Tag: human

Assessment Guide:
BSBWRK520 Manage employee relations

Copyright 2019
? Australian College of Business Intelligence
All rights reserved
Version: 19.0
Date Modified: September 2019
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Contents
1. Assessment Information 4
A. Purpose of assessment 4
B. What you are required to do 4
C. Competencies being assessed 4
D. Important resources for completing this assessment 5
E. A note on plagiarism and referencing 6
F. A note on questions with role plays 6
G. Instructions for completing this assessment 6
2. Assessment Coversheet 8
3. Assessment Questions 9
A. Task A – Manage conflict 9
B. Task B – Develop employee and industrial relations policies 14
C. Task C – Implement employee relations policies and plans 20
4. Student Self Checklist 26

1. Assessment Information
A. Purpose of assessment
This assessment will develop your skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves developing and implementing employee and industrial relations policies and plans and managing conflict resolution negotiations.
B. What you are required to do
For this assessment, you are required to complete 4 tasks:
• Task A – Manage Conflict
• Task B – Develop employee and industrial relations policies and plans
• Task C – Implement employee relations policies and plans
All tasks of this assessment require you to use the provided case study information relating to the fictional company Bounce Fitness.
C. Competencies being assessed
Elements
To achieve competency in this unit you must demonstrate your ability to:
1. Develop employee and industrial relations policies and plans
2. Implement employee relations policies and plans
3. Manage negotiations to resolve conflict
Performance Evidence
Evidence of the ability to:
• Analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance
• Collaborate with others to develop and review industrial relations policies and plans
• Develop implementation and contingency plans for industrial relations policies
• Identify the skills and knowledge needed to implement the plan and organise training and development for self and staff
• Document and communicate strategies and procedures for eliminating and dealing with grievances and disputes
• Train others in conflict-resolution techniques
• Manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements
Knowledge Evidence
To complete the unit requirements safely and effectively, the Candidate must be able to demonstrate knowledge of the following:
• Key features of relevant industrial relations legislation or regulations
• Key features of enterprise and workplace bargaining processes
• Key features of relevant entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies
• Key sources of expert industrial relations advice
• Key features of relevant organisational policies and procedures
• Key features of organisational objectives
For further information on the competencies of this unit, please refer to: https://training.gov.au/Training/Details/BSBWRK520
D. Important resources for completing this assessment
To complete this assessment, please refer to the following resources provided on Moodle:
• BSBWRK520 Manage employee relations learner guide
• BSBWRK520 Observation checklist
• BSBWRK520 Marking Guide
• BSBWRK520 Case study folder
• BSBWRK520 Legislation, regulation, codes and standards folder
• Additional student assessment information
E. A note on plagiarism and referencing
Plagiarism is a form of theft where the work, ideas, inventions etc. of other people are presented as your own.
When quoting or paraphrasing from a source such as the Internet, the source must be recognised. If you are quoting a source, make sure to acknowledge this by including “quotation marks” around the relevant words/sentences or ideas. Note the source at the point at which it is included within your assessment, such as by using a citation. Then list the full details of the source in a ‘references’ section at the end of your assessment.
All sources used for your assessment should be detailed in a ‘references’ section. It is advisable to never copy another person’s work.
F. A note on questions with role plays
The following questions involve role plays:
• Task A, Question A3
• Task B, Question B4
• Task C, Question C6
For these questions, as outlined below, you will be assessed on your ability to role play being a Human Resources (HR) Manager at OzMarket Consulting. These questions require you to manage meetings and take notes on what is discussed.
Your Trainer & Assessor will observe your meeting for Task A, Question A3.
Please note: You will also need to attend separate meetings organised by other students whereby they role play being other people. This allows other students to role play being the HR Manager. You do not need to take notes at meetings during which you are not role playing being the HR Manager.
G. Instructions for completing this assessment
Answer the questions below using the spaces provided:
• Answer all parts of each question
• Use your own words and give examples wherever possible
• The quality of your answer is more important than how long it is
• Enter your answers in this document
You may use various sources of information to inform your answers, including your resources provided by ACBI, books, and online sources. You must acknowledge and cite your sources.
Submission via Moodle
Please refer to the “Instructions for Submitting Your Assessment” found within the unit course page on Moodle.
NOTE: Please take care to follow all instructions listed. Assessments uploaded with a draft status on Moodle may not be graded.

2. Assessment Coversheet
Candidate Name:
Student ID:
Contact Number:
Email:
Trainer / Assessor Name:
Qualification: BSB50618 Diploma of Human Resources Management
Units of Competency: BSBWRK520 Manage employee relations
Assessment Tasks: ? A. Manage conflict
? B. Develop employee and industrial relations policies and plans
? C. Implement employee relations policies and plans
Due Date: Date Submitted:
Declaration: I have read and understood the following information at the beginning of this assessment guide (please tick):
? Assessment information
? Submitting assessments
? Plagiarism and referencing
I declare this assessment is my own work and where the work is of others, I have fully referenced that material.
Name (please print):
Candidate signature:
Date:
3. Assessment Questions
A. Task A – Manage conflict
This task requires you to demonstrate understanding of addressing conflicts and grievances, using a case study involving Raynar Fabrication.
NOTE: To complete this task, you must read and refer to the “BSBWRK520 Case study” document provided on Moodle.
A1. Create a procedure with at least five (5) steps that can be used to address the conflict situation at Raynar Fabrication.
NOTE: You may use standard process mapping notation or step-by-step instructions. Refer to pages 55-56 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here
A2. Complete the conflict resolution form provided below, with reference to the conflict between Tony, the staff member and the foreman at Raynar.
NOTE: Refer to page 69-74 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-150 words.

The incident that led to the grievance: Write your answer here
The parties involved in the conflict: Write your answer here
Documentation to be consulted to provide additional information on the grievance: Write your answer here
The organisation’s position on the conflict: Write your answer here
Ways to eliminate or alleviate the source of the conflict: Write your answer here
The planned negotiation strategy: Write your answer here
The desired negotiation outcomes: Write your answer here
The negotiation timeframes: Write your answer here
Is expert or specialist advice required? Write your answer here
A3.
THE SCENARIO:
Now you have prepared for a conflict resolution meeting, you need to discuss the grievance and negotiate a solution. Set up a meeting with:
• You, acting as the Human Resources Manager at OzMarket Consulting
• Tony, as role played by another student in your unit
NOTE: Your Trainer & Assessor will also observe this meeting.
WHAT YOU NEED TO DO BEFORE YOUR MEETING:
Organise a day and time for your meeting, in line with the availability of other students in your unit as well as your Trainer & Assessor. This meeting should take 5-10 minutes.
You are required to manage the meeting. Prior to the meeting ensure you have read the instructions below on what you’ll be required to do during the meeting and prepare as necessary.
WHAT YOU NEED TO DO DURING YOUR MEETING:
Use the meeting to discuss Tony’s grievance and negotiate a path through the problem:
• Find out as much as you can about the sources of the conflict from Tony’s perspective
• Advocate Raynar’s position in the conflict
• Obtain Tony’s agreement to return to work on suitable duties immediately
Ensure you take note of what you discuss during the meeting.
WHAT YOU NEED TO DO AFTER YOUR MEETING:
1. Record notes of what was discussed during your meeting. Answer in 50-100 words in the space provided below
2. Create a memo addressed to management and the foreman in question outlining the results of the meeting, the agreements made and what they are to do to implement the agreement. Answer in 50-100 words in the space provided below.
Meeting notes
Write your answer here
Memo
Write your answer here
A4. Read the scenario below, then answer the following question.
Not long after your meeting with Tony, he contacts you to say that he has returned to work as per your agreement but that the foreman has assigned him janitorial duties. He says that this work is demeaning and is designed to punish him for making trouble. He says he is willing to work through the situation but that these are hardly suitable duties and that Raynar isn’t keeping up with its side of the agreement.
Describe how you will respond in this situation, including:
• What remedial action you will take
• Who you will report the non-compliance to and how you will report it
• What recommendations you will give to Raynar on how to handle the situation
NOTE: Refer to page 79 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-200 words.
Write your answer here


B. Task B – Develop employee and industrial relations policies
This task requires you to review Raynar Fabrication’s existing industrial relations, then identify opportunities and develop new policies.
The Scenario:
Following Tony reporting the potential hazard, Rayner held discussions on Workplace Health and Safety (WHS). During these WHS discussions Raynar recognised some of their policies and procedures may not meet current legislation, regulations and industry best practice.
Your manager has approached you to be a member of the team that is to undertake research to identify any potential areas for improvements. The team leader, Janice, has asked you to focus on Employee Relations, with a particular focus on policies, plans, procedures and strategies.
PLEASE NOTE: To complete this task, you must also read and refer to the “BSBWRK520 Case study” document provided on Moodle.
B1. Review the information on Raynar Fabrication’s strategic and operational plans. Identify the company’s organisational objectives, then describe its long-term employee relations.
NOTE: Refer to pages 16-17 of the “BSBWRK520 Manage employee relations learner guide” document and pages 7-9 of the “BSBWRK520 Case study” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here

B2. Analyse Raynar Fabrication’s existing employee relations performance by conducting a SWOT analysis – that is describe:
• Strengths
• Weaknesses
• Opportunities
• Threats
NOTE: Refer to pages 18-20 of the “BSBWRK520 Manage employee relations learner guide” document and page 7 of the “BSBWRK520 Case study” document provided on Moodle to inform your answer. Answer in 40-80 words.

Strengths Weaknesses
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Opportunities Threats
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B3. From the SWOT analysis you conducted in the previous question (Part B, Question 2),, select two or more options Raynar Fabrication has to improve its employee relations. For each option conduct a cost-risk-benefit analysis which outlines:
• Option – describe the opportunity
• Cost – identify costs involved in implementing each option
• Risk – describe the risks involved in implementing each option
• Benefit – describe the possible benefits of each of each option
• F/MF/NF – assess how feasible the idea is:
o Feasible (F),
o Maybe feasible (MF), OR
o Not feasible (NF)
NOTE: Refer to page 32 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.

Option Cost Risk Benefit F MF/NF
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B4.
The scenario
Your SWOT and cost-risk-benefit analysis has been well received both by your team leader and the management team as a whole. As such, you’ve been asked to assist in correcting and updating Raynar Fabrication’s industrial relations policies and plans. Your team consists of three people:
• You, acting as a Human Resources Manager at OzMarket Consulting
• Janice, the team leader
• A HR Coordinator at OzMarket Consulting, as role played by another student in your unit
As a number of policies and plans need to be reviewed, updated or developed, the three of you have decided to start with the policy and plan that is most urgent, the grievance policy. The grievance policy is most urgent because it the current policy has been found to incorrectly refer to leave entitlements, due to an erroneous copy and paste. Raynar Fabrications also has decided they need a grievance policy that reflects its business culture.
Janice has had to take time off work to care for a sick relative so has asked you to attend a meeting with the HR Coordinator to discuss the requirements for the policy, and afterwards send her an email summarising the discussions and suggesting a direction.
Set up a meeting with:
• You, role playing being Human Resources Manager at OzMarket Consulting
• The HR Coordinator, as role played by another student in your unit
Prior to the meeting, undertake some research into grievance policies to:
• Identify three (3) different styles of grievance policy (based on different industries). Different styles may include language, style, format or other factors
• Determine the most appropriate style for your industry
• Identify any legal requirements for grievance policies
Use the meeting to collaborate on developing the grievance policy. Discuss and reach an agreement as to what should be included in the grievance policy, the style of the grievance policy and the format of the grievance policy.
After the meeting, prepare a summary that could be emailed to Janice outlining:
• What was discussed during the meeting
• What should be included in the grievance policy
• The recommended style and format for the grievance policy
NOTE: Refer to pages 33-34 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here

B5. Janice agrees with your recommendations for the Rayner Fabrication grievance policy. Develop the policy and document it below.
NOTE: Refer to page 16 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here


C. Task C – Implement employee relations policies and plans
This task requires you to develop an implementation plan, train staff and review policies in relation to employee relations.
PLEASE NOTE: To complete this task, refer to the “BSBWRK520 Case study” document provided on Moodle.
C1. The policy you developed in Task B, Question 5 has been approved. Develop an implementation plan for the new Raynar grievance policy. Ensure your plan includes at least four actions.
NOTE: Answer using the table provided below. Refer to page 43-46 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Action required Responsibility Timeline Strategies/tactics Resources/budget
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C2. Develop contingency plans for implementing the new Raynar grievance policy.
NOTE: Answer using the table below. Refer to page 47-50 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.

Risk Impact Likelihood Contingency action(s)
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C3. Outline the skills and knowledge needed by Raynar’s management and employees to effectively implement the grievance policy and its related contingency plans.
NOTE: Refer to page 36-39 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 40-80 words.
Write your answer here

C4. You now need to prepare an email to managers and supervisors at Raynar about the new grievance policy and plan. Ensure your email:
• Explain the reasons why the grievance policy is being implemented and what it means to managers and supervisors in their role at Raynar
• Assure the managers and supervisors that their input is valuable, and give them the opportunity to provide comments and feedback
• Uses positive language while making it clear that following the new grievance policy is part of Raynar’s obligations under WHS legislation and that it will help people in their roles.
NOTE: Refer to pages 51-52 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 40-80 words.
Write your answer here

C5. Prepare copy (written text) for a fact sheet that you will use as handout during training to explain the importance of good employee relations. Ensure the fact sheet copy outlines:
• Key features of industrial relations legislation and regulations relating to Raynar Fabrications
• Key features of enterprise and workplace bargaining processes
• Key features of relevant entities within the industrial relations system, including courts, tribunals, trade unions and employer bodies and how they work together
• Key sources of expert industrial relations advice
• Key features of relevant organisational policies and procedures
• An outline of the process to be used for addressing grievances and conflict under the new grievance policy
NOTE: Refer to pages 25-31, 66-67, 81-84 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-200 words.
Write your answer here

C6. You now need to train staff at Raynar Fabrications on conflict management techniques. Set up a meeting with:
• You, acting as a HR Manager at OzMarket Consulting
• A relevant staff member at Raynar Fabrications, as role played by another student in your unit.
Use the meeting to:
• Give a description of conflict management
• Explain why conflict management is necessary
• Provide training in two conflict management techniques
• Seek feedback on the new grievance policy to determine if its meeting its intended outcomes
After the meeting, record notes on how your training went. Also record the feedback received and assess if the new employee relations policy is meeting its intended outcomes.
NOTE: Refer to pages 25-31, 66-67, 81-84 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Meeting notes:
Write your answer here

4. Student Self Checklist
A. Student Self Checklist for Tasks A – C
Candidate name:
Unit of Competency: BSBWRK520 Manage employee relations
Instructions:
Place a tick ‘? ’ in the Yes (“Y”) column for each question you have completed all parts for.
Task A – Manage Conflict
Did you: Y
?
A1: Create a procedure with at least five (5) steps for resolving the conflict situation at Raynar Fabrication?
A2: Complete the provided conflict resolution form, with reference to the conflict between Tony, the staff member and the foreman at Raynar?
A3: Set up a meeting with:
• You, acting as the Human Resources Manager at OzMarket Consulting?
• Tony, as role played by another student in your unit?
Use the meeting to discuss Tony’s grievance and negotiate a path through the problem:
• Find out as much as you can about the sources of the conflict from Tony’s perspective?
• Advocate Raynar’s position in the conflict?
• Obtain Tony’s agreement to return to work on suitable duties immediately?
After the meeting:
1. Record notes of what was discussed during the meeting?
2. Create a memo addressed to management and the foreman in question outlining the results of the meeting, the agreements made and what they are to do to implement the agreement?
A4: Read the scenario provided in the question? Describe how you will respond in this scenario, including:
• What remedial action you will take?
• Who you will report the non-compliance to and how you will report it?
• What recommendations you will give to Raynar on how to handle the situation?
Task B – Develop employee and industrial relations policies and plans
Did you: Y
?
B1: Review the information on Raynar Fabrication’s strategic and operational plans? Identify the company’s organisational objectives, then describe its long-term employee relations?
B2: Analyse Raynar Fabrication’s existing employee relations performance by conducting a SWOT analysis?
B3: From the SWOT analysis you conducted in the previous question (Part B, Question 2), select two or more options Raynar Fabrication has to improve its employee relations? For each option conduct a cost-risk-benefit analysis which outlines:
• Option – describe the opportunity?
• Cost – identify costs involved in implementing each option?
• Risk – describe the risks involved in implementing each option?
• Benefit – describe the possible benefits of each of each option?
• F/MF/NF – assess how feasible the idea is: Feasible (F); Maybe feasible (MF); OR Not feasible (NF)?
B4: Set up a meeting with:
• You, role playing being Human Resources Manager at OzMarket Consulting?
• The HR Coordinator, as role played by another student in your unit?
Use the meeting to:
• Collaborate on developing the grievance policy?
• Discuss and reach an agreement as to what should be included in the grievance policy, the style of the grievance policy and the format of the grievance policy?
After the meeting, prepare a summary that could be emailed to Janice outlining:
• What was discussed during the meeting?
• What should be included in the grievance policy?
• The recommended style and format for the grievance policy?
B5: Develop a greivance policy for Raynar Fabrication?
Task C – Implement employee relations policies and plans
Did you: Y
?
C1: Develop an implementation plan for the new Raynar grievance policy, ensuring your plan includes at least four actions?
C2: Develop contingency plans for implementing the new Raynar grievance policy, using the table provided?
C3: Outline the skills and knowledge needed by Raynar’s management and employees to effectively implement the grievance policy and its related contingency plans?
C4: Prepare an email to managers and supervisors at Raynar about the new grievance policy and plan, ensuring it:
• Explain the reasons why the grievance policy is being implemented and what it means to managers and supervisors in their role at Raynar?
• Assure the managers and supervisors that their input is valuable and give them the opportunity to provide comments and feedback?
• Uses positive language while making it clear that following the new grievance policy is part of Raynar’s obligations under WHS legislation and that it will help people in their roles?
C5: Prepare copy (written text) for a fact sheet that you will use as handout during training to explain the importance of good employee relations? Ensure the fact sheet copy outlines:
• Key features of industrial relations legislation and regulations relating to Raynar Fabrications?
• Key features of enterprise and workplace bargaining processes?
• Key features of relevant entities within the industrial relations system, including courts, tribunals, trade unions and employer bodies and how they work together?
• Key sources of expert industrial relations advice?
• Key features of relevant organisational policies and procedures?
• An outline of the process to be used for addressing grievances and conflict under the new grievance policy?
C6: Set up a meeting with:
• You, acting as a HR Manager at OzMarket Consulting?
• A relevant staff member at Raynar Fabrications, as role played by another student in your unit?
Use the meeting to:
• Give a description of conflict management?
• Explain why conflict management is necessary?
• Provide training in two conflict management techniques?
• Seek feedback on the new grievance policy to determine if its meeting its intended outcomes?
After the meeting, record notes on how your training went? Also record the feedback received and assess if the new employee relations policy is meeting its intended outcomes?

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