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Student Name: ______________________________________________________________
Student ID No: ______________________________________________________________
Student Instructions:
1. Your answers should be on a separate document using word processing software such as MS Word & or other software (handwritten submissions are only acceptable with prior approval from your Trainer)
2. Your document should be professionally formatted and included.
a. Your Name
b. Your Student ID
c. Unit Code
d. Assessment Number (i.e., BSBHRM513 Assessment 1)
3. Please reference each question number and retype each question with your answers.
4. You must answer every question and provide enough information to demonstrate sufficient understanding of what has been asked to achieve competency. Please ask your Trainer/Assessor if you are unsure what is sufficient detail for an answer.
5. Ask your trainer/assessor if you do not understand a question. Whist your trainer/assessor cannot tell you the answer, he/she may be able to re-word the question for you or provide further assistance based on the Institute’s “Reasonable Adjustment Policy”.
6. Answers should be your own work, in your own words and not plagiarised, nor copied. However, if an answer is cut & pasted (such as a definition), then the source should be referenced.
1 Prepare definitions for the following workforce planning terminology.
a. Contingency plan
b. Cross-cultural management
c. Employer of choice
d. Organisational climate
e. Redeployment
f. Redundancy
g. Skilled labour
h. Staff retention
i. Staff turnover
j. Stakeholders
k. Succession planning
l. Workforce diversity
2 What programs can you implement to become the “Employer of Choice”? List the minimum of THREE (3) programs.
3 List and explain five (5) elements you need to consider in achieving workforce diversity goals (200-250 words).
4 List four (4) considerations when you train re-deployed staff from interstate.
5 What strategies can be utilised to close skills gaps and retain skilled labour? (50-100 words)
6 Explain how you can analyse labour force trends and forecast future HR demands (50100 words).
7 List the FIVE (5) Global Dimensions of Performance by Fein. Refer to the Student Learner Guide.
8 What are the benefits of exit interviews? Explain in your own words in 100 to 150 words.
9 Describe PRIDE Process to attract and retain employees in your own words (150 to 200 words).
10 Explain the advantages and disadvantages of external recruiting and internal recruiting (150-200 words).
11 As a leader, you have SIX (6) responsibilities to manage organisational change. List and briefly explain in your own words in 150 to 200 words.
12 List and explain TWO (2) strategies you can implement for succession planning (50 to 100 words).
13 Read the latest media release by the Fair Work Ombudsman.
Summarise industrial relations issues in the identified industry and provide minimum of THREE (3) recommendations/suggestions to improve the situation (150 to 200 words).
14 Identify THREE (3) barriers to consider when gaining agreement from other organisational members. Explain in 30 to 50 words for each barrier.
15 If you face global pandemic diseases, what objectives and strategies would you review as HR Manager? What would you recommend/suggest? (50 to 100 words).
16 How can you evaluate the effectiveness of change strategy? Describe in your own words in 100 to 150 words.
17a) Check the Australian Bureau of Statistics (www.abs.gov.au) website.
Explain current labour force trends in your own words in 100 to 150 words.
17b) Which of data could you use to forecast labour shortages?
18 List and briefly explain 2 government policies that will impact on labour demand and supply (100 to 150 words).
19 Read the recent “Employment Reports” by Seek.
Research and explain current labour supply in the industry with the highest job advertisement growth in 150 to 200 words.
20 Strategic planning includes being prepared for extreme situations by developing contingency plans. List at least FIVE (5) questions to assist in developing those plans.
21 Develop SEVEN (7) questions that you could use to gain feedback from workers on their level of satisfaction with their current employment.
22 Check the recent Australian labour market update publication by the Department of Education, Skills and Employment. https://www.jobs.gov.au/australian-labour-marketupdate-publication
Briefly explain how the labour market trends affect your current workforce.
Assessor Use Only
Attempt 1: Assessor Comments
• Satisfactory (S) • Not Satisfactory (NS)
Assessor Signature: _______________________________ Date: __________________
Attempt 2: Assessor Comments
• Satisfactory (S) • Not Satisfactory (NS)
Assessor Signature: _______________________________ Date: __________________
Attempt 3: Assessor Comments
• Satisfactory (S) • Not Satisfactory (NS)
Assessor Signature: _______________________________ Date: _______

Prepare definitions for the following workforce planning terminology.
a. Contingency plan: A contingency plan refers to a pre-planned course of action to respond to unforeseen circumstances, including emergencies, changes in market conditions, or changes in workforce demand or supply.

b. Cross-cultural management: Cross-cultural management refers to the effective management of employees who come from diverse cultural backgrounds, including the management of cultural differences, communication barriers, and conflict resolution.

c. Employer of choice: An employer of choice is a company that is recognized by job seekers as an ideal place to work due to its attractive employment practices, work culture, and reputation.

d. Organisational climate: Organisational climate refers to the general perception and attitudes of employees towards the work environment, work culture, and management practices within the organisation.

e. Redeployment: Redeployment refers to the process of transferring employees from one position or job to another within the same organisation to better align with organisational needs.

f. Redundancy: Redundancy refers to the termination of an employee’s job due to the employer no longer requiring the position to be filled.

g. Skilled labour: Skilled labour refers to employees who possess specialized knowledge, experience, or training required to perform complex tasks and duties in a particular industry or field.

h. Staff retention: Staff retention refers to the ability of an organisation to retain its employees by creating a work environment that motivates, engages, and rewards them for their contributions.

i. Staff turnover: Staff turnover refers to the rate at which employees leave an organisation and are replaced by new hires.

j. Stakeholders: Stakeholders are individuals or groups who have a direct or indirect interest in the organisation’s performance, including employees, customers, shareholders, and the community.

k. Succession planning: Succession planning refers to the process of identifying and developing employees with the potential to assume key leadership positions within the organisation.

l. Workforce diversity: Workforce diversity refers to the differences among employees in terms of age, gender, ethnicity, culture, religion, education, and other characteristics that contribute to a rich and inclusive workplace environment.

What programs can you implement to become the “Employer of Choice”? List the minimum of THREE (3) programs.
To become an employer of choice, organisations can implement various programs, including:

a. Employee recognition programs: These programs are designed to recognise and reward employees for their contributions and achievements in the workplace, thereby increasing employee morale, motivation, and engagement.

b. Professional development programs: These programs provide employees with opportunities to enhance their knowledge, skills, and competencies through training, coaching, mentoring, and job rotations, which can lead to career advancement and job satisfaction.

c. Work-life balance programs: These programs offer employees flexible work arrangements, such as telecommuting, flexible hours, and parental leave, which help employees manage their work and personal commitments, leading to higher employee retention and job satisfaction.

List and explain five (5) elements you need to consider in achieving workforce diversity goals (200-250 words).
Achieving workforce diversity goals requires organisations to consider the following five elements:

a. Leadership commitment: Leaders play a crucial role in creating a diverse and inclusive workplace culture by setting clear expectations, modelling inclusive behaviours, and promoting diversity initiatives across the organisation.

b. Recruitment and selection practices: Recruitment and selection practices should be designed to attract a diverse pool of candidates and ensure that hiring decisions are based on merit, skills, and competencies rather than biases and stereotypes.

c. Training and development: Training and development programs should be designed to increase employees’ awareness of diversity issues, provide them with the skills and knowledge to work effectively in a diverse environment, and reduce the potential for discriminatory behaviour.

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