Unit name:BSBCRT611 Apply critical thinking for

complex problem solving

Student name: Nima Norbu Sherpa
Student ID: 15156
WORKPLACE PROJECT TASK 1 - OBSERVATION FORM
This form is for the assessor’s use only.

This Observation Form outlines the specific criteria that the learner must demonstrate/perform while
completing Workplace Project Task 1.

This form is to be completed by the learner’s assessor to document their observation of the learner’s
performance in Workplace Project Task 1.

Task Overview
This task requires the learner to consult with at least two relevant stakeholders to determine the scope of at
least one complex workplace issue, while being observed by the assessor.

This task requires the learner to complete the following while being observed by the assessor:

 Consult with at least two relevant stakeholders to scope at least one complex workplace issue
During the consultation, learner must discuss the following information:
o Scope of their job role
o At least one complex issue within the scope of their job role
o At least two task objectives
o At least two risks in trying to solve the complex issue
o At least two resources required to determine a solution for the issue
 Use communication techniques to identify requirements as appropriate to the audience and
environment
 Use listening and questioning to elicit the views and opinions of relevant stakeholders

Learner must submit the organizational document they reviewed with information on the scope of their job
role. This can include:

 Job description
 Roles and responsibilities document
 Business plan
Organization: Bounce Fitness
Job role: Employee recruitment manager
People consulted: General Human Resources Manager; Executive Assistant
Scope of job role: An employee-related high-performance culture that emphasizes empowerment,
quality, productivity and standards as well as goal attainment and the recruitment of a superior
workforce is provided by the employee recruitment manager's practices and goals in human
resources. Assisting and advising Centre Managers on Human Resources-related matters, the
Employee Recruitment Manager coordinates with the General Manager Human Resource for the
implementation of services, policies, and programs. The General Manager of Human Resources
receives reports from the Employee Recruitment Manager.
Issue identified: Context: the company made some layoffs (2 fitness instructor, 1 marketing
assistant and 1 receptionist due to the need to cut costs and to eliminate identified redundancies.
About a week after the layoffs, however, another 3 employees (1 marketing assistant and 2 fitness
instructors) resigned. Problem: it will be necessary to hire at least 2 new employees to cover the
gap that remained after the unexpected layoffs; however, the company is seeking to cut costs,
which will make the recruitment and selection process difficult.
Task objectives: Define a recruitment and selection process that is faster and more economical
than the standard process; obtain authorization to implement the identified resolutive measures.
Risks associated: Lack of budget; Timely to implement a solution that is both effective and
beneficial.
Resources required: Organizational documents (policies and procedures); Human resource;
Informational.

JOB DESCRIPTON – Employee Recruitment Manager

Overview
The Employee Recruitment Manager manages Human Resources concerns relevant to the
following major areas:
o Recruiting and staffing
o Organizational and space planning
o Employment and compliance to regulatory concerns
o Employee orientation and training

Employment

o Establishes and leads the standard recruiting and hiring practices and procedures
necessary to recruit and hire a superior workforce.
o Interviews management- and executive-level candidates; serves as interviewer for position
finalists.
o Chairs any employee selection committees or meetings.

Training and development

o Defines all Human Resources training programs and assigns the authority /
responsibility of Human Resources and Centre managers within those programs.
Provides necessary education and materials to Centre managers and employees including
workshops, manuals, employee handbooks, and standardized reports.
o Leads the implementation of the performance management system that includes
performance development plans (PDPs) and employee development programs.
o Establishes an in-house employee training system that addresses organization training
needs including training needs assessment, new employee orientation or induction,
management development training, the measurement of training impact, and training
transfer.
o Assists Centre Managers with the selection and contracting of external training
programs and consultants.
o Assists with the development of and monitors the spending of the corporate training
budget.

Law
o Leads organization compliance with all existing governmental and labour legal and
government reporting requirements. Maintains minimal organisation exposure to
lawsuits.
o Directs the preparation of information requested or required for compliance with laws.
Approves all information submitted. Serves as the primary contact with the organisation
employment law attorney and outside government agencies.
o Protects the interests of employees and the organisation in accordance with organisation
Human Resources policies and governmental laws and regulations.

Organization Development
o Designs, directs, and manages an organization-wide process of organization development
that addresses issues such as succession planning, superior workforce development, key
employee retention, organization design, and change management.
o Directs a process of organizational planning that evaluates organization structure, job
design, and personnel forecasting throughout the organization. Evaluates plans and
changes to plans. Makes recommendations to executive management.
o Identifies and monitors the organization’s culture so that it supports the attainment of the
organization’s goals and promotes employee satisfaction.
o Leads a process of organization development that plans, communicates, and integrates
the results of strategic planning throughout the organization.

Employee Recruitment Specialist Requirements

o Above average oral and written communication skills.
o Excellent interpersonal and coaching skills.
o Demonstrated ability to lead and develop Human Resources staff members.
o Demonstrated ability to serve as a successful participant on the executive management
team that provides organization leadership and direction.
o Demonstrated ability to interact effectively with the organization Board of Directors.
o Excellent computer skills in a Microsoft Windows environment. Must include Excel and
skills in database management and record keeping.
o General knowledge of various employment laws and practices.
o Experience in the administration of benefits and compensation programs and other
Human Resources programs.
o Evidence of the practice of a high level of confidentiality.
o Excellent organizational skills.

Education and Experience

o Minimum of a bachelor’s degree or equivalent in Human Resources, Business,
Organization Development.
o Five plus years of progressive leadership experience in Human Resources positions.
o Specialized training in employment law, compensation, organizational planning,
organization development, employee relations, safety, training, and preventive labor
relations, preferred.
o Active affiliation with appropriate Human Resources networks and organizations and
ongoing community involvement, preferred.
o Possess ongoing affiliations with leaders in successful companies and organizations that
practice effective Human Resources Management
WORKPLACE PROJECT TASK 2 - ASSESSOR’S CHECKLIST

This form is for the assessor’s use only.

This Assessor’s Checklist outlines the specific criteria that the learner’s submission must satisfactorily
meet for Workplace Project Task 2.

This form is to be completed by the learner’s assessor to document their assessment of the learner’s
submission in Workplace Project Task 2.

Task Overview

This task requires the learner to develop a problem scoping brief with information on the scope of at
least one complex workplace issue and a feedback register that the learner will use in Workplace
Project Task 5.

Learner can use their workplace/organisation’s templates for the following to complete this task:

 Problem-solving briefs

 Feedback registers

IMPORTANT:

If the learner will use a template from their workplace/organisation, they must discuss first with
their supervisor and with the assessor to ensure that the workplace/organisation template covers
all criteria in the following templates provided at the Bounce Fitness site:

 Problem Solving Brief

 Feedback Register

The problem scoping brief the learner submits for this task must address the following:

 Scope of at least one complex workplace issue that must be resolved

 Calculation of resources required to pursue the complex workplace issue

 Relevant information researched about applicable legislative framework and organisational

policies and procedures

The feedback register the learner submits for this task must address questions or sections that will
be used to systematically record stakeholder feedback on solutions for the complex workplace issue
in Workplace Project Task 5.

Learner must also submit evidence of conducting research on the following information applicable
to the complex workplace issue:

 Legislative framework components

 Organisational policy and procedures

 PROBLEM SCOPING BRIEF

Learner Name Nima Norbu Sherpa

Workplace/Organisation Bounce Fitness

Date Prepared 07/10/2024

WORKPLACE ISSUE

Complex Workplace Issue Context: the company made some layoffs (2 Fitness instructor,
1 marketing assistant and 1 receptionist) due to the need to
cut costs and to eliminate identified redundancies. About a
week after the layoffs, however, another 3 employees (1
marketing assistant and 2 Fitness instructors) resigned.
Problem: it will be necessary to hire at least 2 new employees
to cover the gap that remained after the unexpected layoffs;
however, the company is seeking to cut costs, which will make
the recruitment and selection process difficult.

Task Objectives a. Defines a recruitment and selection process that is

faster and more economical than the standard process

b. Obtain authorization to implement the identified

resolutive measures.

Risks in Solving the Issue a. Lack of budget

b. . Timely to implement a solution that is both effective

and beneficial

RESOURCES REQUIRED

Resources to Resolve Issue Initial Cost

a. a. Organizational documents No cost associated

(policies and procedures)

b. Human resource $4,000

Add more rows as necessary

Analysis of Cost of Resources The identified costs are associated with the recruitment and
Required selection process and the best possible cost was considered
without the process being impacted in its effectiveness.
However, depending on the time of the process, these costs
can vary to more, being necessary to keep a small contingency
budget (at least 15% of the total amount required)
 LEGISLATIVE FRAMEWORKS

Legislative Frameworks Relevant Requirements Analysis of Application to Complex Workplace Issue

a. Fair Work Act It is employer responsibility to adhere to all The identified legislation applies to the case, due to
requirements of Australian employment law and to the importance of conducting a fair, bias-free and
create a workplace that is free from harassment, equitable selection process, regardless of the
bullying, and other forms of intolerance procedure time and the organization's internal
requirements.

b. Privacy Act The Privacy Act of 1988 (Privacy Act) was established Similarly, the process needs to be transparent while
to safeguard people's privacy and control how the data and personal information of those involved
Australian Government institutions and (both employees who are leaving the company and
organizations handle personal information. those who will be hired) need to be protected.

Add more rows as necessary

ORGANISATIONAL POLICY AND PROCEDURES

Title of Organisational Policy Staff Recruitment Policy and Procedures

and Procedures

Identify the title of the

organisational policy and
procedure relevant to solving
the complex workplace issue.

Relevant Requirements to the Applicants for the position will initially be shortlisted based on
Complex Workplace Issue their ability to meet the selection criteria as described by the
position description. The short-listing process is to be completed
by at least two existing staff as directed by the Nominated
Supervisor.

Analysis of Application to Although the timeframe for the shortening and selection process
Complex Workplace Issue may need to be shortened, the above requirement needs to be
strictly followed in order to guarantee the quality of the process.

ORGANISATIONAL REQUIREMENTS

Title of Organisational Style guide

Document for Developing
Required Documents

Development of Solution There is no specific process listed for the development of the
Proposal Briefs Solution Proposal Briefs, however the Style Guide contains the
necessary guidelines to be followed for the development of a
document that is within the organizational standards.

Development of Feedback There is no specific process listed for the development of the
registers Feedback, however the Style Guide contains the necessary
guidelines to be followed for the development of a document
that is within the organizational standards
Title of Organisational Presentation Guide
Document for Presenting
Required Documents

Presentation of Solution Presenting Documents (standardized procedure for all writien

Proposal Briefs documentation)
Presenting documents to clients, officers, managers, etc. may
seem simple but Bounce Fitness takes it very seriously as any
document circulated is considered a business document.
1. Documents must have specific files names related to the
content.
2. Dates or version control numbers are incorporated into the
documents' file names.
3. Document should always have a cover page.
4. Documents should be easy to navigate.
5. Always double check the document

Presentation of Feedback As described above

Registers

Title of Organisational Policies and Procedures for Meetings

Approval Process for
Solutions to Complex
Workplace Issues

Approval Process for For approval of the proposed resolution, it will be necessary to
Solutions to Complex prepare the proposal document in writing and forward it for
Workplace Issues prior approval by relevant stakeholders. The next step will be to
schedule a formal meeting with relevant stakeholders directly
involved in the solution implementation process and a
representative of the board. Special requests must be submitted
for prior approval, so that they are ready on the day of
submission for final approval.
WORKPLACE PROJECT TASK 3 - OBSERVATION FORM

This form is for the assessor’s use only.

This Observation Form outlines the specific criteria that the learner must demonstrate/perform while
completing Workplace Project Task 3.

This form is to be completed by the learner’s assessor to document their observation of the learner’s
performance in Workplace Project Task 3.

Task Overview

This task requires the learner to present the problem scoping brief from Workplace Project Task 2 and
facilitate an ideation session with at least two relevant stakeholders to determine possible solutions for
the complex workplace issue, while being observed by the assessor.

During ideation session, learner must:

 Present the problem scoping brief developed in Workplace Project Task 2

 Lead the process for generating ideas for possible solutions to the complex workplace problem

 Use communication techniques to identify requirements as appropriate to the audience and

environment

 Use listening and questioning to elicit the views and opinions of relevant stakeholders
 MEETING MINUTES
Date 07/10/2022 Time: 9:00am Meeting Location: Meeting Room
Purpose of meeting: Present the problem scoping brief
Facilitator: Andresa Ladeia
Attendees: Thomas Brown (General Human Resources Manager)
Adam Smith (Executive Assistant)
Willian Bird (Financial Manager)
Agenda Item 1: Issue identified
Discussion
At first, we unravel the problems identified and the possible impacts that they could have on the
quality of the service offered in the company. We conclude that the complexity of the problem
consists of unexpected layoffs, associated with the cut of expenses already defined by the
organization.
Agenda Item 2: Proposed solutions
Discussion
To cover the gap left, it will be necessary to hire at least two employees. The options are to
communicate with the employees who were dismissed due to redundancy and to verify the possibility
of returning to the company, which is the most practical and cheapest solution; develop a recruitment
and selection process, which however will need to take place in less time than the standard, which is
a more expensive and bureaucratic solution, although more likely.
Agenda Item 3: Closing
Discussion
We discussed the general requirements to address the problem (documentation and procedures to
be adopted). We chose to think more carefully about the possible solutions for a more assertive
decision.
Action Items for Next Meeting

Action Item Person Responsible target Date

Forward brief for archiving Nima Norbu Sherpa 17/10/2024