techniques you could implement to manage each component
listed in the table.
Component Techniques
Resolving issues Flexibility in working hours can be mentioned by
representatives who have worked for a similar
boss for more than one year. Their requirement
for change can be for the following reasons:
 They are a parent, or have the duty of a
youngster who is school matured or more
youthful;
 They are a career (under the Career
Recognition Act 2010);
 They have an incapacity;
 They are 55 or more seasoned;
 They are encountering family or abusive
behaviour at home; or
They give care or backing to an individual

from their family or close family who
requires care and backing due to family or
abusive behaviour at home.
Identifying support needs The requirement for a flexible working hours can
bring about changes to:
 working hours such as, changing beginning

and finish times or reduces long stretches of
work.
 Patterns of work like split movements, work
sharing, and changing shifts
 Work location such as work from home
Engaging workforce with its culture and As the changes influences the time and
goals workspace for representatives, an association
should realize different needs of its staff to
empower them to play out their roles with full
potential and energies, for example,
 Developing a feeling of having a team with

employees and associates.
 Keep up to date with organization data and
news.
Assessment Task 1 Checklist

Student’s name:
Did the student provide a sufficient and Satisfactory

performance Comments
clear answer that addresses the
suggested answer for the following? Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Task Outcome: Satisfactory  Not Satisfactory 
Assessor name
Assessor signature
Date
Assessment Task 2: Plan workforce requirements
Task summary
In this assessment task, you are required to consult with management to identify and address workforce
needs, documenting requirements in a scope document. Once the scope of the project has been
determined, you must develop a comprehensive workforce plan which includes applicable strategies,
arrangements, policies and procedures to meet the business’s needs.
This assessment is to be completed in the simulated work environment in the RTO.
Required
 Flexible work program template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
 Answer to all the questions
 Completed flexible work program
 Email to Geraldine to mitigate risk of discrimination
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all
of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete
further assessment to demonstrate competence.
the assessment.
Scenario
For this assessment, you are a consultant who works for Grow Management Consultants (GMC).
A client, Santiago Lopez, has engaged GMC to assist him with planning and managing a flexible
workforce. Lopez Training is a small training provider specialising in leadership and management
training qualifications. They are committed to promoting individual and organisational leadership
excellence through their tailored training programs.
Mr Lopez has explained that he currently has a mix of permanent staff and casual staff. Of late, he has
been finding it very difficult to source staff with the following skill sets:
 Graphic design
 Technical writing
 Negotiation training
Over the past few years, the main reason for staff turnover has been staff leaving his organisation to
either become self-employed freelancers or they are taking contracts with other training organisations
that have better remuneration packages. Mr Lopez does not have extensive human resource
experience, so he has opted to stick with his existing traditional employment options.
You have been tasked with working with Mr Lopez to assist him with resolving his issues and helping his
organisation to become flexible in its approach to employment options and working arrangements.
Complete the following activities:
1. Meet with the client to determine program scope

You must meet with Santiago to discuss his current needs and what his expectations are for the
flexible work program. To prepare for the meeting, document questions that can ask Santiago to
gather the follow information:
 Current issues
 Organisational goals
 Current employment options
 Workforce requirements
 Current flexible working arrangements
 Anticipated flexible working arrangements
 Workforce capabilities
 Priority capabilities
 Current innovation and productivity systems
 Project deliverables
 Budget
 Timeframes
During the meeting you will need to document the scope requirements in the program scope
section of the ‘Flexible work program’ document in your resources folder.
At the commencement of the meeting you will need to:

 Introduce yourself
 Ask Santiago the questions you prepared to gain the information you need to determine
the project scope
 Provide applicable advice, information, opinions and training as needed
 Ask further questions as required based on the client’s responses.
 Listen carefully to the client’s responses and make notes.
During the meeting, you will need to demonstrate a range of 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.
 Build positive working relationships
 Demonstrating high level of support for positive workplace culture.
At the end of your meeting, you will need to ensure that the program scope section of the
flexible work program is complete. You will need to submit this in activity 2.
Meet with the client to determine program scope
Great Morning Santiago, my name is Younus and I work for Grow Management Consultants. We have a
huge involvement with engaging workforce flexibility and commitment. The goal of this gathering is the
discussion about your current requirements and what you want for the flexible work program. We know
about your circumstance with business budgets and by seeing your requirements and objectives we can
follow new methodologies and practices. I might want to do a couple of question so we can organize a legal
procedure for your organization issues:
 What are your presently work choices and which positions you have more challenges to engage?
 How about your present adaptable working plans?
 What sort of capacities would you say you are looking for in the workforce?
 What are the business expectations?
 What is the business budget plan?
 What are the achievement models of the undertaking?
A kind suggestion I can give you is approaches and methods are a fundamental part of any
association.
Policies are huge in light of the fact that they address fitting issues, for instance, what includes
commendable direct by staffs. Systems, then again, evidently describe a gathering of steps to be
continued in a steady way, for instance, how the affiliation will respond to any approach
infringement.
In any case, these strategies and methods are delivered worthless if labourers dismissal to hold
quick to them or disregard to enough bestow them to workers. Utilizing the two strategies and
methodology during dynamic ensures that organizations are unsurprising in their decisions.
The last piece of this issue, correspondence with labourers, should be anything that is hard to
address. Your affiliation should give basic acceptance to techniques and pieces of training, and use
tools to report workers and affirmation. To bring it full circle, it is huge for consistency authorities
to develop a correspondence system so your agents aren't left in lack of clarity in large
arrangements. The logically inconvenient for organizations is to hold quickly to and maintain the
setup arrangements and techniques.
The going with context-oriented examination shows how an organization fails to go about
according to their planning and systems, and the huge impact this failure had upon the
organization.
After analysing your answers, I might want to question you concerning:
How much adaptability would you like to propose to representatives?

What is your timetable?
What are your needs?
What is out of degree?
Considering all things together data accumulated in this gathering, our group will propose to you in
one week from now a Flexible Work Program which suits in your timetable and necessities.
6. Develop a tailored flexible work program

Now that the scope requirements have been confirmed, you must develop a flexible work
program for Lopez Training.
To complete the plan, you will need to:

 Access and review the ‘Flexible Work Program’ document in your resources folder
 Conduct research online relating to flexible work arrangements, employment options,
workforce planning, performance management, recruitment, selection and placement
 Complete each section of the ‘Flexible Work Program’ in accordance with the program
scope, legislative requirements and best practice
 Ensure your document has suitable content, style and structure to meet the needs of the
intended audience
 Save your plan as BSBMGT502 AT3 Flexible Work Program V1 [Your name + Date]
 Submit to your assessor.
Flexible work program:

Program scope:
Client name: Santiago lopez
GMC consultant name: Yunus inci
Staff turnover/ lack of skilled staff in key
Current issues:
positions
Become flexible to employment options and
Organisational goals:
working arrangements
Current employment options: Permanent and casual staff
Graphic designer/ technical writing/ negotiation
Workforce requirements:
training
Current flexible working Casual
arrangements:
Workforce capabilities
Roles Current Future Variance

Admin Permeant PERMANENT FULL-TIME No Variance
Finance Permanent PERMANENT FULL-TIME No Variance
Trainers Casual PERMANENT FULL-TIME Casual
Designers Casual PERMANENT FULL-TIME Casual
Writers casual PERMANENT FULL-TIME Part Time
Marketing Permanent PERMANENT FULL-TIME Casual
Sales Casual PERMANENT FULL-TIME Casual
Capabilities priorities Performance and outcomes

Productivity and innovation system Productivity based on remuneration
Deliverable Projects Manage flexible workforce and increase profits
Budget $50,000
Timeline 3 Months
Complete the remaining Plan after your meetup with Santiago:

Flexible working options:
Flexible Work planning Plan the working and tasks during Implementation Strategies
the project
Teams Structuring the team and adopting Team strategies to reduce and
team management and planning overcome the conflicts and issues
strategies between them.
Technologies Adopt the technology in Improve and enhance the process
organization to improve the and operations management
working, team and collaboration
along with communication.
Risk management and contingencies Identify, analysed, prioritized and Risk management and planning
mitigate the risks strategies
Flexible Work Selected Option Implementation

Arrangement Procedure
A worker must work 40 hours per week

and be present on a daily basis during
“core hours”
(e.g., from 10:00 am to 3:00 pm), and may,
Flexitime: Schedules based on for example,
worker needs within set — adjust arrival and departure times as
parameters approved by a he/she wishes on a daily basis, or
Flexibility in supervisor. — define new standard work hours (e.g., a
scheduling set schedule of 7:00 am to 3:00 pm every
hours day or
of 7:00 am to 3:00 pm on Tues/Thurs and
10:00 am to 6:00 pm on Mon/Wed/Fri)
Compressed Workweeks:
Workers work full time hours in A worker works 10-hour days, 4 days per
less than the traditional 5-day week (e.g., Monday–Thursday, 8:00 am-
workweek by increasing daily 6:00 pm).
hours worked.
Benefit the integration of work, A worker must work 20 hours per week
family and personal life, and be present on a daily basis during
Job Sharing ultimately providing a better work “core hours”.
experience for the employee and a
better work environment.
Schedule for working that reduces A worker must work 40 hour workweek
a standard five-day workweek to in less than the traditional number of
fewer number of days. Employees workdays. Many compressed work
Compressed accomplish the full number of schedule options may be negotiated. For
days required weekly hours by working example, a full-time
longer days. employee scheduled for 40 hours
per week could work four 10-hour days
instead of five 8-hour days.
Flexible working procedures:

This framework is a guide for Lopez Training staff in the usage of different work practices. This
strategy should be examined going with the Human Resources Policy considerations:
Versatile work practices may be described as those practices that help both the business and the
gathering work obligations and individual commitments. These practices may cover when, where
and how to work obligations are embraced.
A bit of the reasons that versatile work practices are productive include:
 Work commitments can be done in a circumstance freed from the standard breaks in the
working climate.
 Travel time is saved, saving time for work or possibly near and dear obligations
 Workers may better supervise individual and family duties
 Work commitments can be accepted where agents may some way or another or another
have been obliged to pull out. Work of individuals may continue with where a change in up
close and personal conditions may have made it hard to continue without versatile work
practices.
 Variety over the labour force is maintained – age, sexual direction, failure, social and
network establishment.
Business-related travel:
Employees may be needed to venture out to accept business-related commitments. Leave may
be taken identified with business-related travel, with the development time the trip regularly
takes will be attributable to Lopez Training and any additional time required from the agents'
leave.
While Lopez Training reinforces versatile work practices at each conceivable chance, they are
not a worker's capability. Accommodating and brief delegates are not qualified to accept
versatile work practices, aside from if exceptional conditions exist and practices are handled
with their nearby chief and the CEO/Manager.
Lopez Training licenses gatekeepers or careers of a child under youthful or a child under 18
with an impairment, to request a change in working courses of action to assist with the
adolescent's thought.
7. Prevent discrimination issues

To mitigate any risk of your plan being discriminatory or inequitable, you must send it to your
manager to review and provide feedback.
To do this, you will need to:

 Write an email to your manager, Geraldine Healy, which includes the following
information:
o An overview of the assistance you require
o A brief overview of why you are requesting assistance
o A request for suggested resources you can access to support you when issues
are raised
The text of the email should be in grammatically correct English, written in an appropriate
(polite, business-like) style.
 Review your email to ensure it is compliant with GMC and legislative requirements
 Save your email
 Submit a copy of your email to your assessor.
Hi Mr. Thomas
Our organization economy task and assessments. It is submitted for your endorsement as follows:
Task Draft
Economic improvement and compression bits of knowledge
Organization Income and Expense Compass
Representative List and transportation
I will clarify the subtleties and clarification of the predetermined subtleties that I have referenced above in
our regular gathering. I request that you survey the issues and their feedback.
Best respects
Yunus İNCİ.
Student’s name:
Satisfactory
Did the student: performance Comments
Yes No
Conduct a successful meeting ensuring that they:
 Introduced themselves
 Asked Santiago the questions they prepared to
gain the information you need to determine the
project scope
 Provided applicable advice, information, opinions
and training as needed
 Asked further questions as required based on the
client’s responses
 Listened carefully to the client’s responses and
made notes.
Demonstrate effective skills throughout the meeting:
 Asking questions as required to identify
required information
 Using active listening techniques to confirm or
clarify information
 Non-verbal communication skills to show
interest and encouragement, including
smiling, nodding, eye contact.
 Build positive working relationships
 Demonstrating high level of support for
positive workplace culture
Undertake external research and incorporated client
requirements to develop a comprehensive tailored
flexible work program ensuring all sections were
complete?
Email Geraldine to mitigate risk of discriminating
against a flexible workforce?

Assessor name
Assessor signature
Date
Assessment Task 3: Implement flexible work strategies and

arrangements
Task summary
In this assessment task, you are required to implement flexible workforce strategies by conducting a training
session which outlines the new arrangements, roles and responsibilities and policies and procedures. You
must then arrange technology to support the flexible initiatives and manage issues that arise.
Required
Timing
Submit
 Updated flexible work program (V2)
 Completed email to facilitate the use of technology
 Completed email providing support and preventing potential discrimination
Assessment criteria
the assessment.Assessment Task 3 Instructions
Scenario
Geraldine reviewed your plan and confirmed it was free of discriminatory strategies. Santiago has
explained that working from home options are not possible for the following roles at this stage:
 Sales staff
 Finance team
 Administrative staff
This is due to the nature of the roles and the current infrastructure. For staff in these roles, flexible
arrangements can include:
 Flexible work hours (as arranged with their manager and within core hours)
 Job share arrangements
 Time off in lieu
In response to these requirements, you will need to adjust your flexible work program document and
applicable policies, procedures and forms. Once amended, you will implement the program and policies
by providing training to staff.
1. Update the flexible work program based on workplace requirements
Based on the requirements Santiago has confirmed, you will need to make changes to the
flexible work program. To do this, you will need to:
 Update Section 1 (Strategies – flexible work options) of the flexible work program to
include the required changes
 Update Section 3 (policies, procedures and forms) of the flexible work program to
 Submit to your assessor.
Flexible work program based on workplace requirements:
A few representatives who have worked for a similar manager for in any event a year can demand flexible
working plans, like changes to hours, examples or areas of work.
There are rules about how to make the request on a particular matter and how managers must react.
Representatives should be given an honour and reward additionally have some additional rights when
requesting flexible working strategy.
Peruse more about demands for flexible working strategy beneath.
What are adaptable working plans?
 Instances of adaptable working game plans incorporate changes to:
 Hours of work (for example changes to begin and complete occasions)
 Patterns of work (for example split moves or occupation sharing)
 Locations of work (for example working from home).
Who can demand flexible working strategies?
 Representatives (other than a regular worker) who have worked with a similar manager for at any
time of year can demand flexible working courses of action on the off chance that they:
 Are the parent, or have duty regarding the consideration, of a kid who is school matured or more
youthful
 Are a career (under the Career Recognition Act 2010)
 have an incapacity or illness
 Are 55 or more
 Are facing family or abusive behaviour at home, or
 Provide care or backing to an individual from their family or close family who requires care against
aggressive behaviour at home.
2. Implement strategies, policies, procedure and forms

You must now meet with the workforce at Lopez Training to discuss the flexible work program
and to provide applicable training, coaching and support.
In the training session you will need to:

 Introduce yourself
 Explain all of the flexible work program requirements
 Outline the requirements of the policies, procedures and forms you developed
 Clearly explain the roles and responsibilities for the organisation, managers and staff
 Clearly explain the roles and responsibilities for protecting intellectual property and
corporate knowledge
 Respond to any questions or concerns
During the training session, you will need to demonstrate a range of skills including:
 Asking further questions and listening carefully to confirm and clarify understanding,
seeking feedback as needed
 Developing the teams’ confidence, self-esteem, respect and trust
 Adjusting your communication style as necessary to suit each participant
 Building rapport with workforce
 Complying with legislative and organisational requirements, including establishing and
maintaining confidentiality
 Using active listening techniques to confirm or clarify information
 Non-verbal communication skills to show interest and encouragement, including smiling,

nodding, eye contact.
At the end of this mentoring session, you must have a completed session log which clearly
outlines the feedback you gave and suggestions you made. Submit your completed session log
to your assessor.
Common flexible work arrangements:

An adaptable work strategy is any work course of action that changes standard hours, days, or area
of work on a short or long time interval, for example, Part-time work or job sharing by shifting.
Compacted working hours. Changing the area of work or the need to make a trip to work for
example locally situated work or telecommuting from different places. Working extra or various
hours to compensate for time taken off for example relax time, formal rostered days off. Changed
beginning and completing occasions for example starting and finish times. Transition in retirement
such as lessening the work gradually instead of completely stopping it. Profession, study, or local
area interest breaks. The job accommodates a split among research and clinical work. Adaptable
get back from parental leave.
Benefits of flexibility in work and training arrangements:

Flexible work plans can likewise encourage experts to 'consider some new possibilities and be
more creative. A few workers may become more effective in doing work when they do come into
the workplace and are able to present innovative thoughts. These could identify with work
measures, progressing tasks, or general working society. When the employees are anxious to work
in a flexible environment, they will plan to cause as little disturbance as could be expected, limiting
the information required from their supervisor. Flexible work courses of action can likewise force
experts to 'consider some new ideas and be more creative.
Initiatives to improve access to flexible provisions:

 Advancement of flexible work strategy and effective flexible work plans by managers,
medical heads, and schools.
 Advancement and dynamic advancement of flexible work activities for example adaptable
rostering, position share registers.
 Arrangement for a regulatory contact inside the work as well as training to assist specialists
with creating and access proper flexible work and preparing programs.
 Advancement of extensive acceptance projects, direction, and backing.
 Accessibility of innovation to help specialists to work from home or distantly for certain
parts of their work (for example utilization of video chat, videoconference, online
counsels).
 Use of training (for example private area, re-enactment) which might be appropriate for
flexible work courses of action.
 Thought of secluded based preparing frameworks adjusted to suit employee.
 Arrangement of paid parental leave (maternity, paternity and selection leave).
3. Facilitate the use of technology

It has been one (1) month since the flexible work program was implemented. A virtual team has
been established for a development project. To ensure the team can effectively collaborate and
keep track of outputs and achievements, Santiago has asked that you source and implement a
project management software to support the team. The technology you select must integrate
with the Toggl time tracking software. You have been allocated a budget of $5000.
To ensure the team has access to suitable technology, you will need to:
 Conduct research online and select an appropriate software that would be suitable
 Write an email to the work team which includes the following information:
o An overview of the technology you have chosen
o The benefits of the software
o A link to a video that shows how the technology is used
o A request they download the software to their devices
o You will arrange a group training session for next week
 Review your email to ensure it is compliant with GMC and legislative requirements
 Save your email
4. Provide support and prevent discrimination

You have received an email from one of Santiago’s employees:
From: Karlee.Tones@santiagotraining.com
Subject Isolated
:
Good morning
I have been on a working from home arrangement for the past two (2) months. It started off
great but it hasn’t stayed that way. For one, I feel completely isolated – I can go days without
speaking to anyone. I also miss out on all the perks that people at work get. They have
morning teas, celebrations and all sorts of fun things. I know it’s not intentional but it feels a
bit unfair and I don’t think remote workers should miss out on connecting and engaging with
the rest of the workforce.
I wasn’t sure who to contact so I hope you can help.
Kind Regards
Karlee Tones
In response to Karlee’s email you had a chat with Santiago to discuss the issues raised. Karlee
has identified a gap in the program – there currently isn’t anything in place to ensure remote
workers are engaged and included.
To rectify this issue, it has been decided that the following initiatives will be implemented:
 Group chat for all remote workers
 Fortnightly virtual catch up meeting
 Quarterly team building day for remote staff (varying locations)
To implement these changes, you will need to:

 Write an email to the workforce which includes the following information:
o An overview of the issues raised (without breaching confidentiality
requirements)
o Initiatives that will be implemented
o A statement encouraging feedback and input into improving the program
 Review your email to ensure it is compliant with legislative requirements
 Save your email
From: Karlee.Tones@santiagotraining.com
Subject Overview of issues raised and Implementation of Initiatives
:
Good morning
As during the program different and issues may be raised that include the employees cannot
be accommodating the flexible work and there is need to be made the discrimination. Some
of employees would be not assigned the right job and they don’t know about their key roles,
management are not sure about the market, improper tracking of the schedules and
timelines. To overcome these issues, the solution proposed are that employee should be ask
to define and tell their needs and requirements, jobs and responsibilities should be delegated
according to their experience and expertise, meeting would be arrange regularly and
employee tasks and activities would be regularly monitored, marker research is performed
according the position of employees.
Please provide me feedback on the above. Thanks for your time

Kind Regards
Karlee Tones
Student’s name:
Satisfactory
Yes No
Updated flexible work program to incorporate
changing workplace requirements?
Conduct a successful mentoring session ensuring that
they:
 Explained all of the flexible work program
requirements
 Outlined the requirements of the policies,
procedures and forms you developed
 Clearly explained the roles and responsibilities for
the organisation, managers and staff
 Clearly explained the roles and responsibilities for
protecting intellectual property and corporate
knowledge
 Responded to any questions or concerns
Demonstrate effective skills throughout the mentoring
session including:
 Asking further questions and listening
carefully to confirm and clarify understanding,
seeking feedback as needed
 Developing the team’s confidence, self-
esteem, respect and trust
 Adjusting communication style as necessary
to suit each participant
 Building rapport with workforce
 Complying with legislative and organisational
requirements, including establishing and
maintaining confidentiality
 Using active listening techniques to confirm or
clarify information
 Non-verbal communication skills to show
interest and encouragement, including
smiling, nodding, eye contact
Email the work team to facilitate the use of technology
to support team effectiveness and efficiency, ensuring
they included a link to a video explaining how the
technology works?
Email the workforce to implement the new initiatives
confirmed by Santiago to mitigate risks relating to
isolation and discriminatory practices?
Student’s name:
Satisfactory
Yes No

Assessor name
Assessor signature
Date
Assessment Task 4: Monitor and improve flexible work

strategies and arrangements
Task summary
In this assessment you are required to monitor flexible workforce arrangements by requesting feedback and
analysing data. Based on your analysis you must make adjustments to the flexible work arrangements.
Required
Timing
Submit
 Completed survey
 Updated flexible work program (V3)
 Completed email reporting outcomes and suggested improvements
Assessment criteria
the assessment.
Scenario
It has been six (6) months since the flexible work program was implemented. To complete the project,
you must monitor and evaluate the effectiveness of the program and implement changes accordingly.
1. Obtain feedback
To effectively monitor the effectiveness of the flexible work program, you must seek feedback
from the work force.

 Develop a survey that will be sent to all staff. Your survey must include a minimum of
ten (10) questions that will help you to gather data pertaining to:
o Work life balance
o Levels of satisfaction with current options
o Engagement
o Workplace culture
o Suggested improvements
 Review your survey to ensure it is compliant with legislative requirements and industry
best practice
 Save your survey
 Submit a copy of your survey to your assessor.
Note: The survey is considered ‘sent’ once you have submitted it to your assessor
Specify workforce capability requirements:
By and large terms, the workforce capacity of an organization is a portrayal of the capacity of the
workforce (pioneers, directors, staff) to complete the objectives important to accomplish the
mission of the organization.
workforce abilities refer to the abilities and information on the workforce. While skills allude to the
capacity to achieve particular roles, abilities show all the comprehensively to the capacity to
accomplish and result for an organization.
Advancement of workforce capacity structure can be a valuable piece of the labour force arranging
measure.
The ability framework incorporates more than specialized abilities and scholastic information: it
will for the most part incorporate describe like flexibility, administration centre, advancement
abilities, wager.
Representative reviews ability Assessment:
Before you do, have you considered the utilization of a representative profiling overview that will
advise where you need to spend your important learning and improvement finances dependent
on workers' present abilities and characteristics
Basing on your future workforce improvement and the known capacities and learning inclinations
of your staff staggered benefits. The individual is occupied with the cycle straightforwardly for
the start, the group or segment plan together dependent on known abilities.
Group and the association can execute improvement exercises that are fitted, directed, important
and practical.
2. Report outcomes
The survey results showed:

 80% of employees responded positively to ‘my workplace culture supports people to
achieve a good work-life balance, a 30% increase from last year
 65% of staff wanted more information regarding flexible work options
 75% employee satisfaction with ‘your current work-life balance’
 20% of staff felt isolated
 0% of staff working from home have completed a workstation checklist
 55% of staff feel more motivated to come to work
 60% of employees use a flexible workplace option, and the type used are:
o 35% use telecommuting
o 10% use flexible start and finish times
o 10% use compressed work hours
o 0% use purchased leave
o 0% use job sharing
o 5% use other type of flexible work options
You must review these results and report outcomes to Santiago. To mitigate the work health and
safety (WHS) risk for workstation setups, you will need to create a checklist and add it to your
flexible work program document.

 Update Section 3 (policies, procedures and forms) of the flexible work program to
 Write an email to Santiago which includes the following information:
o An overview of the survey results
o Areas that have improved
o Areas that require improvements
o Two (2) recommendations to improve the program
o An overview of the checklist you have developed
 Review your email to ensure it is compliant with legislative requirements

 Save your email
 Submit a copy of your updated flexible work program and email to your assessor.
Report outcomes:
Work environment Flexibility is a Major Motivator:
Fortunately, as indicated by a new overview on work environment adaptability 65% of the
organization say that flexibility has a direct effect on worker commitment, inspiration, and
fulfilment. Simultaneously practically every millennial – 89% as indicated by consultant asset work
area would like to pick when and where they work over being set in an all-day position and 45%
would pick work environment adaptability over better salaries. You can convince workers with a
dispensable asset so use it carefully. ‘
Innovation is a gift and a curse
A similar innovation in cell phones that is driving the workforce to be profitable is the reason for
tremendous difficulties. Because of innovation, organization security is frequently compromised,
yet it is convenient individual gadgets mean representatives can work anyplace any time. It is up to
you to conclude how to best empower portable access for your business. Enable your workers to
deal with their business and individual interchanges independently, from a similar gadget.
Your Employees feel like Martyrs
A new overview uncovered that a portion of Australians at this point don't utilize the training
abilities and %15 don't take any preparation whatsoever. However, maybe more shockingly 40%
make a conversation with their chief while on training holidays.
Your Expectations may be somewhat unrealistic
So in a new overview of representatives, 60% said their managers expect that they should be
available during non-working hours, and 70% work as long as 20 hours or more external the
workplace every week. If you keep up unreasonable assumptions regarding how much work your
staff can complete, it will set you up for a reason of disappointment with workers who appear to
not be making enough of an effort.
Student’s name:
Satisfactory
Yes No
Survey with a minimum of ten (10) questions relating
to work life balance, levels of satisfaction with current
options, engagement, workplace culture and
suggested improvements?
Updated flexible work program to incorporate
workstation setup checklist?
Email Santiago to report outcomes and provide
suggested improvements?

Assessor name
Assessor signature
Date

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Student Assessment Tasks

BSBMGT520 Plan and manage the flexible

Naming electronic documents

Each assessment task in this booklet consists of the following:

Our RTO’s re-assessment policy.

Depending on the task, this may include

Assessment Task Information

Assessment Task Instructions

Assessment Task 1: Written Questions

Written answer question guidance

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Explain each workplace planning method listed in the table.

Planning method Explanation

Operational Workforce Planning Labour force planning is a business-driven and

Legislation, regulations, codes of How does this impact flexible working

Anti-Discrimination Regulations Under government and state laws, it is illegal for

Policy and procedure title Summary

Changes in work patterns An organized work plan where a workforce

Changes in work location A strategic plan where a staff work a portion of

Challenge Strategy to overcome

Challenge Strategy to overcome

They give care or backing to an individual

 working hours such as, changing beginning

 Developing a feeling of having a team with

Assessment Task 1 Checklist

Did the student provide a sufficient and Satisfactory

Assessment Task 2: Plan workforce requirements

This assessment is to be completed in the simulated work environment in the RTO.

Assessment Task 2 Instructions

Complete the following activities:

1. Meet with the client to determine program scope

At the commencement of the meeting you will need to:

How much adaptability would you like to propose to representatives?

6. Develop a tailored flexible work program

To complete the plan, you will need to:

Flexible work program:

Roles Current Future Variance

Capabilities priorities Performance and outcomes

Complete the remaining Plan after your meetup with Santiago:

Flexible Work Selected Option Implementation

A worker must work 40 hours per week

Flexible working procedures:

7. Prevent discrimination issues

To do this, you will need to:

Assessment Task 2 Checklist

Task Outcome: Satisfactory  Not Satisfactory 

Assessment Task 3: Implement flexible work strategies and

This assessment is to be completed in the simulated work environment in the RTO.

Complete the following activities:

1. Update the flexible work program based on workplace requirements

Peruse more about demands for flexible working strategy beneath.

What are adaptable working plans?

 Instances of adaptable working game plans incorporate changes to:

 Hours of work (for example changes to begin and complete occasions)

 Patterns of work (for example split moves or occupation sharing)

 Locations of work (for example working from home).

Who can demand flexible working strategies?

 Are a career (under the Career Recognition Act 2010)

 have an incapacity or illness

 Are facing family or abusive behaviour at home, or

2. Implement strategies, policies, procedure and forms

In the training session you will need to: