BSB40420 Certificate IV in Human Resource Management

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Word Length Guide

At Certificate IV level there is no restriction on word length, although if you exceed the suggested length throughout the instructions, you probably have unessential information or too much redundancy which will affect your final grade.

Referencing

Harvard system, use the style guide from your onboarding module in Canvas. Do not copy from AHRI’s intellectual property or from the workbook as this constitutes plagiarism. You may paraphrase with referencing where it suits.

Upload instruction

Upload the following to the submission page in Canvas.

• your one Word document – Part A Responses template

Assessment instructions

To complete this assessment task, follow this procedure:

1. Complete each task below, paying careful attention to the instructions and guidance for each. Draw from your own experience as well as the organisational context where relevant.
2. Use your workbook to guide you and complete the template to follow the correct outline.
3. Upload your completed responses document to the correct Canvas submission page. The directions are clear on Canvas.

If necessary, seek clarification about the assessment tasks from your Academic Coordinator.

Assessment Coversheet

Student Name:

John Oh

Topic No. & Title:

Assessment Task:

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P

Part A: Written Assessment Task

Is this a Resubmission?

(Select appropriate box)

o

Yes

o

No

Student Declaration:

By submitting this document with my assignment, I declare that:

1. The content of this assignment is my own original work and that it contains no material written by another person except where due reference is made. 
2. I am aware that a false declaration may lead to the withdrawal of a statement of attainment or qualification.
3. I have retained a copy of this assignment as proof of its completion.
4. I have been advised of the assessment requirements and have been made aware of my rights and responsibilities as an assessment candidate.
5. I have received and understood information about the return and retention of assignments.

Student e-Signature:

Date:

Assessment: Responses Template

HR and the Organisation

Q 1 – Connection Between HR and the Wider Organisation

a. Explain two (2) reasons for HR professionals to consider the wider business operations and the strategic goals when they identify their own work task objectives.(100-150 words)

A wider business operations and strategic goals are crucial for HR as it aligns our work tasks with the company’s objectives, goals, and its success.

Integrating our work task objectives with the wider business operations and strategic goals to ensure our work is both aligned with the company’s mission and contributes to its success.

Should the company be going through a growth phase, where new teams are needing to be established or to expand on current teams, HR needs to focus on talent acquisition and retention strategies. Bringing the right talent for the company to achieve the company’s objectives. Should the company be expanding operations to another state, knowing the states regulations and managing different culture and diversity bring new operations in line with company’s goals and objectives.

Considering the wider business operations and strategic goals helps prioritse the task and allocate resources effectively. This ensures our efforts are targeted towards bringing results to the company. For example, we are currently focused on employment compliancy throughout our network, which we have directed our focus on Learning and Development programs for our franchisees and working with software providers to provide a streamlined programs to assist in easy and accurate compliancy checks.

b. Explain two (2) ways that you can improve your role as an HR practitioner and your workplace relationships by considering the wider organisational operations. (100-150 words)

Being more involved in other departments understanding their roles and contributing in key decision making to help support with business strategies to achieve company goals. This can be by understanding the resources required by the department and being the voice of its team members. A monthly check-in with each departments and its heads to establish any shortfalls and how HR can assist in each department achieving common goals setout by the company.

An overall insight on company culture and structure to increase productivity, introducing recognition programs, development and career path opportunities, enticing benefits and further bonuses to motivate and create a healthy work environment.

c. Explain how a HR team’s objectives can link to business strategy. Provide one example here, outlining the HR objectives and the strategy. (100-150 words)

Business Strategy: Company aims to double current stores numbers within the next 2 years expanding our footprint nationally. Support office headcount to be reviewed and or restructured to achieve targets. 

HR Objectives:

• Recruitment: HR will focus on setting a more streamlined roles and responsibilities, recruiting and training the right candidate for the positions required to achieve company targets. 
• Performance Management: HR will implement a performance management system that aligns with the company’s and personal goals. Key performance indicators (KPIs) such as EBITDA achievements, store build completion and compliancy targets will be tracked. Regular performance reviews will be conducted to provide feedback and identify areas for improvement.
• Employee Engagement: HR will work on initiatives to boost employee engagement. This could include regular feedback sessions, team-building activities, and recognition programs to motivate employees to achieve company targets.
• Retention Strategies: HR will develop retention strategies such as career development opportunities, mentorship programs, and competitive compensation packages to retain skilled and experienced employees.

Linkage between HR Objectives and Business Strategy:

• Recruitment: By hiring and training qualified employees who can work in a team environment with excellent collaborative work ethics to not only build out a plans and procedures but to execute seamlessly.
• Performance Management: By aligning performance metrics with company’s goals, HR ensures that employees’ efforts are channelled towards the specific outcomes desired by the business strategy. Regular performance evaluations help in identifying areas of improvement, ensuring that employees are continuously working towards improving procedures.
• Employee Engagement: Engaged employees are more likely provide maximum output. HR initiatives aimed at improving engagement directly impact how the deliverables are delivered.
• Retention Strategies: Implementing retention strategies ensures that experienced employees stay within the organisation, leading to efficient store builds and its numbers which is in line with the business objective of doubling current store numbers expanding our footprint nationally.

HR and Effective Workplace Relationships

Q2 – Supporting Employees to Improve Workplace Relationships

Think about the current workplace team you are in or have been in previously. With any team, there are always ups and downs you need to navigate. When the team isn’t performing as it should, and there may be some issues and complaints, you need to consider how you would address these.

Briefly outline the scenario / example you are using (100 words)

HR team is not providing timely advice to payroll. Staff are not being paid correctly, resulting in unhappy, underpaid workers. …etc…….

Project team has an issue with their line manager not allowing its team members to be away while in a middle of a project and unconventional approach to projects where curtain authorisations are not requested, taking the ask for forgiveness and not the permission approach.

A meeting was arranged to discuss the behaviour and the performance of the line manager. 

Line manager was given the floor to explain the accusations and provide feedback as to why these comments are being made.

The line manager due to increase pressure to open multiple stores and his teams head count saw no other option than to force all hands on deck to carry out the tasks.

HR to work with the line manager and its team to establish shortfalls and/or streamline processes to assist the team in achieving company goals. This can be achieved through the means of organization design, staffing or an introduction of technology to streamline processes.

A performance review can be used to outline and monitor the line manager and its team.

a. How do you find out what the team objectives are, and how they link back into the business strategy? Outline (2) ways you will find this out.

It is easy to answer this by thinking about if / when you start in a new team, how would you go about finding out what the team does and how this contributes to business success.

The HR can find out the team objectives by shifting his role from being a change agent to workforce advocate in this scenario. Moreover, another way can be engagement in the business reviewed and inspire workers to contribute in business decisions (Cowan et al. 2021). 

b. Identify some of the key stakeholders for your team (internal and external). List at least four (4) stakeholders and whether they are internal or external.

c. List three (3) types of data/information that you would use to gather to find out what the issues are, and what is causing the issue.

Types of information include project team feedbacks; training need assessment; and leadership actions of the line manager. 

d. How will you share ideas about what needs to change to make the improvements required? Outline two (2) ways you will do this. Don’t forget to consider how you will communicate this to your stakeholders.

HR can share ideas of the things which needs to be changed to make improvements by:

• By encouraging open communication within the project
• Through the means of communication automation by means of customized emails 

Q3 – Managing Conflict Constructively and Communicating Effectively

Using your selected scenario above:

a. Outline how you will encourage everyone to collaborate and work together.

HR can encourage each one to collaborate and work collectively by keeping line manager meeting together and notified of what the other members are performing. Also, autonomy should be provided to team members to take decisions pertaining to project in order to inspire them. 

Furthermore, HR can bring the entire team collectively in stimulating open dialogue and fruitful problem-resolving approaches. The ways which can used by HR to do so entail encourage members; keeping them happy and inspired; being a transparent business; refine communications, get rid of the wallsl usage of collaboration techniques; optimizing team meetings and so on (Salas?Vallina et al. 2021). 

b. There is always some push back from people who still like to stick with the way they’ve always done things. Outline three (3) ways you will overcome this resistance and get everyone collaborating and looking to achieve the same thing.

Three ways to overcome the resistance entail the following:

• Involve higher level leaders as proactive sponsor for resisting situation
• Recruit support from the line managers as advocates for the resistant team members. 
• Staffing practice to hire skilled workers to structure a team to surge its potential (Mansaray 2019).

c. Sometimes there are some in a team who is experiencing difficulties in fulfilling their work requirements. How will you support them? (100-150 words)

By providing training and development prospects to the team who is facing difficulties in meeting their work requirements to assist team to develop the competencies they require to work effectively collectively. They can entail training on conflict resolution; team-development endeavors; and more (Soboleva and Karavaev 2020). Besides, HR professionals might enable cross-functional training and mentorship programs to assist members of project team learn more of the roles and duties of other team associates. Moreover, the team can be supported by fostering a culture of continuous learning. The HR leaders are required to develop prospects for professional development and skill-building. Also, they can develop a setting which advocates and inspires effectual teamwork (Guinan et al. 2019). 

Q4 – Managing Conflict Constructively and Communicating Effectively – Your Own Experience

a. Outline an experience when you managed or resolved a conflict with a colleague or in a working relationship and outline the approach you used (150-200 words). Be sure to outline the approach you used to resolve the issue?

The experience of conflict resolution says that I manage conflict of inter department controversies. I usually managed to resolve the silo effect at my workplace in which two different departments namely marketing and operations management did not successfully converse with one another. It led to the poor cooperation, declined efficiency, and tension, and disagreements amongst workers of two different departments. The tensions are the cause behind inefficiencies of department. Silo effect created a challenge for me to develop a suitable vision and mindset to eliminate such tensions and disagreements. However, I managed to resolve such conflicts. The approach I used to resolve the issue was educating, working and training both department workforces collaboratively. Moreover, I created a culture of transparency and openness to endorse a workplace wherein conflicts are less probable to occur and are more successfully resolved when they do happen. 

b. Recalling a different experience, outline how you resolved a communication breakdown with a colleague or in a working relationship. (150-200 words). How will you ensure this doesn’t occur again?

When I experience communication breakdown at my workplace while working remotely, I experienced complexity in communicating my messages to team members. However, I managed to resolve that communication breakdown by leveraging technology. Thie practice of mine helped me facilitating communication, cooperation, and knowledge-exchange amongst team members, irrespective of their physical work place or locality. I usually used digital communication tools like instant messaging, email, video conferencing to remain associated with my team mates. Such techniques allowed team associates to converse in real-time and exchange information promptly and simply, without the requirement for face-to-face collaborations. Moreover, i leveraged technology by using PM (project management) digitalized tools which might assist to track progress, allocate activities, and manage deadlines. Such tools helped certify that each one on the team is on the similar page and possess access to the data they require to perform their jobs successfully. Therefore, it can be said that leveraging technology is deemed vital to understand how to stop communication breakdowns (Itam et al. 2020). 

Q5 –Leading Workplace Relationships

a. What factors do you consider when communicating to a diverse audience in the workplace, particularly when collaborating? Outline four (4) factors.

b. Outline three (3) ways you can demonstrate leadership in the workplace in your role. (You don’t need to be a leader to demonstrate leadership – you should still be able to assume leadership for your actual role)

Ways to demonstrate leadership at workplace in my role are:

• Embrace inclusion and diversity
• Networking with purpose
• Be proactive and positive

c. Share an example when you have demonstrated the ability to influence others positively, particularly in relation to something that links back to the business objectives and strategy. (150-200 words)

During my previous job, I (being a leader) was given a task to give presentation to a client. I immediately allocated diverse activities to my team members after considering the complexity of tasks and capability of members. Further, I was in constant touch with my team members and was solving their concerns regarding the presentation. With this, I have reflected the capability to influence my team members positively. Besides, I perceived that one member of my team was hesitant to give presentation and was feeling nervous. I instantly take actions to improve him in terms of increasing his motivation level, scheduled practice sessions for him, and keep appreciated him. This was proved as effective in influencing him to give presentation to client. The outcome was seen in the final presentation which was given by him to the client successfully. It was so amazing that client himself appreciated my team member. 

References

Ahmed, T., Khan, M.S., Thitivesa, D., Siraphatthada, Y. and Phumdara, T., 2020. Impact of employees engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic. Human Systems Management, 39(4), pp.589-601.

Baber, H. and Fanea-Ivanovici, M., 2023. Motivations behind backers’ contributions in reward-based crowdfunding for movies and web series. International Journal of Emerging Markets, 18(3), pp.666-684.

Barcena, E., Read, T. and Sedano, B., 2020. An approximation to inclusive language in LMOOCs based on appraisal theory. Open Linguistics, 6(1), pp.38-67.

Barros, P., Churamani, N., Lim, A. and Wermter, S., 2019, September. The omg-empathy dataset: Evaluating the impact of affective behavior in storytelling. In 2019 8th International Conference on Affective Computing and Intelligent Interaction (ACII) (pp. 1-7). IEEE.

Chaban, N. and Elgström, O., 2020. A perceptual approach to EU public diplomacy: investigating collaborative diplomacy in EU-Ukraine relations. The Hague journal of diplomacy, 15(4), pp.488-516.

Cowan, R.L., Clayton, E. and Bochantin, J., 2021. Human resources as an important actor in workplace bullying situations: Where we have been and where we should go. Pathways of Job-Related Negative Behaviour, pp.477-494.

Guinan, P.J., Parise, S. and Langowitz, N., 2019. Creating an innovative digital project team: Levers to enable digital transformation. Business Horizons, 62(6), pp.717-727.

Itam, U., Misra, S. and Anjum, H., 2020. HRD indicators and branding practices: A viewpoint on the employer brand building process. European Journal of Training and Development, 44(6/7), pp.675-694.

Mansaray, H.E., 2019. The role of leadership style in organisational change management: a literature review. Journal of Human Resource Management, 7(1), pp.18-31.

Salas?Vallina, A., Alegre, J. and López?Cabrales, Á., 2021. The challenge of increasing employees' well?being and performance: How human resource management practices and engaging leadership work together toward reaching this goal. Human Resource Management, 60(3), pp.333-347.

Soboleva, E.V. and Karavaev, N.L., 2020. Characteristics of the Project-Based Teamwork in the Case of Developing a Smart Application in a Digital Educational Environment. European Journal of Contemporary Education, 9(2), pp.417-433.

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