studyhelp.xyz

Human Resources

Templates, Links and Samples
- Attracting candidates AND recruitment Handout
  (Courtesy: Government of Tasmania)
- Climate Survey (Organisational): Template
- Code of Conduct: Briefs
- Diversity Policy: Sample
- Email to Announce New Hire: Link 1
- Employee Assistance Program (EAP): Link 1 and Link 2
- Employment Contract: Template
- Induction Checklist: Template (Courtesy: Govt. of South Australia)
- Induction Plan: Template
- Interview Guide: Template
- Job Description: Template
- Job Description: How to write one?
- Job Advertisement: Template
- Job Advertisement Sample (Courtesy: Target)
- Job Description: Customer Service Rep (Courtesy: Reckon Australia)
- Job Description: Sandwich Artist & Managers (Courtesy: Subway Australia)
- KPIs for a Call Centre Operator: Some examples (Courtesy: Talkdesk)
- Learning Organisation: Link 1, Link 2, Link 3, Link 4
- Legislations affecting HR
- Letter of Offer: Template (Courtesy: Fair Work Ombudsman)
- Letter to Unsuccessful Candidate: Template (Courtesy: Fair Work Ombudsman)
- Option Proposal: Sample
- Performance Appraisal: Sample
- Performance Appraisal: How to conduct an effective one? Video
- Performance Appraisal: Addressing poor performance Video
- Performance Management / Improvement Plan: Template
- Performance Management System: Examples, Definitions, Full Handbook
- Performance Review: Form
- Poor Performance: How to deal with? Video
- Recruitment Process: A Flow Chart (Courtesy: Lancaster University)
- Recruitment: Selection Report Sample
- Recruitment: Flow Chart
- Recruitment Cost Analysis: Sample
- Recruitment Schedule/ Steps Involved
- Recruitment Schedule: Template
- Recruitment Services Survey: A Sample
- Return to Work Program: Template
- Service Level Agreement: Flowchart1, Flowchart2
- Service Agreement: Sample
- Staff Recruitment Proposal: Sample
- Staffing Management Plan or Staffing Plan: DOC File
- Strategic Workforce Planning: Case Studies (Courtesy: The Conference Board)
- Workforce Mobilisation: Link 1, Link 2
- Workforce Planning: Case Studies
- Workforce Plan Proposal: Presentation Template
- Workforce Planning Report: Sample
- Workforce Relations: The Elements, Employers' Checklist
For CA students only (Password protected files)
- Develop and Manage Performance-Management Process: Notes
- BSBHRM501A Lecture Handouts Part 1, Part 2 and Part 3

Student FAQs
Qs 1. Which methods are used to determine staffing requirements?
Ans Staffing requirements can be determined by various methods eg Scenario planning, Budget and business plan demand forecasting, Managerial or expert judgement demand forecasting, Ratio trend analysis demand forecasting, The Delphi technique, The nominal group technique etc.

Qs 2. What should be included in appraisal document?
Ans. Please download the PDF.

Qs 3. What are the basic components of a Policy Document?
Ans. Policy document (in general) should have: Introduction, Commitment, Principles, Legal Framework, Objectives, Roles & Responsibilities, Monitoring & Evaluation and Review.

Qs 4. What should be considered while making changes to policies?
Ans. Please download the PDF.

Qs 5. How can I estimate the period of absence, while preparing the return to work program?
Ans. Please download the PDF.

Qs 6. Re. Assessment Task1: I am not sure but I think that in the mechanical figures, there are different values to the same thing: at the page number 11 say that number of mechanical in 2016-17 will be 38, while at page 13 say that number will be 45.
Ans. In Assessment PDF, Page 11's mechanic figures are about number of current mechanic positions available and the chances of filling them in. While Page 13's mechanic figures are about number of mechanics we will require for 2016-17. So the difference is current availability and the future requirements.

Qs 7. Re. Assessment Task1: In the Point 4 , I don't understand what does it mean by "organisational future demand and predictive techniques used"?
Ans. While preparing workforce planning report we are required to figure out our company's future staffing requirements i.e. how many mechanics we will need in 2016, how many in 2017 and so on. This can be done through various methods e.g. analysing the staffing charts, historical data, checking company's strategic and operational plans, meetings with department managers (heads), analysing company's expansion or likewise plans, keeping in view the market's labour supply situation and many other tools, which we discussed in class and/or available on internet.

Qs 8. Re. Assessment Task1: For workforce planning report, what my recommendations should be?
Ans. In addition to your labour supply, recruitment strategies you should focus on retention and addressing the current problems you are facing e.g. Retirement or Resignations >> you can have succession plans in place, which will help you in smooth transition; for lack of promotions >> you can have a proper plan for internal promotions and/or annual salary increments based on employee performance; for lack of opportunities >>> you should consider creating opportunities for them, providing more training (learning & development programs), skills exchange programs, coaching & mentoring systems etc.; for positive work culture >>> you can consider organising family event days, staff BBQ days, drinks after work etc. AND at the same time enforcing strict policies for any unprofessional behaviour; for lack of recognition >>> you can introduce bonus systems, certificate of appreciation, employee of the month program or at least appreciation in staff meeting to recognise the hard work and efforts.

For TUni students only (Password protected files)
BSBHRM501: Manage human resources services
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM506: Manage recruitment selection and induction processes
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM512: Develop and manage performance-management processes
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM513: Manage workforce planning
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBWRK510: Manage employee relations
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM502: Manage human resources management information systems
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM507: Manage separation or termination
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM509: Manage rehabilitation or return to work programs
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

BSBHRM510: Manage mediation processes
- Lecture Handouts Session 1
- Lecture Handouts Session 2
- Lecture Handouts Session 3

For Greenwich Students only (password protected files)
BSBHRM513: Manage Workforce Planning
- Assessment Tasks Summary
- Session 1: Lecture handouts
- Session 2: Lecture handouts
- Session 3: Lecture handouts
- Session 4: Lecture handouts
- Session 5: Lecture handouts
- Session 6: Lecture handouts
- Organisational Climate Data: Info

Recommended Reference Books
- Armstrong, M., Performance Management: Key Strategies and Practical Guidelines
- Daniels, A., Bringing out the best in people
- Rothwell, W. and Sredl, H., The ASTD Reference Guide to Professional Human Resource Development Roles and Competencies
- Tovey, M., Uren, M. and Sheldon, N., Managing Performance Improvement
Questions? Click here