RECENT ASSIGNMENT

ASSESSMENT SUMMARY SHEET
• This form is to be completed by the assessor and used a final record of student competency.
• All student submissions including any associated checklists (outlined below) are to be attached to this cover sheet before placing on the students file.
• Student results are not to be entered onto the Student Database unless all relevant paperwork is completed and attached to this form.
Student Name:
Student ID No:
Final Completion Date:
Unit Code: BSBHRM602
Unit Title: Manage Human Resources Strategic Planning
Please attach the following documentation to this form Result
Assessment 1 Project/Report (Analysis, Forecasting, Planning, Consultation, Implementation and Role Play) S / NYS / DNS
Final Assessment Result for this unit C / NYC
Feedback is given to the student on each Assessment task Yes / No
Feedback is given to the student on final outcome of the unit Yes / No
Student Declaration I have been assessed in a fair and flexible manner. I understand that the Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these assessment tasks. Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback.
Name: Name:
Signature:

Signature:
Date: Date:

ASSESSMENT COVER SHEET
Details of Assessment
Term and Year Term 3 2017
Assessment Type Project/Report (Analysis, Forecasting, Planning, Consultation, Implementation and Role Play)
Due Date Class Room
Student Name:
Student ID No:
Date:
Qualification : BSB60215 Advanced Diploma of Business
Unit Code: BSBHRM602
Unit Title: Manage Human Resources Strategic Planning
Assessor’s Name
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Sydney Metro College’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these assessment tasks. Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback.
Name: Name:
Signature:

Signature:
Date: Date:
Student was absent from the feedback session.

Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve competence when all assessment components listed under procedures and specifications of the assessment section are Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be recorded.
Resources required for this Assessment
• All documents must be created using Microsoft Office suites i.e., MS Word, Excel, PowerPoint
• Upon completion, submit the assessment printed copy to your trainer along with assessment coversheet.
• Refer the notes on eLearning to answer the tasks
• Any additional material will be provided by Trainer
Instructions for Students
Please read the following instructions carefully
• This assessment is to be completed according to the instructions given by your assessor.
• Students are allowed to take this assessment home.
• Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided with feedback on your work within 2 weeks of the assessment due date.
• Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
• If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
• Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
You will be required to demonstrate the skills and knowledge required to research planning requirements. You will be also required to demonstrate the planning skills and knowledge required to develop & implement human resources strategic plans. You will be required to demonstrate the skills and knowledge required to consult with your Centre Managers in the implementation of the human resources strategic plan, as the organization’s General Manager Human Resources.
• Read all materials required for this assessment task: this procedure and the Bounce Fitness Simulated Business
In response to the Bounce Fitness Simulated Business (provided).
• You will conduct research to discover what staffing needs are required for the Annual Strategic Human Resources Plan and develop a report, which addresses all questions in this task.
• You will develop a report on consulting with the organizations Centre Managers on staffing, for meeting the needs of the Annual Strategic Human Resources Plan.
• You will develop an implementation plan, which addresses all questions in this task.
• You will participate in a 15-minute role play as the organizations General Manager Human Resources addressing each of the requirements of this task.
Case Study
Bounce Fitness comprises of four fitness centers where its head office is currently established in Cairns, Queensland. The other centers are in Brisbane, (Queensland), Sydney, (New South Wales) and Melbourne, (Victoria). It is the intention of the Board of Directors that a new center will be opened in Perth, (Western Australia).
It was established in 2001 by Margaret House as a single aerobic studio. After two years’ membership increases demanded the small leased center be expanded and a new facility was built on land purchased by the organization. In 2004 a second center was established in leased premises in Brisbane and then Sydney and Melbourne in the subsequent two years.
The Head Office remains in Cairns and a Board of Directors has been established to oversee the function of the business in all of the centers. Each center has a Manager, who reports to the CEO in Cairns, and a team of permanently employed fitness instructors and other casual instructors, all of whom report to the Center Manager. The business is operated on best business practice and complies with all legislative requirements, local by-laws and is registered with the national body.
Bounce Fitness intends to market its brand through excellence in service and expertise to establish itself as a premier provider of fitness and wellness in Australia. Much time is invested in training the Center staff to upgrade their professional skills and in customer service to foster a loyal member base. Classes are innovative and varied with regular changes to routines and activities.
Bounce Fitness has developed choreographed fitness moves with accompanying music which is geared to the varying interests, needs and goals of the member group. It is intended that all around Australia, gym and fitness center members will continue to be enhancing personal performance through classes designed and produced by this business. Classes are coupled with state-of-the-art fitness equipment to cater to those who prefer resistance training to aerobic workouts. Additional free weights allow for use by even die-hard lifters.
All centers are carpeted in areas used for stationary activities, spacious, well-ventilated and air-conditioned to make the environment as safe and comfortable as possible. They are light and feature wrap-around mirrored walls. The decor was designed by a Brisbane firm and is updated every three years. There are showers, toilets, lockers.
Each center features a retail section selling fitness shoes, clothes and other related fitness items. There is a small cafeteria which is leased to a provider who supplies healthy, low calorie drinks and light food. Each Center has regularly scheduled aerobic classes ranging from high intensity to low intensity. The scheduling is left to each Center but must sustain a minimum average of twelve in each class for them to continue to be held. The style of classes changes as new methods are developed to sustain interest and provide variety.
Circuit classes are also scheduled for groups who move in a circuitous rotation around the different resistance equipment sequentially as instructed by the Instructor. They are required to complete interval aerobic exercises during the completion of a class to enhance the value of the workout.
Very low intensity classes are also held in age care facilities to keep residents active and incorporate light weights to keep them healthy. This exercise contributes to the physical and mental health of participants as well as providing an interest in their day.
Special classes are held in high schools for senior students, sheltered workshops and other special situations as requested and are operated at minimal or no cost as a community service.
Funding is primarily from memberships. Memberships are sold on one, three, six and twelve monthly basis on a decreasing fee scale. Casual members are welcome, but the daily rate is a premium one.
Each Center sells memberships to 120%. This means that at peak times it could be quite crowded, but experience demonstrates that there is a maximum of 80% usage.
The retail arm of the business accounts for about 30% of the takings from each center. The strategic plan for retail is set to increase investment in sales this year to 35%. Each Center will be given a budget to develop and implement a sales and marketing plan to trial. The most successful may be implemented nationally and will attract an incentive for the most successful Center.
The catering facilities are currently leased to private operators, and this is reconsidered during each annual planning session by the Board, which produces 5% of the income, less than the rent off-set.

Task description
You will be required to develop, implement and maintain a strategic approach to the management of human resources in an organization covering areas such as: research planning requirements, develop human resources strategic plan and implement human resource strategic plan.
Task 1 - Research planning requirements
1. Review the strategic plan documents of Bounce Fitness and discuss what you have learned, including what the targets and goals are and how these will impact on the staff
2. Research and discuss emerging practices or trends in Australia that may impact on Bounce Fitness staffing plans by relating to emerging practices or trends (such as changing consumer preferences or community expectations, economic trends, labor market trends, new health wellness products or services which are based on new technologies introduced, political or legislative changes).
3. Using Bounce Fitness’ Strategic Human Resource Plan (found in the case study above), decide which option strategy would best fit to meet the organization’s business objectives as well as to address the current practices and trends in the industry.
4. Examine the impact on how new technology will affect the future job roles and responsibilities in the fitness industry and briefly discuss on how Bounce Fitness can facilitate a way to manage its staff’s job roles and design in this aspect.
5. Evaluate the relevant recent or forecast changes to human resources legislation in Australia.
Task 2 - Develop human resources strategic plan
6. Discuss in consultation with Bounce Fitness’ managers on the development of the organization’s human resources plan.
7. Discuss a plan of action in relation to evaluating two prioritized business objectives to achieve the desired performance outcomes and obtain an agreement (submit to your trainer who would undertake the role of senior management of the organization) for Bounce Fitness’ proposed strategic human resource plan to be implemented
8. Develop a Strategic Human Resources plan (includes schedule of recruitment process, job title, link to strategic intent and target, employment forecast, job description, workforce and development strategies, Job Advertisement, Selected advertising channel/s and justification, use of online recruitment websites and justification) for Bounce Fitness based on the agreement in Q7 and obtain an approval from senior management.
Task 3 - Implement human resources strategic plan
9. Create an implementation task review for the Bounce Fitness’ Strategic Human Resources Plan and submit your proposal to your trainer (who would represent senior management of the organization) and obtain an approval for it to be implemented.
10. Discuss how Bounce Fitness would monitor and review it human resources plan and make adjustments if there is a need in order to facilitate an effective plan implementation.
11. Provide a plan on how Bounce Fitness stakeholders will work to ensure that the plan is implemented as planned and required.

Assessment template

Managing Human Resource
Strategic Planning
Prepared by your name

Table of Contents
Page
Executive Summary
Task 1 - Research planning requirements
1. Review the strategic plan documents of Bounce Fitness and discuss what you have learned, including what the targets and goals are and how these will impact on the staff
2. Research and discuss emerging practices or trends in Australia that may impact on Bounce Fitness staffing plans by relating to emerging practices or trends (such as changing consumer preferences or community expectations, economic trends, labor market trends, new health wellness products or services which are based on new technologies introduced, political or legislative changes).
3. Using Bounce Fitness’ Strategic Human Resource Plan (found in the case study above), decide which option strategy would best fit to meet the organization’s business objectives as well as to address the current practices and trends in the industry.
4. Examine the impact on how new technology will affect the future job roles and responsibilities in the fitness industry and briefly discuss on how Bounce Fitness can facilitate a way to manage its staff’s job roles and design in this aspect..
5. Evaluate the relevant recent or forecast changes to human resources legislation in Australia.
Task 2 - Develop human resources strategic plan
6. Discuss in consultation with Bounce Fitness’ managers on the development of the organization’s human resources plan.
7. Discuss a plan of action in relation to evaluating two prioritized business objectives to achieve the desired performance outcomes and obtain an agreement (submit to your trainer who would undertake the role of senior management of the organization) for Bounce Fitness’ proposed strategic human resource plan to be implemented
8. Develop a Strategic Human Resources plan (includes schedule of recruitment process, job title, link to strategic intent and target, employment forecast, job description, workforce and development strategies, Job Advertisement, Selected advertising channel/s and justification, use of online recruitment websites and justification) for Bounce Fitness based on the agreement in Q7 and obtain an approval from senior management.
Task 3 - Implement human resources strategic plan
9. Create an implementation task review for the Bounce Fitness’ Strategic Human Resources Plan and submit your proposal to your trainer (who would represent senior management of the organization) and obtain an approval for it to be implemented.
10. Discuss how Bounce Fitness would monitor and review it human resources plan and make adjustments if there is a need in order to facilitate an effective plan implementation.
11. Provide a plan on how Bounce Fitness stakeholders will work to ensure that the plan is implemented as planned and required.
Conclusion

Executive Summary
Task 1 – Research planning requirements
1. Review the strategic plan documents of Bounce Fitness and discuss what the targets and goals are and how these will impact on the staff
1.1 The importance of a human resource plan
Provide a short narration on why organizations need to have a human resource plan
Bounce Fitness Strategic Objectives Rationale How does it affect Bounce Fitness’ human resource plan?
1.1.1 New Fitness Centre in Perth within 2 years briefly discuss what does the organization it mean for the organization briefly discuss how does the planning of human resources affect the organization
1.1.2 Investment through excellence of facility, staff and operational management briefly discuss what does the organization it mean for the organization briefly discuss how does the planning of human resources affect the organization
1.1.3 Invest greater time in customer relationship management briefly discuss what does the organization it mean for the organization briefly discuss how does the planning of human resources affect the organization
1.1.4 Increase staff training in line with their job roles briefly discuss what does the organization it mean for the organization briefly discuss how does the planning of human resources affect the organization
1.1.5 Considerations for franchising or licensing as options in the next 5 years briefly discuss what does the organization it mean for the organization briefly discuss how does the planning of human resources affect the organization
2. Research and discuss emerging practices or trends in Australia that may impact on Bounce Fitness staffing plans by relating to emerging practices or trends (such as changing consumer preferences or community expectations, economic trends, labor market trends, new health wellness products or services which are based on new technologies introduced, political or legislative changes).
Emerging practices or trends in Australia What are the viewpoint considerations from this factor? What are the implications to Bounce Fitness’ human resource planning?
2.1 Changing consumer preferences/ community expectations
2.2 Economic trends
2.3 Labor market trends
2.4 New health wellness products/ services which are based on new technologies being introduced
2.5 Political/ legislative changes being introduced
3. Using Bounce Fitness’ Strategic Human Resource Plan (found in the case study above), decide which option strategy would best fit to meet the organization’s business objectives as well as to address the current practices and trends in the industry.
Bounce Fitness Business Objectives
(Q1) Emerging trends and practices in Australia
(Q2) Selection of Bounce Fitness’ Human Resource Option Strategies
(found in the case study above) Discuss how does the selection of this option strategies be able for Bounce Fitness to achieve the required human resources KPIs?
(provide justifications for it)
3.1.1 New Fitness Centre in Perth within 2 years Labor market trends choose the appropriate option strategy that best suits the organization as well as meeting the expectations of emerging trends and practices
3.1.2 Investment through excellence of facility, staff and operational management New health wellness products/ services which are based on new technologies being introduced
3.1.3 Invest greater time in customer relationship management Changing consumer preferences/ community expectations
3.1.4 Increase staff training in line with their job roles Political/ legislative changes being introduced
3.1.5 Considerations for franchising or licensing as options in the next 5 years Economic trends
4. Examine the impact on how new technology will affect the future job roles and responsibilities in the fitness industry and briefly discuss on how Bounce Fitness can facilitate a way to manage its staff’s job roles and design in this aspect.
Technology being used in the fitness industry What are the impacts of technology have on this industry? Evaluate how Bounce Fitness’ can facilitate a way to manage its staff’s job roles and design in this aspect.
4.1 Fitness instructing/ workout videos on the internet
4.2 Online fitness communities as a social support for advice/ information, connection and sharing resources
4.3 Wearable/ mobile fitness/ wellness gadgets

5. Evaluate the relevant recent or forecast changes to human resources legislation in Australia.
Legislation governing human resources practices
(in Australia) What does this legislation covers?
(provide a summary description of the legislation) What are the key considerations for Bounce Fitness?
(provide an explanation on how the organization can be compliant in the specific legislation?)
5.1 Fair Work Act 2009
5.2 Equal Employment Opportunity
5.3 Australian Human Rights Commission Act 1986

5.3.1 Age Discrimination Act 2004
5.3.2 Disability Discrimination Act 1992
5.2.3 Racial Discrimination Act 1975
5.2.5 Sex Discrimination Act 1984
5.3 Workplace Health and Safety Act 2011

Task 2 – Develop human resources strategic plan
6. Discuss in consultation with Bounce Fitness’ managers on the development of the organization’s human resources plan.
Bounce Fitness Management Meeting
6.1 Meeting activity
Date
Venue
Attendance CEO Margaret House
General Managers Marketing Kath Jones
Finance Steve Brinkley
Human Resources Laura Irish
Centre Managers Cairns Paul Thomas
Brisbane Ellie Tolle
Sydney Jacinta Scotts
Melbourne John Hyatt
Assistant Centre Managers Cairns Sally Stowe
Brisbane Hans Jane
Sydney Martin Saunders
Melbourne Colin McRae
Management Consultant YOU
Accounts Meredith Watkin
Administration Marion Stevens
Executive Assistant Thomas Harwood
Absence with apologies N/A

6.2 Message summary
(what is the purpose of this meeting)
6.3 What are the company’s objectives that need to be addressed

6.4
Stakeholder Engagement Plan
Bounce Fitness Business Objectives Stakeholders involved Expectations and concerns
(briefly describe what they expect and are concern with) What are the required actions to follow-up? Prioritize actions
(rank 1 – top to 5 – last)
6.4.1 New Fitness Centre in Perth within 2 years CEO
General Managers (Finance, Marketing, HR) choose the appropriate option strategy that best suits the organization as well as meeting the expectations of emerging trends and practices
6.4.2 Investment through excellence of facility, staff and operational management CEO
General Managers (Finance, Marketing, HR)
6.4.3 Invest greater time in customer relationship management General Manager (Marketing)
Centre Managers/ Assistant Managers

6.4.4 Increase staff training in line with their job roles General Manager (Human Resources)
Centre Managers/ Assistant Managers
6.4.5 Considerations for franchising or licensing as options in the next 5 years CEO
General Managers (Finance, Marketing)
7. Discuss a plan of action in relation to evaluating two prioritized business objectives to achieve the desired performance outcomes and obtain an agreement (submit to your trainer who would undertake the role of senior management of the organization) for Bounce Fitness’ proposed strategic human resource plan to be implemented.
7.1 Business objectives to be achieved
(based on two prioritized objectives from 6.4)
7.2 Justifications to the choice made
7.3 Timeframe
7.4 Critical success factors
7.5 Option strategy to be used
7.6 Evaluation Philosophies (organizational culture)
Values
(thought process and attitude)
Principles
(EEO,WHS, FW)
7.7 Analysis Costs
Benefits
7.8 Recommendations
(any other resources required to support this initiative)
7.9 Conclusion
7.10
Approval for proposed human resource management planning sign-off
Margaret House CEO
Name Position Signature Date
Kath Jones GM - Marketing
Name Position Signature Date
Steve Brinkley GM - Finance
Name Position Signature Date
Laura Irish GM – Human Resources
Name Position Signature Date

8 Develop a Strategic Human Resources plan (includes schedule of recruitment process, job title, link to strategic intent and target, employment forecast, job description, workforce and development strategies, Job Advertisement, Selected advertising channel/s and justification, use of online recruitment websites and justification and risk management) for Bounce Fitness based on the agreement in Q7 and obtain an approval from senior management.
8.1 Establish the Objectives of the Human Resource Strategic Planning
(based on the two prioritized objectives in Q6)
8.2 Expected outcomes
8.3 Schedule of recruitment process
Milestone Description Time required Person responsible

8.4 Job title
8.5 Link to strategic intent and target refer to Bounce Fitness’ business objectives

8.6 Employment forecast 2018 2019 2020 2021 2022
8.6.1 Projected demand (how many of this job group will Bounce Fitness need each year? This is a ‘best guess’ and should be revised as circumstances change)
8.6.2 Projected supply (for example how many has Bounce Fitness got now? how many does Bounce Fitness think that it will be able to attract? are any likely to leave the company over the time period?)
8.6.3 Projected supply gap (difference between demand and supply)
8.6.4 Comments:
8.7 Job description
8.7.1 Job title
8.7.2 Salary
8.7.3 Hours
8.7.4 Location
8.7.5 Reporting relationships
8.7.6 Purpose of position
8.7.7 Duties and responsibilities
8.7.8 Academic qualifications Essential
Desirable
8.7.9 Work experience Essential
Desirable
8.7.10 Personal qualities and behavioral traits Essential
Desirable
8.8
Workforce and Development Strategies.
In this section lay out what strategies you would like to use to tackle the workforce issues you have identified previously in the plan, and who will be the target of your strategies. Only use the sections that are appropriate to you.
Area Workforce Strategy
(What will you do, how will you do it and how much is it likely to cost? Which of your school’s strategic goals does this workforce strategy support? Consider what will happen if you don’t have a workforce strategy for this identified issue). Target
(i.e. who, how many, for which job role, and when will you do it)
8.8.1 Attraction
8.8.2 Recruitment and selection

8.8.3 Development

8.8.4 Retention
8.9 Job advertisement
8.9.1 Job position
8.9.2 Location
8.9.3 Salary
8.9.4 Application closing date
8.9.5 Catch phrase for role
8.9.6 Short description of role and organization and the reporting relationship of the role

8.9.7 Body of advertisement (include required and preferred qualifications, experience, skills and personality traits
8.9.8 Please email your confidential Resume name of contact at insert email address for further information
8.10 Selected advertising channel/s Tick selected channel/s for advertising position
? Online recruitment agencies ? Seek/ Jora online classifieds
? Facebook ? Online communities
? LinkedIn ? Organizational webpage
8.11 Use of online recruitment websites and justification
8.11.1 Objective
8.11.2 Justification
8.12 ? Approved ? Pending ? Not approved
Margaret House CEO
Name Position Signature Date

8.13 Develop a risk assessment plan to support Bounce Fitness’ strategic human resources plan
Bounce Fitness Risk Register
Prepared by Name: Position: Signature: Date:
Spot the Hazard Assess the Risk Fix the Problem Evaluate Results
Risk No. Identify the work task or activity? What are the hazards associated with each activity? Is the risk associated with the hazard low, moderate, significant or high? If the risk is deemed unacceptable for the task, what will be done to reduce or remove the risk? By
whom? By when? Revised risk level
(Go through the first 3 steps
again to ensure risk levels are now at an acceptable level)

Approval ? Yes ? No
Name: Position: Signature: Date:
Task 3 - Implement human resources strategic plan
9. Create an implementation task review for the Bounce Fitness’ Strategic Human Resources Plan and submit your proposal to your trainer (who would represent senior management of the organization) and obtain an approval for it to be implemented.
Demonstration/ observation
Candidate’s Name: Assessor’s Name: Work Activity: Implementation of HR plan Date:
Business objectives
(business objectives selected is based from Q7) HR Option Strategy
(Option strategy selected is based from Q7) HR Activities
(what are the programs) Measures
(what metrics to be used) Targets (% to achieve) Initiatives
(supporting factors to assist desired outcomes)
Q1 Q2 Q3 Q4
Management Approval ? Yes ? Pending ? No
Senior Management (Trainer) Name: Senior Management (Trainer) Signature: Date:
10. Discuss how Bounce Fitness would monitor and review it human resources plan and make adjustments if there is a need in order to facilitate an effective plan implementation.
HR Option Strategy
(Option strategy selected is based from Q7) Performance criterion checklist Indicate Y/N Monitor and Review Adjustments (if required)
Priority Timeframe Resources required Deadlines Responsibility
Performance targets Performance outcomes Y/N Remarks
HR option strategy # 1 Are goals and objectives being prioritized and achieved or not? If they are, then acknowledge, reward and communicate the progress. If not, then consider the following questions.
Will the goals be achieved according to the timelines specified in the plan? If not, then why?
Do personnel have adequate resources (money, equipment, facilities, training, etc.) to achieve the goals?
Should the deadlines for completion be changed (be careful about making these changes -- know why efforts are behind schedule before times are changed)?
Is the staff responsible for the task activities competent, accountable and reliable?
HR Option Strategy
(Option strategy selected is based from Q7) Performance criterion checklist Indicate Y/N Monitor and Review Adjustments (if required)
Priority Timeframe Resources required Deadlines Responsibility
Performance targets Performance outcomes Y/N Remarks
HR option strategy # 2 Are goals and objectives being prioritized and achieved or not? If they are, then acknowledge, reward and communicate the progress. If not, then consider the following questions.
Will the goals be achieved according to the timelines specified in the plan? If not, then why?
Do personnel have adequate resources (money, equipment, facilities, training, etc.) to achieve the goals?
Should the deadlines for completion be changed (be careful about making these changes -- know why efforts are behind schedule before times are changed)?
Is the staff responsible for the task activities competent, accountable and reliable?
11. Provide a plan on how Bounce Fitness stakeholders will work to ensure that the plan is implemented as planned and required.
Stakeholder Role and responsibility Message Media/ vehicle Frequency Timing Feedback mechanism
Manager, staff Stakeholder’s role and responsibility Issues to be addressed Face-to-face meetings, weekly written report, email Weekly, fortnightly, at completion of major milestones Submitted by noon on Mondays, at each start of each Thursdays Meeting evaluation, survey at end of milestone, email request for feedback

Conclusion
Assessment Submission Checklist to be completed by the Trainer/Assessor
Did the student complete and provide evidence for the following: Yes No
1. Submit a detail report within the agreed timeframe? ? ?
2. Demonstrate knowledge of human resources practices and functions? ? ?
3. Consult with his/her Centre Managers in the proposed plan as well as the implementation of the plan, on the agreed date? ? ?
4. Demonstrate knowledge of the requirements of a strategic plan? ? ?
Trainer/ Assessor’s signature: Date:

Assessment Feedback Evaluation
Student’s name:
Trainer/ Assessor’s name: Date:
Unit name: BSBHRM602 Manage Human Resources Strategic Planning
Has the learner proven they can: Yes No
1.1. Analyse strategic plans to determine human resource strategic direction, objectives and targets ? ?
1.2. Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resources management in the organisation ? ?
1.3. Identify future labour needs, skill requirements and options for sourcing labour supply ? ?
1.4. Consider new technology and its impact on job roles and job design ? ?
1.5. Review recent and potential changes to industrial and legal requirements ? ?
2.1.Consult relevant managers about their human resources preferences ? ?
2.2. Agree on human resources philosophies, values and policies with relevant managers ? ?
2.3. Develop strategic objectives and targets for human resources services ? ?
2.4. Examine options for the provision of human resources services and analyse costs and benefits ? ?
2.5. Identify appropriate technology and systems to support agreed human resources programs and practices ? ?
2.6. Write strategic human resources plan and obtain senior management support for the plan ? ?
2.7. Develop risk management plans to support the strategic human resources plan ? ?
3.1. Work with others to see that the plan is implemented ? ?
3.2. Monitor and review the plan ? ?
3.3. Adapt plan should circumstances change ? ?
3.4. Evaluate and review performance against plan objectives ? ?
FEEDBACK TO STUDENT:
Assessment outcome ? Satisfactory ? Not Yet Satisfactory ? Re-assessment required
Student Signature The result of my performance in this unit has been discussed and explained to me.
____________________________ Date: ______________
Student signature
Trainer/ Assessor’s Signature Trainer/ Assessor’s declaration:
I hereby certify that the above student has been assessed by myself and all assessments are carried out as required by the Principles of Assessments (Clause 1.8 of the Standards for RTO 2015).
____________________________ Date: ______________
Assessor signature
Appeal Process
I would like to appeal the outcome of this assessment as per the appeals procedure in the Student Handbook
Student’s signature: _______________________ Date: __________________

Assessment Receipt
Student’s Name:
Unit: BSBHRM602 Manage Human Resources Strategic Planning
Assessment: One
Term: 3 2017
Assessors Name:
Assessors Signature:
Submission Date:
Resubmission Date:
Assessor’s Signature on Resubmission:
Important Notes: This is your evidence that you have handed in your assessment to your trainer. It is your responsibility to keep this document by the end of the term. This Assessment Receipt is not to be considered that the assessment has a positive outcome.
Student Declaration
Your trainer and assessor is required to discuss the following matters with you.
? Purpose and outcomes of the assessment process
? Relevant unit/s of competency
? Recognition of Prior Learning
? Appeals process
? Confidentiality and security of information
? Special need/ Additional information
? Signing of Student Declaration
In signing this form the Student acknowledges that the assessment process has been fully explained by this unit’s Trainer and Assessor Sydney Metro College. This declaration verifies that copies of the Assessment Plan and Unit of Competency have been provided and that the candidate understands and agrees to the assessment process as described. The candidate also confirms that she/he agrees that Sydney metro College has removed the weighting and marking as part of its assessment evaluation. This competency based training (CBT) assessment is part of Sydney metro College continuous improvement policy and compliance upgrade.