Assessment Task 3: Project Human Resources management
Task summary
In Assessment Task 3 you are required to write a project human resources
iefing report then meet with your General Manager to negotiate the job description part of their report. You are also required to allocate staff to positions at the Australian Home Show stand.
This assessment is to be completed in the simulated work environment in the RTO.
Required
· Access to textbooks and other learning materials
· Computer with Microsoft Office and internet access
· Access to the below videos on how communication is managed in projects
https:
www.youtube.com/watch?v=TP1Ehta2x34
https:
www.youtube.com/watch?v=KHEh8_r4LcI
· Project HR Briefing Report Template
· Staff Allocation Template
· Staff List
· Recruitment, Selection and Induction Policy and Procedures
· Performance Plan Template
· Professional Development Policy and Procedures Template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
· Answer all questions
· Email with draft Project HR Briefing Report attached
· Email with Revised Project HR Briefing Report and Staff Allocation Report attached.
· Performance Plan Courtesy Staff
· Performance Plan Tradespeople.
· Staff Allocation Report
· Professional Development Policy and Procedures
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be a
anged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 3 Instructions
Carefully read the following:
Boutique Build Australia was established in 1990 and is a boutique building company based in Sydney that specialises in the design and build of high-quality designer homes for the Sydney metropolitan and su
ounding areas. The company employs approximately 50 staff including the CEO, Operations Manager, Human Resources Manager, Marketing and Sales Manager, Customer Service Officers (6), architects (2), Site Managers (3) and a large team of tradespersons, some of whom are employed, and some are contractors.
The personnel are generally managed as three overlapping teams: administration, sales, and on-site.
The company is in a period of growth and has opened an office in Brisbane with the goal of expanding into the Sunshine Coast and the Gold Coast over the next five years.
At a recent executive meeting, it was decided that Boutique Build Australia should participate in the upcoming Australian Home Show in Brisbane. It will run from Friday through Sunday, from 10am to 5pm, and be widely publicised in the media.
It is hoped that a strong presence at the show will attract the interest of potential customers. The company’s ongoing expansion also means that more tradespeople will be needed to work on new building projects. The show provides a great opportunity to make contact with many qualified tradespeople who attend the show. The company would like to have at least three courtesy staff at the booth at all times, collecting details of potential customers and tradespeople. Ideally, these would be cu
ent Boutique Build office staff, who will be familiar with the company’s range of products and services. The data is to be collected using two documents that have been used in previous projects, Customer Data Collection, and Team Member Data Collection, and will then be given to the sales and marketing team.
It has been decided that several of Boutique Build’s tradespeople will build a kitchen in the congress stand, using some new material and new designs from our architects. This will, hopefully attract, a lot of traffic to the stand. The company’s Master Builder will oversee the new kitchen’s construction and the training of the selected tradespeople. It will be vital that the tradespeople building the kitchen are able to speak with members of the public (and other tradespeople) to describe the work they do. As the stand will be quite small, a maximum of two tradespeople will be able to work on the kitchen at a time. It has been estimated that two tradespeople can build the kitchen in about 18 hours.
As Project Manager, you will be managing the Home Show project, reporting to the company’s General Manager. You will also be in attendance at the Show, to manage the staff attending the stand. Several of the management team will also be in attendance at the Home show but will be involved in the ongoing running of the stand.
The staff selected to work on the stand will be directly answerable to the Project Manager, but the Master Builder will be in frequent attendance at the stand to keep an eye on the kitchen constriction, and the administration Manager will assist the courtesy staff with any questions that are outside their expertise.
Complete the following activities:
1. Write a draft project HR
iefing report
In order to commence the planning of human resources for the event, you are required to write a
iefing report to provide to the General Manager.
Your
iefing report should include the following:
A Work Breakdown Schedule should be created to set out the project organisation and structure. This will allow you to align individual and group competencies with project tasks.
The personnel resource requirements for the show
The expected staffing levels
The individual tasks that will be expected of the staff members
The competencies expected of staff.
Project role descriptions. These role descriptions will be circulated among Boutique Build’s staff to see how many are interested in working on the stand during the Home Show. Ensure that these are written clearly, and in a language suited to the personnel you wish to have working at the stand. The job descriptions should include, as a minimum:
Authority level
Task responsibilities
Performance measurement criteria
Training plan
A request that interested staff should contact the Human Resources Manager and explain why they would like to be involved in the project.
You are also expected to explain the following in the
iefing report:
Your strategies for preparing and managing the staff who will work at the stand.
Strategies to ensure that team members have input into the planning, decision making and operational aspects of the work they will be doing as a team
Human resource management methods, techniques and tools that you will use to prepare the staff for their roles. These should include at least one training session for the selected staff, and include any staff skills training techniques, such as roleplays, that could contribute to their performance at the Home Show.
Techniques for managing and improving staff performance that you intend to use with the selected staff, such as observation and assessment, or mentoring.
The criteria that will be used to measure individuals' performance, and the processes that will be used to determine these.
Processes to ensure that issues, concerns and problems that are identified by team members are recognised and addressed.
Use the Project HR Briefing Report Template to guide your work.
You will be reviewing this report following a meeting with the General Manager, so save this version of the document as Draft Project HR Briefing Report.
1. Send an email to the General Manager (your assessor).
The text of the email should be in grammatically co
ect English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachment, and ask for their feedback and the time, date and place of your meeting.
Attach your Draft Project HR Briefing Report to the email.
1. Meet with the General Manager (your assessor)
The objectives of the meeting are to review your Project HR Briefing Report and to negotiate project job descriptions.
You are required to demonstrate that you are able to negotiate the wording of the job descriptions. That will involve discussing what you have written, and then incorporating your General Manager’s feedback into the document.
Discuss each section of your
iefing report with the General Manager, asking for their feedback on, and approval for, each section.
During the meeting, demonstrate effective communication skills including:
Speaking clearly and concisely
Using non-ve
al communication to assist with understanding
Asking questions to identify required information
Responding to questions as required
Using active listening techniques to confirm understanding
1. Review your
iefing report.
Incorporate the General Manager’s suggestions into an updated version of your
iefing report.
Name this Revised Project HR Briefing Report.
When completed, submit your Revised Project HR Briefing Report to your assessor.
1. Develop performance plans
When you have finalised the
iefing report, you are required to develop a performance plan for each team working on the Australian Home Show stand.
These plans will be used to guide their training prior to the show.
The plans should clearly set out teach team’s expected:
Outcomes
Outputs
Key performance indicators
Goals
Use the Performance Plan Template to guide your work.
Save the documents as Performance Plan Courtesy Staff and Performance Plan Tradespeople.
When completed, submit these documents to your assessor.
1. Allocate personnel to the project.
Assume that your project role descriptions have been sent to Boutique build staff, and many administration staff and tradespeople have expressed interest in working on the Home Show stand. The staff’s responses have been recorded in the Staff List, and each applicant’s line manager has given a
ief summation of their abilities.
Review the Staff List and decide which staff members would be most appropriate to work at the stand during the show.
Review the Recruitment, Selection and Induction Policy and Procedures to ensure that your staff allocation is in accordance with this.
Use the Staff Allocation Report Template to write a short report on why you have chosen each of the staff on your list. Refer to the Recruitment, Selection and Induction Policy and Procedures when appropriate.
When completed, submit your Staff Allocation Report to your assessor.
You have recently received the following email from the CEO:
Dear Australian Home Show Project Manager.
I see that you have established the human resources required for the project, and it looks as though we will have some of our best people helping at the stand.
The show is a great opportunity for Boutique Build to stand out from our competitors as a great company to do business with, and to work for