Assessment 1

1. Explain provisions of the Fair Work Act 2009.                                  

The major provisions of the Fair Work Act 2009 these include:

• The request for flexible working hours.
• modern awards
• awareness of closing of jobs
• The widespread safety services.

 

2. Explain the provisions of each of the following Acts: 

• The Racial Discrimination Act 1975

The Racial Discrimination Act 1975, equality is promoted by this act before the law for all the people despite of their race, colour or nation. It is against the law to discriminate people.

Key provisions:

• This act prohibits the racial discrimination.
• It makes fresh provision in consideration racial roots and also the relationship between individuals of various racial categories.
• It is against the law by RDA to partialism against the individual in context to race, color or nation.

 

• Sex Discrimination Act 1984

The Sex Discrimination Act 1984 is a federal law which makes it against the law to discriminate on the basis of sex, marital status, pregnancy or potential to become to pregnant.

Key provisions:

• Encouragement in impartiality between the genders.
• At employment sector, educational sector or at any other provision, get rid of sexual harassment

 

• Disability Discrimination Act 1992

It is against the law to discriminate against a person in area of public life that includes education or using services.

Key provisions:

• People who have body dysfunction like physical, medical condition or any other injury is supported by the DDA.
• People with disabilities are conserved by the DDA.

 

3. What is the purpose of the National Employment Standards?

The National Employment Standards (NES) is to be provided to all the Australian employees and is a set of 10 entitlements.

Since 1 January 2010, The NES have been applied to employees.

The entitlements of the NES are:

• Maximum weekly hours
• Requesting for flexible working arrangements
• Parental leave
• Annual leave
• Personal carers leave and compassionate leave
• Community service leave
• Long service leave
• Public holidays
• Notice of termination and redundancy pay
• Fair Work Information Statement

 

4. Explain the use of modern awards in workplaces.

The minimum terms and conditions of employment which is on the top of the National Employment Standards (NES) are set by the modern award. On January 1, 2010, it came into existence.

It covers all the employers and employees in the Federal workplace relations system. These are industry and occupation based and is also applicable to the employers and the employees who perform work covered by the Award.

 

5. Identify two examples of modern awards using the Fair Work Ombudsman website.

Book Industry Award 2020

Employee classification	Minimum weekly rate (full-time employee)	Minimum hourly rate
	$	$
Editors
Level 1—upon commencement	900.20	23.69
Level 1—after 6 months	957.00	25.18
Level 2—Grade 1	1007.30	26.51
Level 2—Grade 2	1032.30	27.17
Level 2—Grade 3	1083.00	28.50
Level 2—Grade 4	1140.00	30.00
Level 3—Grade 1	1194.20	31.43
Level 3—Grade 2	1248.60	32.86
Level 3—Grade 3	1390.80	36.60
Publicists
Grade 1	972.10	25.58
Grade 2	1030.90	27.13
Grade 3	1101.50	28.99
Grade 4	1159.10	30.50
Grade 5	1297.20	34.14
Grade 6	1441.00	37.92
Grade 7	1584.60	41.70

Minimum wage rate:

Classification	Minimum annual rate (full-time employee)	Minimum hourly rate
	$	$
Technical services assistant	43,276	21.83
Technical services officer Level 1	44,985	22.69
Technical services officer Level 2	46,563	23.49
Technical services officer Level 3	49,580	25.01
Technical services officer Level 4	52,531	26.50
Technical services officer Level 5	53,742	27.11
Technical services officer Level 6	55,316	27.90
Technical services officer Level 7	58,340	29.43
Technical services officer Level 8	59,913	30.22
Technical services officer Level 9	64,646	32.61
Technical services officer Level 10	69,380	35.00

 

6. Outline the purpose of an enterprise agreement and with which entity must the agreement be registered.

For establishment of a fair working wage, an Enterprise Agreement is negotiated between employers, employees.

A broad range of matters is included in an enterprise agreement, e.g., hours of work, meal breaks, overtime.

For the purposes of the Fair Work Act 2009,An enterprise agreement is made at the enterprise level between employer(s) and their employees. Terms and conditions of employment are provided for those employees to whom it applies.

 

7. Outline terms and conditions that must be included in an enterprise agreement.

• Maximum weekly hours;
• Parental leave;
• Flexible work;
• Annual leave;
• Personal/careers/compassionate leave;
• Community service leave;
• Public holidays;
• Termination/redundancy;
• Long service leave; and
• Provision of Fair Work statements to new employees.

8. Explain the process of performance management and its purpose.

Performance management is a process of communication through which managers and employees can work together for planning, monitor and review the work objectives of the employees.  

The purpose of performance managementis the improvement of the performance. Performance is improved when good work is done by the individual that aligns with the business objective. improves when individuals do good work that aligns to the business objectives. Individuals do good work when they know what is expected, and receive helpful feedback and critical resources.

 

9. Explain two types of performance management systems that can be used at work.       

360-Degree Appraisal:

Get feedback from employees about the other employees. Technological Performance Appraisal: Evaluating employees’ technical proficiency.

360-degree feedback is a modern method which helps the organization in determining how employees are performing at the workplace,It is also known as multi-rater feedback.

 

General Performance Appraisal:

A performance appraisal is a periodic process that assess the job performance and productivity of an employee.

Performance appraisals are a part of career development and it is consisted of review of the performance of the employees.

 

10. In what form must an employer provide an employee with notice of termination.

A written request is submitted to the employer by the employees, a letter with a reason for termination must be provided by the employer.

One week notice must be given by the employees to the employer.

 

11. Under the Fair Work Act, what amount of notice must be given to employees who have worked for a company for less than one year.

 Under the Fair Work Act, one-week notice must be given to employees who have worked for a company for less than one year.

 

12. List two types of employees to whom notice of termination would not need to be provided.

• Casual Workers. 
• Workers who are employed for a specified period of time.

 

13. Under what circumstances is an employee entitled to redundancy pay?

When job of a worker is considered as an unnecessary or unwanted, then they are entitled to redundancy pay.

The weeks of pay is calculated at the ordinary hours of work in which they would have worked for those weeks. The rates are outlined below.

Period of continuous service.	Weeks of pay.
At least one year but under two years	Four
At least two years but under three years	Six
At least three years but under four years	Seven
At least four years but under five years	Eight
At least seven years but under eight years	13
At least eight years but under nine years	14
At least nine years but under 10 years	16
At least 10 years	12

 

14. Explain at least three circumstances that can constitute unfair dismissal.

Sham redundancy

There are many situations where the employee is terminated for an alleged “redundancy”, but after investigation, it seems that the redundancy was not genuine.

Terminated because employee exercised a workplace right

It is against the law to terminate an employee because they haveexercised a workplace right.

Terminated due to discrimination

It is against the law to terminate an employee on the basis of discrimination that includes, employee’s race, colour, sex, sexual orientation, age, physical or mental disability, marital status nationality or social origin.

 

15. Which circumstances must apply for the Fair Work Commission to determine that an employee has been unfairly dismissed?

The dismissal may be considered unfair if: the dismissal was harsh, unjust or unreasonable.

• Conduct/Misconduct.
• Capability/Performance.
• Redundancy
• Statutory illegality or breach of a statutory restriction.
• Some Other Substantial Reason (SOSR)

 

16. Outline five ways of that staff can develop skills at work

• Be A Mentor and get one.
• For new challenges, Raise Your Hand.
• Read and Look for Problems to Solve.
• Make Friends (Network) In Other Departments.
• Find The Learning Opportunities Internally.

 

17. As a manager, list three types of information that could provide to staff to help them to develop their knowledge base.

Embrace the desire to socialise

It is the natural tendency of the employees to socialise themselves. For encouraging knowledge sharing, encourage employees.

Encourage dialogue and collaboration

Today every employee wants to feel that their voice is heard within the organisation. They do-not want to stand on side lines as they are active users of mobile and social technology.

Centralise information

For opening communication, In addition to open communication, a centralised repository where that knowledge can live is important, so employees can access it when they need to.

 

Assessment 2

 

1. Meet with the Managing Director (your assessor).

 In the meeting,

 We discussed:

Overall strategic goals and objectives of the Boutique Build Australia Pty Ltd:

• To make sure that all the financial operations and performance indicators support the strategic policies.
• Identification of new and expansion of existing source of revenue.
• Achieving profits by at least 10% per year.

 

Building of high-quality residents for meeting the needs of customers

• Increase in sales of home in Sydney market by 10% per year over the next three years.
• Establishing presence in Queensland and building at least 100 new homes in Brisbane.

 

Operational objectives of the Boutique Build Australia Pty Ltd:

2019	Priorities	Key performance indicator
June	Employment of at least 3 permanent site staff	Site staff in place
July	Commencing recruiting for the positions in Brisbane and Sunshine Coast	Establishing key staff for Brisbane and Sunshine Coast
August	Developing and implementation of work-life balance programs	Increment in employee satisfaction as measured by surveys.
Oct	Commencing promotions in the Brisbane and Sunshine Coast market	Presence in Brisbane established
November	Review of staff performance	Review of all staff performance by using new performance review system
2020
Jan	Developing and implementation of the strategies for increasing the number of women in the workplace	To increase number of females by at least 4 by mid-2017
March	Commencing the design of environmentally friendly homes	Designs completed
May	Commencement of marketing environmentally homes	Building of at least 4 environmentally friendly homes by the end of 2017
November	Review of Staff performance	Conducting staff performance reviews
2021
Feb	Reviewing other potential markets	Exploring potential markets
Sept	Analysing workforce diversity	Continuous increase in number of women in workforce
Nov	Review of Staff performance	Conducting review of all staff performance reviews

 

Resources that are available with the Boutique Build Australia Pty Ltd:

Human resources	Managing Director Operations Manager Marketing and Sales Manager Sales Consultants Office manager Human Resources Manager Construction Manager Site Manager Production Draftsperson Six Carpenters and a range of contract staff
Other valuable resources	Plenty of funds Good strategic plans Good organisational policies Updated technology Updated physical resources and equipment

 

2. Develop an action plan

Strategies	Actions	Priority	Time Frames	Responsibility	Performance Indicators
Employment of at least 3 permanent site staff	Starting fresh recruitment schemes	High	2years	Directors	Site staff in place
Increment in the number of women in workforce	Developing and implementing the strategies for increasing number of women in the workplace	Medium	Yearly	Departmental heads	Number of women in workforce continuing to increase
Commencement of marketing environmentally homes	Building at least 4 environmentally friendly homes by the end of 2017	Medium	Yearly	Departmental heads	Number of houses in the area
Exploring potential markets	Reviewing and searching the potential markets	High	Half-yearly	Marketing managers	Market website traffic

 

3. Write a risk management plan

Risk	Consequences	Severity Rating	Likelihood Rating	Treatment/control methods	Person responsible
The world recession and the domino effect	All the plans made regarding the policies, will be of no use.	2	5	Changing and updating of plans and policies	Line managers
Over committing resources	Waste of resources will lead to exploitation and reduction.	3	4	Increase in savings percentage	Finance manager
Adverse changes in market conditions	Human resources of the organization will decrease	4	3	Better employment and recruitment schemes	Staffing panel
Changes to Acts and other relevant legislation	All the plans made regarding the policies, will be of no use.	5	5	Use of resources wisely.	Resource manager

 

4. Send an email to your assessor.

To: Assessor

From: Human Resource Manager

Date: 02nd October, 2021

Subject: Human Resources and Risk Management Plan

Respected sir,   The main motive of writing this mail is to inform you that for the smooth working of the organisation, the formulation of Human Resource and Risk Management Plan has been formulated by the company to have an overview of all the needs, strategies, actions, risks, consequences and responsibilities of the organisation.   I have attached both the reports including, Human Resources Plan Risk Management Plan   Kindly go through the report ones and share your views.   Thank you

 

5. Meet with the team to discuss the work plan and allocate tasks

In the meeting,

The main points we discussed were:

Purpose of the meeting

The main aim of the meeting was to discuss the work plan, allocating the tasks and confirming the performance standards.

 

Work plan

1. Building high quality residents so that to meet the needs of the customer 
2. Building deeper customer relationship
3. Improvement in marketing and advertising
4. Continuous improvement in quality of the services.
5. Maintenance of effective communication channel
6. Targeting identified growth markets with planned, market appropriate campaigns employing a variety of promotional strategies and advertising mediums

 

Strategic Business Plan objectives

Strategic Objectives

1. Continuous improvement in quality of the services.
2. Attracting engaging and development of the best staff
3. Building high quality residents so that to meet the needs of the customer 

 

Action plan

Strategies	Actions	Priority	Time Frames	Responsibility	Performance Indicators
Employ at least 3 permanent site staff	Start fresh recruitment schemes	High	2years	Directors	Site staff in place
Increase the number of women in workforce	Develop and implement strategies for increasing number of women in the workplace	Medium	Yearly	Departmental heads	Number of women in workforce continuing to increase
Commence marketing environmentally homes	Build at least 4 environmentally friendly homes by the end of 2017	Medium	Yearly	Departmental heads	Number of houses in the area
Explore potential markets	Review and search about all the  potential markets	High	Half-yearly	Marketing managers	Market website traffic

 

 

Themes of code of conduct

1. Economy and efficiency

• Boutique Build Australia resources should be used by the staff.
• Wastage should be avoided by the staff or it should be minimized.
• Security and protection of Boutique Build Australia property should be maintained by the staff.

 

2. Breach of the code

• This code of conduct is designed for the promotion and enhancement of the ethical practice to the staff. if there is breach of this code by any of the staff member then Boutique Build Australia may take an action against them.

 

3. Legislation

®  Privacy Act 1988

®  Copyright Act 1968

®  Freedom of Information Act 1982

®  Work Health and Safety Act 2011

®  Disability Discrimination Act – Education Standards 2005

 

 

Assessment 3

1. Develop performance management policy and procedures

Performance Management Policy and Procedures

Purpose   The purpose of an effective performance management system is to have clear understanding of the work by the employees, and how they are performing in relation to the expectations.   Scope/to whom it applies   This policy applies to all the human resources of the organisation, including, Managing Director Operations Manager Marketing and Sales Manager Sales Consultants Office manager Human Resources Manager Construction Manager Site Manager Production Draftsperson Six Carpenters and a range of contract staff     Number of times it is reviewed Every half-year, Performance management policies and procedures are reviewed.   Summary of purpose of performance reviews   Its purpose is, To provide each person adequate feedback about his or her performance. And serving as a basis for modifying the behaviour   Outline your agenda for the meeting. One-way conversation is not titled as a performance review meeting. Discussion about career for these meetings are saved by the employees.   For covering the highlights of the performance, use the meeting. Discuss the ongoing challenges and also the ways to solve those issues.   Templates used to record performance   Self-Assessment Template    Numeric Scale Review Template   Descriptive Scale Review Template   Peer Review Template   360 Performance Review Template    Performance Agreement Plan Template    Job Responsibilities Review Template

 

2. Develop training presentation                                                    

 

3. Send an email to your assessor.

To: Managing director

From: Human Resource Manager

Date: 03rd October, 2021

Subject: Arrangement for a training session

Respected sir/madam,   This mail is written with the purpose to inform that there is formulation of the organisational performance management policies. So, to discuss it with rest of the staff and team members, I request you to arrange a training session for them This training session will be helpful for them to learn about the new policies and procedures.   Thank you

 

4. Conduct the training session.

After the formulation of the presentation, a training session was conducted for overviewing the information about the performance of the management. 

After the session, Questions that are asked from the audience:

• Reason behind doing this?
• What are the goals?
• How much time do we have?
• How do we document this process?

 

Assessment 4

1. Prepare for the meeting with Jamie

In the meeting, I talked to Jamie about her STAR model and provided her the feedback.

The STAR method, is away of responding to a behavioural-based interview question by discussing about the specific situation, task, action, and result of the situation.

Situation: describe the situation or the task that needs to be accomplished. Specific event needs to be described. The situation can be from a previous job or any other relevant event.

Task: What goal were you working toward?

Action: Describing the actions that were taken to address the situation with an appropriate amount of detail. What specific steps needs to be taken?

 

In the case study, 

Task: Jamie has been delivering training and education to staff. Jamie is given a task of developing a new health and safety manual for staff.

 

Result: So, as a result some coaching and mentoring has been provided to her regarding her expected performance and actual performance for the improvement.

 

2. Meet with Jamie (your assessor) at the meeting with Jamie, provide positive feedback on Jamie’s performance to date and then using the STAR model of feedback to outline the areas where improvement is required as per the script you have developed.

 

Talk through the five tips you have identified to improve writing style. 

During the meeting, it is required to demonstrate effective communication skills that includes :

• Speak clearly and it should be concise
• Use non-verbal communication
• Ask questions for identifying the required information
• Respond to questions

Tips to improve the writing skills:

1. Find a Writing
2. Brush up the basics.
3. Dissect WritingThat You Admire.
4. Imitate WritersYou Admire.
5. Remember That Outlines Are Your Friend.

 

3. Prepare for the meeting with Jamie

To: Jamie

From: Human resource manager

Date: 05th October, 2021

Subject: Information about the performance review

Respected Jamie,   The main purpose of writing this mail is draw your attention that it is been six months since you are working with the organisation. We want to review your performance. Therefore, it has been decided to have a meeting for reviewing the performance and evaluate the areas where there is a need of improvement. It is a request for you to join the meeting to have an overview of your performance.   Thank you

 

4. Send an email to Jamie (your assessor).

To: Jamie

From: Human resource manager

Date: 05th October, 2021

Subject: Invitation for the meeting

Respected Jamie,   The main aim of writing this mail is to get your attention that it is been six months since you are working with the organisation. We want to review your performance. Therefore, it is been decided to have a short meeting for reviewing the performance. I kindly request you to join the meeting on 07th October, 2021 at 11:00 AM in the HR office.   Thank you

 

5. Conduct the meeting with Jamie

Summary of purpose of performance reviews

The purpose is,

To provide each person with adequate feedback about his or her performance and to serve the basis for modifying or changing behaviour towards effective working habits

 

Areas of improvement agreed:

• Dependability
• Adaptability
• Writing skills
• Use of equipment
• Project planning

Effective communication skills identified

Listening

Listening is one of the most important aspect. Successful listening is not only understanding the information that is spoken or written, but also understanding the feeling of the speaker while communicating.

 

Straight talking

Conversation which is neglected the most, is the basis of communication. For building the trust and detect problems, friendly conversation is more than enough.

 

Non-verbal communication

Nonverbal messages are sent when we talk about things that matter to us

                                                                         

6. Document the performance review agreement 

Performance Agreement

Employee: Jamie

Role: Development coordinator

Date: 06^th October, 2021

 

Performance Guidance	Overall rating	Comments
Work product	Can do better	She is good at her work as she is a good coordinator. However she can seek more training for better coordination.
Dependability	Needs improvement	She is somehow dependent on others for some of her decisions so, she is not completely independent.
Cooperativeness	Meet the expectations	She is a good coordinator and cooperate with her co-workers.
Adaptability	Can improve more	She is not so fast to adapt the new changes, so she needs some training and mentoring.
Communication	Meet the expectations	She is good at communicating with her co-workers and transfer the messages.
Decision-making	Meet the expectations	She is good at decision-making.
Service to clients	Can do better	She deals with customers very conveniently, but it would be better if she will use some customer service strategies also.
Use of equipment	Needs improvement	She is not so adaptable that is why she is also not so good at adapting the way to use the new installed equipment.
Project planning	Needs improvement	She always needs help of others to plan anything.
Work group management	Meet the expectations	She manages the diversity and different cultures in her group in a very good way.

 

Development agreement

Areas for development	Actions
Writing skills	Some writing tips and training shall be provided to her.     Tips provided to improve the writing skills:   6.       Find a Writing Partner. 7.       Brush up the basics. 8.       Dissect Writing That You Admire. 9.       Imitate Writers You Admire. 10.   Remember That Outlines Are Your Friend.

 

Employer Signature:

 

Employee Signature:

 

7. Send an email to Jamie (your assessor).          

To: Jamie

From: Human Resource Manager

Date: 6th October, 2021

Subject: Documented performance review

Respected Jamie,   This mail is written with the purpose to show you the review of your performance. The template has been formed. Kindly go through it once, there is a need to improve the performance.   Thank you

 

 

Assessment 5

1. Prepare for meeting

Termination Procedure

Termination of employment, can be a stressful event for the employer to face. Employees may have different rights, depending on the reason for the termination.     Procedure:   Issue the last paycheck Outstanding wages, expenses should be paid to the employee when he/she is terminated. Retrieve business property Make sure that you get back all the business property, before the employee leaves the business. Remove the employee’s access from the account of the company. Update your payroll Updating your payroll is an important part.

            

2. Send an email to Janice (your assessor).

To: Janice

From:

Date: 06th October, 2021

Subject: Invitation for a meeting

Respected Janice,   The main motive of writing this mail is to invite you for the meeting to discuss about the work and also about your performance. The meeting will be held tomorrow, i.e., on 07th October, 2021, in the conference hall at 11:00 AM, the committee members will also be present there. Kindly reach on time there.   Thank you

 

3. Conduct the meeting

In the meeting,

Purpose

The purpose is to discuss the work of Janice. 

Problem

Janice is a new Administration Assistant at Boutique Build Australia and has been with the company for 3 months. Janice’s work is of high standard, but she is always late for work. 

She is not punctual and this situation is affecting the calls of the clients, as Janice is not there to answer the call.

Janice’s office time starts at 9:00 AM and finish time is 5.30pm including 30 minutes for lunch.

Janice has arrived at following time at work last week 

• Monday: 9.05 am
• Tuesday: 9.25 am
• Wednesday: 9.20 am
• Thursday: 9.10 am
• Friday: 9.30 pm

 

Impacts:

Client’s calls are affected because of the situation, as Janice is not there to answer the phone.

Customers are not satisfied.

Bad productivity.

Decrease in sales targets.

Poor relationship with others.

Co-workers are not happy.

Bad impression on new recruitments.

 

4. Send an email to Janice (your assessor).

To: Janice

From:

Date: 06th October, 2021

Subject: Overview of the meeting

Respected Janice, The main motive of writing this mail is to inform you that because of your punctuality problem, the committee has decided to take required action which is to be followed by you in order to improve your performance.   Actions identified were: 1.       Setting milestones. 2.       Plan and prioritize. 3.       Planning your meetings well. 4.       Better Communication 5.       Conquering difficult tasks first. 6.       Don't lose focus   Thank you

 

5. Prepare and provide a termination letter

ABC Street

Main Bridge

Brisbane, Australia

 

Date: 07^th October, 2021

 

Subject: Termination from the job

 

Dear Janice,

The email is sent to inform you that there is no improvement in the desired areas because of your consent. Therefore, it is decided by the company to terminate you.

I am very sorry to tell you that the position of administration assistant is no longer yours.

 

Your last paycheck will be given to you as soon as possible. 

You will be paid for the two weeks as you have been working in boutique build Australia less than 1 year. You can collect it from the administrative office whenever you need.

 

Thank you

 

Yours sincerely

 

6. Send an email to your assessor.

To: Janice

From:

Date: 08th October, 2021

Subject: Regarding the termination letter

Respected Janice,   The email is sent to inform you that there is no improvement in the desired areas because of your consent. Therefore, the company has decided to terminate you. I am very sorry to tell you that the position of administration assistant is no longer yours. Please sign the termination letter that has been posted.   Thank you