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GUIDELINE FOR BSBHRM404

Assessment 1 Task 1
You have been given the task to review the human resource functions within
your own organisation.
1. As the human resource practitioner, what are your roles and
responsibilities?
Roles and responsibilities may include:
• Researching human resource functions
• Reviewing policy and procedures frameworks
• Applying ethical framework • Analysing human resource metrics
• Reporting on research outcomes.
2. What human resource issues need to be reviewed within your own
organisation?
Human resource issues may include:
• Change management
• Employee assistance programs
• Grievances and disputes
• Human resources information systems (HRIS)
• Industrial relations
• Learning and development
• Payroll administration
• Performance management
• Rehabilitation and return-to-work schemes
• Remuneration
• Selection and recruitment
• Succession planning
• Workplace health and safety (WHS).
3. Document your scope of review.

The scope of review should relate to the organisation and may cover:
• What has been asked for by management or stakeholders
• Relevant work or information that needs to be taken into consideration.
4. What is your research strategy? Consult with the relevant personnel.
Examples of research strategies include:
• Interviews
• Literature searches of print and online resources
• Statistical analysis
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• Surveys
• Websites.
5. Carry out your research. Review your findings.

Answers will vary between learners, according to their findings.

6. For the task at hand, outline how you will consider the following:
• Legal and compliance requirements
• Organisational policy and procedure frameworks
• Relevant ethical parameters.
Answers may refer to:
• Fair work Australia
• Relevant laws
• Ethical behaviour
• Policies and procedures relevant to the learner’s organisation.

7. Collect and analyse workforce data, using the appropriate technology. What
key trends and critical information did you find?
Answers will vary between learners, according to their findings.
8. What options for change would you suggest?

Areas of change may include:

• Costs
• Staffing
• Resources
• Sustainability
• Ethical requirements
• Equality and Diversity.
9. Prepare a report reviewing the key human resource functions.
All answers will vary depending on the learner and the organisation they work
for but the learner should be able to answer each question competently,
demonstrating the skills and knowledge that they have developed throughout
this unit. Example answers have been given where possible.
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Assessment1 Task 2
1. Give examples of human resource issues. Why should a human resource
strategy be reviewed?
Human resource issues may include:
• Change management
• Employee assistance programs
• Grievances and disputes
• Human resources information systems (HRIS)
• Industrial relations
• Learning and development
• Payroll administration
• Performance management
• Rehabilitation and return-to-work schemes
• Remuneration
• Selection and recruitment
• Succession planning
• Workplace health and safety (WHS).
A human resource strategy should be reviewed for many reasons, including to
help an organisation in regards of:
• Costs
• Health and safety
• Effectiveness of customer services.
2. Give examples of the local, state/territory, national and international human
resource networks available for human resource professionals.

Answers may refer to:

• VIC International Human Resource Management Network
• The Australian Human Resources Institute (AHRI)
• Human Resource/Organisational development
• Fair Work Australia • The Global HR Network.
3. Outline different information sources that can be used to gather human
resource data and information.
Answers may refer to:
• Own database
• HR department
• HR research
• ‘Networks’
• HR libraries
• Internet searches.
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4. Give examples of research strategies.
Answers may refer to:
• Interviews
• Literature searches of print and online resources
• Statistical analysis
• Surveys • Websites.
5. For one type of research strategy, outline the methods involved. How would
you review the findings from this particular research strategy? Answers will
vary depending on the learner’s chosen research strategy. Their answer should
demonstrate a full understanding of the methods involved and how they would
review the findings gained from their chosen research strategy.
6. What policies and procedures relevant to the organisation may need to be
located when you are reviewing human resource functions?
Answers may refer to:
• Human resource policies
• Performance feedback/appraisals
• Dispute resolutions
• Grievances / mentoring • Workers compensation claims
• Leave applications.
7. For one policy or procedure that is in place within your own organisation,
consider the strengths and weaknesses associated with it.
Answers will vary depending on the policies and procedures that exist within
the learner’s own organisation. Whichever policy or procedure they choose, the
learner should explore the relevant strengths and weaknesses.
8. There are many aspects of different legislation, regulations and standards
that apply to an organisation and its policies and procedures. Give
examples.
Answers may refer to:
• Fair Work Australia
• Workplace Relations Act 1996
• Unfair dismissal.
9. Outline a sustainability issue that may arise when reviewing human
resource functions. How could you overcome this issue?
Answers will vary depending on the issue that the learner outlines. They should
suggest an appropriate way to overcome their example issue. For example, if the
issue is that there is too much paper being used and wasted, to overcome this
issue, the learner may suggest using email where possible (rather than printing)
and implementing a recycling system.

10. Outline ethical requirements that can be associated with the human
resource function.
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Answers may refer to:
• Addressing improper behaviour
• Application of company values
• Code of conduct
• Confidentiality
• Principles such as fairness, respect, impartiality and integrity
• Reporting processes • Function under review.
11. Give examples of behaviour that would be associated with working ethically.

Answers may refer to:

• Adhering to the highest standards of ethical behaviour
• Measuring the effectiveness of your ethical approach to HR management
• Creating reviews that address compliance with the codes of ethics
• Striving to achieve the highest levels of service, performance and social
responsibility
• Demonstrating respect and observance of HR principles when dealing with
employees
• Participating openly and within established industry and company forums on
decision making.
12. What workplace data and information should be gathered in order to review
human resource functions? What technology would be appropriate to do
this?
Workplace data and information may include:
• Absenteeism rates
• Climate and opinion surveys
• Days of work lost through accident or injury
• Demographic data on the workforce, such as age and gender
• Learning and development data, such as training records
• Leave entitlements
• Number of workers in different roles or occupations
• Payroll and remuneration data
• Records of grievances, bullying and complaints
• Retention and attrition rates.
Appropriate technology could be Excel, in order to use graphs, tables and
charts.
13. Give examples of the sources of workforce data.

Answers may refer to:

Australian Bureau of Statistics (ABS)
Databases
Electronic or paper forms
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Employee records
HRIS
Interviews and Surveys.
14. Give examples of the key trends or critical information that may be
established once data has been collated and analysed.
Answers will vary depending on the learner, the examples given in the unit
include:
• A particular grievance may have been reported numerous times but hasn’t
been dealt with
• A member of staff may be taking a day off at a particular time each month –
will need to be investigated.
15. Give examples of possible areas of change for an organisation. What
barriers may be associated with these changes?
Areas for change may include:
• Costs
• Staffing
• Resources
• Sustainability
• Ethical requirements • Equality and Diversity.
Barriers may include:
• Cost
• Staff objections
• Lack of staff
• Lack of training