Task 1 – Knowledge
Five reasons for HR professionals to consult line and senior manager:
Ten HR services to be rendered by HR professional as per service agreement or plan:
Skills required for EAP services are:
Knowledge required for EAP services are:
Experience required for EAP services are:
Qualification required for EAP services are Masters Degree holders in metal health related field like social work or counseling including substance abuse counseling. The requirement also demands Certified Employee Assistance professional or CEAP with mentioned credentials.
Abilities of EAP service providers are:
Definition of ROI or Return on Investment depicts that it is form of mathematical calculation in financial terms to find out the financial return on any investments made for any business. This tool can be used to
Assess the wroth of any project or unit in smaller sense with critical allocation of investment on which return is to be derived.
The concept of ROI calculation in HR is difficult due to its nature of unquantifiable outcome. As every unit of any organization is ready to provide ROI for the effort, HR also seems to provide the same in order to quantify its contribution to the investment.
It is important to make specified effort for deriving ROI on HR services. It is advised to use quantifiable metrics for improvement of the credential of HR service as a profession to enable the higher management to identify measurable and specific route to derive the benefit extended by HR service to the organization.
Quantitative data:
Qualitative data
HR service always helps the organization to have its employee strength as per requirement of quality and numbers. For ensuring successful strategies and planning process for the business and operation plans of any organization, four aspects are to be considered:
Performance management is described as a continuous process of communication between employees and his supervisor. Basic objective of this management process is to ensure accomplishment of the set strategic objective of the business entity. This process is consisting of expectation clarity, fixation of objective-long and short term, identification of goals with provision of feedback and review of results. [1]
Contract management in HR is described as hiring people from outside and not including them in the regular payroll of employees by any organization. Example of such contract management is outsourcing job to external entities. This option has no liabilities which normally the organization ahs to comply with for regular payroll employees. It is easy to terminate. But the main problem is to ensure result from the contract as the service provider is bound by contracts and not by employment rules.
Feedback is an important tool for HR management. Mainly feedback comes from the employees to the HR management. Feedback enables HR department to evaluate performance of the employees with respective domains of obstacles faced to perform by the employee. To ensure better delivery of HR, feedback process is to be maintained on continuous basis to find out the performers accomplishing organizational objective in micro level.[2]
Task 2 – Knowledge
What action might you take? Provide at least five examples.
Remedial action which may be taken:
Undertake your own research to locate information about:
Questions-a) what is your expectation and accomplishment of this service?
Questions- a) Industry category
Questions- a) do you find worthiness of our service to your organization?
Describe each type of survey in one or two sentences. Provide two examples of questions used in each type of survey.
Task 3 A- checklist
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Yes |
No |
To do |
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Yes |
No |
To do |
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Code of conduct |
Leave |
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Recruitment & selection |
Dress code |
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Parental leave |
Grievance resolution |
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Performance management |
Termination |
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Discipline |
Harassment & bullying |
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Anti-discrimination |
Privacy |
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Internet & email |
Mobile phone |
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Smoking |
Drug & alcohol |
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Company vehicles |
Use of company property |
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Copyright |
Confidentiality |
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Training & development |
Travel |
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Flexible work |
Expenses |
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Occupational health & safety |
WorkSafe / return to work |
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Yes |
No |
To do |
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Have all staff read, and agree to abide by, the organisation’s policies and procedures as a condition of employment? |
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Is all staff aware of organisational policies and procedures through induction and ongoing training? |
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Do you regularly review your policies and procedures for compliance, legislation and best practice? |
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Yes |
No |
To do |
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Accurately document the position; advertise the details of the position with clear selection criteria; and use an application form and make a merit-based appointment, according to the stated criteria? |
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Inspect and copy all relevant documents, including evidence this person is authorised to work in Australia? (The employee must be either an Australian citizen or a person who is legally resident in Australia and has permission to work here. For non-citizens, it is recommended that you use Visa Entitlement Verification Online (VEVO) |
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Request referees and carry out a thorough reference check? |
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Make offers of employment conditional on the outcome of pre-employment screening such as police checks and medicals (if required)? (Pre-employment medicals should be used cautiously and not as a matter of policy but rather when the job description requires certain physical and/or mental attributes. The focus of the testing should be on the job requirements identified in the position description. They should not be used to unfairly discriminate against people with a disability An employer should only ask a prospective employee to disclose If the employer refuses a person employment because of a criminal record, and the criminal record is irrelevant to the job, the employee can make a discrimination complaint to the Human Rights Commission.) |
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Forward a contract setting out the terms and conditions of employment? |
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Pay male and female employees equal pay for broadly similar or equal work? |
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Have a structured induction program for new staff? |
Part 3 B
It is not ethical for Bowen to access employment record of Petra. It is confidential and should be the property of the organization in which Petra was working. Taking the undue advantage of his friendship with Joe, he has tried to access the employment record to assess her credibility to work in the organization of Bowen. Bowen should not ask for it from Joe, instead he should ask the official source of the company of Petra for her employment record to know the track record of Petra as an employee.
Task 4 – Summative
5 Key Pieces:
Fair work Act, 2009
Fair work Relation 2009
Public Sector management Act 1995
Occupational health and safety (CW employment Act) 1991
Work Cover Corporation Act 1994
5 examples of key provisions of industrial legislation:
To protect workers from race and sex discrimination
To ensure minimum wages for workers
To provide healthy working environment
To provide occupational health and safety for the workers
To ensure rehabilitation after any accident for workers
Disciplinary rule should be complied with; guideline for breach of code of conduct; specified penalty for breach of code; authority responsible for penalty implementation for breach of code; notification to the person responsible for breach of code; proper hearing to be ensured before any disciplinary action; written documentation of the proceedings for breach of code.
Labor requirement is mainly to protect their interest of earning and living a healthy life. Human resource strategies are made to ensure that as per the guideline fixed by the government. Main emphasis is given on HR strategies to focus on the organizational objective with the compliance of HR laws. An organization cannot ignore the organizational interest to look into labor requirement. Hence HR service is there to make the balance of the labor requirement and the company objective as per the guideline fixed by the government to protect labor interest. Main objective is to provide social security to the labor with the compensation offered and other benefits for the labors to survive. Labor requirements are mainly projected through union and it is the prime of HR management to comply with their demands to the limit of the organizational offers.
Contract management is based upon the requirement of the organization and the ability of the vendor to meet that demand. Contract can be signed, but may not be complied with as per the agreement by the vendor. Two basic problems of performance are- a) compensation and b) working resources.
Examples:
Task 5 – Summative Project
You are a HR manager for a bank. You have been asked to manage the development and delivery of HR services in one area. Complete the tasks using information gathered from your own research and knowledge you have obtained during your study.
Outline your ideas in a report to submit to your trainer/assessor via a negotiated method.
I prefer recruitment service with the experts in banking sector will be hired under company payroll. Services will be to engage for all jobs of banking operation including security services. The objective is to get dedicated service for the bank by the hired staff.
To engage in recruitment, training, compensation fixing, looking after employee welfare and secure objective of the bank
In case of abnormal situation by external business environment, HR service can be disrupted by affecting the retention and extraction of desired service level from the employee.
Diversity in workplace is to be handled by proper workshop arrangement for the employees by providing the knowledge of evil effect of diversity.
Name
Company
Age
Sex
HR service expectation
Level of fulfillment
Area of lacking
Proposal for development
Requirement of legislation in HR service is fair Work Act 2009 which will ensure fairness in workplace for the employees
To ensure Fair Work Act 2009 ensures fairness in workplace. Action plan is designed in the form of fixation of do’s and don’ts for the employees to comply with the act.
Ethical obligation is to provide fairness in employee treatment with no discrimination as per ethnicity, sex or religion for the employees.
[1] Berkley Human Resources ,Performance Management-Definition, https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/performance-management/concepts
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