BSBHRM513 Manage workforce planning
ASSESSMENT COVER SHEET |
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| BSBHRM513 Manage workforce planning | |||||
| Student Name | Student ID | ||||
| Assessor Name | Due Date | ||||
| STUDENT DECLARATION | |||||
| Before submitting your work, you must complete this panel. By signing you agree that:
§ This is my own original work done by myself, or in collaboration with other members of my group. § I am ready to be assessed. § I have acknowledged all sources where appropriate in accordance with Queens College Academic Integrity Policy, and I believe other group members have done the same. § I understand that I may appeal if I believe the assessment is not equitable, fair or just. § I have read the appeals process in my Student Handbook. |
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| Student Signature | Date | ||||
| ASSESSOR CHECKLIST | |||||
| Is the Student ready for assessment? | Yes | No | |||
| Has the assessment process been explained? | Yes | No | |||
| Does the Student understand which evidence is to be collected and how? | Yes | No | |||
| Have the Student’s rights and the appeal system been fully explained? | Yes | No | |||
| Have you discussed any special needs to be considered during assessment? | Yes | No | |||
| ASSESSMENT TASK RESULTS | |||||
| ¨Written Activity and Checklist
The student has completed the written activity provided to them by the assessor. |
S | NYS | |||
| ¨Practical Activity and Checklist
The student has demonstrated the practical activity provided to them by the assessor. |
S | NYS | |||
| ¨ Questions and Questions Checklist
The student has answered a range of questions either verbally or written. |
S | NYS | |||
| Assessment Feedback Form | |||
| Feedback: (Add additional pages as required) | |||
| Reasonable Adjustments (if any): | |||
| ASSESSMENT RESULT | |||
| 1st Submission
¨Competent Congratulations! You have addressed the outcomes of this assessment and are deemed competent. ¨Not Yet Competent Please address the above feedback and resubmit |
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| 2nd Attempt
¨Competent You have addressed the outcomes of this assessment and are deemed competent. ¨Not Yet Competent Please address the above feedback and resubmit |
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| Final Attempt
¨Competent You have addressed the outcomes of this assessment and are deemed competent. ¨Not Yet Competent Please address the above feedback and resubmit |
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| Assessor Name | |||
| Signature | Date | ||
| Written Activity Checklist
BSBHRM513 Manage workforce planning |
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| For this assessment, the student must complete the written activity.
The written activity is a stand-alone activity that will allow the student to display the required knowledge and skills that are essential when deciding overall competency. |
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| Student’s name: | |||
| Assessor’s name: | |||
| Has the student satisfactorily completed the written activity? | |||
| Yes | No | ||
| Did the Student provide evidence of their ability to: | |||
| Explain current information about external labour supply relevant to the specific industry or skill requirements of the organization | £ | £ | |
| Outline industrial relations relevant to the specific industry | £ | £ | |
| Describe labour force analysis and forecasting techniques | £ | £ | |
| Feedback to Student:
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| Result oSatisfactory o Not Yet Satisfactory | |||
| Assessor’s Signature: | Date: | ||
| Practical Activity Checklist
BSBHRM513 Manage workforce planning |
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| For this assessment, the student must complete the practical activity.
The practical activity is a stand-alone activity that will allow the student to display the required knowledge and skills that are essential when deciding overall competency. |
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| Student Name: | |||
| Assessor Name: | |||
| Has the student satisfactorily completed the practical activity? | |||
| Yes | No | ||
| Did the student provide evidence of their ability to: | |||
| · Review and interpret information from a range of internal and external sources to identify: | £ | £ | |
| o Current staff turnover and demographics | £ | £ | |
| o Labour supply trends factors that may affect workforce supply | £ | £ | |
| o Organisation’s workforce requirements objectives and strategies | £ | £ | |
| · Develop strategies that will assist you to implement, monitor and review the workforce needs | £ | £ | |
| · Review the relevant trends and supply and demand factor that will impact on an organisation’s workforce | £ | £ | |
| · Develop a workforce plan that includes relevant research and specific strategies to ensure access to a skilled and diverse workforce | £ | £ | |
| Feedback to Student:
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| Result oSatisfactory oNot Yet Satisfactory | |||
| Assessor’s Signature:
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Date: | ||
| Questioning Checklist
BSBHRM513 Manage workforce planning |
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| The assessor needs to indicate whether they have conducted the questioning as written questions or as verbal questions by ticking the box below. | |||||
| oWritten Questioning | oVerbal Questioning | ||||
| The assessor must provide evidence with the assessment tool. For written questions, the assessor must provide the student’s original written responses. For verbal questioning, the assessor must provide dot points as a minimum on the student’s responses.
For details on how to conduct and contextualise this form of assessment, please refer to the questioning checklist explanation in the assessor guide. |
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| Student’s name: | |||||
| Assessor’s name: | |||||
| If questions are answered verbally, theassessor must write detailed answers in the sections provided below. The space below does not indicate the size of the answer anticipated. Keep typing and the space will expand. If answers are recorded separate to this document, they must be attached to the assessment documents. | Satisfactory response | ||||
| Yes | No | ||||
| 1 | List the two general types of turnover. | £ | £ | ||
| · Voluntary Turn over – it occurs when a worker willingly choose a job for reason best known to them
· Involuntary Turnover – occurs when employees are fired or if the decision to leave a job is made by the employer
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| 2 | How is demographic data useful? | £ | £ | ||
| · The data reveals existing gaps in skills and qualification among the workforce
· The data identifies participation of different genders in the workforce · It facilitates the establishment of changing working conditions and changing career path among the workforce
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| 3 | Identify 3 factors that may affect workforce supply. | £ | £ | ||
| · The prevailing wage rate
· The availability of jobs (a lot of jobs absorb many skilled worked in the process reducing labor supply) · The prevailing economic conditions (good economic condition create plenty of jobs) |
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| 4 | What are the 6 best strategies for working with diversity? | £ | £ | ||
| · Providing training and education programs for workers
· Using organizational policies that encourage fairness and equity among all employees · Executing non- discriminatory appraisal systems · Offering mentoring projects for minority employees · Offering systematic career guidance and planning programs · Provide workers with programs that enlighten them about the advantages of working in a multicultural environment.
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| 5 | What are the 3 key issues for strategic workplace planning? | £ | £ | ||
| · Effective recruitment and retention of the workforce
· Addressing skill shortages · Effective communication of plan changes
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| 6 | What are the 5 steps to reviewing organisational strategy to establish aligned objectives for modification or retention of the workplace? | £ | £ | ||
| · Identifying workforce issues
· Identifying workforce goals · Identifying workforce objectives · Identifying workforce strategies · Identifying workforce planning strategy areas and aaction plans
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| 7 | Provide 5 strategies you could consider/implement in order to address unacceptable staff turnover. | £ | £ | ||
| · Improving reward and recognition systems
· Providing more opportunities for training and development · Setting high ethical standard and principles in the organization · Stimulation work processes to match employee skills · Providing room for growth through offering promotions based on merit · Providing opportunities for workers to engage in corporate Social Responsibility
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| 8 | Identify and define the objectives to retain required skilled labour. | £ | £ | ||
| · Increase exposure of the company as an employer of choice.
· Attract people to the company for specialized and hard-to-fill positions. · Increase the employment of temporary, casual workers. · Improve employer’s access to information and tools to support their ability to recruit
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| 9 | Identify and define the objectives for workplace diversity and cross-cultural management in regards to the organisation as a whole | £ | £ | ||
| · To eliminate barriers to Equal Employment Opportunity at all levels and in all occupations.
· Integrate workplace diversity values into the organisation’s core values. · Build a diverse, high-performing workforce that reflects all segments of society |
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| 10 | Identify and define the objectives for workplace diversity and cross-cultural management in regards to the work environment. | £ | £ | ||
| · To provide a workplace free from discrimination and harassment
· Build a workplace that supports staff with family and cultural responsibilities · Develop and maintain a flexible,… |
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