BSBLDR523 Project Portfolio - v1.0

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PROJECT
PORTFOLIO
ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

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First published 2021
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Contents
Section 1: Establish effective workplace relationship processes................................................................5

Section 2: Manage effective workplace relationships.................................................................................8
Section 3: Monitor and review management of workplace relationships..................................................13

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Student name: Benjamin Merano
Assessor: Amreen
Date: July 27, 2023
Business this assessment Boutique Build Australia

is based on:
Team/work unit within the HR Manager, HR Support Officer and Learning and
organisation: Development Officer

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Section 1: Establish effective workplace relationship

processes
1. Describe the organisation you are basing this assessment on.

a. Provide an overview of the organisation and product/services/programs.
- Boutique Build Australia
Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that
specialises in the design and build of high-quality designer homes for the Sydney metropolitan and
surrounding areas. The company has been operational for four years.
The company employs the following staff:
Managing Director, Operations Manager, Marketing and Sales Manager, Sales Consultants (4),
Office Manager, Human Resources Manager, Human Resources Support Officer, Learning and
Development Coordinator, Construction Manager, Site Manager (2), Production Draftsperson (2), 6
Carpenters and a range of contract staff, including plumbers, electricians, tilers, painters and
plasterers.
The workforce is predominantly male with the only four females employed (the Office Manager and
the three Human Resources positions).
b. What are the values and goals of the organisation?

-The company’s vision as stated in its Strategic Plan is to be the best boutique home builder in
Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability.
c. Describe your job role.

The Human Resources Manager is responsible for a small team of staff including the Human
Resources Support Officer and the Learning and Development Coordinator.
d. Explain how your job role takes responsibility for formulating, organising and
implementing plans, processes and strategies.
 Taking a key, and at times, leadership role in the development and implementation of
generalist HR strategies, policies and projects.
 Identifying, designing and implementing general HR strategies and solutions to achieve agreed
outcomes relating to: organisational design, organisational change, performance management,
workforce and strategic planning and other generalist HR activities inclusive of effective
negotiation and consultation with staff.
 Taking ownership of the HR results and outcomes.
 Providing high level, timely and professional advice to senior managers and staff, in
interpreting and implementing human resource policy including: change management; HR
planning; industrial relations; retention, performance management; workplace health; and
organisation development and change.
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 Delivering a high level of proactive and reactive support, management and advice to managers and
staff in employee relations, encompassing, equal employment opportunity/diversity case
management.
 Leading developing and motivating a small team.
 Contributing as a HR team member to develop and/or enhance policies, procedures and systems to
support HR ‘best practice”.
 Representing and providing high level advice and support on internal and external forums and
committees.
 Developing effective, collaborative relationships and networking with all internal clients and external
stakeholders.
 Assisting the team to produce best practice learning aids and presentations
 Producing a quarterly review of people statistics and analysis for distribution to internal
stakeholders.
e. Explain how your job role applies the values and goals of your organisation.
- By ensuring that the leadership trains and develop its employees. Also good performance
from employees could reward to a higher pay or position. Also the HR Manager needs to be
productive and engages in strategic planning in an organization.
For most businesses employees are one of the primary sources. The HR Manager has to
carefully select the right talent because it is vital for any businesses if they want to grow or increase
their profit.
Note: Your job role should be a leadership or management position that plays a
prominent role in establishing and managing processes and procedures to support
workplace relationships. As part of your role, you should use complex and diverse
methods and procedures, a range of problem solving and decision-making strategies
and exercise a considerable amount of judgement.
If you are using the case study, assume the role of HR Manager.
2. Summarise the legislative requirements relevant to managing and leading workplace relationships.
a. Summarise any legislation relevant to workplace relationships in your organisation.
- Fair Work Act
Protects employees employed by business covered by the National workplace relations system and
provides a workplace relations framework for both employers and employees.
b. Summarise any regulations relevant to workplace relationships in your organisation.
- Fair Work Regulations 2009
Protects certain rights including; workplace rights, the right to engage in industrial activities, the right
to be free from unlawful discrimination and the right to be free from undue influence or pressure in
negotiating individual arrangements.

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c. Summarise any codes relevant to workplace relationships in your organisation.

- Section 3: Relationships in the workplace
3.1.1 Workplace relationships are critical to organisational performance and individual well-being.
The quality of relationships between managers and their staff, within teams, and with colleagues
across the agency can make jobs more rewarding, more stimulating and more engaging. A
motivated, committed and engaged workforce is crucial to productivity.
3.1.2 Workplace relationships cover the employer-employee work relationship and working with
colleagues.
d. Summarise any standards relevant to workplace relationships in your organisation.
Care and diligence in connection with employment
- Employees are required to act with care and diligence in connection with APS employment.
- Care and diligence have their ordinary dictionary meanings of 'serious attention and solicitude to
work' and 'earnest effort to accomplish what is undertaken'.The standard of care and diligence
required of an employee may depend on their role and level of responsibility. For example, the level
of care and diligence required of senior managers responsible for the delivery of a program of work
may be higher than that of other employees delivering single elements of that program. It is
expected that employees are fair minded and take reasonable steps to keep themselves informed,
capable and aware of the law when exercising their role and responsibilities.
3. Identify organisational requirements relevant to managing and leading workplace

relationships.
As a minimum, your organisation must have policies and procedures that address
diversity, ethical conduct, conflict management and workplace collaboration.
a. Summarise policies and procedures that address diversity.

b. Summarise the policies and procedures that address ethical conduct.
c. Summarise the policies and procedures that address conflict management.
d. Identify and describe the required processes for workplace collaboration from relevant
policies and procedures.
e. Summarise any other relevant workplace documentation and resources available for
workplace relationships (e.g. communications policy and procedure, performance review
policy and procedure).
f. Attach the policies and procedures to this section of your portfolio as proof.
For Section A.

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Diversity & Inclusion Policy is a fundamental policy critical to employee engagement. The policy
should state the organisation’s commitment to ensuring an equitable, diverse and inclusive
workplace. The policy should also include the process for making complaints of discrimination in the
workplace, and how the company will monitor and assess the effectiveness of the policy and
working best practices.
The Diversity & Inclusion policy should also cover the support and provisions made available for
disabled individuals.
For Section B.
One example of procedures that addresses ethical conduct in an organization is to create
guidelines for coworker interaction. This kind of ethic policy could provide information on what
kind of behavior and speech is acceptable and what is considered unacceptable in a company. This
could then lead to a more efficient and effective workplace.
For Section C.
It is important to promote open communication at all levels. When there is a culture of openness,
people will feel comfortable with saying what they need to say. This way, ideas and thoughts are
expressed in a way that can minimize conflict that might otherwise arise if employees had not had
the opportunity to express their minds.
For Section D.
An organization needs to establish an openly creative culture where all ideas are acknowledged
will encourage employees to collaborate and innovate
For Section E.
Build good work relationships by identifying relationship needs, practice mindful listening,
managing boundaries, being positive and avoid gossiping.
4. Use the legislative and organisational requirements you’ve identified to develop processes that
support workplace relationships.
Note: Each document must be written in clear and concise English, be professionally
presented, grammatically correct and error free. Include appropriate vocabulary.
Include:
a. consultation processes for employees to contribute to issues that relate to their work role.
Note: Describe the type, frequency and process required for at least four mechanisms
where staff can provide input into a range of workplace related matters.
Examples of mechanisms include:
 face-to-face discussions (formal and informal)
 social media groups
 dedicated email address for workplace feedback

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 surveys
 suggestion box.
Make sure you:
 provide specific details (e.g. for a suggestion box, indicate the location of the box
and how suggestions will be recorded and actioned).
 support, engage and motivate staff through your processes.
b. conflict management processes.
Note: Describe the processes that should be followed by employees to manage conflict.
In your processes, consider:
 cultural and social sensitivities.
 differences in interpersonal, communication styles and leadership styles.
 communication mechanisms
c. processes for escalated issues (e.g. a hierarchy of responsibility to refer to relevant personnel).
Note: Describe processes that include:

 responsibilities of managers in disputes
 responsibilities of employees in disputes
 the process by which a dispute will be escalated.
 relevant legislative considerations.
d. Attach the processes to this section of your portfolio. (questions from section A to C)
Answers:
A. Consultation process (Face-to-face formal discussions)

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Face to face formal discussion
Scenario: Discussing each job role through a face to face formal group discussion highlighting each
responsibilities of every team member.
Conversation:
HR Manager to HR Support officer: “You being the Human Resource Support Officer would provide
administrative assistance to Human Resource professionals by coordinating and maintaining human
resource documents, systems and records. You assist in the planning and administration of an
organization's daily operations and ensure customer inquiries and issues are resolved in a timely
manner.”
HR Support Officer: “Understood”
HR Manager to L & D officer: “And you being the Learning and development officer will organize,
develop, implement and evaluate training and professional development programs in organizations”
Learning and Development Officer: “Copy on that”
B. Conflict management process (Zoom meeting)

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Scenario: HR Manager setup an online zoom meeting to discuss the conflict between HR Support Officer
and L&D Officer.
Conversation:
HR Manager: “Good Morning to all of you, Today we are here to discuss about the ongoing conflict
between the two of you. HR Support officer will be the first to raise the concern.”
HR Support Officer: “Good Morning, The L&D officer are often making remarks about my burka clothing.
This has been what I used to wear and it is my culture. She would also use negative facial features when
we referring to my work from home arrangement”
HR Manager: “Okay, what about you L&D Officer?”
L&D Support Officer: “I apologize on making remarks on the clothing of the HR support officer. Moving
forward, I would not making remarks anymore on her clothing and would respect her culture.
Regarding her work from home arrangement. It is unfair that she would do the work from home setup
while I don’t.
C. Processes for escalated issues (Online group call)
The employees involve and its immediate supervisor must first try to solve the dispute through
discussion. If unsuccessful, it would be then raise to the manager and then to the senior manager until
both parties come with a solution or agreement.

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Attach: Proof of policies and procedures relevant to

☒
workplace relationships
Workplace relationship processes (consultation,

☒
conflict management, escalation)
Staff Code of Conduct
Purpose
This code aims to guide the conduct of staff in the performance of their duties as an employee
of Boutique Build Australia and is intended to provide practical assistance for staff faced with ethical
challenges.
Overview
All staff of Boutique Build Australian are expected to perform the duties associated with their
position skilfully, impartially and diligently in order to contribute to the efficient and economic
achievement of Boutique Build Australia’s strategic goals.
Staff should be guided in their conduct by the principles established by this code. If there is any doubt as
to the applicability of the code, or the appropriate course of action to be taken in certain circumstances,
the matter should be discussed with a senior member of staff.
Code
1 Ethical principles
1.1 The fundamental ethical principles on which this code of conduct is based are:
 respect for others
 integrity
 diligence
 economy and efficiency.
2 Respect for others
2.1 All staff are expected to treat others, including other staff and customers with fairness and
respect. This involves:
 courtesy and responsiveness in dealing with others
 being sensitive to and respecting the rights and dignity of others
 making reasonable, fair and consistent decisions
 avoiding behaviour which might reasonably be perceived as harassment, victimization or

intimidation
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 avoiding discrimination on grounds such as age, race, sex, pregnancy, sexuality, ethnic
background, nationality, disability, political conviction, religious belief, or other grounds covered
by relevant legislation
 allowing alternative points of view to be expressed and reasonably debated.
3 Integrity
3.1 All Boutique Build Australia staff have an obligation as a citizen and as an employee to observe
the laws of the State and Commonwealth.
3.2 Staff are required to be familiar with and comply with, all relevant Boutique Build Australia’s
policies, procedures and codes of practices of the organisation.
4 Conflicts of interest
4.1 Staff should be honest in performing their role and avoid conflicts between their private
interests and those of their responsibilities to Boutique Build Australia.
4.2 Conflicts of interest may arise when a staff member is in a situation where personal
circumstances are affected by the decisions or duties carried out in their role. A conflict may
arise when any of the following are involved:
 financial interests
 personal or sexual relationships
 personal beliefs
 outside employment
 political participation
 use of confidential information
 use of facilities, equipment and resources
 acceptance of gifts or benefits.
4.3 All staff must act responsibly and report any actual or perceived conflicts of interest that arise
as part of their role. If there is any question as to whether a conflict exists, staff must discuss
the circumstances to management to determine whether a conflict exists. Appropriate
strategies will be developed to manage any reported or perceived conflicts of interest.
5 Diligence
5.1 Staff are expected to carry out their duties in a professional, ethical and diligent manner at all
times. This means staff must:
 make decisions fairly, impartially and without bias, using the best information available
 keep records and documentation to support their decisions
 always aim to achieve the highest possible standard of performance
 continuously develop their knowledge in their professional fields and areas of

responsibility. Trainers and assessors must continue developing their vocational competencies
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to support continuous improvements in the delivery of the services provided by Boutique Build
Australia
 exercise best judgment in the interests of Boutique Build Australia
 maintain adequate documentation to support decisions made
 ensure outside interests do not interfere with ability to meet the responsibilities of their role
 adhere to professional codes of conduct and standards of ethics
 act responsibly when becoming aware of any unethical behaviour or wrong doing by any other
person. This may involve a report to a senior member of staff.
6 Economy and efficiency
6.1 Staff should use Boutique Build Australia resources, facilities and intellectual property only for
legitimate purposes related to their role with Boutique Build Australia.
6.2 Staff should avoid waste or minimize it where avoidance is not possible.
6.3 Staff should maintain sufficient security and protection of Boutique Build Australia property,
facilities, resources and intellectual property.
7 Breach of the code
7.1 This code of conduct is designed to promote and enhance the ethical practice of staff. If any
staff member is found to have breached this Code, Boutique Build Australia may decide to take
action against them. This may include disciplinary action for misconduct or serious misconduct.
Any such action may result in sanctions imposed, including and up to, termination of
employment.
8 Legislation
This code of conduct is informed by the following legislation with which all staff must comply.
o Privacy Act 1988
o Copyright Act 1968
o Freedom of Information Act 1982
o Work Health and Safety Act 2011
o Disability Discrimination Act – Education Standards 2005

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Section 2: Manage effective workplace

relationships
If you are basing this assessment on your own business, make sure you have enough
information available to:
 delegate and support the work of two staff members (at least one staff member should
have a diverse background, such as culture, gender or disability).
 address two separate conflict situations (at least one conflict should involve ethical
conduct).
If you are basing this assessment on the case study, refer to the Simulation pack for
additional information.
1. Identify the workplace relationships you will manage and lead by completing the table below.
Note: You may use the same staff members for different workplace interactions, if
necessary.
Identify… Staff members Additional information
…staff members to whom 1. Learning and

you will delegate work tasks Development officer
to (at least two):
2. HR Support Offficer
…staff members who will 1. Learning and

participate in consultations Development officer
regarding work relationship
issues (at least two):
…staff members who will 1. Learning and

participate in conflict Development officer
management relating to
workplace relationships (at
least two):
2. Delegate and confirm responsibility for fulfilling work tasks to at least two staff members (identified in
the previous question).
a. Complete the table to plan work delegation.

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b. Unless already viewed in person by your assessor, attach proof of your two delegations and
confirmations to this section of your portfolio (e.g. video recording of face-to-face meeting with
follow up email, completed workplan and screen shot of folder system showing cloud-based
location where it is stored etc.). attached proofs, used email -----

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Note: You must delegate the work tasks and confirm the responsibilities to the two staff
members on separate occasions. You may delegate the work tasks and confirm the
responsibilities in any appropriate manner as long as it adheres to the organisation’s
policies, procedures and protocols. For example:
 meet face-to-face with the staff member to discuss allocated work and follow up with
an email.
 create a project schedule and share the link with relevant employees.
 complete a work plan for the staff member and sharing the plan via the
organisation’s cloud-based document sharing platform.
As you delegate tasks and confirm responsibilities, adapt your communication style to
build trust and ensure positive working relationships (e.g. use a friendly and professional
style etc.). You will be assessed on this.
Occasion 1 Occasion 2
To who will you delegate HR Support Officer Learning and Development

work to? Officer
What Assist with the recruitment Provide training courses to

work/responsibilities will process meet staff development
you delegate and confirm objectives
for each identified staff
member?
How will you delegate Follow up on the given task Follow up on the given task
the work tasks and and check if the task were and check if the task were
confirm the successfully executed successfully executed
responsibilities (twice, on
separate occasions)?
How will you adapt your Explain the process and Monitor the progress on
communication style to make sure that the HR trainings provided
build trust and ensure support officer understand
positive working the given task
relationships?
3. Support the two staff members to achieve their work responsibilities (delegated in the previous
question).
a. Complete the table to plan your support.

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b. Unless already viewed in person by your assessor, attach proof of your two separate support
efforts to this section of your portfolio (e.g. video recording of informal discussion, checklist of
duties, photo of project schedule on notice board etc.).
Note: You must support the two staff members on separate occasions. You may
provide support as long as it adheres to the organisation’s policies, procedures and
protocols. For example:
 coaching/mentoring/training.
 providing a checklist of tasks and responsibilities.
 place a team project schedule on the office notice board.
 having regular informal discussions on the employee’s progress or performance.
 using a larger font for visually impaired employees.

Make sure you follow the relevant diversity organisation’s policies and procedures as
you support diverse staff members. You will be assessed on this.
How will you support Give flexible working Gives advice and correct
each team member? schedule mistakes that were created,
you also have to make sure
So that each member is
that they are doing the task
provided with and to ensure
that meets the requirement
that they have more time to
process.
do their task.
How does your support We have to make sure that We have to ensure that we
follow the policies and we each respect everyone's listen to everyone’s concern.
procedures related to culture and belief.
diversity?
What information should Brainstorming on program Develop, approve and

be conveyed as you ideas to better suit promote the program that
support the team organization. was made.
member?
4. Seek employee input to identify work relationship issues.
Note: You must seek employee input on two separate occasions, following the
collaboration and consultation processes established in Section 1.
At least one workplace issue should involve the ethical conduct of a staff member.
a. Complete the table to plan your consultation/collaboration.

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b. Unless already viewed in person by your assessor, attach proof of your two separate
collaboration/consultations to this section of your portfolio (e.g. video recording of informal
discussion, photo of suggestion box and completed suggestion slips etc.).
How will you facilitate Identify challenge sources Be open to suggestions so

consultation and to have a broad knowledge each employee would feel
collaboration on two about the raised concerns they are heard by doing it
separate occasions (e.g. you can have a one on one on a team session.
host a team brainstorming talk with each member
session, set up a involved so they would be
suggestion box, meet with confident to tell the issue
individual staff member for that is happening.
coffee and chat)?
How does your facilitation Setup a group email to Create a scheduled internal
follow the collaboration notify each employees. meeting.
and consultation
processes established in
Section 1?
5. Complete the table to summarise the outcomes of your collaboration/consultation:
What workplace Conflict and stress to linked Miscommunication between

relationship issues were work colleagues. team members.
identified (at least two)?
How does the issue Respect everyone Set normal tone of voice, do
involve ethical conduct? regardless of their status not be sarcastic or shout on
(at least one issue should and situations. your colleague.
include ethical conduct)?
6. Address the identified workplace relationship issues.

a. Complete the table to plan your conflict/dispute resolution to provide feedback on the
consultation processes and address the relationship issues.
b. Unless already viewed in person by your assessor, attach proof of feedback on two separate
occasions to this section of your portfolio (e.g. video recording of team meeting, email etc.).
c. Unless already viewed in person by your assessor, attach proof of your efforts to address the
issues to this section of your portfolio (e.g. video recording of mediation, email to remind staff of
ethical conduct requirements etc.).

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d. Unless already viewed in person by your assessor, attach proof of how you provided guidance,
counselling and support on two separate occasions.
Note: You must address the workplace relationship issues on two separate occasions,
following the conflict management and escalation processes established in Section 1.
This may, for example include:
 mediation
 email to remind staff of appropriate conduct
 poster showing ethical responsibilities
 escalation to higher management levels.
How will you provide feedback Create an email asking for Setup team meeting to
to the relevant staff members feedback on the outcomes discuss the result
on the outcomes of the of the consultation
consultation (e.g. staff
newsletter, email, as part of a
team meeting etc.)?
How will you address the Have a one on one informal Provide training on the lack
workplace relationship issue? discussion by having coffee of communication
(e.g. act as a mediator talks
between two individuals,
provide training on appropriate
language at work etc.)?
How will you provide guidance, Properly monitor each team Setup courses for example
counselling and support to member with conflicts, gives an employee has difficulty
assist the staff members advice that tells the right speaking to improve
overcome their relationship thing to do in a workplace speaking skills.
difficulties?
(Make sure you demonstrate
your ability to motivate and
engage others)
How does your conflict Escalate concern to the Setup group discussion to
management follow the conflict higher management if the identify conflict and to have
management and escalation concern was not solve on everyones opinion.
processes established in the immediate supervisor or
Section 1? team leader.

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Attach: Proof of work task delegation and responsibility

☒
confirmation (x2)
Proof of staff support efforts (x2) ☒
Proof of collaboration/consultations (x2) ☒
Proof of feedback regarding consultation outcomes

☒
(x2)
Proof of conflict management efforts (x2) ☒
Proof of guidance, counselling and support (x2) ☒
Proof of work task delegation:

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Proof of Staff Support

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Section 3: Monitor and review management of

workplace relationships
If you are basing this assessment on your own business, make sure you have enough
information available to monitor the outcomes of your efforts to address the workplace
relationships.
If you are basing this assessment on the case study, refer to the Simulation pack for
additional information.
Before you begin, read through Section 3. You may perform each step separately and submit
separate proof for each step, or you may combine the steps into one event (e.g. a single
meeting) and submit one single proof for all the steps in this section.
1. Monitor the outcomes of your efforts to resolve workplace relationship issues in Section 2.
a. Complete the table to plan and summarise the outcomes of your monitoring efforts.
b. Unless viewed in person by your assessor, attach proof of how you monitored the outcomes of
the conflict management to this section of your portfolio.
How will you monitor the Observe if their was Get feedback on the
outcomes for each changes on the workplace employees
occasion (e.g. follow-up relationship issue
discussion, survey,
observation etc.)?
Summarise the outcomes Things are getting better Their was changes but there
of monitoring efforts. upon observing. are still things to work on.
2. Communicate the outcomes of the conflict management for both identified workplace relationship
issues to the relevant staff members (e.g. email, informal discussion etc.).
a. Complete the table to plan your communication.
b. Unless viewed in person by your assessor or it forms part of a previous step, attach proof of
your communication of outcomes to this section of your portfolio.

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How will you communicate Having formal discussion Send an email with the
the outcomes? with each team member details of the result
3. Seek feedback from relevant staff members (at least two) on how you have managed the workplace
relationships.
a. Complete the table to plan and summarise feedback.
b. Unless viewed in person by your assessor or it forms part of a previous step, attach proof of
how you sought feedback to this section of your portfolio.
How will you seek Ask directly the person for Post a notice board or
feedback? feedback suggestion box.
Evaluate the feedback: Having listened to Setup a common goal to be

everyone’s concern and able to reach an agreement
 What did you do well?
made sure that all things are
 How can you improve accounted for.
your leadership style?
Identify at least one area Setup programs and training Improve team
for improving future to improve workplace communications, make sure
workplace relations relations and skill information was relayed and
leadership in your developments receive successfully.
organisation.
Attach: Proof of how you monitored the outcomes of the

☒
conflict management (x2)
Proof of communication of outcomes (x2) – if

☒
relevant
Proof of how you sought feedback (x2) – if relevant ☒

© 2022 RTO Works
24

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BSBLDR523 Project Portfolio - v1.0

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ABN: 56610041775

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

First published 2021

0452 157 557

© 2021 RTO Works

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

Section 1: Establish effective workplace relationship processes................................................................5

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

Student name: Benjamin Merano

Date: July 27, 2023

Business this assessment Boutique Build Australia

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

Section 1: Establish effective workplace relationship

1. Describe the organisation you are basing this assessment on.

b. What are the values and goals of the organisation?

c. Describe your job role.

 Taking ownership of the HR results and outcomes.

 Leading developing and motivating a small team.

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

c. Summarise any codes relevant to workplace relationships in your organisation.

3. Identify organisational requirements relevant to managing and leading workplace

a. Summarise policies and procedures that address diversity.

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

 social media groups

 dedicated email address for workplace feedback

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

b. conflict management processes.

 differences in interpersonal, communication styles and leadership styles.

Note: Describe processes that include:

 responsibilities of employees in disputes

 the process by which a dispute will be escalated.

 relevant legislative considerations.

A. Consultation process (Face-to-face formal discussions)

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

Face to face formal discussion

HR Support Officer: “Understood”

Learning and Development Officer: “Copy on that”

B. Conflict management process (Zoom meeting)

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

HR Manager: “Okay, what about you L&D Officer?”

C. Processes for escalated issues (Online group call)

ILOZ_BSBLDR523 Project Portfolio_v1.0_June 2023

Attach: Proof of policies and procedures relevant to

Workplace relationship processes (consultation,

Staff Code of Conduct

 economy and efficiency.

2 Respect for others

 courtesy and responsiveness in dealing with others

 being sensitive to and respecting the rights and dignity of others

 making reasonable, fair and consistent decisions

 avoiding behaviour which might reasonably be perceived as harassment, victimization or

 allowing alternative points of view to be expressed and reasonably debated.

 personal or sexual relationships

 use of confidential information

 use of facilities, equipment and resources

 acceptance of gifts or benefits.

 keep records and documentation to support their decisions

 always aim to achieve the highest possible standard of performance

 continuously develop their knowledge in their professional fields and areas of

 exercise best judgment in the interests of Boutique Build Australia

 maintain adequate documentation to support decisions made

 adhere to professional codes of conduct and standards of ethics

6 Economy and efficiency