BSBHRM602 Task 1 V2-1 Solved

BSB61015 Advanced Diploma of
Leadership and Management

BSBHRM602
Manage human resources strategic
planning
Task 1
Business College at International House

RTO Code: 91109 CRICOS 02623G
Level 1, 203 Clarence St, Sydney NSW 2000 | Floor 1, 237 Oxford St, Bondi Junction NSW 2022
3 Searcy St, Darwin NT 0800 | Level 6, 601 Bourke St, Melbourne VIC 3000
info@ihBC.edu.au| www.ihBC.edu.au
Knowledge QuestionsAssessment
Candidate Instructions
Youwillanswer knowledge questions for purposesof formalassessmentas per the questions outlined in the
questioning record below, and any additional probing or clarification questions required by the assessor.
The knowledge questionsare designed to confirm your competency for all the required knowledge in the
unit of competency.
Task Details
There is no restriction on the length of the question responses, unless indicated in the question or time
restriction in completing the assessment.It is anticipated however that the assessment will take
approximately 2 hoursto complete, and any word limit is as a guide only.
The assessment may be re-attempted on two further occasions (maximum three attempts in total).All
assessments must be resubmitted 3 days within receiving your unsatisfactory grade. You must clearly
indicate “Re-submission” on your resubmitted work.
You must complete all questions unassisted by the assessor or other personnel but may refer to reference
material as may be needed.
All questions must be answered satisfactorily for the assessment to be completed satisfactorily.
For any assessment conducted that is incomplete, or without satisfactory performance, the assessment
will need to be completed again after further training support. This may be simply to focus on question
areas not achieved in the prior assessment.
Evidence to be collected
Answer the questions in as much detail as possible, considering your organisational requirements or the
simulated organization provided.
In undertaking this assessment task, you as the candidate are providing consent for your work to be
reviewed for the purposes of formal assessment in the unit(s) of competency. If you have concern
regarding this permission, please discuss this with your assessor prior to undertaking the task.
Objective To provide you with an opportunity to demonstrate your knowledge of the entire unit.

Candidate Declaration
Candidate name:
Trainer’s name:
Date:
Assessment declaration: I declare that no part of this assessment has been copied from another
person’s work, except where clearly noted on documents or work submitted.
I declare that no part of this assessment has been written for me by another
person. I understand that plagiarism is a serious offence that may lead to
disciplinary action.
Candidate signature:
Your trainer and assessor will mark your work satisfactory or not satisfactory and provide you
with constructive feedback on Canvas.

Task 1: Knowledge Questions
Read the document “7 HR best practices” provided on Canvas under additional

Question 1 information. What roles Human Resources can play in the formulation and
implementation of an organisation’s strategic plan?
Human Resource is in a unique position to supply competitive intelligence that may be useful in strategy
formulation. An HR should evolve own strategies which must be aligned with the corporate, unit and
functional strategies. Strategic details regarding the seven best practices including (1) providing security to
employees, (2) selective hiring, (3) self-managed and effective teams, (4) fair and performance-based
compensation, (5) training in relevant skills, (6) creating a flat and egalitarian organization, and (7) making
information easily accessible to those who need it, can be provided by Human Resource. Unique HR capabilities
serve as a driving force in strategy formulation.
HR Role in Strategy Implementation:
Human resource supplies the company with a competent and willing workforce for implementing strategies. It
is important to remember that linking strategy and Human Resource effectively requires more than selection
from a series of practice choices. The challenge is to develop a configuration of Human Resource practice
choices that help implement the organization's strategy and enhance its competitiveness.
If Bounce Fitness decided that in order to be effective it must develop high

Question 2 performing self-managed teams. Name common human resources practices that
could be adopted to support this direction.
Teamwork has become a common practice of managing tasks in the modern world. Organizations and other
bodies are constantly looking for ways to increase employees/members engaged in the organization activities.
Below are common Human resource practices that Bounce Fitness could adopt to develop high performing
self-managed teams.
• Assign tasks that requires common responsibility to complete. The introduction of a joint responsibility
will make the team members develop a sense of ownership of the project. Members will be willing to work
together for the completion of the common task.
• Promote a sense of interdependence among the team members. A sense of interdependence will allow
the team members to rely on the support of each other to complete a task.
• Empower the members. Bounce fitness can empower its members by allowing teams to set their own
plans for completing projects.
• Train the team members. It is essential for Bounce Fitness to train its members prior to performing the
expected tasks.
• Provide the relevant support resources. Bounce Fitness should be willing to provide all the materials
required by the teams to develop self-managed teams.

Read through The Fitness Australia business Principles and Guidelines and the National Fitness
industry code of practice, provided on Canvas under additional information.
Question 3
List the types of emerging practices or environmental trends that could impact on Bounce fitness
staff.
• (i) the use of electronic surveillance to monitor those parts of the fitness facility where consumers access
the Fitness service, including both entry and exit points, excluding change rooms and bathrooms. The
surveillance system should include a safety alert system that has the capacity to be monitored by a
third party who has the authority to alert emergency services;
• (ii) provide panic alarms both fixed and mobile (on lanyards), freely accessible, marked and displayed
prominently. The panic alarm should be monitored by the same third party who has access to the CCTV
footage and has the authority to alert emergency services;
• (iii) display clear signage of safety and emergency medical and panic response procedures at the fitness
facility which clearly marks the emergency contact details;
• (iv) provide a functioning telephone that is kept in close proximity to the first aid kit;
• (v) grant consumers access to a single occupancy change room and bathroom facilities that contains a panic
alarm; and
• (vi) ensure that CCTV footage is excluded from the single occupancy change room and bathroom facilities;
(a) What types of information would Bounce Fitness needs to consider when
predicting future labour needs?
(b) Describe strategies that could be used to agree on human resource

philosophies, values and policies with Bounce Fitness Managers
Question 4
(c) List options for sourcing Bounce Fitness labour supply and skill requirements.
a) Future labour needs are the number of workers willing and able to work in a
particular job for a given wage. The type of information Bounce Fitness needs to
consider when predicting future labour needs is human resources forecasting, it
involves projecting labor needs and the effects they will have. An HR department
forecasts both short-term and long-term staffing needs based on projected sales,
office growth, attrition and other factors that effect Bounce Fitness need for labour.
Often HR staff don't have the skills and background to predict these events with
any success. The pace of change is so quick in the workplace that it's hard to
predict what skills will be needed in the future. There are important things to
consider, Bounce Fitness has the skills it needs in the future, and one of this is to
up skill their current staff, they should also include apprenticeships and traineeships in
the recruitment strategy, broaden the skills selection and lastly
keep future workforce informed and inspired.
b) HR philosophies, values and policies revolves around Bounce Fitness beliefs and
assumptions about people-their nature, needs, value and their approach to work.
These beliefs and assumptions, then determine how people should be treated.
People of an organization create its success. People must be supported by the
organization to nurture success. All jobs have inherent dignity and contribute to
self-worth. The primary job of the company is to provide quality service. Honesty
and fairness are cornerstones in all interactions and decisions.
c) Sourcing candidates through a recruiting database.
d) Sourcing candidates through social media.
e) Through online job postings.
f) Sourcing candidates via referrals.
g) Sourcing candidates from within the organization.
Describe the benefits and disadvantages of using one of the following options for
Question 5 the provision of human resource services.
a. External provision by a consultant or contractor or
b. Outsourcing the work to an external service provider or
c. Allocating the work to existing staff
Benefits Disadvantages
External provision by a
consultant or contractor
Outsourcing the work to an
external service provider
Allocating the work to existing
staff
Using an external HR Service Provider can have many advantages, e.g.

• Efficiency - this enables the company to focus on their core business processes (e.g.
manufacturing),
and leave the HR tasks to be carried out by the experts.
• Skills and knowledge - hiring an External Service Provider for HR tasks will ensure the
company gets
someone who has been fully trained in HR and will have excellent knowledge.
• Compliance to Labor Laws- External HR service providers will have more of an
understanding of the
labor laws in the country, thus ensuring that the company complies fully.
However, there are also many disadvantages associated with hiring an External Service
Provider for HR:
• It is Impersonal: an External HR Service Provider may not be able to offer the same level
of personal attention to issues/persons that may need to been handled a little more
sensitively. Employees would rather
talk to someone they know, rather than a stranger from outside the company.
• Sometimes it means giving up control - company owners who are used to managing
everything that
goes on in their company may find it difficult to let go of the control of their staff. If they had
an in-house HR
service, they would be able to keep track and communicate with them on a daily basis, to
find out exactly how
everything is going. An External HR Service Provider, tends to have many clients, and won't
be able to make
time to talk to each one, every day.
• An External HR Service Provider is a contract agreement between an company and an
external thirdparty
provider whereby the company transfers the management and responsibility for, certain HR
functions to
the external provider.
• This happens due to many reasons, e.g. a company wishes to save money or they are not
able to get
the necessary expertise to work in-house, thus they opt to outsource the HR function.
(a) How could new technology be used to support human resource plans for
Question 6 Bounce fitness?
(b) Give examples of risks that need to be managed in relation to a strategic
human resources plan.
a) The application of new technology systems can positively impact Bounce Fitness as it will improve the
production rate. Thus, the entire operation will be conducted with ease due to the availability of new
technology through qualified and competent employees. Therefore, it will drastically reduce the
organization's workforce, making it a better working practice mode. Thus, the role and importance of
technology are to enhance the levels of skill development among employees.
b)
i. Employment-related lawsuits
ii. Employee benefit liabilities
iii. Data security risk
iv. Training and competency risk
Refer to the “Annual Strategic Human Resources Plan documents for Bounce
Question 7 Fitness”provided on Canvas under additional information. Name its key elements
and requirements.
In Annual Strategic Human Resources Plan we have 3 steps to direct our strategics.
1 - Planning the workforce.
• Anticipate and manage changing workforce demographics
• Drive development of workforce capabilities to ensure the delivery of high quality services
• Develop strategies to attract high quality staff with the right capabilities
• Create a workforce that reflects and draws on the diversity of the local community
• Ensure human resource policies and practices are responsive and flexible to meet workforce needs.
2- Selecting, developing and retaining the best people

• Implement business best practice in recruitment and induction
• Drive the development of strategies to build a culture of high performance across the organisation
• Develop leadership capabilities for current and aspirant leaders in the organisation
• Build the capability of staff through development opportunities
• Continue to improve personal trainer quality
• Support the career progression of staff.
3- Enabling the organisation
• Continue to build an inclusive workplace culture across the organisation
• Drive innovation and a culture of continuous improvement
• Support the organisation’s ability to initiate and embrace change
• Develop the capability of managers across the organisation
• Position Human Resources as a strategic partner to achieve the organisation’s priorities
• Ensure effective human resource service delivery.


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BSB61015 Advanced Diploma of

Leadership and Management

Business College at International House

Business College at International House

Business College at International House

Read the document “7 HR best practices” provided on Canvas under additional

If Bounce Fitness decided that in order to be effective it must develop high

Business College at International House

(b) Describe strategies that could be used to agree on human resource

Using an external HR Service Provider can have many advantages, e.g.

Business College at International House

Business College at International House

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