there are 4 assignments. each assignment has a different word limits. Please follow the document. thank you Faculty of Business Assessment Tool BSBDIV801 Conduct strategic diversity workforce planning
Unit Summary
View complete question Unit Code(s) BSBDIV801 Unit Title Conduct strategic diversity workforce planning Duration 8there are 4 assignments. each assignment has a different word limits. Please follow the document. thank you Faculty of Business Assessment Tool BSBDIV801 Conduct strategic diversity workforce planning
Unit Summary Unit Code(s) BSBDIV801 Unit Title Conduct strategic diversity workforce planning Duration 8 Weeks Total Contact Hours 160 hours Requisites: Pre-requisites None Co-requisites None Concurrent pre-requisites None Assumed knowledge It is expected that students will have had some business experience within an organisation or enterprise. Campus/Location 98 Cleveland Street, Greenslopes QLD 4120 Level 10, 190 Queen Street, Melbourne VIC 3000 Mode of Delivery Face to Face Unit Learning Outcomes Students who successfully complete this Unit should be able to: Research opportunities for workforce diversity Develop diversity workforce objectives and strategies Implement initiatives to support diversity workforce planning objectives Monitor and evaluate workforce trends
Assessment Assessment Overview Assessment Tasks Task Outcome S: Satisfactory NS: Not Satisfactory Date Assessed Unit Learning Outcomes Competent (C) or Not Competent (NC) Assessment Task 1 Assessment Task 2 Assessment Task 3 Assessment Task 4 Trainer Declaration: I declare that I believe that the evidence that I have assessed for this task is this students own work and that I have conducted a fair, valid, reliable and flexible assessment. In addition, I have assessed this student and I have provided appropriate feedback to the student. Trainer Signature Date: Student Declaration I declare that the evidence I have submitted for this unit of competency is my own work. I believe that my work meets all the rules of evidence and principles of assessment such as current, sufficient, valid and authentic. I further declare that I have been assessed in this unit and been provided with appropriate feedback and I have been advised of my result. I also am aware of my appeal rights. Student Signature Date: Computer access and back up Please keep a portable back up of all your work so that you can move between computers. If access fails at home, you can then access the internet at a local library or internet caf_or work if they permit it). Recommended Reading Materials Management Theory and Practice, 6e Edition, Kris Cole, Cengage Learning, 2016. Managing Diversity in Australia Theory and Practice, Glenda Strachan, Erica French, John Burgess, McGraw-Hill, 2010. Management Strategies and Skills, Judith Dwyer, Nicole Hopwood, McGraw-Hill, 2013 Submission Requirements Assessment Task 1 Report Assessment Task 2 Report Assessment Task 3 Report and presentation Assessment Task 3 Implementation and review Student behaviour and wellbeing Newton College (NC) has a range of policies and procedures that govern how students are expected to conduct themselves throughout the course of their relationship with NC. These include policies on expected standards of behaviour and conduct which cover interaction with fellow students, staff and the wider NC community, in addition to following the health and safety requirements in the course of their studies and whilst using facilities. All students are expected to familiarise themselves with Newton Colleges regulations, policies and procedures and have an obligation to abide by the expected guidelines. Any student found to be in breach may be subject to relevant disciplinary processes. Some examples of relevant expected behaviours are: Not engaging in student misconduct Ensuring compliance with Newton Colleges Anti-Discrimination, Bullying and Violence and Sexual Harassment requirements Plagiarism Plagiarism is the action or practice of taking and submitting or presenting the thoughts, writings or other work of someone else as though it is your own work. Plagiarism includes any of the following, without full and appropriate acknowledgment to the original source(s): The use of the whole or part of a computer program written by another person; The use, in essays or other assessable work, of the whole or part of a written work from any source including but not limited to a book, journal, newspaper article, set of lecture notes, current or past students work, any other persons work, a website or database; Plagiarism also includes the preparation or production and submission or presentation of assignments or other work in conjunction with another person or other people when that work should be your own independent work. This remains plagiarism whether or not it is with the knowledge or consent of the other person or people. Student support You should talk to your Trainer/Assessor or Student Services Officer, for information on student support services available for Newton Colleges students. If your studies have been adversely affected due to serious and unavoidable circumstances outside of your control (e.g. severe illness or unavoidable obligation) you should immediately contact student support officer, who will try and arrange some reasonable adjustments based on the circumstances and upon approval from Academic/RTO Manager. Special consideration If your studies have been adversely affected due to serious and unavoidable circumstances outside of your control (e.g. severe illness or unavoidable obligation) you may be able to apply for special consideration. Please speak to the student support officer or submit an application prior to the submission date of the assessment. Special needs Sometimes students with a disability, a mental health or medical condition or significant carer responsibilities require reasonable adjustments. Please contact student support officer who can address your special needs requirements to assist you in satisfactorily completing the unit. ASSESSMENT TASKS NOTE: All four assessment tasks must be satisfactorily completed to demonstrate competence. To satisfactorily complete an assessment task, every criterion in the marking guide for that task must be met. Assessment Task 1: Report You are required to research and access workforce planning policies, procedures and other related documents of any organisation of your choice. You can also refer to the organisation where you are currently employed/contracted (if applicable). For the same organisation, you need to assume that you are working as the Diversity Manager at the Global Head Office in Brisbane, Australia. The Chief Human Resources Officer has asked you to write and present a report to the Board of Directors outlining the basics and the value to modern complex international organisations of actively building workforce diversity into their businesses. Your assessor will assume the roles of Chief Human Resources Officer and the Chair of the Board of Directors. Your report must address the following. An outline of what is meant by organisational diversity. This description needs to explain each of the following concepts. Diversity as a business advantage How cultures, beliefs, traditions and practices contribute to organisational diversity How diversity and equal opportunity intersect Typical workforce diversity policies. This section needs to describe: inclusive leave policies (eg Sorry Day and extended bereavement) culturally sensitive recruitment processes regulatory requirements a rationale for workforce diversity within an organisation the type of policies that promote the leveraging of diversity policy issues that can be linked to organisational diversity Three example strategies that might be used to support the leveraging of organisational diversity Two diversity planning methodologies that might be used in the organisation Ways in which workforce trends can affect workforce planning methodologies How labour trends have affected the demand for labour in your industry and your organisation. A review of government policy on labour demand and supply, with particular focus on opportunities for unrepresented or underrepresented population cohorts. For example, Aboriginal and Torres Strait Islander people defined under government policy as a key community for investment. Assessment Task 2: Report Based on your report, the Board of Directors has chosen to investigate opportunities to actively include diversity in the organisations workforce planning. They have asked that you conduct research into the organisation and report on the following. A review of the organisations current practices for recruiting, training and promoting staff including the organisations Indigenous strategy with respect to recruitment and retention of Aboriginal and Torres Strait Islander Australians. The review should identify the extent to which current practices acknowledge and support diversity within the workforce. This may require the development of a diversity profile showing the extent of diversity in recruitment, training and promotion. It should reference the organisations Reconciliation Action Plan (RAP) status and/or advise on the status or implementation of measurements to create/seek endorsement for RAP status. An analysis of staff turnover to identify any trends or patterns relating to diversity. This analysis should identify the diversity of staff being recruited and leaving. A comparison of workforce demographics against local, regional and international population demographics. This is to show the similarities (or differences) between the organisations diversity profile and that of the broader population. [useful website https://profil.id.com.au] Identification of factors that may affect current and future supply of workers, and an assessment of the potential impact for the organisations workforce. Assessment of opportunities for increasing diversity within the organisation that may provide opportunities working within government policy and frameworks that include an availability of funding arrangements. This assessment may include consultation with community peak bodies such as Aboriginal Affairs and Arts Access. Undertake a review if the organisation has an Indigenous Employment strategy, examining pathways introducing a strategy and sourcing external revenue/funding streams to assist in the implementation of this strategy. Recommendations for initiatives or policy changes that would support the valuing and leveraging of diversity to improve organisational practices and meet related regulatory requirements.
Assessment Task 3: Report and presentation The Board of Directors was impressed with your research and want to go a step further. This means the development of objectives and strategies to enhance diversity within the organisation. You are now required to undertake the following tasks. Draw on the research you have conducted and establish a viable set of at least three objectives to enhance diversity within the organisation. The objectives will need to consider the modification or retention of the workforce, and training and development opportunities for all staff as well as identified cohorts such as LGBTI, Ability-challenged and Aboriginal and Torres Strait Islander Australians. Develop a set of at least three management strategies and/or programs that will enable the organisation to meet the objectives you have established. The strategies must proactively support valuing and leveraging diversity and include succession planning that develops and retains workers from diverse backgrounds. Develop two contingency strategies to increase opportunities for identifiable population cohorts that are unrepresented or underrepresented. Include the identification of potential problems or extreme situations that would require the contingency strategies to be put in place. Identify and include the possible use of two government labour market programs for training and development purposes, including Aboriginal and Torres Strait Islander programs such as VTE and Employment Parity Initiative. Prepare a report and presentation outlining the objectives and strategies and explaining the rationale and benefits for the organisation. This information is to be presented to the Chief Human Resources Officer (your assessor) at a time, date and location to be mutually agreed. The presentation should be limited to a half hour including discussion time. Assuming your presentation is successful, have the Chief Human Resources Officer (your assessor) sign off on (endorse) your report.
Assessment Task 4: Implementation and review Your presentation was successful, and you now must implement three of your recommended strategies and/or programs. This will require the cooperation of the organisation in which you work. This requires the following to be implemented in a work environment. Three strategies and/or programs aimed at increasing opportunities for unrepresented or underrepresented population cohorts. that support and leverage diversity to help meet the agreed workforce diversity objectives including succession planning to ensure development and retention of workers from diverse backgrounds that ensure compliance with regulatory and ethical requirements including changes to facilities including training and development required to ensure sufficient skilled labour to meet organisational needs This assessment task also requires you to monitor and evaluate the trends that you identified in your original research and relied on in your planning. After a period of time agreed to by your Chief Human Resources Officer (your assessor) you are to report on the following. How the implementation of the three strategies and/or programs have impacted on staff turnover and the diversity profile of the workforce. The effectiveness of the strategies and/or programs in terms of meeting the agreed objectives for valuing and leveraging diversity in the workforce. Whether the labour supply trends in the external environment have shifted (eg under or over supply) and whether the organisations targets for diversity representation need to be adjusted. Recommendations for the modification of recommended objectives and strategies in response to internal and external changes and global diversity issues.
APPENDIX A: Marking guide for Assessment Task 1: Report Model answers / marking criteria for each question are provided below. Use these to support your judgement when determining a satisfactory result. The learners report must contain the information indicated in this marking guide. However, if a learner provides information other than indicated below, and in the professional opinion of the assessor it is appropriate and meets the intent of the assessment task, it may be considered correct. All criteria must be addressed to satisfactorily complete this assessment event Marking criteria S N/S Trainer/Assessor to complete (Comment and feedback to students) 1a. The candidates report described organisational diversity including the following concepts. Advantages include increases in innovation and creativity, better problem-solving and decision-making, expanded talent pool, improved attraction and retention of staff, better understanding of demographic trends and their effect on the business, improved organisational reputation. Cultures, beliefs and traditions of employees collectively contribute to cultural diversity by providing a range of perspectives and reactions to all that happens within the organisation. With a diverse workforce the organisation cannot assume a consistent response to change. Rather, the wider variety of responses provides for more robust conversations and better decision-making. Equal opportunity and diversity go hand-in-hand. If the organisation is truly committed to one, the other is inevitable. It is not possible to value diversity without providing the same opportunities to all potential and existing employees. Similarly, if equal opportunity has been fully adopted, a diverse workforce should result. 1b. The candidates report included the following. Reference to the Human Rights Commission and the following legislations. Australian Human Rights Commission Act 1986 Age Discrimination Act 2004 Disability Discrimination Act 1992 Racial Discrimination Act 1975 Sex Discrimination Act 1984 A rationale based on the advantages outlined in the previous question. Policies that promote leveraging of diversity that are related recruitment based on position descriptions tailored for broader cohorts, holiday leave policies that recognise religious celebrations of many types, employee-led problem-solving and decision-making, mentoring to identify and work towards long term career goals, options for flexible work hours, training and professional development opportunities that are genuinely inclusive Policy issues may include inability to meet recruitment targets due to lack of appropriately qualified and experienced candidates in the target groups, unintentional tensions within work teams due to multi-generational friction between represented cultural groups, the need for training in inclusion and acceptance, inadvertent unwelcome highlighting of individual differences, dissatisfaction if promoted outcomes are not achieved 1c. The three example strategies are recognised and have been used in other organisations. Each has been outlined in sufficient detail to enable managers to identify potential appropriateness for the target organisation. 1d. Each diversity planning method has been documented (eg examples can be located in the literature or internet) and are potentially able to be applied to the target organisation. 1e. The identified workforce trends and their effect of workforce planning may include the following. Boomerang employees those that leave then return to a company. They have the advantage of already knowing the organisation so dont need extensive orientation. Younger professionals becoming leaders these have a strong impact on organisational culture and tend to move from company to company more frequently than their older counterparts. Increased demand to be able to work from home this is becoming a challenge for those organisations that are reluctant to trust employees they cannot see. Insisting that employees be seen in the office during traditional work hours, regardless of whether they need to directly interact with other employees, can frustrate workers and lead to increased turnover. Increased reliance on technology and software algorithms for decision-making can lead to dissatisfaction if the decisions are not popular or do not lead to the intended outcomes. Reducing the human input into decisions can cause employees to feel they are not valued and may seek a more people-oriented work environment. Increased popularity of part-time or short-term contracts can lead to greater flexibility for an organisation. However, it can also lead to instability and dilution of organisational culture. 1f. The report identifies specific labour trends relevant to the organisation and describes specific effects on the demand for labour in the candidates industry and organisation. 1g. The report summarised government policy on labour demand and supply and identifies how policy will or wont provide opportunities for unrepresented or underrepresented population cohorts. Trainer/Assessor Name and Signature: Date: APPENDIX B: Marking guide for Assessment Task 2: Report Model answers / marking criteria for each question are provided below. Use these to support your judgement when determining a satisfactory result. The learners report must contain the information indicated in this marking guide. However, if a learner provides information other than indicated below, and in the professional opinion of the assessor it is appropriate and meets the intent of the assessment task, it may be considered correct. All criteria must be addressed to satisfactorily complete this assessment event Marking criteria S N/S Trainer/Assessor to complete (Comment and feedback to students) 2a. The review described the policies, procedures and actual practices and any examples of implicit bias. It includes a diversity profile showing the extent of diversity in recruitment, training and promotion in the organisation. 2b. Staff turnover figures were included and analysed using a diversity profile. Trends and patterns relating to diversity were identified. 2c. The comparison of workforce demographics against local, regional and international population demographics identified the similarities (or differences) between the organisations diversity profile and that of the broader population. 2d. Identified factors that may affect current and future supply of workers may include but not be limited to aging population, migration patterns, changes in retirement age, changes to superannuation policy, wage rates, employment rates For each identified factor, the report included an assessment of the potential impact for the organisations workforce. For example, high employment rates may result in fewer potential candidates for each position advertised. 2e. The assessment of opportunities for increasing diversity in the organisation will vary according to the candidates organisation. However, the opportunities are likely to be in the areas of recruitment, training, promotion and inclusion in problem-solving and decision-making processes. 2f. If the review shows there is no Indigenous Employment strategy, the inclusion of one is among the report recommendations. If such a strategy already exists, the report recommendations include introduction of clearly defined promotional pathways and sourcing external revenue/funding streams to assist in the implementation of this strategy. 2g. The recommended initiatives or policy changes should reflect the information provided in 2a 2f. They must be practical to implement. Trainer/Assessor Name and Signature: Date:
APPENDIX C: Marking guide for Assessment Task 3: Report and presentation Model answers / marking criteria for each question are provided below. Use these to support your judgement when determining a satisfactory result. The learners report must contain the information indicated in this marking guide. However, if a learner provides information other than indicated below, and in the professional opinion of the assessor it is appropriate and meets the intent of the assessment task, it may be considered correct. All criteria must be addressed to satisfactorily complete this assessment event Marking criteria S N/S Trainer/Assessor to complete (Comment and feedback to students) 3a. Each of the three objectives was a natural extension of the information provided in the previous two assessment tasks. Each was possible to attain and focussed on modification or retention of the workforce, and/or training and development opportunities for all staff. 3b. Each of the three strategies and/or programs was a natural extension of the information provided in the previous two assessment tasks and related to the objectives established in 3a. One of the strategies focuses on succession planning that specifically develops and retains workers from diverse backgrounds. 3c. The two contingency strategies identify potential problems or extreme situations that would require them to be put in place. The strategies are directly related to the information provided in the previous sections and would be viable for the organisation to enact if required. 3d. Two government labour market programs are identified and included in the training and development strategy and/or program. 3e. The report includes all the information in 3a 3d. The presentation succinctly and effectively outlines the objectives and strategies, and their rationale and benefits. 3f. Based on the evidence provided so far, the Assessor endorses the report. Trainer/Assessor Name and Signature: Date:
APPENDIX D: Marking guide for Assessment Task 4: Implementation Model answers / marking criteria for each question are provided below. Use these to support your judgement when determining a satisfactory result. The learners report must contain the information indicated in this marking guide. However, if a learner provides information other than indicated below, and in the professional opinion of the assessor it is appropriate and meets the intent of the assessment task, it may be considered correct. All criteria must be addressed to satisfactorily complete this assessment event Marking criteria S N/S Trainer/Assessor to complete (Comment and feedback to students) The candidate provides a signed 3rd party report (refer to Appendix E) that confirms implementation of three strategies/programs aimed at increasing opportunities for unrepresented or underrepresented population cohorts. The candidate provides a signed 3rd party report (refer to Appendix E) that confirms implementation of three strategies/programs that support and leverage diversity to help meet the agreed workforce diversity objectives The candidate provides a signed 3rd party report (refer to Appendix E) that confirms implementation of three strategies/programs including succession planning to ensure development and retention of workers from diverse backgrounds The candidate provides a signed 3rd party report (refer to Appendix E) that confirms implementation of three strategies/programs that ensure compliance with regulatory and ethical requirements The candidate provides a signed 3rd party report (refer to Appendix E) that confirms implementation of three strategies/programs including training and development required to ensure sufficient skilled labour to meet organisational needs The report includes quantitative data that demonstrates the impact of the three strategies/programs on staff turnover and the diversity profile of the workforce The report includes data that demonstrate the extent to which the agreed objectives of the three strategies/programs have been achieved. The report describes labour market trends in the external environment in terms of shifts resulting in under or over supply. Based on the information the report, recommendations are made for adjusting the organisations targets for diversity representation. The recommendations sensibly reflect the identified trends in the labour market. The report identifies and summarises internal and external changes and global diversity issues that point to the need for modifications or adjustments to the recommended objectives and strategies. The indicated modifications or adjustments are described. Trainer/Assessor Name and Signature: Date: APPENDIX E: Third party report Name of workplace/business _________________________________________ Name of workplace supervisor _________________________________________ Position/Role of workplace supervisor _________________________________________ I verify that as part of their employment or during their work placement in our organisation, the learner _____________________________________ implemented three strategies or programs with the following characteristics. Aimed at increasing opportunities for unrepresented or underrepresented population cohorts That supported and leveraged diversity to help meet the agreed workforce diversity objectives Included succession planning to ensure development and retention of workers from diverse backgrounds Ensured compliance with regulatory and ethical requirements Included training and development required to ensure sufficient skilled labour to meet organisational needs Signed: ____________________________________ Date: ____ / ____ / 20 ____ Signature of workplace supervisor

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