BSBMGT616 Develop Organizational Strategies

Procedure

Strategic objectives

According to the minutes that are prepared as per the board meetings and basis of the MacVille organization, they follow certain objectives that are formulated and discussed concerning the future objectives of the organization. The CEO of the organization presents different objectives that can be treated as the standard guidelines related to the business enterprise in the coming 5-year plan. These can be detailed as:

The imperative objectives of the organization MacVille are offering and establishing the espresso coffee machines in the provided location of the country Australia. According to the Java Estates, it is needed to be a top priority and acknowledgment. The corporation oversees the amount that is elevated.
It is needed to expand the business that the sales and the revenues by 5% in the coming period. The expansion approach of time frame is almost 5 years. The implementation for the expansion of deals for making better valuable transactions in terms of resources and raw material providers. Moreover, the organization’s human resource is motivated for achieving the task that is desired.
For building the group value that is untapped in terms of the geographical region for 5 years.
The organization aims to reduce the wastage overall and reduction in the abnormal wastage in terms of the account of 10%. Some certain standards and guidelines are formulated for the achievement of objectives and desired goals (Wolf& Floyd, 2017).

Strategies for each objective

At the time of setting out long and short-term objectives related to the organization,certain strengths are to be seen in the company as they are needed to be united properly. As per the organization and its point of view in terms of the opportunities of the external market it is imperative to utilize them for attaining the maximum amount of output. The organization can’t provide the output of 10% or less it is dedicated to the organizational employees and also deliver the tasks effectively. Moreover, the targets and plans of the objectives are seen to be considered very critical in terms of future and present as well as organizational wellbeing. The goals are to be seen organized by the investigation of the practices of the company in terms of effective communication with the association of the employees. As the end goal is seen to be fulfilled by objectives and needs of the organizational market for the expansion of aggressive market shares and effective procedures and policies that are needed to be formulated. Promotion of the strategies of the organization and products are needed to make the organization successful. Certain strategies are prepared in terms of reviewing the strengths and weaknesses of the organization that are analysed for others in terms of the tribal physician in the market. The decision is strategic and is taken in the aspect of the portfolios of investment Human Resource Management and the market risk that certainly triggers the effective change and its implementation. The preparation of certain strategies as per the internal business position and conditions of the external environment is imperative (Munier, 2013).

For the strategies,
Development of strategies prioritized list
Timeframe for completion
Assigning the responsible parties for every strategy
Assigning the measurable performance

Objectives of the business	Prioritized strategies	Timeframe	Authorities responsible for strategies	KPI’s
Expansion of the untapped Australian regions.	Increase in the promotional and marketing strategies.	5 Years	Research and marketing head.	Increase in revenue at a particular time in Australia (Chambers& Taylor, 2019).
Increasing the revenue by almost 5%.	Human resource motivation as well as efficiency in the increase of the sales and introduction of new products for offering a particular customer base.	5 Years	Research and marketing head.	Increase in customer base in terms of upcoming Orders and customers.
Building brand value of the business.	The procedure of Engineering skills-building competitive advantage with the help of promotional activities that are efficient in terms of building product lineStead& Stead,2014).	5 Years	Hiring effective staff members and offering the product at a quite lower price in comparison to the brand of rivals and competitors.	Requirement increase as well as product demand.
Reduction in the wastage by overalls 10%.	Dividing and prioritizing the work and checking certain areas related to the defaults and curbing them to a particular extent.	5 Years	Control and Quality Management head.	Witnessing a particular decrease in the wastage overall.

After completion of the draft of the strategic plan:

Briefing materials

The summary notes are related to the meeting with the CEO of the company.

Agenda of the meeting: Strategic plan of MacVille.

Participants: Team, general manager, and CEO.

Notes:

The objectives that are formulated are reviewed that consist of clear understanding, as well as implementation, is required.

The strategic plan certainly is reviewed as per the smart objectives and the standards of benchmarking results.

As per the discussion, the role of the employee consists of achievement and implementation of the target that is reviewed and motivating the current employees in terms of the commitment that is determined for improvement in the future.

The strategies consist of recording the employees particularly in consideration of the dedication of the employees for generation and achievement of the targets that are assigned.

Drafting the strategic plan on reviewing the organizational weaknesses and strengths according to the analysis of customers and competitors.

Approval of the strategic plan by so with proper confidence of getting on board with it.

CEO advising HR to find proper resources for the organizational implementation.

Past performance of the nominated employees for the management of target in terms of reviving to make sure that the person is doing the right job and it is measured properly.

Cover statement
Overview of the key objectives
Description of process and research utilized

Cover letter

This letter is written with great pleasure and this concept of a strategic plan that is endorsed collectively as per the board and the so. The plan is devised as well as completed successfully and it is a very imperative ground for the implementation of the plan in the company. As per the implementation phase, the importance of briefing the staff as well as associated stakeholders related to the strategic plan is very beneficial. Breaking the plan into certain stages and overviewing its objectives in the organization and pursuing the segments and revising the plan is an essential part of this scenario.

Key objectives

The important objective of the organization is administering the coffee espresso machines in the location of Australia. Expansion of corporate governance by almost five percent is essential in a particular time frame that is 5 years in terms of implementation of certain degrees that are provided with the help of resources and raw materials. Building a brand value related to the geographical reasons of Australia in a particular period. Reduction in the overall wastage of 10% (Bryson, et al., 2018).

Plan development

The plan is developed concerning the imperative stakeholders that consist of middle managers as well as higher management and different suppliers for ensuring the successful implementation to its fullest in the company. The initial draught is sent to the general manager related to the team for different board meetings about the subject matter and feedback of certain stakeholders that are incorporated and taken with the best and the finest way possible in terms of shipping and revising the final plan. The incorporation of the HR manager comments is assigned as per the key performance indicators in a realistic form that makes the measurement of the performance easier.

References

Bryson, J. M., Edwards, L. H., & Van Slyke, D. M. (2018). Getting strategic about strategic planning research. Public management review, 20(3), 317-339.

Chambers, L. D., & Taylor, M. A. (2019). Strategic planning: Processes, tools and outcomes. Routledge.

Munier, N. (2013). Project Strategic Planning. In Project Management for Environmental, Construction and Manufacturing Engineers (pp. 55-64). Springer, Dordrecht.

Stead, J. G., & Stead, W. E. (2014). Sustainable strategic management. Routledge.

Wolf, C., & Floyd, S. W. (2017). Strategic planning research: Toward a theory-driven agenda. Journal of Management, 43(6), 1754-1788.

BSBMGT616 Develop Organizational Strategies

Contents

Assessment task 1. 3

References. 5

Assessment task 1

1 Email

To: stakeholders@au.in

From: organizationmanager@au.in

Subject: mission/vision review

The ‘MacVille’ organization is producing the espresso coffee machines to meet their organization’s reliability and sustainability and this is the reason the organization is unable to meet its vision and mission. According to the CEO of the organization as they explain that from the last few years there is some kind of strategic plan which been implemented by the organization and it is not developed. Based on this report organizations have to change their planning to reach the stage. First, they have to make a plan and then make their strategies and after that, they have to start the procedure and at the end, they have to implement the plan in the organization.

Thank you

2 roleplay

Stakeholders- as the organization is going to implement new working strategies and planning for providing the espresso coffee machines and they have to provide hospitality to their clients but somehow we are missing our mission.

Project manager –‘MacVille’ is the organization who wants to reach the level of their mission and they have to make their vision for achieving the target.

Stakeholder- based on the case study and the report review of the organization data report the CEO wants to formulate the newly developing areas in their plan to improve the working policy of the organization.

Organization manager- yes sir as the responsible for the company development this is our duty to match the organization’s mission to their vision and make the vision of the organization clear to reach the point of the company development.

Stakeholders- as our organization doing such hard work in reaching the customer’s satisfaction level and we are donating some % amount of money from the company profit section. This is the reason the organization has to reach the target level of the company mission.

3 Summary

Based on the meeting with the stakeholders of the organization this has been very clear that the organization is unable to meet its target as they are doing their best to provide the espresso coffee machines to the organization (Oepkes, et al,). As the CEO further explains as the implementation of the organization and their development they have to continuously challenge the organization’s methods and they want to simply improve the business (Oepkes, et al,). According to the stakeholders and their point of view they have to make identify the community closely to serve them better in the future (Van Opstal, et al.,). Macville organization has to reach out to their customers and fulfill their needs and match with their expectations because as they are serving the coffee machine and in return organization getting reward from their customers for the improvement in the organization. As the organization is a non-profit company but they have the priority to match with the customers and their satisfaction. This is the point of view of the organization from the stakeholder point of view company (Van Opstal, et al.,).

References

Oepkes, D., Page‐Christiaens, G. C., Bax, C. J., Bekker, M. N., Bilardo, C. M., Boon, E. M., … & for the Dutch NIPT Consortium. (2016). Trial by Dutch laboratories for evaluation of non‐invasive prenatal testing. Part I—clinical impact. Prenatal Diagnosis, 36(12), 1083-1090.

Van Opstal, D., Van Maarle, M. C., Lichtenbelt, K., Weiss, M. M., Schuring-Blom, H., Bhola, S. L., … & Dutch NIPT Consortium. (2018). Origin and clinical relevance of chromosomal aberrations other than the common trisomies detected by genome-wide NIPS: results of the TRIDENT study. Genetics in Medicine, 20(5), 480-485.

BSBMGT616 Develop Organizational Strategies

Contents

Assessment task 4. 3

Report. 3

References. 5

Assessment task 4

Report

Key performance information progress

According to the case study which is mentioned below this has been very clear that the organization does the KPI planning but it will not get in that way and the actual performance of the organization. Based on the company objective as the decision during the KPI performance of the company they have decided in their strategy A that they are going to implement the 200 machines in the market. But in the actual, they implement only 180 machines within the 12 months and this describes the organization lack ness in the market and they have to make a new plan and implement according to the organization requirements. in objective 3 the organization joins with the Java estate and they are going to co-branding of the cups and café banners they plan to make 100 % of café machine banner but in reality, things got changed and they can implement only 50 % of the banner and they are not perfectly design and also, have the color and design issues in that (Hu, et al., 2017). The KPI of the organization will describe the key performance of the company and their way of working and their working styles (Hu, et al., 2017).

Milestone progress

Milestone progress of this organization and their strategic plan will decide to reduce the energy wastage by 10% from the year of the 2010 and they have set the benchmark for their five years and after implementing these strategies in the organization they change the percentage amount from 10 to 8 percentage because the reduction is lower compared to other year and in 2010 the benchmarks will remain 8 percentage (Pertile, et al., 2021). As the organization has to do work hard to reach the level of the milestone and they need to do work in progress and their motive. Also, the organization implements the energy use awareness campaign to motivate the people around their organization and the people who use their products and they decided that per person will drop to 10KW but in reality the actual person drop to 12KW and it was too late at the end of the year and this is not being able to implement in whole the organization branches across the country (Pertile, et al., 2021).

Overall progress

MacVille’s organization decides so many objectives and the strategies decided by the organization and they have maintained the strategies to implement so many planning in the organization. But as the caution of the real performance of the organization based on the key performance information and the data record by the organization. This information clearly explains that the organization has to focus on their working policy and they need to improve their strategies and implement their plan based on the data submission to make it incorrect way or the direction and with the help of this organization will reach out their mission based on their correct vision.

Improvement

The organization as are going to sell their espresso coffee machine and they want to publicity of their brand in the society and also they want to reach to their customers and wants to get positive feedback from them and they have the responsibilities to rea h the point of the company development and as we know the Macville espresso coffee machines are present in every state of Australia and they set their target to set their branches in all the states of Australia within the five years (Hanna, 2012). This is the responsibility of the organization to develop their company and their work in the market and they will reach more to more customers and makes genuine customers which understand the company brand benefits and their capabilities. These are the improvement which is needed to be done by the organization in implementing their working policy to improve their working quality and the organization environment also, they will be able to reach the point of the achievement stage of the organization (Hanna, 2012).

References

Hanna, N., & Richards, D. (2012, September). A framework for a multi-agent collaborative virtual learning environment (MACVILLE) based on activity theory. In Pacific Rim Knowledge Acquisition Workshop (pp. 209-220). Springer, Berlin, Heidelberg.

Hu, H., Jiang, Y., Zhang, M., Liu, S., Hao, N., Zhou, J., … & Ma, L. (2017). A prospective clinical trial to compare the performance of dried blood spots prenatal screening for Down’s syndrome with conventional non-invasive testing technology. Experimental Biology and Medicine, 242(5), 547-553.

Pertile, M. D., Flowers, N., Vavrek, D., Andrews, D., Kalista, T., Craig, A., … & Bhatt, S. (2021). Performance of a paired-end sequencing-based noninvasive prenatal screening test in the detection of genome-wide fetal chromosomal anomalies. Clinical Chemistry, 67(9), 1210-1219.

BSBMGT61 Develop Organizational Strategies

Assessment task 2

1) PEST analysis

Political factors of MacVille’s espresso machines

The determining factors that are influenced by the government towards the economy of the Espresso machines. For example, the government can impose a new duty and tax on the company by which there can be a change in the entire structure for generating revenues. The fiscal policy and trade tariffs, in the political factors the tax policies are included, in the fiscal year the government can levy around and the environment of the business can be affected to the great extent.

Economic factors of MacVille’s espresso machines

These are the economic performance determinant factors that impact the company directly and have effects for the long term. For example, the highest inflation rate in the economy will impact the price of MacVille’s espresso machines services and products. The purchasing power of the consumer and change in models of demand and supply of the economy. The economic growth patterns, foreign exchange rates, interest rates, and inflation rates are included in the Economic factors (Sammut-Bonnici & Galea.,2014).

Social factors of MacVille’s espresso machines

The scrutinizing of markets social environment factors, and determining the gauge like population analytics, demographics, cultural trends, etc. the western countries buying trends are its example like in the US there is the highest demand on the holiday seasons.

Technological factors of MacVille’s espresso machines

There are external and internal sides. The environment of the business is affected by some laws in different countries and some policies are maintained by the company for itself. Technological awareness, development and research, and automation are possessed by the market.

Political Factors	Politically motivated and political factors can affect the organization.
Economic factors	On the success, there can be impact by the economic forces.
Social factors	Social trends, behaviors, and attitudes can impact the target market of the organization.
Technological factors	There can be the effect of technology by marketing, distributing, and making your services and products (Ho, 2014).

2) SWOT Analysis

Strengths

Strengths are positive attributes and internal of the company. This consists of the things that are in the company’s control. The strength describes the competitors and the advantages are discussed in the organization for the organization. The motivation can be in the manufacturing process, accessing materials and staff of the organization. The important part of the organization is your strengths.

Weakness

Weakness is the inherent feature of the organization, the main focus should be on procedures, systems, resources, and people of the organization. what can be improved in the company should be noticed and what type of practices can be avoided.

Opportunities

For happening something positive, the opportunities are the chances for the openings, but the claiming should be done by yourself. It can arise from the outside of the organization, and ensure future happenings. Good opportunities can be taken immediately for the growth of the organization.

Threats

Threats are the negative effect on the business from external sources, like market requirements change, problems of supply-chain, or the recruit shortage. Anticipating threats are vital and action can be taken against them before they increase. There can be obstacles in the product selling in the market (GURL, 2017).

Strengths

1) Strong management – There is disciplined work by the team with expertise in the business area.

2) Uniqueness – We sold high-quality machines with automatic functions in them.

3) Strong sales and marketing – Proven marketing promotion and communication mix, with social marketing and the introduction is done by the MacVilles in the past year.

Weakness

1) Lack of reputation – In the business of coffee beans we haven’t established a reputation yet.

2) Lack of capital – All funds for the startup came from investors and loans.

3) no complimentary service – the complimentary and the reward should be provided to the customers, but by the MacVille these services are not provided.

Opportunities

1) Working with popular cafeterias – It will increase the opportunity of making profit and selling machines.

2) Growth area –$10,000 per year profit.

3) Population growth – for selling machines there is a good opportunity for the MacVille because if there will be an increment in the growth thenthe demand for the machines will also increase.

Threats

1) Being unprepared – initial poor product or services quality can discourage the customer from coming back.

2) Competition – There can be competitive with the same business regarding the company’s turnover.

3) Investment in internet marketing – More customers are attracted to the product online(Benzaghta, et al.,2021).

3) Allies and existing competitors

Competitors

1) The complementary services provided by the other companies – On the wholesale rate the other companies are providing the coffee beans and coffee machines as and complimentary service.

2) On internet marketing the investment is increasing by the companies –there is the potential by other companies to sell more products and to reach the customers.

3) Companies with the department of efficient logic – The system of efficient logistic with the companies help in increasing profits and the selling item.

4) Energy efficient distributors of coffee machines – There will be a direct effect on the sales of Macville’s when the sales are more than 30% by other companies.

Allies

1) Alliance partners – They will provide help in business growth.

2) General public – The outside eating trend will help in selling machines and coffee.

3) Companies of logistic management – The logistics can be outsourced by the MacVilles’s towards the efficient manner by the external company.

4) Domestic and commercial customers – For buying machines the domestic and the commercial customers are best for buying products (Bălău, 2015).

Allies and potential competitors

Competitors

1) Manufacturers of bottled coffee – If they will provide the coffee at a cheaper rate, it will be considered as a treat.

2) Small carbon footprint companies – The carbon tax will be paid less, and on the lower prices, they can [provide the machines.

3) Domestic seller of coffee machines – Coffee machines that are more compact and good for home use.

4) BeanEx – Big supplier of coffee beans by whom the espresso machines are also sold to the customers. The conversation was done about selling the machines as a wholesaler.

Allies

1) Home Espresso traders – In the home market the espresso machines are sold and other products of entertainment are sold in Sydney.

Strengths

1) Space is shared in the trade shows every year.

2) The consumer market was covered for the espresso machines and for making the offer of the full range to the customers.

Weakness

1) accessing partners to the trade secrets of MacVille’s.

2) Non-industry partners association can hurt the customer base of MacVille.

3) The financial commitment is not fulfilled by the partners of the company.

2) Ambrosia coffee roast – all grade coffee beans are sold in the hospitality industries and supermarkets in Australia.

Strengths

1) There can be more profit in this business.

2) there is the possibility of outdoor advertising costs for the restaurants and cafes.

3) From the industry of coffee beans, the suppliers are committed, by client base sharing.

Weakness

1) no reliability.

2) Not significant in the sales and by that there is no growth.

3) No financial venture.

4) Signage long-term commitment

5) Risk in associating with poor brands.

3) Java Estate –Arabica roasted coffee beans are sold with quality in Australia.

Strengths

1) Sales trend inclining.

2) Continuous and ongoing cash flow.

3) Fewer liabilities.

4) Wide partners in Australia.

Weakness

1) Outstanding money amount concerning (Bălău, 2015).

4)Potential allies and a statement of their alignment with organizational values

1) There is the development of new espresso machines and for running that machines energy is used less than 30%.

2) In trade there were planned changes on the imported goods tariffs, and it is removed by the free trade policy of the government.

3) Consumer market development for the espresso machines that are provided to the customer and there is the high growth experience.

4) Needs identifying and providing community support.

5) Comply and practice with the standard requirement of WHS.

6) Continuous development of strategies and the business process.

7) Prediction of higher growth in an economy, and it will be a resource boom.

8) Carbon tax possibility and introduced the intensive product energy used by the commercial enterprise.

Tender requirements

1) Branding and reputation – There should be a good reputation of the potential allies in the marketplace.

2) Potential growth – The evidence should be provided of the potential growth.

3) Reliability – The partners of the company should be reliable.

4) Diligence materials – Submission of diligence materials that are due and should be considered.

5) Strong financial background – The financial background of the company should be strong (Bourne& Jenkins.,2013).

5) Summary notes

The presentation of the SWOT and PEST analysis is done on the based scenario. Who is the final winner?

After considering the tenders that are submitted by the companies, the best candidate is Java estate, and the decision is made for the following reasons:

1) From 3 candidates the best analysis is done of the cost-benefit.

2) There is a wide market in Australia.

3) There is a good alignment of MacVille’s goal with the JV methods.

4) Complies with the 5 main requirements of the tender.

References

Bălău, M. (2015). The Influence of Market Context on Business Strategy, Competitor Imitation and Operational Effectiveness. Acta Universitatis Danubius. Œconomica, 11(4), 33-40.

Benzaghta, M. A., Elwalda, A., Mousa, M. M., Erkan, I., & Rahman, M. (2021). SWOT analysis applications: An integrative literature review. Journal of Global Business Insights, 6(1), 55-73.

Bourne, H., & Jenkins, M. (2013). Organizational values: A dynamic perspective. Organization studies, 34(4), 495-514.

GURL, E. (2017). SWOT analysis: A theoretical review.

Ho, J. K. K. (2014). Formulation of a systemic PEST analysis for strategic analysis. European academic research, 2(5), 6478-6492.

Sammut-Bonnici, T., & Galea, D. (2014). PEST analysis.

DEVELOP WORKPLACE POLICY AND PROCEDURES FOR SUSTAINABILITY

TASK 1

MacVille Policy and Procedures

Table of Contents

Macville’s Sustainability Initiatives ____
Best practice models ____
Shortfalls in existing policies ____
New policy requiring development ____
Personnel requirements for policy change ____

5.1. The change champions ____

5.2. The change ambassadors ____

5.3. The implementers ____

5.4. Senior management ____

Revised Policy ___
Macville’s Sustainability Initiatives

The initiatives taken by the MacVille’s was to protect and develop the resources of the business. The manager Seamus MacVille has observed that the work is not aligned and sustainable in the company so he decides to maintain it. The current needs of the people are met and future generation needs are provided. The environmental policy should be always there in large organizations. The sustainability initiatives of MacVille’s will be decided with environmental issues, and with the protection and law of the environment. They have adopted many sustainability policies for the benefits like the service of air conditioning is re-programmed and it can be used in the office hours only. (Leal Filho, et al.,2019). The initiative was taken by every employee in the sustainability development by turning off the air conditioner while leaving. By adopting the written and formal sustainability policy there are many reasons for the benefits of the company:

1) The performance is determined by the sustainability and the allowance of its set of objectives and agreed on a strategy.

2) The direction sense is established.

3) The accountabilities and responsibilities are highlighted in the company by implementing practices sustainably.

4) The company commitment shows and provides the marketing tool in sustainable development.

5) The eco-friendly lights can be used by the organization.

6) There should be employee encouragement for using the transportation of public.

7) Post-consumer waste should be used like paper products (Leal Filho, et al.,2019).

Best practice models

The associations of the industry have supported and promoted the specific system of the industry in the business sector for the best sustainability models. The participation and engagement are increasing of the stakeholders in the business practice and for delivery and decision-making in public policies. The communication is improved in this, and the community support is wider, the useful ideas and data are gathered, corporate reputation or the public sector is enhanced, and sustainable decision-making is provided. The stakeholders are customers, government agencies, regulators, employees, investors, suppliers, and local communities. In this policy, the appropriate strategies are included and at all work stages for minimizing the use of the resource, toxic materials reduction, and the use of hazardous chemicals, and employing the approaches of life-cycle management (Pedersen, et al.,2021).

The waste assessment is the way for improving the performance of the current environment and a better understanding will be there for gaining efforts and value. There are the following points that can be helpful in the waste assessment: –

1) Improvement in purchasing – The waste output and resource use will be reduced by the improvement in purchasing. Recycled materials also help in reducing waste and landfill waste.

2) Improvement in storage – The things which you need only that you store. The money can be saved by the management of good inventory. Make storage areas labeled clearly, clean and uncluttered. In storage, the materials are ensured not to be contaminated, collect, or mixed with the rainwater. There should not the leakage from the underground and storage tanks.

3) Conserving energy – If the energy consumption is reduced that it can help in saving money and greenhouse gases can also be reduced that are caused by the fossil fuels burning. At the workplace make sure the lights are off while leaving and use lighting products that are energy-saving if possible (Etzion, 2018).

4) Reducing waste – In the other businesses, the recycling of the segregated waste is done in the products. There are the main 3Rs that are recycled, reuse, and reduced. If there will be less pollution the waste will be less and it will cost less and the effort in making the products will also be reduced.

Shortfalls in existing policies

Business planning is an integral part of the organization’s sustainability commitment and the reflection of developed policy as the opportunity in the business. When the consultation is done with the stakeholders, a plan is developed, and acceptance is gained then the policy that is developed you can start and it will help in the further guidance. If the main focus of your organization is recycling then the procedures and policies can be written for the team. These steps can be helpful in the shortfall:

Step1 – Target materials identifying – The sustainable materials should be identified before the use that it is energy conserving or not and to see the resource management in that process.

Step 2 – Program designing – For implementing the plan and for reducing the cost of the program the designing is mandatory for the proper implementation and reduction of waste in the program by designing.

The policies are documented when many businesses begin their earnest journey. For the work, the appointment of a sustainability coordinator is there for coordinating the initiatives of sustainability and reporting to the senior manager in the company. The other responsibilities can behold by the sustainability coordinator. The communication of the proper information with the employees should be there for effective plans and with a clear explanation. Onboard, the stakeholder should be there for the company’s benefit and their ideas can be genuinely listened to. In the organization, awareness can be created among the customers, employees, and stakeholders about the policies (Shawe, et al.,2019).

New policy requiring development

For developing the environmental sustainability policy, the identification of the policy by the organization about their applying can be on the project, one work area, and the whole organization. There should be the determination towards the integrated approach in the organization about focus and sustainability on the particular aspect which can be environmental, social, or corporate aspect. The environmental aspect should be focused more. For implementing the ESP, the ISO 14001 principle is used. The compliance of policies, treaties, regulations and environmental laws by the organization is there. In your organization, the applied laws are determined by the environmental impacts and environmental aspects identifying with its activities. On the local, state, and commonwealth levels the environmental issues are identified in the Australian laws. (Holliday, et al.,2017). In the businesses the legislation is applied in the Victorian state include:

Environmental protection act 1970 – This act is outcome-oriented, the pollution preventing and environmental damage is aimed. The quality objective of the environment is set for meeting the place programs. The overtime is involved in the act for keeping pace with the best practice in the world and with the regulation of environment protection and for community needs meeting. The key aims of this act include:

management of the holistic environment and sustainable use.
for ensuring community input the consultative process is ensured and programs and goals are the key drivers in the protection of the environment.
For environmental protection, the cooperative approach is encouraged (Singh, 2015).

State environment protection policies – These policies include sustainability in the water, waste, noise, groundwater, and land and air.

Health act 1958 – this act was given by the health ministry for protecting, promoting, and improving public health.

Planning and environment act 1987 – this act was passed for providing the urban planning framework and for land development use in the Victoria state. This protection and development of land also provide the interest in the long-term for the Victorians.

National Environment Protection Council (Victoria) Act 1995 – this act is to ensure people are protected from pollution, noise, water soil, and air whether they are from Australia or not. From the measures of National environment protection, the NEPC objectives are achieved. There is the establishment of pollution control for water, air, and land with some legal responsibilities.

The environmental policy that every company needs for complying is water conservation, waste reduction, sustainable ways of working with customers and suppliers, reduction of greenhouse gases, and energy conservation. The improvement in this process should be continuous and the management system should be developed for the environment. The management system of the environment should be adequately resourced. The pollution should be minimized, efficient production should be ensured and there should be a communication facility (Zhou, et al.,2019).

Personnel requirements for policy change

5.1. The change champions

5.2. The change ambassadors

5.3. The implementers

5.4. Senior management

If the progress is documented then the progress analyzing time has started. The investigation of the failure and success needs to be there and analyzed for determining why the goals are not achieved. Behind the success, there is the particular person who is the impetus. Take some actions on the people that are not following the procedures and policies. There should be smoothness in running the business. For people, the extra work is created by the procedures in the systems. from the expected outcomes, the results are compared and continuously revised and monitored critically. Data is collected based on the report and the TRACE report is constructed. The principles are incorporated in the TRACE reports are –

Transparency – the data interpretation is facilitated and documentation is organized.

Relevance – the needs are served by the reporting in the organization and decision making in aids.

Accuracy

Consistency – consistent procedures and measures are implemented for making the overtime comparisons.

Entirety – The definition of the boundaries should be cleared and relevant sources should be included.

The procedures and policies are modified for the improvements ensuring:

1) the demand should be made that the new policy is to be abiding by the workers in the no guarantee case then only the new policy will be obeyed.

2) Sustainability procedures and policies are processes that are continuously evolving and changing.

3) The relatively recent sustainability is practiced because, theories, technologies, and new techniques are presented constantly.

4) When new techniques and strategies are employed for sustainability improvement, the update in the documentation accordingly is very important (Crow & Jones.,2018).

Revised Policy

Some of the initiatives that MacVille introduced are the use of paper should be reduced, tender calls sustainability, cleaning products which are green certified, procurement of furniture, product handling should be safe, collaborations with supplier used and end-of-life mobile devices management, the project introduced should be smog-free, a solar balloon that brings electricity to disaster zones are introduced, building green, robotic bees which leads to a bright future, etc. Net-zero emissions manufacturing and sector of transport development, the infrastructure of EV charging, planting a tree, reduction of waste, pollution control, unprivileged communities protection, etc. (Kagan, 2014). Come into force for implementing sustainability. For introducing initiatives it is important to know for a specific facility what sustainability actually means, also particular, countable goals and motives development, data collection on the current status of goals, action steps created to implement change, communicating to staff and building users about the plan, action steps implementation. The government also promotes initiatives for sustainability and funding for it on the other hand MacVille also does the same. Air-conditioners will be used only in the normal business hours, they are programmed to be automatically switch on and off. The staff has given a responsibility of switching off the lights, etc before leaving (Hansmann, et al., 2012).

it will be made mandatory to switch off the lights at night when not in use.
using recyclable paper from the waste.
staff should be encouraged for using toilets’ dual flush capabilities.

Other initiatives are in the form of saving energy to reduce carbon emissions by using less energy, less eating of meals, using reusable alternatives, going paperless for reducing paper use, recycling and reusing things, growing one’s own production, donating unused items.

By being intentional about sustainability one can think about it by conservation of water and electricity, chain supply, recycling program development, management of chemicals, purchasing energy-efficient products only, developing sustainable work policies (Asche, et al., 2018).

Three models of sustainability include ecological, social, and environmental factors. The best practice model covers all the three aspects which practice in support of ecological, human, and environmental health and vitality. These resources which should be used optimally are finite and should be used wisely keeping in mind long-term practices and consequences. Sustainability basically means meeting the needs of the present time without letting it be for future generations. The models imply and are meant as people, the planet in which we are living, and gains that can be derived from the things available. We can say it depicts the working on long term approach and make full utilization of the available resources. It can be achieved by various activities like encouraging employees for using public transport, using eco-friendly lighting, switching to recycle products and post-consumer waste paper, its products, and packaging. One has to be involved in the said community to adopt the policy. One can start it by water conservation, walking more and driving less, less consumption of energy, buying and using recycled products, locally grown vegetables can be purchased, combat or reduce air pollution one can join environmental groups, less waste creation, more trees plantation, etc. MacVille make sure that their company understand the main concept of sustainability and can recognize what does it actually means to the company, discuss it with the relevant stakeholders, able to set the required goals, and be committed to them, making systems and processes accordingly, and at last tracking the whole progress made, communicating the actions, and meeting the target expectations (Martine & Alves, 2015).

The shortfalls and the challenges faced are due to CO₂ emissions global warming is at its peak, polluted air, contaminated water, oceans, seas, and inland waters are polluted, transitions of slow energy, renewable energy, and its insufficient share, uncompromising harms in food production. An issue that one can face in sustainable development can be the substitution of capital for one another up to which extend. If the substitution is possible, then there will be depletion of others. Problems like extreme levels of poverty, instability in politics, depletion of natural resources due to environmental deterioration, climate change threat, heavy growth in population, marginalization, serious diseases like HIV, Malaria, Dengue, etc. sometimes there is a shortage of resources and other factors that causes the shortfall in sustainability. One should focus on less or zero wastage, natural regeneration, efficient resources, a fair and secure society, no emissions. Sustainable development is the key priority for MacVille. This company has encouraged strategic elaboration for climatic change, development in technology, subsidies environmental impacts, and sustainability indicators (Chang & Cheng, 2019). Various negative consequences of the economic activities, serious health issues, depletion of the ozone layer, from loss of habitat there is a decine in biodiversity, inequality due to introduction of new technology. There come many conceptual and practical barriers in the process of sustainability and it is very complex and broad. Therefore it is necessary to link all the three economic, social, and environmental aspects in a balanced way then only one can attain sustainability in the real sense. Equal distribution of present resources and allocation of the same wisely is very important to prvent the shortfall. We can say that the development of the present era should not affect the upcoming generation.

The development of the existing policy is as important as introducing the new by making them perfect and modified according to the need and requirement. It will lead to more quality output of goods and services. Creating a fit-out for the policy will work as a first step towards the development, management of energy, conservation of water and its efficiency, effective use of energy, going digital and prefer digitalization, less waste creation, engagement, and awareness of employees. For up-gradation of the existing policies, it is important to ensure that the development should be done in the right way of right things with the right resources. There will be a balance between the substance used and the process. The key points to keep in mind which needs to be improved are there should be no poverty, no hunger, no serious diseases, healthy life and well being, education quality should be best, energy should be affordable, clean and drinking water, economic growth, and a suitable decent job, there should be innovation in every sector, industrial development, good infrastructure, equality, etc. to attain the maximum there should be development and modification in the present scenarios in order to be sustainable and not leaving a burden for the upcoming generation. There should not be any compromise for the future generation in order to make the present better, there will be a major area for development. All the factors that need to be improved should be kept in mind and then proceed further. MacVille focuses on innovation along with improvement in the area of the requirement that will make sustainability more meaningful. There should be modifications to attain the maximum benefits out of the policies introduced.

Some personnel requirements in order to improvise the existing policies can be sustainable production of the sustainable quality product. By implementing a recycling program, energy conservation within the office, promoting paperless office and go digital, supporting reen vendors, reduction by reusing of resources, conservation of human energy, and encouraging sustainable transportation. Optimum utilization of resources and protecting the available resources from degrading will be the key highlight throughout. Investing in natural and available capital, productivity through radical resources, redesign of ecology, consumption of the available resources and energy should be responsible, economic service and flow. Macville is focusing on all the factors required in the office for sustainability like introducing automatic lights, staff for switching off lights when not in use, encouraging and making employees aware about sustainability, and introducing the activities in the office and thereby in their daily life. Focusing on the policies that are needed to be established in the office in order to attain sustainability. MacVille is very dedicated to being sustainable and attaining a good level of it making it obvious in office to be sustainable by introducing various policies and responsibilities. Creating general awareness among employees to be efficient and effective while using the resources like less wastage, saving energy and water, less use of paper, or going paperless can be some of the basic things to keep in mind. Using public transport, increasing productivity with the given resources and makes the full utilization of them without wasting them (Leal Filho, et al., 2019).

Changes to the existing sustainable policies should be in favour of the environment, culture, and economy. Sustainability helps the organization in better decision making which in turn helps an organization to mitigate risks, efficient and effective attainment of objectives. Procurement of natural resources and ame them utilized in an optimum manner. To prevent environmental disruption one needs to adopt sustainability, avoid unreasonable use of resources. Sustainability acts as a link between the financial and non-financial activities of a company and also helps in cutting costs. Nowadays not only the government but the company’s by their free will introduce sustainability in their organization. It not only benefits the environment, individual, and economy but also the company in many ways. There should be a continuous improvement in sustainability one can attain it by ensuring the plan is clear about its objective and target, keeping in mind an individual needs, ideas, and their performance, building commitment towards the set plan and make employees engagement in it, providing training regarding the required subject, motivating employees for working hard to attain the goals. By choosing a small and easily manageable improvement plan one can attain continuous improvement, asking for ideas, views, and feedback of the employees and make them involve in the discussion before introducing the policy, be open and accept the feedback, conducting self-assessment for improvement, and working as a team will give a continuous improvement in the existing policy. There should be an end target in the mind that needs to be achieved, communicating them to staff and the relevant stakeholders, having a good working framework, educating employees about sustainability by spreading awareness regarding the topic, making it a responsibility, and enhancing the communication by making the employees included and valued. In order to attain maximum sustainability, it is important to know about sustainability, its importance, needs, and gather information regarding the said subject. Creating a sustainability report stating the company’s goals in it, listing the company’s policies regarding sustainability and its activities, providing a status report, and at last summarizing and recommending improvements required. While planning sustainability in the business environment by talking and engaging the workers, commitment towards it with collaborating the whole staff, measuring the goals and reports and finally educating about it and communicate it to the relevant persons (Lin, et al., 2017).

To attain sustainability in the office one needs to recycle as much as possible like recycling a piece of equipment that is not in use, less consumption of energy and available resources, avoiding the use of paper as much as possible, reusing paper again, and again. Overall there should not be any unnecessary use of available resources it will help in saving costs and resources available (Osburg & Lohrmann, 2017)

References

Asche, F., Garlock, T. M., Anderson, J. L., Bush, S. R., Smith, M. D., Anderson, C. M., … & Vannuccini, S. (2018). Three pillars of sustainability in fisheries. Proceedings of the National Academy of Sciences, 115(44), 11221-11225.

Chang, A. Y., & Cheng, Y. T. (2019). Analysis model of the sustainability development of manufacturing small and medium-sized enterprises in Taiwan. Journal of Cleaner Production, 207, 458-473.

Crow, D., & Jones, M. (2018). Narratives as tools for influencing policy change. Policy & Politics, 46(2), 217-234.

Etzion, D. (2018). Management for sustainability. Nature Sustainability, 1(12), 744-749.

Hansmann, R., Mieg, H. A., & Frischknecht, P. (2012). Principal sustainability components: empirical analysis of synergies between the three pillars of sustainability. International Journal of Sustainable Development & World Ecology, 19(5), 451-459.

Holliday, C. O., Schmidheiny, S., & Watts, P. (2017). Walking the talk: The business case for sustainable development. Routledge.

Kagan, S. (2014). Art and Sustainability. transcript-Verlag.

Leal Filho, W., Tripathi, S. K., Andrade Guerra, J. B. S. O. D., Giné-Garriga, R., Orlovic Lovren, V., & Willats, J. (2019). Using the sustainable development goals towards a better understanding of sustainability challenges. International Journal of Sustainable Development & World Ecology, 26(2), 179-190.

Leal Filho, W., Vargas, V. R., Salvia, A. L., Brandli, L. L., Pallant, E., Klavins, M., … & Vaccari, M. (2019). The role of higher education institutions in sustainability initiatives at the local level. Journal of cleaner production, 233, 1004-1015.

Lin, K. C., Shyu, J. Z., & Ding, K. (2017). A cross-strait comparison of innovation policy under industry 4.0 and sustainability development transition. Sustainability, 9(5), 786.

Martine, G., & Alves, J. E. D. (2015). Economy, society and environment in the 21st century: three pillars or trilemma of sustainability?. Revista Brasileira de Estudos de População, 32, 433-460.

Osburg, T., & Lohrmann, C. (2017). Sustainability in a digital world. Springer International.

Pedersen, E. R. G., Lüdeke-Freund, F., Henriques, I., & Seitanidi, M. M. (2021). Toward collaborative cross-sector business models for sustainability. Business & Society, 60(5), 1039-1058.

Shawe, R., Horan, W., Moles, R., & O’Regan, B. (2019). Mapping of sustainability policies and initiatives in higher education institutes. Environmental Science & Policy, 99, 80-88.

Singh, R. K. (2015). Environment protection: factors and affecting actions. International Journal of Research-GRANTHAALAYAH, 3(9SE), 1-3.

Zhou, W., Pinto, L., & Gupta, A. (2019). Environment probing interaction policies. arXiv preprint arXiv:1907.11740.

PACK ( S u m m a t i v e )

AURTTA 121 DI A G N O S E CO M P L E X SY S T E M FA U L T S

AUR40216 Certificate IV in Automotive Mechanical Diagnosis

AUR – Automotive Retail, Service and Repair Training Package (Release 5.0)

Assessment Task	About this task
Assessment Task 1: Written questions	You must correctly answer ALL the questions to show that you understand the knowledge required for this unit.
Assessment Task 2: Job Safety Analysis	This task is designed to develop your skills in identifying Workplace Health and Safety (WHS) issues relating to: · Standard automotive workplace practices · Diagnosing complex system faults. You will need to conduct/participate in a risk assessment using the Job Safety Analysis (JSA) Form provided.
Assessment Task 3: Practical Observations – Complex System Faults	You will be observed by your Assessor while participating in practical observation activities designed to show that you are able to, demonstrate the required skills for diagnosing complex system faults. There are three job cards in total, you will need to complete. You are required to diagnose complex system faults on three different vehicles, machinery or vessels in which the work must involve one of the following complex faults, on a different vehicle, piece of machinery or vessel. · one fault in a complex system which integrates two or more automotive systems · one fault which incorporates three or more mechanical, hydraulic, pneumatic, electrical or electronic sub-systems. You are also required to develop a testing strategy to diagnose the cause of each complex faults in the work outlined above. Your trainer/ assessor will observe you during all practical observations using the assessment evaluation tool.
Assessment Task 4: Work Placement Logbook and Supervisor’s Report	You are to request a workplace supervisor to complete and sign the supervisor report in your work placement logbook. Submit both the completed logbook and the report to your assessor.

Visit www.training.gov.au for further information about the competency requirements of this unit.

Assessment Cover Sheet

At the beginning of each task in this Pack, you will find an Assessment Cover Sheet. Please fill it in for each task, making sure you sign the student declaration.

Your assessor will give you feedback about how well you went in each task and will write it on the Assessor Feedback Sheet at the end of each task.

How your assessments will be marked

When the assessor marks your assessment tasks, the outcome will be either Satisfactory or Not Satisfactory:

Satisfactory (S)

Your responses to the assessment task have met the required unit assessment criteria.

Not Satisfactory (NS)

§ Your responses to the assessment task have not met the required assessment criteria. Additional learning or practice is required.

§ Your assessor will make arrangements to conduct a further assessment of this task once you have undertaken additional practice/learning.

You must achieve a ‘Satisfactory’ result for all assessment tasks to be deemed competent for this unit.

Assessment Appeals

You can make an appeal about an assessment decision by putting it in writing and sending it to us. Refer to your Student Handbook for more information about our appeals process.

Reasonable Adjustment

Reasonable adjustment is available to all students for assessments and must be requested in writing, using the Reasonable Adjustment form – this includes extensions which must be requested 1 week prior to the assessment task due date. Reasonable Adjustment forms are available from your trainer.

On receipt of your completed Reasonable Adjustment form, your trainer/assessor will consider your request and advise whether it is approved and what action will be taken.

Recognition of Prior Learning (RPL)

RPL is a formal process that recognises skills developed through previous training, work or life experience, which match a unit of competency in a training course. If you believe you already have the skills covered in this unit of competency, discuss this with your trainer, who will provide you with instructions for applying for RPL.

National Recognition / Credit Transfer

Qualifications or statements of attainment issued by other Registered Training Organisations are recognised by the College. Where this unit of competency is equivalent to a unit of competency previously completed with another provider, credit transfer will be offered and the course length adjusted accordingly. It is the responsibility of the student to provide the relevant evidence of qualifications or statements of attainment issued by other Registered Training Organisations, which will be verified by the College prior to credit transfer being applied.

Support Services

Your trainer/assessor is able to clarify any aspect of an assessment task prior to it being administered. This may include clarifying: knowledge and skills covered during the training program; the meaning of written assessment questions; performance standards for practical assessments; and marking criteria.

Once the assessment process has commenced however, the assessor is not able to provide any intervention or guidance, unless it is to prevent an unsafe act from being performed.

Please ask for help when you need it, as your trainer/assessor may not be aware that you have not understood aspects of the training program, or are not feeling confident enough to engage in assessment activities.

Plagiarism

Plagiarism is using the words or ideas of others and presenting them as your own. Plagiarism is a type of intellectual theft. It can take many forms, from deliberate cheating to accidentally copying from a source without acknowledgement. In your assessments you must come up with your own ideas, however, at times you may need to make reference to work that has been conducted by others. Important points to be aware of:

Know what plagiarism is – refer to http://www.plagiarism.org/ for more information
Reference your work / acknowledge all of your sources

“All of the following are considered plagiarism:

turning in someone else’s work as your own
copying words or ideas from someone else without giving credit
failing to put a quotation in quotation marks
giving incorrect information about the source of a quotation
changing words but copying the sentence structure of a source without giving credit
copying so many words or ideas from a source that it makes up the majority of your work, whether you give credit or ..”

Where a student plagiarises, the student will need to resubmit their work and will be given a first and final warning for misconduct. If a student plagiarises a second time, their CoE may be cancelled immediately for serious misconduct.

iParadigms. 2014. What is Plagiarism?. [ONLINE] Available at: http://www.plagiarism.org/plagiarism-101/what-is-plagiarism. [Accessed 17 April 2016].

Assessment Submission Instructions

How to submit your assessments

When submitting an assessment task, please adhere to the following:

A completed Assessment Cover Sheet must be attached to the front of all work submitted for
Written assessment tasks must be submitted using the recommended format for written submissions (see below), or they may be hand Please ensure that your hand writing is clear and legible.
When answering questions associated with an assessment task, ensure that you use your own words (plagiarism will not be tolerated) and reference where appropriate, using the Harvard Referencing Guide https://www.citethicom/harvard-referencing, or the Harvard Generator http://www.harvardgenerator.com/
Ensure that your assessment task is submitted on or before the due date specified by your trainer/assessor.

When you have completed each assessment task you will need to submit it to your assessor. Further instructions about submission can be found at the beginning of each assessment task.

Make sure you photocopy your written activities before you submit them – your assessor will put the documents you submit into your student file. These will not be returned to you.

Once your submitted assessment task has been assessed, your assessor will provide you with feedback and the assessment outcome.

Format for written submissions

When you are using a word processing program, such as Microsoft Word, to prepare your written assessment task, please adhere to the following guidelines:

Completed Assessment Cover Sheet

Title of the task
- Arial, Size 14 , Bold

Headings
- Arial, Size 12 , Bold

Text
- Arial, Size 11

Table Content
- Arial, Size 10

Line Spacing
- 5

Length
- The number of words are specified in the task description for each individual assessment method, where

Presentations are to be created using presentation software, such as Microsoft Resources such as a data projector, whiteboard markers, speakers, pen pointers and presentation screens will be provided.

Assessment Plan

The following outlines the requirements of your final assessment for this unit. You are required to complete all tasks to demonstrate competency in this unit.

Your assessor will provide you with the due dates for each assessment task. Write them in the table below.

Assessment Requirements	Due date
1. Written Questions
2. Job Safety Analysis
3. Practical Observations: Complex System Faults
4. Logbook and Supervisor’s Report

AGREEMENT BY THE STUDENT
Read through the assessments in this booklet before you complete and sign the agreement below. Make sure you sign this before you start any of your assessments.
Have you read and understood what is required of you in terms of assessment?		¨ Yes	¨ No
Do you understand the requirements of this assessment?		¨ Yes	¨ No
Do you agree to the way in which you are being assessed?		¨ Yes	¨ No
Do you have any special needs or considerations to be made for this assessment? If yes, what are they?		¨ Yes	¨ No
Do you understand your rights to appeal the decisions made in an assessment?		¨ Yes	¨ No
Student Name:
Student Signature:	Date	:

AGREEMENT BY THE ASSESSOR
Has the student completed their formative activities/assessments satisfactorily?	¨ Yes	¨ No
Do you agree that this student is ready to undertake the summative assessment?	¨ Yes	¨ No

Assessor Name:

Assessor Signature:

Date:

Assessment Cover Sheet – Assessment Task 1

Students:

Please complete this cover sheet clearly and
Make sure you have kept a copy of your

Student Name:

Student Id:

Date of submission:

Unit:

§ AURTTA121 Diagnose Complex System Faults

Assessment Task 1:

Written questions

STUDENT DECLARATION

I declare the following:

The purpose and outcomes of assessment have been explained
The re-assessment and appeals process have been explained to me
Recognition of Prior Learning (RPL) and Credit Transfer (CT) have been explained to me
DIC has informed me about Language Literacy Numeracy (LLN) assistance available to me
I understand that assessments can either be given to the trainer or emailed to them
That completed assessment tasks are my own work
None of this work has been completed by any other
I have not cheated or plagiarised the work or colluded with any other student/s.
I have correctly referenced all resources and reference texts throughout these assessment tasks
I understand that if I am found to be in breach of policy, disciplinary action may be taken against me
I have made a photocopy or have kept an electronic copy of my completed assessment tasks, which can be produced for the assessor when asked for
I understand that for resubmissions, a cost of $100 – per practical assessment and $50 – per theory assessment will be charged to

Please Note: The above must be completed in full before your assessment work is assessed.

Assessment Task 1: Written questions

TASK SUMMARY:

§ This is an open book test – you can use the Internet, online portal, textbooks and other documents to help you with your answers, if required.

§ You must answer ALL questions correctly.

§ Write your answers in the space provided.

§ Email your completed document to your assessor for assessment

§ Your assessor will provide feedback on any incorrect answers and will allow you to resubmit

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK

Access to textbooks and other learning materials
Access to workplace policies and procedures
Access to a computer, printer and the Internet (where applicable)

WHEN AND WHERE SHOULD THE TASK BE COMPLETED?

This assessment will be done in your own time as Refer to your study guide for reference.
Your assessor will provide you with the final due date for this

WHAT NEEDS TO BE SUBMITTED?

Your answers to these

INSTRUCTIONS

Answers the questions below:

Question 1a: Describe the importance of following WHS procedures when diagnosing complex faults.

Faults will be done mechanically by their nature, needing the complex diagnostic application processor to solve it. Regulatory, licensing, certification or legislative needs might apply for these kinds of faults.

It includes the fault existence confirmation, selecting the diagnostic tools as well as processors, applying the procedure of diagnostic, making repair recommendations and reporting the conclusions. Outside the normal scope of diagnosis of technicians and repair work are involved in complex faults (McRuer et al., 2014).

Question 1b. List five (5) important items of PPE you would need to consider wearing to avoid accidents/ injury

when diagnosing complex system faults. when diagnosing complex faults on vehicles?

Safety shoes

Safety helmets

Eye protection equipment

Hearing protection equipments

Suitable clothing

Question 2: Name three (3) workplace procedures you would need to have access when diagnosing complex

system faults and provide a brief explanation covering the key points for each one.

Testing equipment is gained and mad as per the manufacturer’s specifications as well as function and the procedure of the workplace.

Materials, tools, and equipments needed to support the process of diagnostic our selected, prepared and identified for utilization.

Risk that are related by the work or recognized and hazards or controlled as per the procedure of workplace and the needs of safety for workers.

Question 3: List the steps (at least 8) you would take to prepare for conducting work which involves diagnosing complex system faults in light vehicles In your answer you should cover what information will be required including where it is located and any inspections/ checks you will need to make on the resources you will use to conduct the

work.

Step 1- first verify and identify the concern or problem

Step 2- perform the quick basic test as well as visual inspection

Step 3- The diagnostic trouble codes (DTC) should be retrieve.

Step 4- the technical service bulletins (TSBs) should be checked.

Step 5- while performing the scan tool data then one should be keep an eye on that.

Step 6- narrow the issue to the system or to the cylinder.

Step 7- maintain the issues and concern and then resolute the cause of root.

Step 8- check the repair or maintain it and then check for some stored DTCs.

Question 4: Fill the table below:

Tool/ Equipment	When is the tool/ equipment used for including, safety precautions you would take?
Scan Tool	Scan tool gives vehicle data as well as trouble codes that are stored inside the computer network of vehicle. By assessing to all these codes and data than direct the technician to the concerned area department or what a malfunction or concern could be (Chen et al., 2015, March).
DMM	The digital multimeter is a testing tool which is utilised to evaluate more than two values of electric Like current, resistance and principally voltage. It is the standard technicians diagnostic tool in the electronic or electrical industries.
Oscilloscope	It is utilised to evaluate the electrical phenomena as well as test quickly, debug and verify their designs of circuit.
Test light	It is the piece of electronic test equipment which is utilised to resolve the electricity presence in the equipment under test piece.
Vernier Caliper	It is a layout tool as well as the measuring tool which is utilised for evaluating the linear dimensions. It could also evaluate the outer dimension by The help of main jaw, Inner dimensions utilise the smaller depth and jaw utilising the stem.
Multimeter	It is a instrument of measuring which could evaluate various electrical properties. It could evaluate current, voltage and resistance in which situation this is also known as a volt-ohm-milliammeter.

Question 5: What is an Electronic Stability Program system (ESP)?

It is the computerized safely technology which is present in modern vehicles. This is designed to recover the stability of vehicle by reducing and detecting the loss of direction therefore Securing the tyres from skidding uncontrollably (Khedkar et al., 2015). This also works like the invisible safety net that controls and monitors the driving.

Question 6: List three (3) ways the PCM reduces torque to the drive wheels when the Traction Control System (TCS) system is in traction control mode?

Traction control is the chance which could be found on the Vehicles equipped by the anti-lock brake system which is also known as ABS. It is the add-on feature that recovers the traction when the vehicle is accelerating on a slick or wet surface. When traction control is required then it also applies the brakes on the wheel of drive that is losing the traction also. Some of the ways that how the BCM reduces the torque to drive the wheels-

By growing the exhaust gas recirculation flow.

By decreasing or cutting of the pulses of fuel injection to more than one cylinder.

By momentarily up shifting the transmission to a maximum gear.

Question 7: What is the principal function of the OBD-II system?

The system of OBD-II gives access to data from the ECU which is also known as the engine control unit and it offers the valuable information source if troubleshooting issues in the vehicle. The SAE J1979 standard demonstrates the concept for requesting the different diagnostic data as well as the standards parameters list which might be obtainable from the ECU.

Question 8: What is the purpose of an OBD-II monitor and give an example of what it can monitor?

OBD-II readiness monitors are easier but powerful self check usual. They give views to the self diagnostics of car. The readiness purpose monitors is to self-test the emission control system of car. On-board diagnostic (OBD) defines to the automotive electronic system that gives vehicles self-diagnosis as well as exposure abilities for maintenance and repair technicians. The OBD also provides technicians access to subsystem information for the performance monitoring as well as analyzing repair requirement.

Question 9: What is the difference between a closed loop and an open loop engine operation?

Open-Loop control system- the control system in that input or monitoring action does not depend on the output is known as the open-loop control system. It is also known as the non-feedback system. The construction of this system is very easy.

Closed-Loop control system- the control system in that the input or monitoring action depends on the output is known as the closed-loop control system. It is also known as the feedback system. The construction of this system is very complex.

Question 10: Briefly explain the OBD-II trip and OBD-II drive cycle?

According to the PCM to clearly implement all the monitors of readiness on the specific vehicle, an OBD II drive cycle requires to be driven to gain the enabliging situations for all control. The right drive cycle for the vehicle could depend hugely on the vehicle’s model, make, year and manufacture.

Trip is termed as the vehicle operation of driving style and duration therefore that all elements and systems are controlled at least once by the system of diagnostic expect catalyst evaporative or efficiency system controlling (Li, 2014).

Question 11: What is the function of the EVAP system monitor? You may like to provide a diagram to assist you with your answer.

The EVAP System control permits the PCM to check as well as test the fuel system integrity as well as their capability to draw fuel vapour into the engine for the combustion. The monitor portion is activated while canister purge operation Which happens in the vehicle operating conditions as well as normal engine.

Question 12: Write down (in the form of a flow chart) the steps involved. in carrying out the diagnosis of complex system faults including the steps you would take to solve the problem.

Choose and select the evidence.

Analyze the evidence that had been gathered.

Locate or place the fault or concern

Removal and determination of the cause for fault.

Rectification of the fault that had been come.

Then at last check and monitor the system (Denton, 2016).

Question 13: Complete the following statement about logical diagnosis using the following words?

Words: Available, Approach, Attention, Causes, Critical, Define, Diagnostic, Evident, Good, Happens, Information, Isolate, Knowledge, Obvious, Original, Pinpoint, Present, Problem, Repair, Symptoms, System, Test, Verify, Visual

When __diagnostic aids are not available or prove to be ineffective, most good technicians conduct a good visual inspection and then take a logical __approach to finding the cause of the problem. This relies on critical thinking skills as well as system knowledge . Logical diagnosis follows these steps:

1 Gather _information about the problem. Find out when and where the problem

happens and what exactly happens.

2 Verify that the __ problem exists. Take the vehicle for a road__ test and try to duplicate the problem, if possible.

3 Thoroughly__ define what the problem is and when it occurs. Pay strict attention to the conditions present when the problem happens. Also, pay attention to the entire vehicle; another problem may be __evident to you that was not evident to the customer.

4 Research all__ available information to determine the possible_ cause of the problem. Try to match the exact problem with a_ symptoms chart or think about what is happening and match a or some components to the problem.

5 Separate the problem by testing. Narrow down the probable causes of the problem by checking the obvious or easy-to-check items.

6 Continue testing to_ pinpoint the cause of the problem. Once you know where the problem should be, test until you find it!

7 Locate and_ test the problem, then_ verify the repair. Never assume that your

Work solved the _ visual problem. Make sure the problem is history before returning it to the customer.

Question14:Complete thefollowingstatementabout diagnosisaidsusingthefollowing words?
Words:Aids,Based,Causes,Charts,Combination,Diagnostic,Focus,Manual,Offer,Problems,Process,p,Symptom,Questions Inservice_Manual ,thereare_Diagnostic aidsgivenformanydifferentProblem . Theseareeither_Symptom basedorflowcharts. Flow_Charts ordecisiontreesguideyouthroughastep-by-stepProcess .Asyouanswer the_Question givenateachstep,youaretoldwhatyournextStep shouldbe.Symptom- baseddiagnosticchartsFocus on adefinitionofthe problem andOffer alistofpossibleCases of theproblem. SometimesthediagnosticAids area_Combination ofthetwo,aflowchart_Based onclearly definedsymptoms.
Question15:Explainthefollowingterms, inrelation tothekeyfeaturesandlimitationsof a scantool?
	Livedate	Live data would be supported by several OBDII compliant scanning equipment. Data flowoffers real information on several of my car’scapabilities(Huber, et al., 2019).
	Freezeframedata	A freeze frame is a snapshot with information withinplain terminology. It’s a snapshot containing sensors ofconstituent measurements takenat theprecisetimethe electrically controlled unit recognised a problem.
	Snapshot	This is including of snapping of various kinds of tools which help to take of scanning andclickingof pictureinsidetheorganization.
	DTC	DTCs, also known as automobiles faultnumbers, can be read with a scanner thatchargerplugs itinto a car’s port (Gupta, et al., 2020).

Question16:Completethefollowingstatementabout diagnostictroublecodesusingthefollowingwords?

Words: Body, Character, Chassis, Codes, Condition, Describe, DTCs, Fault, Five-character, Four, Indicate,Mandated,Manufacturers,Modes,More,Networkcommunications,Numbers,Powertrain,Second,Sensor,Set,Special,Specific,System,Tests,Various,Vehicle,Where

OBD-II_Code arestandardised,whichmeansthatmostDTC meanthesamething regardlessoftheVehicle .However,vehicle andscan toolManufactures can have additionalDTCsandaddMore datastreams,report_Mode ,anddiagnosticTest . DTCsaredesignedto_Indicate thecircuitandthesystemwhereaFault hasbeen detected.

AnOBD-IIDTCisaFive-Character codewithbothlettersandnumbers.Thisiscalledthealphanumeric

System .

ThefirstCharacter ofthecodeisa letter.Thisdefinesthesystemwherethecodewas

Set .

Currentlythereare_Four possiblefirstcharactercodes: P:_Powertrain

B:_Body C: ChassisU:Network

TheFirst characterisanumber.Thisdefinesthecodeasbeinga_Mandated codeoraSpecial manufacturer code. A “0” code means that the fault is defined or mandated byOBD-II.A“1”codemeansthecodeismanufacturerSpecific .

Thethirdthroughfifthcharacters areNumber .Thesedescribethefault.ThethirdcharactertellsindicatesWhere thefaultoccurred.TheremainingtwocharactersDefine theexact_Condition thatsetthecode.Thenumbersareorganisedsothatthe_Various codes

relatedtoaparticular_^Sensoric^s orsystemaregroupedtogether.

Question17:Completethefollowingstatementabouttestingactuatorswithanoscilloscopeusingthefollowingwords?

Words:Action,Bad,Basically,Beginning,Circuits,Computer,Conditions,Devices,Downward,Energises,Evidence, Frequency, Measured, Modulated, Noise, Observe, Off, Oscilloscope, Pulse, Shape, Solenoids,Spikes,Test,Turning,Watching,Waveforms,Width

Mostcomputer-controlled_circuits areground-controlledcircuits. ThePCMEnergises theactuatorbyprovidingthe ground.

OnanOscilloscope trace,theon-timepulseisthe_Downward pulse.Onpositive-feedcircuits,where the_Computer issupplyingthevoltagetoturnacircuiton,theon-timePulse istheupward pulse.

Onecompletecycle isMeasured from one on-timepulsetothebeginning of the next on-timepulse.

To_test anactuator,youneedtoknowwhatit_basically is.Mostactuatorsare Solenoids .Thecomputercontrolstheaction of the solenoid by controlling the pulsewidth ofthecontrolsignal.Youcanseethe_turning onandoffthesolenoidby

watching thecontrolsignal.Thevoltage_spikes arecausedbythedischargeofthecoilin thesolenoid.Someactuatorsarecontrolledpulse-width_^modulate^d signals.Thesesignalsshowa changing pulsewidth.

These_devices arecontrolledbyvaryingthepulsewidth,signalfrequency ,andvoltagelevels.

Bothwaveform shouldbecheckedforamplitude,time,and_shape .Youshouldalso

observe changestothepulsewidthasoperating_condition change.

A Bad waveformwill havenoise ,glitches,orroundedcorners.Youshouldbeableto

seeevidence thatthe actuatorimmediatelyturnsoff and on according to the commands of thecomputer.

Question18:Atechnicianissettingupanoscilloscopetomeasureasensor?Choosethecorrectanswerbelow,byplacingatick (√) alongside it.

A. Theverticalvoltagescalemustbeadjustedinrelationto theexpectedvoltagesignal

B. Thetriggerslopemust besettopositive ifthetracebeginswitharisingvoltage

C. Noneoftheseanswersarecorrect

✔ D.Both Aand Barecorrect

Question19:Describewhatismeantbytheterm,‘waveformlibrary’.

Signals involving car detectors, power systems, including servo-systems are recorded withininmotorsport waveform library. This shows both sample waveforms and waveforms that identify aproblem;nonetheless, the example waveform isalways shown(Brito, et al., 2020).

Question20:Complete thefollowingstatement aboutcompressiontestingusingthefollowingwords?

Words: Accurate, All, Battery, Button, Comparison, Compression, Consistent, Cylinders, Four, Fuel,uges, Hole, Increase, Install, Observe, Reading, Recorded, Remote, Revolution, Screw-in, Spark, Starter,st,Warm,Wide-open

1 BeforeconductingaCompression test,disable theignitionandtheFuel injectionsystem.Mostmanufacturersrecommendthattheenginebe_Warm whentesting.

2 Propthethrottleplate intoaWide-open positionto allowanunrestrictedamountofairtoenterthe_Cylinders duringthetest.

3 RemoveAll oftheengine’sSpark plugs.

4 ConnectaRemote starter buttontotheStarter system.

5 ManytypesofcompressionGauges areavailable.TheScrew-in typetendstobethemost_Accurate andeasiesttouse.

6 CarefullyInstall thegauge intothespark plugHole ofthefirstcylinder.

7 ConnectaBattery chargertothecartoallowtheenginetocrankatConsistent

andnormalspeedsneededforaccurateTest results.

8 DepresstheremotestarterButton andobservethegauge’sReading after thefirstengine_Revolution .

9 AllowtheenginetoturnthroughFour revolutions, andObserve the readingafterthefourth.ThereadingshouldIncrease with eachrevolution.

10 Readingsobservedshouldbe_Recorded .Afterallcylindershavebeentested,a

Comparison ofcylinderscanbe made.

Question21:Complete thefollowingstatement about oilpressuretesting usingthefollowing words?

Words:Adapters,Clearances,Contaminated,Faulty,Engine,Gauge,High-pressure,Hose,kPa,Low,Manufacturer’s, Much, Oil, Operating, Pressure, Problems, psi, Reading, Relief, Run, Running, Screen,Sensor,Test,Viscosity,

AnoilPressure testerisagaugewitha_High-pressure hoseattachedtoit.Thescaleofthe

Gauge typicallyreadsfrom0to100_psi (0to690kPa ).

UsingthecorrectfittingsandAdapters ,thehoseisconnected to anOil passageinthe

Engine block.TheTest normallyincludesthefollowingsteps:

1 RemovetheoilpressureSensor andtightenthethreadedendofthegauge’sHose

intothatbore.

2 Run the engine until itreachesnormalOperating temperature.

3 ObservethegaugeReadings whiletheengineisRunning atabout1,000rpmandat2,500rpm(or thespecifiedenginespeed).

4 Comparethereadingsto theManufactures specifications.

ExcessivebearingClearances arenottheonlypossiblecausesforLow oil pressurereadings;othersareoilpump-relatedProblem ,apluggedoilpickup_Screen ,weak orbrokenoilpressureReleased valve,lowoillevel,_Contaminated, oil,orlowoilviscosity.

Higherthannormalreadingscanbecausedbytoomuch oil,coldoil, highoil

Viscosity ,restrictedoilpassages, andaFaulty pressureregulator.

Question22:Completethefollowingstatementaboutcylinderleakagetesting usingthe followingwords?

Words:Adaptor,Applies,Air,Crankshaft,Compressed,Compression,Escaping,Filler,Gauge,Leakage,asure,Operating,Pressure, Radiator,Source,Spark,TDC,Test,Through

IfacompressionTest showsthatanyofthecylindersareleaking,acylinder^Leakage testcanbeperformedto_Measure thepercentageof^Compressioⁿ lostandtohelplocatethe

Source ofleakage.Acylinder leakagetesterApplies compressedairtoacylinder

Through thesparkplughole.Thetestnormallyincludesthefollowingsteps:

1 Makesurethe engine isatOperating condition.

2 RemovetheRadiator cap, oilFilter cap, dipsticktube,Air filtercover,andall_Spark plugs.

3 RotatetheCrankshaft with aremotestarterbuttonsothatthe pistonofthe testedcylinderisatTDC on its compression stroke. This ensures that the valves of that cylinder areclosed.

4 Insertthe threadedadapter ontheendofthetester’s airpressure hoseintothesparkplughole.

5 AllowtheCompressed airtoenterthecylinder.

6 ObservetheGauge reading.

7 Listenandfeeltoidentifythesourceof anyEscaping air.

Question23:Whatisthedifferencebetween“cause”and“effect”asfarasaproblemisconcerned?

Every person, item, situation, and occurrence might be the reason underlying anything, whereasan influence isreally the consequence of both the person’sattitude or perhaps the end of a string of events that have occurred. 3. This reason should clarify why the impact occurred in acertainway (Huber, et al., 2019).

Question24:Completethefollowingstatementaboutdocumentingyou’rediagnosticfindingonthejobcardusingthefollowingwords?

Words:Clear,Defective,Diagnostic,Documentation,Equipment,Found,Job,Multimeter,Operations,oblem,Sensor,Technician,Trouble,Write

Theservice_Technician mustdocumentthe_Job card.Thismeansthattheservicetechnicianmustwrite (or type) what all was done to the vehicle including documentingDefective componentsorconditionsthat wereFound in thecourseofthe

Equipment .

TheDocumentation isoftencalled“tellingthestory”andshouldincludethefollowing:

· The testDiagnostic usedtodiagnosetheProblem .Forexample:Useda scantooltoretrieveP2102ThrottleActuatorControlMotorCircuitLow diagnosticTrouble code.

· UsedadigitalMultimeter todetermineaThrottleActuatorControlMotorSensor

wasdefective.

· ListwhatpartsorserviceOperation wereperformed.Forexample:ReplacedtheThrottleActuatorControlMotor.UsedascantooltoClear thediagnostictroublecodes andverify

thatthesystem operatedcorrectly.

Question25:Whyisitveryimportanttokeeparecordofeachcustomer’srequestandsubsequentlytheworkconducted? Wherewouldyourecordallrelevantinformation?

We can effectively know your customers if you really have complete and thorough clientinformation.Onemightlookatindividualpersonalfinancestodetermineifthereareanypatterns. You might find that info useful in making company’s future choices as productpromotion.

This will be recorded inside the notebook which contain the custome rrequest problem and alsoin this various kind of problems and how they will be solved and doesn’t including futureproblemand not this kindofproblem isgenerated insidetheorganization (Brito, et al., 2020).

Question26:Brieflyexplainthecustomerquestioningtechniquesandmethodsyouwouldconsiderusingforgatheringkeyinformationtoobtainafulloverviewofthecustomer’scomplexsystemfault(s)?Providetwo(2)

examplesofgeneralquestionsyouwouldask.

Again every various consumer inquiry tactics and procedures you are considering utilising togaina completepicture of thepatient’s complex seriesmalfunction.

The8mostimportantquestioningstrategiestomasterClosed-endedinquiries

Topics that are still open.Inquisitivequestions

Words that lead to more questions.Thereare a lotof them.

Question in the form of a funnel.Questions to remember and analyzeStatementsthatarerhetoricalinnature(Gupta, et al., 2020).

Unit Code & Unit Name	AURTTA121 Diagnose complex system faults
Assessment Type	Written Questions
Assessment Name	AT 1
Student’s name & ID
Assessment date/s
Is Student able to demonstrate the following: Performance Criteria[2.4, 2.5, 2.6, 2.7, 3.1, 3.2, 3.4, 4.1]		Yes	No
(2.4) Tests are identified and selected from range of available options, and testing sequence isestablished
(2.5) Testing equipment is obtained and prepared according to manufacturer specifications andworkplace procedures
(2.6) Tools, equipment and materials required to support the diagnostic process are identified,selected and prepared for use
(2.7) Hazards associated with the work are identified and risks are managed according to workplaceprocedures and safety requirements
(3.1) Tests are applied systematically and efficiently to gather precise data on system operation according to manufacturer specifications, workplace procedures, and safety and environmentalrequirements
(3.2) Test results are compared with manufacturer specifications and conclusions are drawn and documented according to workplace procedures, including recommendations for necessaryrepairs
(3.4) Conclusions are provided to appropriate personnel or customer to confirm further action to betaken
(4.1) Vehicle or machinery is presented ready to be repaired or returned to the customer
Is Student able to demonstrate the following: Knowledge Evidence [1, 2, 3, 4, 5, 6, 7]		Yes	No
(1) Work health and safety (WHS) and occupational health and safety (OHS) requirements relatingto diagnosing complex system faults in vehicles, vessels or machinery, including working safelywith the systems being tested, including procedures for: · selecting and using personal protective equipment (PPE) · using tools and equipment
(2) Types, application and operation of complex systems, including: · systems that integrates two or more automotive systems · systems that incorporate three or more mechanical, hydraulic, pneumatic, electrical orelectronic sub-systems
(3) Diagnostic procedures for complex systems, including stages within the diagnostic procedure

(4) Methods of gathering information on complex system faults, including customer questioning techniques
(5) Types and applications of diagnostic flow charts
(6) Types, applications, limitations and operation of diagnostic tools, including: · multimeters · scan tools, including: Ø diagnosis trouble codes (DTC) and the conditions that caused the code to be set Ø live data Ø snap shots · oscilloscopes · mechanical, hydraulic and pneumatic test equipment
(7) Methods of differentiating between fault symptoms and fault cause

Comments/feedback to Student









Outcome:	Satisfactory Unsatisfactory
Assessor: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have providedappropriate feedback. I also declare that I have undertaken the indicated assessment integrity checks Google check for plagiarism Yes No Check for Copying/Collusion Yes No Check for Authenticity (own work) Yes No Cheating or use of model answers Yes No
Assessor name:
Assessor signature:

Assessment Cover Sheet – Assessment Task 2

Students:

Please complete this cover sheet clearly and
Make sure you have kept a copy of your

Student Name:

Student Id:

Date of submission:

Unit:

§ AURTTA121 Diagnose Complex System Faults

Assessment Task 2:

Job Safety Analysis

STUDENT DECLARATION

I declare the following:

The purpose and outcomes of assessment have been explained
The re-assessment and appeals process have been explained to me
Recognition of Prior Learning (RPL) and Credit Transfer (CT) have been explained to me
DIC has informed me about Language Literacy Numeracy (LLN) assistance available to me
I understand that assessments can either be given to the trainer or emailed to them
That completed assessment tasks are my own work
None of this work has been completed by any other
I have not cheated or plagiarised the work or colluded with any other student/s.
I have correctly referenced all resources and reference texts throughout these assessment tasks
I understand that if I am found to be in breach of policy, disciplinary action may be taken against me
I have made a photocopy or have kept an electronic copy of my completed assessment tasks, which can be produced for the assessor when asked for
I understand that for resubmissions, a cost of $100 – per practical assessment and $50 – per theory assessment will be charged to

Please Note: The above must be completed in full before your assessment work is assessed.

Assessment Task 2: Job Safety Analysis

TASK SUMMARY:

This task is designed to develop your skills in identifying WH&S hazards/risks relating to the diagnosis of complex system faults.

A Job Safety Analysis (JSA) is a procedure which helps integrate accepted workplace health and safety principles and practices into a particular task or job to eliminate or reduce the risks or hazards to as low as is reasonably practical.

Conducting a JSA will allow you to identify all potential hazards associated with a task(s) or job and to put in place control measures to manage the risks to ensure the task or job is completed safely.

The benefits of conducting a Job Safety Analysis (JSA) include:

Meet WHS standards
keeping people safe ie. protect anybody working and visiting from injury or
complying with national safety regulations
protecting the organisation from legal and financial

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK

Access to textbooks and other learning materials
Access to workshop WHS policies, procedures and work instructions
Access to a computer, printer and the Internet (where applicable)

WHEN AND WHERE SHOULD THE TASK BE COMPLETED?

This assessment will be done in the automotive training
Your assessor will provide you with the final due date for this

WHAT NEEDS TO BE SUBMITTED?

A completed Job Safety Analysis Form

Assessment Task 2: Job Safety Analysis

INSTRUCTIONS

You will be required to follow the steps below to conduct a risk assessment of your work area to identify if there are any hazards associated with the work you will complete before commencing any practical assessment tasks described in this student assessment pack (ie. Assessment Task 3).

Steps:

Job Safety Analysis

RISK MATRIX

IMPACT

	1	2	3	4	5
1	1	2	3	4	5
2	2	4	6	8	10
3	3	6	9	12	15
4	4	8	12	16	20
5	5	10	15	20	25

LIKELIHOOD

		Outcome	*Action to be taken by the Student*
1-3	Low Risk	If an incident were to occur, there would be little likelihood that an injury would result.	Ok for now. Record and review if any equipment/people/materials/work processes or procedures change.
4–6	Low – Moderate Risk	If an incident were to occur, there would be some chance that an injury requiring first aid would result.	Control evaluation and monitoring should occur.
7–11	Moderate – High Risk	If an incident were to occur, it would be likely that an injury requiring medical treatment would result.	Control evaluation and monitoring should occur with assessor.
NB – There is a threshold risk level of 12, at or above which immediate action must be taken
12- 25	Unaccept able Risk	If an incident were to occur, it be likely that a permanent, debilitating injury or death would result.	Immediate action required – assessor to be notified and all work should be stopped.

Job Safety Analysis

Job Safety Analysis
Job Safety Analysis				Describe the hazard	Risk Rating W/O Control	Control Measures	Residual Risk
Sr. No	TASK	YES	NO	Describe the hazard	Risk Rating W/O Control	Control Measures	Residual Risk
1	Do you understand the scope of the task?	Yes		No hazards
2	Are there references such as SOP’s or Manufacturer’s Manuals available?	Yes		No hazards
3	Have you selected the tools, equipment and are they in good safe working order??	Yes		No hazards
4	Do you have the correct PPE for the job?	Yes		No hazards
	RISKS
5	Are you exposed to sharp objects, pinch or crush points?	Yes
6	Is there a requirement for heavy manual handling or awkward positioning?	Yes
7	Is anything needed to be isolated or disabled?		No
8	Is there a risk of heat, gas, fumes or stored energy?	Yes
9	Are there any fluids under pressure?		No
10	Is there a possibility of explosion or fire from dust, combustible product or vapors?		No
11	Can equipment be damaged, is a spotter required?	Yes
12	Is there a risk of working at heights, tripping or slipping?	Yes

13	Will you require hand tools in restricted spaces?
14	Is any other authorisation needed or additional skills required?
15	Is there a risk of spill or pollution to waterways, ground or air?
16	Is there a risk of falling objects from overhead?
17	Are there other activities in the immediate area that could impact this task?
18	Is there a risk of uncontrolled movement?
19	Is there mobile plant, equipment or other vehicles working in the area?
20	Are there any hazardous materials in use?
21	Are there extremes of hot or cold associated with the task?
22	If any risk is marked YES, Identify the hazard and any control measures taken to mitigate the risk and report to your assessor
23	All control Measures are identified and implemented, if applicable
24	Other –
25	Other –
	NAME:	DATE:	Signature:

Assessor Feedback Sheet – Assessment Task 2

Assessors: Please complete and return this feedback sheet to the student with their results and feedback. A copy must be supplied to the office and kept in the student’s file with the assessment evidence.

Assessment Task 2

Result

Date

Was this a resubmission?

Job Safety Analysis

☐ Satisfactory (S)

☐ Not Satisfactory (NS)

☐ Yes ☐ No

Is Resubmission required?

☐ Yes ☐ No

Resubmission Due Date:

ASSESSOR FEEDBACK


Assessor Signature:
Assessor Name:		Date:

Assessment Cover Sheet – Assessment Task 3

Students:

Please complete this cover sheet clearly and
Make sure you have kept a copy of your

Student Name:

Student Id:

Date of submission:

Unit:

§ AURTTA121 Diagnose Complex System Faults

Assessment Task 3:

Practical observations: Complex System Faults

STUDENT DECLARATION

I declare the following:

The purpose and outcomes of assessment have been explained
The re-assessment and appeals process have been explained to me
Recognition of Prior Learning (RPL) and Credit Transfer (CT) have been explained to me
DIC has informed me about Language Literacy Numeracy (LLN) assistance available to me
I understand that assessments can either be given to the trainer or emailed to them
That completed assessment tasks are my own work
None of this work has been completed by any other
I have not cheated or plagiarised the work or colluded with any other student/s.
I have correctly referenced all resources and reference texts throughout these assessment tasks
I understand that if I am found to be in breach of policy, disciplinary action may be taken against me
I have made a photocopy or have kept an electronic copy of my completed assessment tasks, which can be produced for the assessor when asked for
I understand that for resubmissions, a cost of $100 – per practical assessment and $50 – per theory assessment will be charged to

Please Note: The above must be completed in full before your assessment work is assessed.

Assessment Task 3: Practical Observations – Complex System Faults

TASK SUMMARY:

You will be observed by your Assessor while participating in practical observation activities designed to show that you are able to, demonstrate the required skills for diagnosing complex system faults.

You are required to diagnose complex system faults on three different vehicles, machinery or vessels in which the work must involve one of the following complex faults, on a different vehicle, piece of machinery or vessel.

one fault in a complex system which integrates two or more automotive systems
one fault which incorporates three or more mechanical, hydraulic, pneumatic, electrical or electronic sub-

You are also required to develop a testing strategy to diagnose the cause of each complex faults in the work outlined above.

There are three job cards in total, you will need to complete.

Your trainer/ assessor will observe you during all practical observations using the assessment evaluation tool.

For each practical observation activity, your trainer/ assessor will:

observe you using the assessment evaluation tool provided as a guide
place a tick (√) – satisfactory performance or cross (x) – unsatisfactory performance in the box provided against each assessment criteria in the assessment evaluation tool
identify any areas you may be underperforming in and provide you with feedback
advise you if you need to be re-assessed, e. have been deemed Not Yet Satisfactory and will inform you of the date and time this will take place.

You will be required to satisfactorily complete all three (3) job cards satisfactorily, before you receive your final result for this unit.

Assessment will be conducted over time.

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK

Access to workplace policies, procedures and documentation
Supervisor, work colleagues and customers with whom to communicate in verbal and written exchange
Job Cards (provided)
Workplace instructions
Manufacturer system specifications
Three different light vehicles, vessels or machinery that have the complex system faults specified in the task summary
Tools, equipment and materials appropriate for diagnosing complex system faults in vehicles, vessels or machinery
Assessment Evaluation Tools (provided)

WHEN AND WHERE SHOULD THE TASK BE COMPLETED?

This is a simulated workplace task to be completed in the automotive training

WHAT NEEDS TO BE SUBMITTED?

All Assessment Evaluation Tools must be completed satisfactorily
Both Job Cards

Assessment Task 3: Practical Observations – Complex System Faults

INSTRUCTIONS

Upon completion of this task, you should be able to demonstrate how to diagnose complex system faults in light vehicles.

Student instructions:

You must diagnose complex systems faults in three (3) different vehicles that you have been given by your Trainer/Assessor.

The above diagnosis must involve the following complex faults; each one chosen on a separate vehicle:

one fault that is in a complex system that integrates two or more automotive systems
one fault that incorporates three (3) or more mechanical, hydraulic, pneumatic, electrical or electronic sub-systems.

You must also develop a testing strategy to diagnose the cause of the complex faults in the work outlined above.

Tools and Materials

Three (3) different light vehicles
Workshop manuals (WSM) for vehicles (must be used)
Scan tool (must be used)
Digital Multimeter (DMM)
Micrometer
Vernier caliper
Inspection light

Personal Protective Equipment (PPE):

Safety goggles or glasses with side shields
Steel-toed shoes
Tight fitted clothing
Vehicle protection

Trainer / Assessor Notes:

The, Student must diagnose complex faults in light vehicle diagnose complex systems faults in three

(3) different vehicles that you have given the Student.

The above diagnosis must also include two (2) of the following complex faults:

one (1) fault that is in a complex system that integrates two (2) or more automotive systems
one (1) fault that incorporates three (3) or more mechanical, hydraulic, pneumatic, electrical or electronic sub-systems.

The student must also develop a testing strategy to diagnose the cause of each complex fault described in point 1,

The Trainer / Assessor must verify performance evidence through oral questioning to ensure correct interpretation and application of

The Trainer/ Assessor must observe the student performing each step in the assessment evaluation

Job Card 1: Diagnose complex system faults

Upon completion of this task, you should be able to demonstrate how to diagnose a complex system fault in a light vehicle that integrates two or more automotive systems.

Tools and Materials

One (1) light vehicle
Workshop manuals (WSM) for vehicles (must be used)
Scan tool (must be used)
Digital Multimeter (DMM)
Workshop hand tools
Inspection light
Vehicle protection

Personal Protective Equipment (PPE):

Safety goggles or glasses with side shields
Steel-toed shoes
Tight fitted clothing

Customer Complaint:

The customer is complaining that the ABS-TCS warning indicator, Brake failure indicator and Traction-off warning are displayed on in the instrument cluster.

Procedure:

JobCard1

CustomerDetails

Customer:

Mr.David

ContactDetails:

(H)

036578612

(M)

Address:

234LinkRoad,Melbourne

City:

Melbourne

State:

Victoria

Postcode:

VehicleDetails(Mustfillinthevehicledetails)

Ifsimulated environment used,pleasetick¨

Make:

Holden Motors

Model:

HGSTAR

Colour:

Black

LicenseNo:

VINNo:

568HHHOOO6758KKKJ

OdometerReading:

1234

EngineNo:

Vdfty0098HU

EngineType:

INLINE

TransType:

CONVEYANCEMORMAL

CustomerConcern

The customer is complaining that the ABS-TCS warning indicator, Brake failure indicator and Traction-offwarningaredisplayedoninthe instrumentcluster.

Asperthe reviewofconsumer, theABS_TCS lightisnot workingproperlyinsidethyevehicle.

DeclarationbyTheCustomer

Please execute at my cost and as soon as you conveniently can repair the listed items above, and also any workconsidered essential. The vehicle, its accessories and contents are at my risk entirely whether theft or lossthereofordamaged theretoarisesfromanywant ofcareonthepartofyourself or yourcontractorsorservantsorfrom anycause whatsoever.Anyclaimsforfaultyworkmanshipistoberaisedwithin seven(7)workingdaysafter the vehicle is returned to me. I agree such claim is limited solely to the rectification free of cost of the faultywork.Noclaimforloss consequentialorotherwise beingadmissible.

X / /

SignatureofOwner Date(Fill inthe date)

Understand and Verify the Customer’s Concern: The first part of this step is to obtain as muchinformationaspossiblefromthecustomer.Arethere aftermarketaccessoriesonthevehicle?Whendoes the condition occur? Where does the condition occur? How long does the condition last? Howoften does theconditionoccur?

Noteyourfindingsonthebackofthe JobCard.

VehicleOperatingasDesigned:Thisconditionexistswhenthevehicleisfoundtooperatenormally.The condition described by the customer may be normal. Compare with another like vehicle that isoperatingnormally under thesameconditions describedby thecustomer.

Noteyourfindingsonthebackofthe JobCard.

PreliminaryChecks:Conductathoroughvisualinspection.Reviewtheservicehistory.Detectunusualsoundsorodours.

Noteyourfindingsonthebackofthe JobCard.

CheckforrelatedBulletins,RecallsandPreliminaryInformation.

Noteyourfindingsonthebackofthe JobCard.

Control Module Communication and DTC Check: Using a scan tool, perform the Vehicle DTCInformationfunctionandverifythatallvehiclecontrolmodulecommunicateswiththescantool.

Recordonthe Jobcardthefollowinginformation:

Anycontrolmodulethatis notcommunicating
AnyDTC,includingsymptombyte, andthecontrolmodulethathassettheDTC.

TechnicianNote

DonotclearanyDTCsunlessinstructedtodosobyadiagnostic procedure.IfanyDTCisPowertrainrelated,selectCaptureInfotostoreDTCandFreezeFrame/FailureRecordstotheScanTool.

FortheDTClogged,describehowthesystemoperatesbelow.

Whataretheconditionsfor‘Running’theDTC?

Whataretheconditionsfor‘Setting’theDTC?

Listthepossiblecausesthatcouldcause theaboveDTCtolog?

NarrowdowntheprobablecausesoftheproblembyfollowingthePinpointtestasspecified in theWSMforthe DTC’s above.

Noteyourfindingsonthe backofthe JobCard.

CAUTION!

Do not insert test equipment probes (DMM etc.) into any connector or fuse block terminal. The diameter ofthe test probes will deform most terminals. A deformed terminal will cause a poor connection, which willresultinasystemfailure.AlwaysusetheApprovedTerminalReleaseToolKittoprobeterminals.Donotusepaperclips or othersubstitutes toprobeterminals.

Documentyourtestresultonthebackof theJobCard,

Youmustreportyour findingstothecustomer byfillingintheRecommendationsfortherepairofthevehicleon thebackoftheJobCard.

Fault:	RecordofConversationwithCustomer:
SystemofBrake	Date:10/02/2022
SystemofFluding	Time:10:30am
Oilincluding	ServiceAdvisor: Mr.Smith
Wiring	Conversation:
Cause:	Consumer:Pleasetrytoclearmyproblemwhichmight
DamagingofBrake	beincludingofvehiclelightaswellasbrakeisnot
Damagingoflight	working properly.
BreackingofEngine	Serviceadvisor:Weresolveyourproblem.
Wireswhichisloose
Rectification:	PartsUsed
DTCishelptodiagnoseandalsoissuesisconfirmed.	Includingofnewbrakes
	NewLEDLights
	NewWires
	CleaningofEngine
	Oilsupplysystem













Recommendations:	SubletRepairs	OrderNo
WorkinginGoodspeed
Servicingofpropermanagement		08456765
Thefuelstationisneedtochange		078952345
Oil change		012672398
		098236734

Fluids	QTY	TyreReport		Tech#	Job#	Time	ClockRecord
GearOil	2 L	L/H/F	R/H/F			ON	10:30
AutoOil	1 L	10 mm	10 mm			OFF	10:45
EngineOil	3.1 L	L/H/R	R/H/R			ON	10: 50
DiffOil	0.9 L	10 mm	10 mm			OFF	10:59
Coolant	1 L	BrakeReport				ON	11:30
P/SOil	1.5 L	L/H/F	R/H/F			OFF	11:45
BrakeFluid	0.8 L	9 mm	9 mm			ON	11:59
Other	0.5 L	L/H/R	R/H/R			OFF	00:45
		15 mm	15 mm			ON	01:15
						OFF	02:20

Job Card 1: AURTTA121 Diagnose Complex System Faults
Student’s Name (Must fill in)	Student’s Signature (Must fill in)	Date of Assessment (Must fill in)

Location of Assessment (Must fill in)

Job Card Additional Information (if required)

Job Card Additional Information (if required)

Job Card 2: Diagnose complex system faults

Upon completion of this task, you should be able to demonstrate how to diagnose complex systems faults in light vehicles.

Tools and Materials

One (1) light vehicle
Workshop manuals (WSM) for vehicles (must be used)
Scan tool (must be used)
Workshop hand tools
Inspection light

Personal Protective Equipment (PPE):

Safety goggles or glasses with side shields
Steel-toed shoes
Tight fitted clothing
Vehicle protection

Customer Complaint:

The customer is complaining that the Check Engine light is ON, and the Message Centre is Displaying “Reduced Engine Power. The vehicle is lacking power when accelerating.

Procedure:

Job Card 2

Customer Details

Customer:

Mr. Ian

Contact Details:

(H)

08238372

(M)

Address:

472 Link Road

City:

Melbourne

State:

Victoria

Post code:

Vehicle Details (Must fill in the vehicle details)

If simulated environment used, please tick ¨

Make:

Holden Motors

Model:

HGSTAR

Colour:

Black

License No:

VIN No:

927HHHOOO9389KKKJ

Odometer Reading:

5968

Engine No:

Yskjs9729

Engine Type:

INLINE

Trans Type:

CONVEYANCEMORMAL

Customer Concern

The customer is complaining that the Check Engine light is ON, and the Message Centre Displaying “Reduced Engine Power. The vehicle is lacking power when accelerating.

As per the compliant that had been done by the customer is that the Check Engine light is on as well as well the message center decreases the power of engine and this is reason why the vehicle is lacking the power when accelerating.

Declaration by The Customer

Please execute at my cost and as soon as you conveniently can repair the listed items above, and also any work considered essential. The vehicle, its accessories and contents are at my risk entirely whether theft or loss thereof or damaged thereto arises from any want of care on the part of yourself or your contractors or servants or from any cause whatsoever. Any claims for faulty workmanship is to be raised within seven (7) working days after the vehicle is returned to me. I agree such claim is limited solely to the rectification free of cost of the faulty work. No claim for loss consequential or otherwise being admissible.

X / /

Signature of Owner Date (Fill in the date)

Understand and Verify the Customer’s Concern: The first part of this step is to obtain as much information as possible from the customer. Are there aftermarket accessories on the vehicle? When does the condition occur? Where does the condition occur? How long does the condition last? How often does the condition occur?

Note your findings on the back of the Job Card.

Vehicle Operating as Designed: This condition exists when the vehicle is found to operate normally. The condition described by the customer may be normal. Compare with another like vehicle that is operating normally under the same conditions described by the

Note your findings on the back of the Job Card.

Preliminary Checks: Conduct a thorough visual Review the service history. Detect unusual sounds or odours.

Note your findings on the back of the Job Card.

Check for related Bulletins, Recalls and Preliminary

Note your findings on the back of the Job Card.

Control Module Communication and DTC Check: Using a scan tool, perform the Vehicle DTC Information function and verify that all vehicle control module communicates with the scan

Record on the Job card the following information:

Any control module that is not communicating
Any DTC, including symptom byte, and the control module that has set the

Technician Note

Do not clear any DTCs unless instructed to do so by a diagnostic procedure. If any DTC is Powertrain related, select Capture Info to store DTC and Freeze Frame/Failure Records to the Scan Tool.

For the DTC logged, describe how the system operates
What are the conditions for ‘Running’ the DTC?

What are the conditions for ‘Setting’ the DTC?

List the possible causes that could cause the above DTC to log?

Isolate the problem by Narrow down the probable causes of the problem by following the Pinpoint test as specified in the WSM for the DTC’s above.

Note your findings on the back of the Job Card.

CAUTION!

Do not insert test equipment probes (DMM etc.) into any connector or fuse block terminal. The diameter of the test probes will deform most terminals. A deformed terminal will cause a poor connection, which will result in a system failure. Always use the Approved Terminal Release Tool Kit to probe terminals. Do not use paper clips or other substitutes to probe terminals.

Document your test result on the back of the Job Card, and compare them to the vehicle WSM.

Report the You must report your findings to the customer by filling in the Recommendations for the repair of the vehicle on the back of the Job Card.

Fault:	Record of Conversation with Customer:
Wiring	Date: 11-02-2022
Oil involve	Time: 11: am
System of brake	Service Advisor: Mr. Klaus
System of fluding	Conversation:
Cause:	Consumer- please try to resolve my issues that may be involved for vehicle lights and brake is not appropriately working.
Breaking of engine	Service advice- we will try to resolve the problem as soon as possible.
Wires loose
Damaging of brake
Damaging of brake
Rectification:	Parts Used
It is assist to diagnose as well as issues is confirmed.	New wires
	Oil supply system
	New brakes involved
	Cleaning of engine
	New LED lights













Recommendations:	Sublet Repairs	Order No
Oil change		0289822
Working in the appropriate speed.		0282797
Proper management service		0282682
Fuel station is require to change.		0282628

Fluids	QTY	TyreReport		Tech#	Job#	Time	ClockRecord
GearOil	2 L	L/H/F	R/H/F			ON	10:30
AutoOil	1 L	10 mm	10 mm			OFF	10:45
EngineOil	3.1 L	L/H/R	R/H/R			ON	10: 50
DiffOil	0.9 L	10 mm	10 mm			OFF	10:59
Coolant	1 L	BrakeReport				ON	11:30
P/SOil	1.5 L	L/H/F	R/H/F			OFF	11:45
BrakeFluid	0.8 L	9 mm	9 mm			ON	11:59
Other	0.5 L	L/H/R	R/H/R			OFF	00:45
		15 mm	15 mm			ON	01:15
						OFF	02:20

Job Card 2: AURTTA121 Diagnose Complex System Faults
Student’s Name (Must fill in)	Student’s Signature (Must fill in)	Date of Assessment (Must fill in)

Location of Assessment (Must fill in)

Job Card Additional Information (if required)

Job Card Additional Information (if required)

Job Card 3: Diagnose complex system faults

Upon completion of this task, you will be able to demonstrate how to diagnose complex systems faults in light vehicles which incorporates three or more mechanical, hydraulic, pneumatic, electrical or electronic sub- systems

Tools and Materials

One (1) light vehicle
Workshop manuals (WSM) for vehicles (must be used)
Scan tool (must be used)
Workshop hand tools
Micrometer
Vernier caliper
Inspection light

Personal Protective Equipment (PPE):

Safety goggles or glasses with side shields
Steel-toed shoes
Tight fitted clothing
Vehicle protection

Customer Complaint:

The customer is complaining that the Check Engine light is ON, and the Transmission is shifting very harsh.

Procedure:

Job Card 3

Customer Details

Customer:

Mr. Enrich

Contact Details:

(H)

02937782

(M)

Address:

2972 link road

City:

Melbourne

State:

Victoria

Post code:

Vehicle Details (Must fill in the vehicle details)

If simulated environment used, please tick ¨

Make:

Holden Motors

Model:

HGSTAR

Colour:

Black

License No:

VIN No:

257HHHOOO9389KKKJ

Odometer Reading:

3582

Engine No:

Ahwyjw6292

Engine Type:

INLINE

Trans Type:

CONVEYANCEMORMAL

Customer Concern

The customer is complaining that the Check Engine light is ON, and the Transmission is shifting very harsh.

According to the customer check engine light is on.

Declaration by The Customer

Please execute at my cost and as soon as you conveniently can repair the listed items above, and also any work considered essential. The vehicle, its accessories and contents are at my risk entirely whether theft or loss thereof or damaged thereto arises from any want of care on the part of yourself or your contractors or servants or from any cause whatsoever. Any claims for faulty workmanship is to be raised within seven (7) working days after the vehicle is returned to me. I agree such claim is limited solely to the rectification free of cost of the faulty work. No claim for loss consequential or otherwise being admissible.

X / /

Signature of Owner Date (Fill in the date)

Understand and Verify the Customer’s Concern: The first part of this step is to obtain as much information as possible from the customer. Are there aftermarket accessories on the vehicle? When does the condition occur? Where does the condition occur? How long does the condition last? How often does the condition occur?

Note your findings on the back of the Job Card.

Vehicle Operating as Designed: This condition exists when the vehicle is found to operate normally. The condition described by the customer may be normal. Compare with another like vehicle that is operating normally under the same conditions described by the

Note your findings on the back of the Job Card.

Preliminary Checks: Conduct a thorough visual Review the service history. Detect unusual sounds or odours.

Note your findings on the back of the Job Card.

Check for related Bulletins, Recalls and Preliminary

Note your findings on the back of the Job Card.

Control Module Communication and DTC Check: Using a scan tool, perform the Vehicle DTC Information function and verify that all vehicle control module communicates with the scan

Record on the Job card the following information:

Any control module that is not communicating
Any DTC, including symptom byte, and the control module that has set the

Technician Note

Do not clear any DTCs unless instructed to do so by a diagnostic procedure. If any DTC is Powertrain related, select Capture Info to store DTC and Freeze Frame/Failure Records to the Scan Tool.

For the DTC logged, describe how the system operates

What are the conditions for ‘Running’ the DTC?

What are the conditions for ‘Setting’ the DTC?

List the possible causes that could cause the above DTC to log?

Isolate the problem by Narrow down the probable causes of the problem by following the Pinpoint test as specified in the WSM for the DTC’s above.

Note your findings on the back of the Job Card

CAUTION!

Do not insert test equipment probes (DMM etc.) into any connector or fuse block terminal. The diameter of the test probes will deform most terminals. A deformed terminal will cause a poor connection, which will result in a system failure. Always use the Approved Terminal Release Tool Kit to probe terminals. Do not use paper clips or other substitutes to probe terminals.

Document your test result on the back of the Job Card, and compare them to the vehicle WSM.

Report the You must report your findings to the customer by filling in the Recommendations for the repair of the vehicle on the back of the Job Card.

Fault:	Record of Conversation with Customer:
Oil involve	Date: 12-02-2022
Wiring	Time: 11:30 am
System of brake	Service Advisor: Mr. Scott
	Conversation:
Cause:	Consumer- please try to resolve my issues that may be involved for vehicle lights and brake is not appropriately working.
Breaking of engine	Service advice- we will try to resolve the problem as soon as possible.
Wires loose
Damaging of brake
Rectification:	Parts Used
The issue is coming and therefore it is confirmed.	Cleaning of engine
	New LED lights
	Oil supply system
	New brakes involved
	New wires













Recommendations:	Sublet Repairs	Order No
Fuel station is require to change.		02792729
Working in the appropriate speed.		02792729
Oil change		02618152
Proper management service		01681979

Fluids	QTY	TyreReport		Tech#	Job#	Time	ClockRecord
GearOil	2 L	L/H/F	R/H/F			ON	10:30
AutoOil	1 L	10 mm	10 mm			OFF	10:45
EngineOil	3.1 L	L/H/R	R/H/R			ON	10: 50
DiffOil	0.9 L	10 mm	10 mm			OFF	10:59
Coolant	1 L	BrakeReport				ON	11:30
P/SOil	1.5 L	L/H/F	R/H/F			OFF	11:45
BrakeFluid	0.8 L	9 mm	9 mm			ON	11:59
Other	0.5 L	L/H/R	R/H/R			OFF	00:45
		15 mm	15 mm			ON	01:15
						OFF	02:20

Job Card 3: AURTTA121 Diagnose Complex System Faults
Student’s Name (Must fill in)	Student’s Signature (Must fill in)	Date of Assessment (Must fill in)

Location of Assessment (Must fill in)

Job Card Additional Information (if required)

Job Card Additional Information (if required)

Assessment Evaluation Tool– Assessment Task 3

Unit Code & Unit Name	AURTTA121 Diagnose complex system faults
Assessment Type	Practical observation
Assessment Name	AT 3
Student’s name & ID
Assessment date/s
Is Student able to demonstrate the following: Performance Evidence [1, 2]		Yes	No
(1) Diagnose complex system faults on three different vehicles, machinery or vessels
(2) The above diagnosis must involve two of the following types of complex faults: · one fault that is in a complex system that integrates two or more automotive systems · one fault that incorporates three or more mechanical, hydraulic, pneumatic, electrical orelectronic sub-systems (3) Develop a testing strategy to diagnose the cause of the above mentioned complex faults.
Is Student able to demonstrate the following: Performance Criteria [1.1, 1.2, 1.3, 2.1, 2.2, 2.3, 2.4, 2.5, 2.6, 2.7, 3.1, 3.2, 3.3, 3.4, 4.1, 4.2, 4.3]		Yes	No
(1.1) Nature and objective of diagnosis requirements are determined from workplace instructions
(1.2) Existence of fault is confirmed from direct or indirect evidence
(1.3) Information, including customer complaint, is sourced to provide a full overview of all faults andconditions under which they occur
(2.1) Function and operation of the system when operating correctly are identified
(2.2) Information is analysed and affected systems are identified
(2.3) Manufacturer specifications and other technical information are accessed and interpreted
(2.4) Tests are identified and selected from range of available options, and testing sequence isestablished
(2.5) Testing equipment is obtained and prepared according to manufacturer specifications andworkplace procedures
(2.6) Tools, equipment and materials required to support the diagnostic process are identified,selected and prepared for use
(2.7) Hazards associated with the work are identified and risks are managed according to workplaceprocedures and safety requirements
(3.1) Tests are applied systematically and efficiently to gather precise data on system operation according to manufacturer specifications, workplace procedures, and safety and environmentalrequirements

(3.2) Test results are compared with manufacturer specifications and conclusions are drawn and documented according to workplace procedures, including recommendations for necessary repairs
(3.3) Diagnostic findings are verified, as required, by using reliable alternative or optional process according to manufacturer specifications and workplace procedures
(3.4) Conclusions are provided to appropriate personnel or customer to confirm further action to be taken
(4.1) Vehicle or machinery is presented ready to be repaired or returned to the customer
(4.2) Work area is cleaned, waste and non-recyclable materials are disposed of, and recyclable material is collected
(4.3) Tools and equipment are checked and stored according to workplace procedures

Assessor observation checklist (Job card 1)

Observable skills/tasks	Satisfactory = S Not Satisfactory = NS
Safety
Question 1: Safely used appropriate hand and power tools and equipment	S \|	NS
Question 2: Completed work safely, efficiently and within acceptable timeframes	S \|	NS
Question 3: Observed all safety, PPE, environmental and workplace policies throughout thework including correct manual handling techniques	S \|	NS
Question 4: Safely use relevant tooling and equipment to the level required by industry	S \|	NS
Setup / preparation
Question 5: Accessed and used materials in a cost-effective way, reducing wastage and usingsustainability principles	S \|	NS
Question 6: Accessed a range of information sources, seeks assistance and used a range ofstrategies for learning and self-improvement	S \|	NS
Question 7: Attended at times required and was prepared for work	S \|	NS
Generic skills
Question 8: Followed task and job instructions and specifications including correct tool andequipment identification and testing in a safe and efficient manner	S \|	NS
Question 9: Used technology such as diagnostic equipment without causing damage tocomponents or systems	S \|	NS
Question 10: Used manufacturer’s workshop manual/publication/database to access,interpret and apply information, safely makes adjustments where necessary	S \|	NS
Question 11: Communicated respectfully and inclusively with teachers and others	S \|	NS

Question 12: Adapted to changes in workshop environment	S \| NS
Question 13: Solved problems using analytical skills and sought assistance as required	S \| NS
Question 14: Worked consistently on tasks and managed time efficiently and effectively	S \| NS
Question 15: Worked well in a team environment and resolved conflict and differences	S \| NS
Question 16: Displayed appropriate numeracy skills for the task at hand	S \| NS
Specific task skills
Question 17: Job Card 1: Diagnose complex system faults	S \| NS
Question 18: Job Card 2: Diagnose complex system faults (Job Card 2. Do not use here)	S \| NS
Question 19: Job Card 3: Diagnose complex system faults (Job Card 3. Do not use here)	S \| NS
Clean up/ reporting
Question 20: Completed documentation (e.g. job card) to workplace standard	S \| NS
Question 21: Checked and stowed tools and equipment correctly; identified and reportedany broken or faulty items for repair or replacement	S \| NS
Question 22: Kept work area clean ensuring all waste is scrapped and/or recycled	S \| NS

Assessor observation checklist (Job card 2)

Observable skills/tasks	Satisfactory = S Not Satisfactory = NS
Safety
Question 1: Safely used appropriate hand and power tools and equipment	S \|	NS
Question 2: Completed work safely, efficiently and within acceptable timeframes	S \|	NS
Question 3: Observed all safety, PPE, environmental and workplace policies throughout the work including correct manual handling techniques	S \|	NS
Question 4: Safely use relevant tooling and equipment to the level required by industry	S \|	NS
Setup / preparation
Question 5: Accessed and used materials in a cost-effective way, reducing wastage and using sustainability principles	S \|	NS
Question 6: Accessed a range of information sources, seeks assistance and used a range of strategies for learning and self-improvement	S \|	NS
Question 7: Attended at times required and was prepared for work	S \|	NS
Generic skills
Question 8: Followed task and job instructions and specifications including correct tool and equipment identification and testing in a safe and efficient manner	S \|	NS
Question 9: Used technology such as diagnostic equipment without causing damage to components or systems	S \|	NS
Question 10: Used manufacturer’s workshop manual/publication/database to access, interpret and apply information, safely makes adjustments where necessary	S \|	NS
Question 11: Communicated respectfully and inclusively with teachers and others	S \|	NS

Question 12: Adapted to changes in workshop environment	S \| NS
Question 13: Solved problems using analytical skills and sought assistance as required	S \| NS
Question 14: Worked consistently on tasks and managed time efficiently and effectively	S \| NS
Question 15: Worked well in a team environment and resolved conflict and differences	S \| NS
Question16: Displayed appropriate numeracy skills for the task at hand	S \| NS
Specific task skills
Question 17: Job Card 1: Diagnose complex system faults (Job Card 1. Do not use here)	S \| NS
Question 18: Job Card 2: Diagnose complex system faults	S \| NS
Question 19: Job Card 3: Diagnose complex system faults (Job Card 3. Do not use here)	S \| NS
Clean up/ reporting
Question 20: Completed documentation (e.g. job card) to workplace standard	S \| NS
Question 21: Checked and stowed tools and equipment correctly; identified and reported any broken or faulty items for repair or replacement	S \| NS
Question 22: Kept work area clean ensuring all waste is scrapped and/or recycled	S \| NS

Assessor observation checklist (Job card 3)

Observable skills/tasks	Satisfactory = S Not Satisfactory = NS
Safety
Question 1: Safely used appropriate hand and power tools and equipment	S \|	NS
Question 2: Completed work safely, efficiently and within acceptable timeframes	S \|	NS
Question 3: Observed all safety, PPE, environmental and workplace policies throughout the work including correct manual handling techniques	S \|	NS
Question 4: Safely use relevant tooling and equipment to the level required by industry	S \|	NS
Setup / preparation
Question 5: Accessed and used materials in a cost-effective way, reducing wastage and using sustainability principles	S \|	NS
Question 6: Accessed a range of information sources, seeks assistance and used a range of strategies for learning and self-improvement	S \|	NS
Question 7: Attended at times required and was prepared for work	S \|	NS
Generic skills
Question 8: Followed task and job instructions and specifications including correct tool and equipment identification and testing in a safe and efficient manner	S \|	NS
Question 9: Used technology such as diagnostic equipment without causing damage to components or systems	S \|	NS
Question 10: Used manufacturer’s workshop manual/publication/database to access, interpret and apply information, safely makes adjustments where necessary	S \|	NS
Question 11: Communicated respectfully and inclusively with teachers and others	S \|	NS

Question 12: Adapted to changes in workshop environment	S \| NS
Question 13: Solved problems using analytical skills and sought assistance as required	S \| NS
Question 14: Worked consistently on tasks and managed time efficiently and effectively	S \| NS
Question 15: Worked well in a team environment and resolved conflict and differences	S \| NS
Question 16: Displayed appropriate numeracy skills for the task at hand	S \| NS
Specific task skills
Question 17: Job Card 1: Diagnose complex system faults (Job Card 1. Do not use here)	S \| NS
Question 18: Job Card 2: Diagnose complex system faults (Job Card 2. Do not use here)	S \| NS
Question 19: Job Card 3: Diagnose complex system faults	S \| NS
Clean up/ reporting
Question 20: Completed documentation (e.g. job card) to workplace standard	S \| NS
Question 21: Checked and stowed tools and equipment correctly; identified and reported any broken or faulty items for repair or replacement	S \| NS
Question 22: Kept work area clean ensuring all waste is scrapped and/or recycled	S \| NS

Assessment Cover Sheet – Assessment Task 4

Students:

Please complete this cover sheet clearly and
Make sure you have kept a copy of your

Student Name:
Student Id:			Date of submission:
Unit: § AURTTA121 Diagnose Complex System Faults
Assessment Task 4: Work Placement Logbook and Supervisor Report

STUDENT DECLARATION

I declare the following:

The purpose and outcomes of assessment have been explained
The re-assessment and appeals process have been explained to me
Recognition of Prior Learning (RPL) and Credit Transfer (CT) have been explained to me
DIC has informed me about Language Literacy Numeracy (LLN) assistance available to me
I understand that assessments can either be given to the trainer or emailed to them
That completed assessment tasks are my own work
None of this work has been completed by any other
I have not cheated or plagiarised the work or colluded with any other student/s.
I have correctly referenced all resources and reference texts throughout these assessment tasks
I understand that if I am found to be in breach of policy, disciplinary action may be taken against me
I have made a photocopy or have kept an electronic copy of my completed assessment tasks, which can be produced for the assessor when asked for
I understand that for resubmissions, a cost of $100 – per practical assessment and $50 – per theory assessment will be charged to

Please Note: The above must be completed in full before your assessment work is assessed

Assessment Task 4: Work Placement Logbook and Supervisor Report

TASK SUMMARY:

You will be required to request a workplace supervisor to complete and sign the supervisor report in your Work Placement Logbook.

You must also ensure that your logbook is completed accurately throughout your work placement.

You will be provided with instructions regarding this in the Work Placement Logbook and Supervisor Report document.

You must submit the completed logbook and supervisor report to your assessor.

RESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK

Access to your work placement
Access to a workplace supervisor
Access to your work placement logbook
Opportunities to demonstrate the skills and knowledge required in your

WHEN AND WHERE SHOULD THE TASK BE COMPLETED?

This is a workplace task to be completed during your work
Your assessor will provide you with the due date for this

WHAT NEEDS TO BE SUBMITTED?

Completed Work Placement Logbook
Completed Supervisor Report

What do I need to hand in for this task?	Have I completed this?
Your completed Work Placement Logbook	o
Your completed Supervisor Report	o

Assessor Feedback Sheet – Assessment Task 4

Assessors: Please complete and return this feedback sheet to the student with their results and feedback. A copy must be supplied to the office and kept in the student’s file with the assessment evidence.

Assessment Task 4

Result

Date

Was this a resubmission?

Work Placement Logbook and Supervisor Report

☐ Satisfactory (S)

☐ Not Satisfactory (NS)

☐ Yes ☐ No

References

Brito, M., Canelas, R. B., García-Feal, O., Domínguez, J. M., Crespo, A. J. C., Ferreira, R. M. L., … & Teixeira, L. (2020). A numerical tool for modelling oscillating wave surge converter with nonlinear mechanical constraints. Renewable Energy, 146, 2024-2043.

Chen, S. H., Pan, J. S., & Lu, K. (2015, March). Driving behavior analysis based on vehicle OBD information and adaboost algorithms. In Proceedings of the international multiconference of engineers and computer scientists (Vol. 1, pp. 18-20).

Denton, T. (2016). Advanced Automotive Fault Diagnosis: Automotive Technology: Vehicle Maintenance and Repair. Routledge.

El-Eskandarany, M. S., Al-Hazza, A., Al-Hajji, L. A., Ali, N., Al-Duweesh, A. A., Banyan, M., & Al-Ajmi, F. (2021). Mechanical milling: a superior nanotechnological tool for fabrication of nanocrystalline and nanocomposite materials. Nanomaterials, 11(10), 2484.

Gupta, M. K. (2020). Effects of tool profile on mechanical properties of aluminium alloy Al 1120 friction stir welds. Journal of Adhesion Science and Technology, 34(18), 2000-2010.

Huber, F., Bischof, C., Hentschel, O., Heberle, J., Zettl, J., Nagulin, K. Y., & Schmidt, M. (2019). Laser beam melting and heat-treatment of 1.2343 (AISI H11) tool steel–microstructure and mechanical properties. Materials Science and Engineering: A, 742, 109-115.

Khedkar, S., Oswal, A., Setty, M., & Ravi, S. (2015). Driver evaluation system using mobile phone and OBD-II system. Int. J. Comput. Sci. Inf. Technol, 6(3), 2738-2745.

Li, Z. (2014). Experimental Investigation on Tapping Noise in EVAP System of a Motor Vehicle (Master’s thesis, University of Waterloo).

McRuer, D. T., Graham, D., & Ashkenas, I. (2014). Aircraft dynamics and automatic control (Vol. 2731). Princeton University Press.

STUDENT ASSESSMENT BOOKLET

BSBLDR523 Lead and manage effective workplace relationships

BSB50420 Diploma of Leadership and Management

Student Name: _________________________________________________________

Student ID: ___________________________________________________

OVERALL UNIT – RECORD OF ASSESSMENT OUTCOMES:

This section records the outcome of each task/assessment requirement so that the final assessment outcome can be determined for BSBLDR523Lead and manage effective workplace relationships

Student must achieve a satisfactory outcome in each of the three (3) assessment tasks to be deemed competent in the unit. There is space to record up to three attempts at each assessment task.

A not satisfactory result for any discreet assessment task (after the student has had three (3) attempts), will result in the student being deemed not yet competent.

Assessment Tasks	Unit Outcome
	Satisfactory (S) Not satisfactory (NS)Please note (N/A) where further attempts are not required		Date		Assessor initials
Assessment Task 1: Written Questions	Attempt 1
	Attempt 2
	Attempt 3
Assessment Task 2: Case Study & Roleplays	Attempt 1
	Attempt 2
	Attempt 3
Final Assessment Results		Result (C/NYC)
BSBLDR523Lead and manage effective workplace relationships		Competent □ Not Yet Competent □
Student Name:
Student ID:
Qualification: BSB50420 Diploma of Leadership and Management
Does the student wish to appeal the result? □ YES □NO
Assessor Name: John Mtandwa
Assessor Signature:				Date: / /

Assessment Plan

The following outlines the requirements of your final assessment for this unit. You are required to satisfactorily complete all tasks to demonstrate competency for this unit.

Your Trainer / Assessor will provide you with the due dates for each assessment task. Write them in the table below and keep a note of the due dates for your reference.

Assessment Requirements	Due date
1. Written Questions	18/02/2022
2. Case Studies& Roleplays	25/02/2022

Agreement by the student

Read through the assessments in this booklet before you fill out and sign the agreement below. Make sure you sign

this before you start each assessment task.

Have you read and understood what is required of you in terms of assessment?

R Yes

Do you agree that the assessment process is clear?

R Yes

Do you understand your rights to appeal then decisions made in an assessment?

Do you have any special needs or considerations to be made for this assessment?

R No ¨ Yes

If yes, what are they?

R Yes

¨ No

Student Name: ______________________________________________________________________________________________

Student Signature: _________________________________________________ Date: 07/02/2022_________________________
- Assessor Name: John Mtandwa_________________________________________________________________________________
Assessor Signature: ____________________ Date: 07/02/2022_________________________
Assessor Note: If the student ticks ‘NO’ for any item except the reasonable adjustment, the assessor must not commence the assessment activity until the matter has been resolved and records of the resolution have been entered into the Student Management System (SMS).
If a student identifies any specific needs or considerations, assessors must provide a detailed record of how the situation was managed in the assessment outcome record for this assessment.

Version control
Version No.	Date		Dept.	Change
1.0	16/12/2020		Training	Original




Copyright Statement
© Copyright Clinton Institute
Disclaimer		All rights reserved. No part of this publication may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, scanning, recording, or any information storage retrieval system without permission in writing from Clinton Institute. No patent liability is assumed with respect to the use of information used herein. While every effort has been taken in the preparation of this publication, the publisher and authors assume no responsibility for errors or omissions. Neither is any liability assumed for damages resulting from the use of information contained herein.

Contents

OVERALL UNIT – RECORD OF ASSESSMENT OUTCOMES: 2

Assessment Plan. 3

Contents. 5

Introduction. 6

Assessment Task 1: Written Questions. 13

Assessment Task 2: Case Studies and Roleplays. 27

Introduction
Unit code	Title	Training Package
BSBLDR523	Lead Band manage effective workplace relationships	Business Services Training Package

For further information regarding assessment criteria including-

Application of unit
Elements and performance criteria
Assessment requirements
Modification History
Performance Evidence
Knowledge Evidence
Assessment Conditions.

Please refer to: https://training.gov.au/Training/Details/BSBLDR523

Understanding Assessment Terminology

Describe: Give a detailed account by recounting, characterising, outline and relating, in sequence, an event, situation, theory or point.

Discuss/Explain: Clarify or elaborate on the facts. Focus on reasons how and why things happen or a why a particular point is important in the relevant context.

List: Using dot points, list a series of points, steps or stages that relate to the question.

Outline: Leaving out minor details, give an account of thing or a process outlining the main points of a topic.

Review: Provide a summary while analysing and commenting on the evidence, argument or other relevant points.

Summarise: Identify and interpret the most relevant features of a theory, discuss issue or detail, leaving out the finer details.

Develop: Involves the creation of the materials/activities/procedures to achieve the outcome. This is about designing and creating,

Implement: After materials/activities/procedures are developed, test all materials/procedures to determine if they are functional and appropriate for the intended audience.

Evaluate: ensures that the materials/activities/procedures achieve their desired goals and involves a detailed review including any recommendations for change and reasons.

Plagiarism

While cooperative effort and the sharing of information are encouraged, you must ensure your assignments and assessments are representative of your own effort, knowledge, and skills. You must not take the work of others and present it as your own. Plagiarism may result in the assignment/assessment being deemed to be “not yet competent” by the Trainer / Assessor.

Students accused more than once of academic misconduct, including plagiarism, may be dismissed or cancelled from their course at the discretion of the Clinton Institute Director of Studies.

Plagiarism can take several forms:

Quoting from a book or an article without acknowledging the source.
Handing in someone else’s work as your own.
Stealing and passing off another person’s words or ideas and claiming them as your own.
Giving incorrect information about the source of a quotation or idea.
Downloading information from the internet without acknowledging the source.
Copying a section of a book or article and submitting it as one’s own work.
Presenting as a new and original idea or produce something which was derived from an existing source .

Referencing Materials

If you are unfamiliar with how to reference, we recommend that you review http://www.citethisforme.com/harvard-referencing. Two types of citations are included:

In-text citations are used when directly quoting or paraphrasing a source. They are located in the body of the work and contain a fragment of the full citation. Depending on the source type, some Harvard Reference in-text citations may look something like this:
- “After that I lived like a young rajah in all the capitals of Europe…” (Fitzgerald, 2004).
Reference lists are located at the end of the work and display full citations for sources used in the assignment. Here is an example of a full citation for a book found in a Harvard Reference list:
- Fitzgerald, F. (2004). The great Gatsby. New York: Scribner.*
It is preferred that students utilises Harvard Style referencing. Generally, Harvard Reference List citations follow this format:
- Books: Last name, First Initial. (Year published). Title. City: Publisher, Page(s).
- Journals/publication: Last name, First initial. (Year published). Article title. Journal, Volume (Issue), Page(s).
- Websites: Website name, (Year published). Page title. [Online] Available at: URL [Accessed Day Mo. Year].

Understanding your results

The great thing with competency-based training is that you either deemed ‘competent’ (you can demonstrate the required skills and knowledge) or ‘not yet competent’ (at this time you haven’t been able to demonstrate required skills or knowledge). The key word is “YET”.

Your Trainer / Assessor will provide you with feedback on your assessments so that you know what you have done well in your assessment and what you need to improve upon or fix. An “NYC” result does not mean that you have failed and that is it – you have the opportunity to try again. It could be that one question in your assessment was deemed not yet satisfactory and this is the only question that will require review.

Assessment outcomes

Each assessment task will be given an outcome of either Satisfactory (S) or Not Yet Satisfactory (NYS). You must complete all tasks satisfactorily to achieve an overall outcome of Competent (C) for a unit. If one or more of tasks are assessed as not yet satisfactory, you will be given an overall outcome for the unit of Not Yet Competent (NYC).

You will be allowed up to two (2) reassessments attempts to complete each task and achieve a satisfactory outcome. You will be given a timeframe for resubmission and advised what you must include in the resubmission.

There is an Assessment Task # – Outcome Record incorporated within an Assessment Cover Sheet at the beginning of each discreet assessment activity. Assessors will complete the Outcome Record section for each assessment activity. The summary of the outcomes will be transferred to the Overall Unit – Record of Assessment Outcomes located on the reverse of the first page Cover sheet of this Student Assessment Booklet.

Assessors Note -theOverall Unit – Record of Assessment Outcomes will become the first page of the submitted work when completed (by reversing the first page Cover sheet of this Student Assessment Booklet)

Results legend

C	Competent	You have successfully completed unit and met the minimum competency criteria and demonstrated the required skills and knowledge.
NYC	Not Yet Competent	You have *not* met minimum competency criteria for the unit. Certain section/s require review due to not meeting the requirements and, therefore, your work is deemed not yet competent. Note: If you have had an initial assessment, a first reassessment and then a final reassessment, you will no longer have an opportunity to resubmit. You will receive a “NYC” and have to re-enrol in the unit.
S	Satisfactory	Individual assessment/question is satisfactory.
NYS	Not Satisfactory	Individual assessment/question is *not a* satisfactory result for a specific assessment activity.

Assessment attempts and resubmissions

You will have up to three (3) attempts to achieve a satisfactory outcome for each assessment. If after three (3) attempts you cannot achieve a satisfactory result for any assessment activity, the overall outcome with be Not Yet Competent (NYC) for the unit.

Resubmission

You will be given the opportunity to resubmit a Not Yet Satisfactory (NYS) assessment task up to two (2) times. Following the assessment outcome, you will be given appropriate feedback on previous attempt. This will enable you to have a total of three (3) attempts.

Timeframe

You will be provided with an appropriate timeframe by your trainer to resubmit your work. For example, you may be given 14 days to resubmit incorrect responses to written tasks or projects. Should you be required to complete a roleplay or presentation, your assessor will make an appointment time, which suits both of you.

Records

The Assessment Task Cover Sheet at the start of each assessment activity, includes a space to record the details of any re-attempts and resubmissions. Assessors must ensure that this is comprehensively detailed so that anybody reviewing the assessment record can tell exactly what occurred, when it occurred, how it occurred, who was involved and where any further evidence is located. Assessors must also make reference to ensuring that any reattempt or resubmission has been assessed in accordance with the model responses and performance descriptors included in the Assessor’s Marking Guide.

Assessment task cover sheet

At the beginning of each individual assessment task, you will find an Assessment Task Cover Sheet. Please fill out your student details on each cover Sheet and make sure you sign the student declaration.

Your assessor will complete the Outcome Record section and give you feedback about how well you went in each task. This will be written on the Assessment Task Cover Sheet.

Assessment appeals

You have the right to appeal an assessment decision. To make an appeal about an assessment decision, you must follow the process outlined in the Student Handbook.

Note that the Overall Unit – Record of Assessment Outcomes contains a section which says “Does the student wish to appeal the result? □YES□NO”

Assessors must ensure that the appropriate box is ticked, after conferring with the student if necessary.

Assessment Overview

This Student Assessment Booklet includes all your tasks for assessment of BSBLDR523 Lead and manage effective workplace relationships

About your assessments

There are three(3) assessment tasks for this unit. You must satisfactorily complete all tasks to achieve competency for this unit.

Assessment Task	About this task
Assessment Task 1: Written Questions	You must correctly answer all twelve (12) questions to show that they understand the knowledge required of this unit.
Assessment Task 1: Written Questions	Evidence Required · All completed questions.
Assessment Task 2: Case Studies& Roleplays (2)	There are four (4) parts to this assessment task- Part A: Develop consultative process for WHS Part B: Research workplace diversity ; implement diversity policy via workshop (Roleplay 1) Part C: Manage workplace diversity difficulties Part D: Provide guidance, counselling and support for workplace issues (Roleplay #2)
Assessment Task 2: Case Studies& Roleplays (2)	Evidence Required Part A: · WHS Consultative Processes Plan (Activity 2) Part B: · Workshop Meeting Agenda (Activity 2) · Role Play #1 Observation Checklist – completed by Assessor(Activity 3) Part C: · Answers to all questions in Activities 1 to 4 Part D: · Resolution of Diversity Issues Meeting Agenda (Activity 1) · Role Play #2 Observation Checklist – completed by Assessor (Activity 2) · Answers to all questions in Activities 3

How to submit your assessments

When you have completed each assessment task you will need to submit it to your assessor.

Instructions about submitting your work can be found at the beginning of each assessment task.

Make sure you photocopy your written activities before you submit them. Your assessor will put the documents you submit into your student file. These will not be returned to you.

ASSESSMENT TASK COVER SHEET and TASK OUTCOME RECORD– ASSESSMENT TASK 1

Student: Please fill out your details and date of submission and complete the declaration. Keep a copy of your submission.

Student Name
Student ID
Date of submission
Course / Qualification	BSB50420 Diploma of Leadership and Management
Unit(s)	BSBLDR523Lead and manage effective workplace relationships

Student declaration

I <Insert your name>__________________________________________declare that this is my own work and:

R None of this work has been completed by any other person.

R I have not cheated or plagiarised the work or colluded with any other student/s.

R I have correctly referenced all resources and reference texts throughout these assessment tasks.

R I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.

Student Signature:___________________________________________________________________________________________

Assessor to complete
Assessment requirements	Satisfactory/ Not satisfactory	Attempt (pls circle)
Written questions completed		1 2 3
Overall Outcome for Assessment Task 1:

ASSESSOR FEEDBACK – Detail any gaps identified and any reassessment requirements

(if more space is required, continue on reverse of this page)

Assessors: Please provide a copy of this cover sheet to the student with assessment results and feedback. The original copy must be supplied to the office and kept on the student’s file with the evidence.

Assessor Signature: … ………………………………Date: ………………./…………………/…………….

Assessor Name: JohnMtandwa_________________________________________________________________________________

*Authenticity Check*
Student Name:
Student ID:
Unit of Competency:
*Assessor Use Only*
I confirm that I have checked this completed student assessment item and confirm (Assessor must tick one of the following): R I have checked the authenticity of this work and am unable to detect any form of plagiarism, collusion or cheating and believe the contents of the submission is the students own work. ¨ I have checked the authenticity of this work and have identified potential instances of plagiarism, collusion or cheating. A detailed file note is attached to this completed assessment item, detailing the issues of concern, which will be submitted to the Director of Studies for further investigations and action. The student has been marked Not Yet Satisfactory in this assessment.
Assessor Signature:	Date checked:	//2022

Assessment Task 1: Written Questions

Task summary:

You are required to answer all twelve (12) questions correctly in this task.

You will have two (2) hours to complete this assessment.

Resources and equipment required to complete this task

Student Leaner Guide for this Unit
Computer
Access to the Internet
https://www.fairwork.gov.au/about-us/legislation
https://www.fairwork.gov.au/employee-entitlements/hours-of-work-breaks-and-rosters/rosters

Note: Clinton Institute provides students with access to a computer and internet

When and where do I complete this task?

This task is to be completed in the classroom. Your assessor will advise on the date(s) and time(s) of the assessment.

What do I need to submit and Do?

What do you need to do?	What evidence is required?
Answer all twelve (12) questions.	You will need to submit your answers to all twelve (12) questions.

Decision Making Rules

Assessors will compare student responses/performance with the model responses and performance descriptors contained in the Assessors Marking Guide. Your responses do not have to be verbatim (unless otherwise specified), but must convey the same meaning as each component listed. Similarly, you do not have to perform exactly as described in the marking guide (unless otherwise specified), but you must address each performance component listed.

You must achieve a satisfactory result for every question to achieve a satisfactory result for this assessment task.

What happens if I get something wrong?

If your assessor sees that you have not completed all parts of this task satisfactorily, the details of resubmission will be advised by your Assessor in writing and discussed with you directly.

Instructions

This is an open book assessment – you can use your learning materials as reference.
You need to answer all questions correctly
You must answer the questions by writing in the space provided and/ or you may complete using softcopy tasks or templates electronically when provided.
If you need more space, you can use extra paper. Make sure you write on each extra piece of paper your name and the question number/s you are answering.

Assessor will tick either □ Satisfactory OR □ Not yet satisfactory for each question and sub-questions.

Assessment Task 1: Written Questions

Question 1

List below at least three (3) organisational systems that can support the development of effective work relationships

1) Divisional structure

2) Functional structure

3) Matrix structure

□ Satisfactory OR □ Not yet satisfactory

Give three (3) examples of strategies that could be in place to ensure information associated with the achievement of workplace responsibilities are communicated within an organisation to all co-workers, to support the development of effective work relationships.

1) Don’t focus on the person, make focus on the company issues.

2) don’t be manipulative always be genuine.

3) Affirming responses should be used.

□ Satisfactory OR □ Not yet satisfactory

Give three (3) further examples of procedure or processes that could be in place to ensure information associated with the achievement of workplace responsibilities are communicated within an organisation to all co-workers, to support the development of effective work relationships.

1) set clear expectations and goals.

2) Words should be raised not the voice.

3) Clarifying questions should be asked.

□ Satisfactory OR □ Not yet satisfactory

Give three (3) further examples of systems, strategies or processes/procedures that could be in place to ensure workplace achievements are communicated within an organisation to all co-workers, to support the development of effective work relationships.

1) By building inclusive and diverse teams.

2) Encourage frequent and clear communication.

3) Clearly define the responsibilities and roles of the team members.

□ Satisfactory OR □ Not yet satisfactory

Overall Outcome for Question 1:□ Satisfactory OR □ Not yet satisfactory

Question 2

You are considering changing procedures related to organising staff rosters, which would impact on the employees’ hours.

Do you have a legal responsibility to consult workers in this instance? Give the reason for your answer.

If the regular roster of the employee is changing by the employer, then discussion with the employees should be done. The employer needs to provide the correct information about the change.

□ Satisfactory OR □ Not yet satisfactory

If you were going to consult a worker about staff rosters, what processes could you use to ensure employees have an opportunity to contribute to this and other issues related to their work role? (List at least two(2)

1) Press releases.

2) Notice boards (Rocha, et al.,2012).

□ Satisfactory OR □ Not yet satisfactory

Overall Outcome for Question 2:□ Satisfactory OR □ Not yet satisfactory

Question 3

List at least three (3) the key components of the Fair Work Act that are relevant to managing effective workplace relationships.

1) Enable flexible Fairness and arrangements in work.

2) Minimum entitlements safety net.

3) Discrimination should be prevented against employees.

□ Satisfactory OR □ Not yet satisfactory

Question 4

List below three (3) ways where your personal conduct and communication style could assist in modelling behaviours, building the trust and positive working relationships to support colleagues and external contacts.

1) Communication

2) Teamwork

3) Respect

□ Satisfactory OR □ Not yet satisfactory

Question 5

Describe how you could guide and support fellow colleagues adjust their interpersonal communication skills to meet the organisation’s cultural diversity and ethical environment.

1) Clear language should be used.

2) Understand the body language differences.

3) Practise paraphrasing and reflective listening.

4) Be inclusive and open with other cultures (Diller, 2018).

□ Satisfactory OR □ Not yet satisfactory

You want to take a new worker to lunch to find out how they are settling into their new job. The person does not speak English as a first language and you’re worried that you will not be able to make yourself understood.

How might you adjust your own interpersonal communication styles to converse with the person successfully taking cultural diversity and language issues into account. Provide at a minimum of five (5) examples.

1) The closed questions should be avoided.

2) Active listening should be practiced.

3) Speak slowly so that the person can understand.

4) Maintain etiquette while talking.

5) Keep the talks simple.

□ Satisfactory OR □ Not yet satisfactory

Overall Outcome for Question 5:□ Satisfactory OR □ Not yet satisfactory

Question 6

Outline how you could use your networks to build workplace relationship and what outcome could be achieved for your team and organisation.

using your networks to build workplace relationships

Three different network types should be focused on.

Help them with their career goals.

The gratitude should be expressed to them.

□ Satisfactory OR □ Not yet satisfactory

outcomes your networks could achieve for your team and organisation

Fresh ideas can be achieved.

Build confidence

Get career support and advice.

Strengthening the connections of business (Pilch & Turska.,2015).

□ Satisfactory OR □ Not yet satisfactory

Question 7

Why are interpersonal styles a key aspect of work relationships?

Employee recognition drives more when there is good interpersonal communication. When the interpersonal relationship of the employees is good with the managers, the good work is recognized and provide constructive feedback.

□ Satisfactory OR □ Not yet satisfactory

Why are communications a key aspect of work relationships?

There is critical effective communication for fulfilling the job needs, increasing productivity, and building the truest sense with the other persons by non-verbal communication and verbal communication for achieving the business goals.

□ Satisfactory OR □ Not yet satisfactory

Why is consultation a key aspect of work relations?

Consultation means consideration taking from the employees asking for the views while making the decisions. Employee engagement is increased by the consulting process on important decisions at the workplace (Keyton, et al.,2013).

□ Satisfactory OR □ Not yet satisfactory

Why is cultural and social sensitivity a key aspect of work relations?

The productivity of the employees is increased by the cultural sensitivity, the communication barriers also reduced and full engagement in the environment of the workplace.

□ Satisfactory OR □ Not yet satisfactory

Why is networking a key aspect of work relations?

For meeting people at the professional levels, the help is done by networking. The experienced professionals are introduced by the networking.

□ Satisfactory OR □ Not yet satisfactory

Why is conflict resolution a key aspect of work relations?

The skills of conflict resolution are important so that there can be a healthy environment at the workplace because it helps inmanaging relationships, money, and time.

□ Satisfactory OR □ Not yet satisfactory

Overall Outcome for Question 7:□ Satisfactory OR □ Not yet satisfactory

Question 8

List the six (6) key methods/components when planning and developing processes for consultation with employees

Step 1 – Identifying opportunities and problems.

Step 2 – Forecasting and inventory conditions.

Step 3 – Alternative plans formulating.

Step 4 – Alternative plans evaluating.

Step 5 – Alternative plans comparing.

Step 6 – Plan selecting (Khaleel, et al.,2016).

□ Satisfactory OR □ Not yet satisfactory

Question 9

List the six (6) key methods/components when planning and developing processes for conflict management.

1) Problem defining.

2) Communicate and come together.

3) Relationships establishing.

4) Action plan developing.

5) Taking commitment.

6) Feedback providing.

□ Satisfactory OR □ Not yet satisfactory

Question 10

List the eight (8) key methods/components when planning and developing processes for task issue management.

1) Creating a register

2) promptly reporting

3) Issues logging

4) Assigning actions

5) Monitoring progress.

6) Impact assessing

7) Resolution approving

8) issue closing.

□ Satisfactory OR □ Not yet satisfactory

Question 11

List three (3) methods you could use to gather feedback on the effectiveness of the management of workplace relationships from relevant stakeholders

1) Team meetings

2) Chat and Email

3) Collaborative spreadsheets

□ Satisfactory OR □ Not yet satisfactory

Question 12

Summarise, for each of the seven (7) commonly accepted leadership styles listed below, at least three (3) of the key features which would describe each style.

Autocratic

This leadership is also known as the leadership of authoritarian. The characteristic of this leadership is control of the individual over little input and decisions of the group member. Features of this leadership is –

1) Clearly defines processes and rules.

2) Structured environment

3) Stakeholder limited input(Nanjundeswaraswamy & Swamy.,2014).

□ Satisfactory OR □ Not yet satisfactory

Authoritative

When there is complete control of the leader on the management style refers to the authoritative leadership. The goals process, determining, and the setting are done by this leader.

Features –

1) Adapting ability

2) Empathy

3) Self-confidence

□ Satisfactory OR □ Not yet satisfactory

Pacesetting

Pacesetting is the leadership style when the leading is done in the front by the leader, high standards are set constantly for the team.

Features –

1) Constant improvement in team culture.

2) Skilled manager capable of the front leading.

3) The limited management required by a skilled team.

□ Satisfactory OR □ Not yet satisfactory

Democratic

In the process of decision-making, there is the participative role of the group members which is considered democratic leadership. The offer in this leadership is participating opportunity, encouraging discussions, and exchanging ideas.

Features –

1) Multiple opinions

2) Intelligence

3) Courage

□ Satisfactory OR □ Not yet satisfactory

Coaching

The motivations, weaknesses, and strengths of the team members are involved in the coaching leadership and for helping in the improvement of an individual.

Features –

1) Safety and trust

2) Active listening

3) Feedback

□ Satisfactory OR □ Not yet satisfactory

Affiliative

The followers promote harmony, the help is provided in conflict solving by the affiliative leader.

Features –

1) Empathy strong sense

2) Creates focus and harmony on conflict resolution (Sethuraman& Suresh.,2014).

□ Satisfactory OR □ Not yet satisfactory

Laissez-Faire

The hands-off approach is taken by the laissez-faire leadership and for decision making freedom is provided to other members.

Features –

1) leader guidance

2) Constructive criticism

3) Charge is taken from the leader side when necessary.

□ Satisfactory OR □ Not yet satisfactory

Overall Outcome for Question 12:□ Satisfactory OR □ Not yet satisfactory

**** END OF ASSESSMENT TASK 1 ****

What do I need to hand in for this task?	Have I completed this?
Your answers to each question	o

ASSESSMENT TASK COVER SHEET – ASSESSMENT TASK 2

Student: Please fill out this cover sheet clearly and accurately. Make sure you keep a copy of your work.

Student Name
Student ID
Date of submission
Course / Qualification	BSB50420 Diploma of Leadership and Management
Unit(s)	BSBLDR523 Lead and manage effective workplace relationships

Student declaration

I <Insert your name>__________________________________________declare that this is my own work and:

R None of this work has been completed by any other person.

R I have not cheated or plagiarised the work or colluded with any other student/s.

R I have correctly referenced all resources and reference texts throughout these assessment tasks.

R I understand that if I am found to be in breach of policy, disciplinary action may be taken against me.

Student Signature:___________________________________________________________________________________________

Assessor to complete
Assessment requirements	Satisfactory/ Not satisfactory	Attempt (pls circle)
Part A: Develop consultative process for WHS		1 2 3
Part B: Research workplace diversity ; implement diversity policy (Roleplay #1)		1 2 3
Part C: Manage workplace diversity difficulties		1 2 3
Part D: Provide guidance, counselling and support for issues (Roleplay #2)		1 2 3
Overall Outcome for Assessment Task 2:

ASSESSOR FEEDBACK – Detail any gaps identified and any reassessment requirements

(if more space is required, continue on reverse of this page)

Assessors: Please provide a copy of this cover sheet to the student with assessment results and feedback. The original copy must be supplied to the office and kept on the student’s file with the evidence.

____________________________________________________________________________________________________________

Assessor Signature: …………………………………………Date: ………………./…………………/…………….

Assessor Name: John Mtandwa________________________________________________________________________________

*Authenticity Check*
Student Name:
Student ID:
Unit of Competency: BSBLDR523
*Assessor Use Only*
I confirm that I have checked this completed student assessment item and confirm (Assessor must tick one of the following): R I have checked the authenticity of this work and am unable to detect any form of plagiarism, collusion or cheating and believe the contents of the submission is the students own work. ¨ I have checked the authenticity of this work and have identified potential instances of plagiarism, collusion or cheating. A detailed file note is attached to this completed assessment item, detailing the issues of concern, which will be submitted to the Director of Studies for further investigations and action. The student has been marked Not Yet Satisfactory in this assessment.
AssessorSignature:	Date checked:	/ /2022

Assessment Task 2: Case Studies and Roleplays

Task summary:

There are four (4) parts to this assessment task-

Part A: Develop consultative process for WHS

Part B: Research workplace diversity ; implement diversity policy via workshop (Roleplay 1)

Part C: Manage workplace diversity difficulties

Part D: Provide guidance, counselling and support for workplace issues (Roleplay #2)

You will have six (6) hours to complete this assessment, which may be undertaken in more than one session.

Resources and equipment required to complete this assessment

Computer and Microsoft Office/ Email
Access to the internet
Meeting space
Handout –WHS Consultation Process Plan template(available on request)
Handout – WHS Consultation Meeting Agenda template(available on request)
https://www.legislation.gov.au/Details/C2017C00305 (WHS Act 2011))
https://www.legislation.gov.au/Details/F2011L02664 (WHS Regilations 2011)
Handout – Australian Human Rights CommissionGPGB_ten_steps
Handout – Australian Human Rights Commission GPGB_recruitment_guide
Handout – Marino Enterprises’ Internal Complaints Procedure

Note: Clinton Institute will provide all the forementioned to complete this assessment

When and where do I complete this task?

This task is to be completed in the classroom. Your assessor will advise on the date(s) and time(s) of the assessment.

What do I need to submit and Do?

What do you need to do?	What evidence is required?
Part A:Research and develop WHS Consultation Plan	Consultation Plan
Part B:Research best practiceand facilitate a meeting to implement Diversity Policy	Meeting Agenda Roleplay #1 Observation checklist – your assessor will complete.
Part C : Research internal complaints procedures and resolve workplace issues	Answers to all questions in Activities 1 to 4
Part D:Facilitate a meeting to resolve workplace issues	Meeting Agenda Roleplay #2 Observation checklist – your assessor will complete. Answers to all questions in Activity 3

Decision Making Rules

Assessors will compare student responses/performance with the model responses and performance descriptors contained in the Assessors Marking Guide. Your responses do not have to be verbatim (unless otherwise specified), but must convey the same meaning as each component listed. Similarly, you do not have to perform exactly as described in the marking guide (unless otherwise specified), but you must address each performance components listed.

You must achieve a satisfactory result for every question and component to achieve a satisfactory result for this assessment activity.

What happens if I get something wrong?

If your assessor sees that you have not completed all parts of this task satisfactorily, the details of resubmission will be advised by your Assessor in writing and discussed with you directly.

PART A – Develop WHS Consultative Processes – Model Response

students Instructions:

Case Study – Background Information

You work as the Manager of Ellia Hotel, a part of Marino Enterprises. You have been asked by the owners of the hotel to develop communication processes to manage ideas and information with regard to WHS consultative arrangements with employees.

You have been advised that there needs to be

a minimum of six (6) processes aimed at satisfying the legislated obligations regarding consultative arrangements between employers and employees
each process must provide practical opportunities for staff to contribute ideas and input in relation to WHS issues

· at least one (1) process that relates to employees’ WHS training.

ACTIVITY 1

Review background information and research legislation & Codes of Practice

The student is to review the case study information and use the internet to research the below relevant legislation and Codes of Practice regarding WHS requirements.

WHS Legislation and Regulations Research the two (2) relevant WHS legislation and regulations
· WHS Act 2011 · WHS Regulations 2011
https://www.legislation.gov.au/Details/C2017C00305 https://www.legislation.gov.au/Details/F2011L02664
Codes of Practice Research the two (2) relevant codes of practice in the State in which you are studying
Victoria	Tasmania
· Workplace amenities and work environment	· First Aid in the workplace
· Communicating occupational health and safety across languages	· How to manage Work Health and Safety in Risks
https://www.worksafe.vic.gov.au/compliance-codes-and-codes-practice	https://www.worksafe.tas.gov.au/laws/codes

Part A ACTIVITY 2

Develop a WHS Consultative Processes Plan

You are to develop a WHS Consultative Processes Plan, detailing a list of five (5) processes and corresponding actions, to be implemented for legal compliance in the consultation processes between employer and employees.

You are to use the research from Activity 1 of this assessment task (research of the legislation, regulations and specific codes of practice) to assist in identifying relevant actions.

You must use the template following (which is also available as the Handout –WHS Consultation Process Plan templateon request).

Note that-

Processes 1) to 4) are to be non-training processes
Process 5)is to be a training process and must relate to employees’ WHS training
The suggested frequency and follow-up actions required must be included for each process

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WHS Consultative Processes Plan

ELLIA HOTEL

Prepared by:Manager

Process: Non-training process

Frequency andFollow-up actions:

1)Problem defining

The problem that is faced by the employee and its exact clarifying is done in this step. The question arises from the side of the employees and to find the solution for that.

The problems can be defined in 1 week after planning the project.

Follow-up actions:

The techniques and the different strategies can be used in defining problems at the workplace.

2)Problem structure

After the problem defining, the managing of the problem is done and for that, the structure is needed to solve the issues.

The structure problem can be described in 2 days after the work is done.

Follow-up actions:

The problem structure can be identified by analyzing and checking the problems and by keeping an eye on the problems.

3)Issues prioritizing

the different elements and problems will be prioritized and the critical elements will be determined first.

The issues can be identified in 2-3 days.

Follow-up actions:

If the issues are identified in the workplace, then the prioritizing and solution of that issue should be done first for maintaining the working environment (Rosenhead, 2013).

4)Work plan and analysis plan

The analysis process of the plan will be there in this process. The work distribution in this plan will be done based on the issues that are prioritized.

The analysis can be done in 2 days

Follow-up actions:

An analysis of the work plan should be done to check if there is no other problem or issue at the workplace.

TRAINING Process:

Frequency and Follow-up actions:

5)Conduct analysis

An analysis of the issues will be conducted for implementing the plan.

It can be done in 1 day

Follow-up actions:

The plan which needs to be implemented the checking of that plan should be done and to check if anything is required in the work plan.

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PART B – Policies for Diversity and Organisational Values– Model Response

Student Instructions

Read the Case Study # 1 Background Information below and then complete the research required in Activity 1 to Activity 3.

After completing Activities 1 to 3, you will use the outcomes of those activities in Activity 4 when you will participate in Role Play #1. Your Assessor will observe and assess you in the role play, using the Observation Checklist provided.

Case Study 1 – Diversity Policy

Case Study #1 – Background Information–

Over the past years Marino Enterprises has grown considerably and have expanded their community involvement to include a number of employment programs for diverse groups. Working closely with the local community and local employment providers, Marino has employed a number of people with disabilities, mature-age people, indigenous Australians, people from the LGBTIQ community, immigrants and international travelling backpackers

The diverse range of staffing has been a deliberate effort in response to the organisation’s overarching ethical values of cultural inclusiveness and being a proud and reputed employer of acceptance and choice in the community.

With such a diverse and transient workplace, Marino Enterprises’ Board felt that their current Diversity Policy was no longer matching the workplace. There have also been a couple of cultural and diversity related situations involving staff that have not been handled well by management.

You have been recently employed as the Human Resources Manage. The Board of Directors has allocated you the task of implementing a new more up-to-date Diversity Policy which has been the outcome of extensive consultations. The implementation of the updated policy is necessary to-

ensure that the organisation’s cultural diversity and ethical values will continue to be followed, in all operating activities and in the organisation’s culture
to strengthen staff selection recruitment activities through more formal good diversity practices
assist in resolving or eliminating potential conflicts and other difficulties

Activity 1

The Australian government’s Business Australia Equal opportunity and diversity information and guidelines were introduced during the consultations, and accepted in principle as integral to the development of the new Diversity Policy. Research those guidelines and relevant Fact Sheets at-

https://www.business.gov.au/people/hiring/equal-opportunity-and-diversity

to gain an understanding of those guidelines.

Answer.

There is law or guidelines for the employment of disabled persons and for providing support to the employee there are some services that are provided to the disabled people to make sure that they are having equal opportunity in the organization, and the services are –

1) Disability employment service

2) Being supported and finding work in the workplace.

3) Work assist

4) Employment assistance fund

In the link provided above, there are the employment legislation of the different types of employees and the government provide them some schemes and some employment act for the young people are considered according to my understandings.

The consultations also introduced the recommendations of the Australian Human Rights Commission in their Good Practice Good Business Guideline – Ten steps that you can take to create a fair and productive workplace. Those recommendations were also accepted in principle as integral to the development of the new Diversity Policy. Refer to the handout-

GPGB_ten_steps

to gain an understanding of those guidelines

Answer.

Ten steps for creating a productive and fair workplace are –

1) On the harassment and discrimination, the policy should be developed and implemented.

2) The process should be established for responding to the complaints that can arise from harassment and discrimination.

3) Regarding harassment and discrimination, make sure that the knowledge about procedures and policies is there within the employees.

4) The training should be provided to the staff for the responsibilities and rights.

5) Make sure the model behavior of the manager is consistent towards promoting harassment and discrimination.

6) The issues should be discussed regarding harassment and discrimination.

7) For reflecting the organization’s commitment, the policies should be established.

8) Plan and identify for addressing the risk factors for harassment and discrimination.

9) Make sure about communication, information, premises technology at your workplace.

10) Identify the problem which can arise from harassment and discrimination.

Consultations also addressed selection and recruitment, which is outsourced to an external employment provider.the Human Rights Commission also has strategies which are suggested as checklist items by to assist organisations to prevent discrimination in recruitment practices. The new Diversity Policy includes a new section that addresses the selection and recruitment of staff and incorporates those strategies. Refer to the handout-

GPGB_recruitment_guide

to gain an understanding of those strategies.

Answer.

1) The structure of the current staff should be reviewed.

2) The description of the position should be created.

3) Find the staff candidates that are potential for the job.

4) Application evaluation.

5) Interviews should be organized.

6) Take the candidate’s interview.

7) The offer should be made to the best candidate (Diller, 2018).

Part B Activity 2

The Board have asked that you plan and facilitate a meeting to implement the updated Diversity Policy and ensure it will be understood and respected. The Board anticipates that the new inclusions in the policy will overcome any potential future difficulties that may be encountered in the workplace relating to diversity.

The Board has asked that the following key stakeholders be invited to the meeting-

CEO
Marino Enterprises’ Managers and Supervisor’s (representative(s))
the local employment providers
operational staff representative(s)

Using the template following (which is also available as the Handout – WHS Consultation Meeting Agenda template on request), develop an Agenda to facilitate the meeting. (Note that your Agenda must be prepared using appropriate vocabulary, grammatical structure and conventions.)

The purpose of the meeting is-

To implement the new diversity policy, so that any potential conflicts or difficulties relating to diversity and discrimination can be resolved
To acknowledge Australian federal and state discrimination laws

To introduce the additional inclusions in the policy, which have been incorporated following the consultation, specifically-
- Business Australia Equal opportunity and diversity information and guidelines
- Australian Human Rights Commission in their Good Practice Good Business Guidelines-
  - GPBG_ten_steps
  - GPGB_recruitment_guide

(as researched in Activities 1 to 3)

To acknowledge Australian discrimination legislation
To provide guidance, counselling and support in staff recruitment and selection, so that any potential issues or difficulties relating to diversity and discrimination can be resolved
Promote some of the benefits of diversity and gain commitment to the new diversity policy

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Workshop Meeting agenda

Purpose of meeting: (summary only)	1) Implementing a new diversity policy. 2) To acknowledge the state discrimination and Australian federal laws. 3) Introduction of policies additional inclusions. 4) To acknowledge the legislation of Australian discrimination. 5) In the staff selection and recruitment support, counseling and guidance are provided. 6) Promote some diversity benefits and on the diversity policy gain commitment.
Venue:	Conference hall
Chair:	HR Manager
Minute taker:	Minutes not required
Invitees:	1) Operational staff representative 2) Local employment providers. 3) Marino Enterprise’s supervisors and managers. 4) CEO

Agenda items
1	Welcome to the workshop
2	Purpose of workshop
3	Australian federal discrimination laws (the six (6) key federal legislation)
	Workshop purposes: For acknowledging the employees about the state discrimination and Australian federal laws. For implementing the diversity policy so that difficulties and potential conflicts can resolve of the discrimination and diversity. For providing support and guidance to the employees. Australian federal discrimination laws: 1) Disability Discrimination Act 1992 2) Age Discrimination Act 2004 3) Sex discrimination Act 1984 4) Racial Discrimination Act 1975 5) Australian Human Rights Commission Act 1986
4	Local State discrimination laws (list the one (1) key legislation for the state where you are studying)
	The Fair Work Act 2009
5	Relevant Good Practice Information/Guidelines included in new policy – handouts #1 & #2
	Controlling risks that are recognized and judged by us as law satisfying and to convey about the procedures and policies on their rights at the workplace.
6	Selection and recruitment of staff guidelines included in new policy – handout #3
	Application evaluating and finding candidates that are potential for the job.
7	Benefits of a diversity
	1) There is an increment in productivity. 2) Increased profits. 3) Better performance of the employee. 4) Training management.
8	Responsibilities for complying with diversity policy
	*Compliance with legislation* Make sure that there is no discrimination or harassment. *Operational compliance* Make sure that there is a benefit for the employees by the conditions and terms of the workplace. *Policy currency/reviews* Sensitizing and training the employees.
9	Feedback / Questions and closing
	If there is any question regarding the meeting please ask and if not, we are closing the meeting. Please provide feedback.

Party B Activity 3

At a time organised by your Assessor, you will role play as the Marino Enterprises Human Resources Manager to chair and facilitate the workshop that you developed the Agenda for in Activity 2. Your Assessor and the other students will participate in the role play.

Your Assessor will observe you whilst participating in this role play and complete an Observation checklist as you facilitate the workshop.

STUDENT ROLEPLAY #1 INSTRUCTIONS

You will roleplay as the Human Resources Manager responsible for implementing the Marino Enterprises Diversity Policy. You will facilitate a workshop meeting with staff and other relevant parties to implement and ensure that the new inclusions in the updated diversity policy are understood and supported by the key stakeholders.
Your Assessor will roleplay as the Marino Enterprises CEO
Three (3) other students will roleplay as representatives of the Marino Enterprises managers, supervisors and staff
One (1) other student will role play the external employment service provider.
You will chair and facilitate the workshop and be required to actively lead the discussions and answer questions where necessary. The purpose of the workshop is as outlined in Activity 2.1
You will be expected to play the lead role to seek collaboration, and demonstrate high levels of support and facilitation skills, as well as the ability to motivate the other participants

Roleplay Cast:

The following individuals will be at the meeting;

Student being assessed (Student 1) – role play as the Human Resources Manager responsible for implementing the Diversity Policy
Assessor – roleplay as the Marino Enterprises CEO
Student 2 – roleplay as the Marino Enterprises Managers’ and Supervisors’ representative
Student 3 – roleplay as the outsourced local employment provider
Student 4- roleplay as an operational staff representative

General instructions for all role players include:

Participate in discussions about any diversity in the workplace
Raise questions or seek clarification on any items or issues you are unsure about
Raise questions or seek clarification on any items where you disagree or have difficulties accepting.
respond to open questions, by elaborating and providing additional information.
respond to closed questions, with a single word reply.

The other participants will be provided with a general script for each role to be played.

Student Note: The script for specific role players is general in nature, so that the student being assessed can respond in real time, without notice. Role players are to ask different questions or raise different issues as far as possible.

Student instructions for conducting the meeting :

Prior to the meeting, print one copy of the three (3) guidelines from Activity 1 for your own reference during the meeting. You will be permitted to refer to, read and quote from the guidelines/fact sheets where necessary in order to provide accurate and sufficient detailed information to the attendees.

Print four (4) additional copies so that you can distribute them to the attendees during the meeting.

Open the meeting, welcome and identify each participant. Advise the participants that they may interrupt the workshop at any time to make comment, give feedback or ask questions regarding the item being discussed.
Follow the Agenda you developed in Activity 2.
Whilst winding up the workshop:
- ask each participate if they have understood the information provided to them
- provided a last opportunity for participants to ask questions and/or provide feedback
- Ask each participant if they will support the new diversity policy
Thank participants for their attendance.

During the roleplay you must-

play the lead role to seek collaboration, and demonstrate high level support and facilitation skills
allow participants to make contributions/give feedback related to their work role
demonstrate the ability to motivate the other participants
use communication styles to model behaviour, build trust and positive relationships
provide guidance, counselling and support where appropriate
offer information and resolution to any issues raised
confirm the acceptance of delegated responsibilities

Meeting with Assessor

Date – 11/02/2022

Time – 9:00 am

Agenda – To inform about the updated diversity policy

Attendees – Student 1, assessor, student 2, student 3, student 4.

Respected sir,

This meeting is conducted for explaining the diversity policies and their changes, we are providing you the facilities and support for the development of the skills of the employee. Please speak if there is any question regarding the meeting and please contribute to the communication and provide feedback about the new diversity policies and their changes. We have provided you with the fact sheets and guidelines which you can consider in the workplace. Some legislation is included for your rights like the Disability discrimination act, Racial discrimination act, these acts will be benefited you in the organization. We will provide you the support and guidance regarding your work and counseling will also be provided if needed. The information about every legislation is described in the fact sheet please consider it. We are responsible if there will be any harm, harassment, and discrimination in the organization it will not impact your work.

Thank you

Regards

HR manager

Roleplay #1: Diversity Policy implementation- Observation Checklist

Name of Student being assessed:

Roleplay as HR Manager

Location:

Hobart/Melbourne campus

Name of Assessor:

Roleplay as CEO:

John Mtandwa

Other roles played:

Managers’ and Supervisors’ representative

Local employment provider

Operational staff representative

Assessors are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts.

Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.

Date:		22/02/2022
Did the Student:	Comment if required	Attempt 1	Attempt 2			Attempt 3
1. Professionally welcome the attendees
2. Outline the main purposes of the workshop
3. Refer to the federal laws and provide guidance when required
4. Identify and refer to the correct Local State discrimination law
5. Refer to the recommended good diversity practices
6. Provide guidance for selection and recruitment of staff
7. Promote the benefits of a diverse workforce
8. Delegate and confirm acceptance of responsibilities
9. Provide opportunity for participants to contribute/provide feedback
10. Close the workshop with commitments to support the new policy
11. play the lead role to seek collaboration and demonstrate high level support & facilitation skill
12. Used appropriate body language to motivate and to gain and build trust
Outcome for Task: □ Satisfactory OR □ Not yet satisfactory
Assessors Comments (Assessors must insert a comment to explain any instance where a student does not achieve a satisfactory outcome for a specific item).

Assessors Signature:				Date:	22/02/2022

PART C – Processes and systems to manage difficulties – Model Response

Instructions To Student

Case Study 2 – Michael/Michelle

Michael has worked for Marino Enterprises as their Accounts Officer in the Melbourne head office for the three years of their operation, and worked for Luigi for 10 years before then. He has explained to Luigi and his manager that he will be commencing a gender transition and will be known as Michelle upon returning from a month of leave.

Michael’s manager works with HR to set up information sessions for staff to discuss the matter before Michelle returns from leave.

At the first meeting, some of the other staff are hostile, asking, ‘When there’s only one of her, it or whatever, and there’s nearly twenty of us, why is it us who have to be accepting? Why do we have to change?’

The manager and HR team are working together to educate the employees about transgender issues and discrimination.

Activity 1

In support of Michael’s transition and to avert potential staff conflict issues, Marino Enterprises is developing a transition action plan. What are the six (6) key strategies that this transition plan should include? (Note you must use appropriate vocabulary, grammatical structure and conventions in this response.)

Six strategies that should be included in the transition plan are –

1) Training of the employees.

2) Good communication skills should be required while talking.

3) Provide respect and listen to them.

4) don’t make assumptions of the pronunciation like her, his, he, or she. The doubt will be cleared by them, don’t ask.

5) Be proactive and supportive.

6) Be an ally.

□ Satisfactory OR □ Not yet satisfactory

Activity 2

As the manager, how could you provide guidance, counselling and support in response to the hostile staff members and encourage respect?

1) Provide training, mentorship, and feedback.

2) Provide a clear vision and strong leadership.

3) Communicate formally with the employees.

4) Provide knowledge about the LGBT community.

5) By maintaining a positive environment at the workplace (Mathis, et al.,2016).

□ Satisfactory OR □ Not yet satisfactory

Activity 3

One of the hostile staff members continues to harass and make derogatory comments in front of Michelle. What are the four (4) steps (in order) under the Marino Enterprises’ Internal Complaints Procedure(provided as a handout), that would be implemented that Michelle must follow before starting a formal resolution process? Include a timeline for each step, and assume each step fails to resolve the matter so Michelle needs to know what the next step is.

4 steps that will be taken under the complaint’s procedure are –

1) Warn the employee and provide the mail on their behavior.

2) If the staff member continues the process, then there will be the legislation that will be applied to them.

3) The help will be taken from the Australian Human Rights Commission.

4) State and territory anti-discrimination bodies will be consulted for more opinions.

□ Satisfactory OR □ Not yet satisfactory

Activity 4

If Michelle’s complaints are not resolved through the informal processes you have described under Activity 3 above, outline the formal resolution processes that would be implemented if Michelle then raises a formal complaint directly to the Human Resources Manager? Include the timelines for each step.

Step 1 – Recording and identifying the workplace issue – 2 days

Step 2 – prioritizing issues – 1 day

Step 3 – Resolve issues and report on the issues – 5 days.

□ Satisfactory OR □ Not yet satisfactory

PART D – Providing guidance, counselling and support – Model Response

Case Study 3 – Muhamad/ Louise and Michael

Continuing from Case Study 2………

Louise, a female staff member with Marino Enterprises, reports to her manager that Muhamad, a Muslim staff member, never shakes hands with female clients. Muhamad also refuses to shake hands with Louise herself and Michelle. Louise considers this to be rude and disrespectful to females, and that this behaviour shows a total lack of equality and disrespects the Diversity Policy and ethical values and required ethical conduct of the organisation.

Louise requests her manager to tell Muhamad that he must shake female client’s hands.

As the Marino Enterprises Human Resources Manager you have called a meeting to-

i. assist in the implementation of the transition plan for Michelle

ii. provide guidance, counselling and support to assist Muhamad, Louise and Michelle in resolving their work relationship difficulties

iii. identify any other workplace relationships difficulties or issues

Activity 1

Using the template following (which is also available as the Handout –Resolution of Diversity issuesAgenda template on request), develop an Agenda to facilitate the meeting. (Note that your Agenda must be prepared using appropriate vocabulary, grammatical structure and conventions.)

Meeting – Resolution of Diversity issues -Agenda

Purpose of meeting:	Resolving the relationship difficulties at the workplace and identifying other issues at the workplace.
Venue:	Conference hall
Chair:	Manager
Minute taker:	Minutes not required
Invitees:	Students, assessor, and HR manager.

Agenda items
1	Welcome to the workshop
2	Reiterate purpose of meeting
3	Marino Enterprises” Diversity & ethical values
	Meeting purpose: For resolving the difficulties support, counseling and guidance will be provided to the employees to provide knowledge about the LGBTQ community and how to treat them in the organization and to provide knowledge about the legislation when harassing or bullying someone in the organization. Diversity and ethical values: The ethics and diversity at the workplace try to make an individual comfortable while working in the organization. Equal opportunities are promoted and the promotion of the employees is done not based on gender, race, and creed but based on merit.
4	Transition Plan for Michelle
	1) The communication style with the other member should be proper. 2) No offensive language should be used. 3) Respect those who are communicating and respecting your gender. 4) Active listening should be done.
5	Marino Enterprises’ Internal Complaints Procedure
	1) The contact can be done through leaders if there is any complaint. 2) Provide email at the company customer care. 3) On the website the feedback form can be filled out by the employee and customer both if there is any problem. 4) The toll-free number of the company can be used by the employee for telling issues.
6	Other issues raised- Louise and Muhamad
	The female employees were feeling the wrong behavior from them.
7	Guidance for making personal adjustments
	They will be provided training and information about the workplace and make sure that there will be no conflicts in the workplace.
8	Support available to make the personal adjustments
	They will be told that the support and the development of the skills will be done from the side of the organization and there will be no discrimination and harassment regarding cast, gender, and community. Fair work will be done in the organization.
9	Systems & processes to identify & resolve work relationship difficulties
	1) Good communication skills. 2) Proper training. 3) Best leadership style will be provided. 4) No discrimination and improve the working environment by conducting activities.
10	Feedback / Questions and closing
	The question about discrimination and the LGBT community are cleared we are closing the meeting.

Activity 2

At a time organised by your Assessor, you will participate in the role play as the Marino Enterprises Human Resources

During the meeting you are to provide guidance, counselling and support to assist each of the co-workers in resolving difficulties.

Your Assessor and the other students will also participate in the role play. Your Assessor will observe you whilst participating in this role play and complete Role Play #2 Observation Checklist as you conduct the meeting.

STUDENT ROLEPLAY INSTRUCTIONS

You will roleplay as the Human Resources Manager responsible for implementing the Transition Strategies for Michelle’s return to work – refer to Part C Case Study 2 Activities 1 and 2.
You will plan for and facilitate the meeting with Louise, Muhamad and Michelle, to assist in the implementation of the transition plan for Michelle, identify any other diversity issues, and provide guidance, counselling and support to assist Muhamad, Louise and Michelle in resolving their work difficulties.
Your Assessor will roleplay as the Michael who has transitioned to Michelle
Two (2) other students will roleplay as Louise and Mohamad
Expected outcomes of the workshop include acceptance by each party of other’s needs and values and resolution of issues.

Roleplay Cast:

The following individuals will be at the meeting;

Student being assessed (Student 1) – role play as the Human Resources Manager responsible for implementing the Diversity Policy
Assessor – roleplay as Michelle
Student 2 – roleplay as Louise
Student 3 – roleplay as Muhamad

General instructions for all role players include:

Participate in discussions about any diversity and acceptance in the workplace
Raise questions or seek clarification on any items or issues you are unsure about
Raise questions or seek clarification on any items where you disagree or have difficulties accepting.
respond to open questions, by elaborating and providing additional information.
respond to closed questions, with a single word reply.

Other participants will be provided with a general script for each role to be played.

Student Note: The script for specific role players is general in nature, so that the student being assessed can respond in real time, without notice. Role players are to ask different questions or raise different issues as far as possible.

STUDENT INSTRUCTIONS FOR CONDUCTING THE MEETING :

During the roleplay you must–

play the lead role to seek collaboration, and demonstrate high level support and facilitation skills
allow participants to make contributions/give feedback related to their work role

demonstrate the ability to motivate the other participants

use communication styles to model behaviour, build trust and positive relationships
provide guidance, counselling and support where appropriate
offer information and resolution to any issues raised

Reinforce Marino Enterprises cultural diversity/ethical values

Outline and follow the Marino Enterprises Internal Complaints Procedure

Seek feedback on the management of the workplace relationship issues

Meeting with Louise,Michelle, Muhamad

Date – 11/02/2022

Time – 9:00 am

Agenda – Toprovide knowledge about the LGBT community.

Attendees – Louise, Michelle, Muhamad, and manager

Respected employees,

Good morning, everyone, we are here to take knowledge about the discrimination acts and knowledge about the LGBT community. There is nothing different in the persons all are same accept of their nature, everyone acts same as the person, so there should be no discrimination done in the organization. The facilities and the guidance will be provided if needed. At the workplace discrimination with the employees and within the employees is not acceptable. We will provide you with the best leader to give you more knowledge about this procedure. Please consider these legislations and provide feedback or queries on the website if any. There are ethical values and cultural diversity at the workplace.

Thank you

Regards

HR manager

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Roleplay #2: Meeting on diversity issues- Observation Checklist

Name of Student being assessed:

Roleplay as Human Resources Manager

Location:

Hobart/Melbourne campus

Name of Assessor:

Roleplay as Michelle

John Mtandwa

Other roles played:

Louise

Mohamad

Assessors are to write “S” or “NYS” for each line item (row). If the student gets the item correct on the first attempt, the second and third attempt columns do not have to be completed. If a student gets the item correct on the second attempt, there will be a “NYS” on the first attempt, a “S” on the second attempt and the third attempt will be left blank. Students are allowed a total of three attempts.

Note that to obtain a satisfactory outcome for this assessment activity, students must achieve a satisfactory outcome for every line item and each sub point.

Date:		23/02/2022
Did the Student:	Comment if required	Attempt 1	Attempt 2			Attempt 3
1. Professionally welcome the attendees
2. Outline the main purposes of the workshop
3. Reinforce Marino Enterprises cultural diversity/ethical values
4. Outline and respond appropriately to Transition Plan queries
5. Outline the Marino Enterprises Internal Complaints Procedure
6. Summarise the other issues that have been brought to attention
7. Provide appropriate guidance to make personal adjustments
8. Provide counselling to empower the team to make right choices
9. Provide support to the work team to make the adjustments necessary
10. Identify processes to identify & resolve work relationship issues
11. play the lead role to seek collaboration and demonstrate high level support & facilitation skill
12. Used appropriate body language to motivate and to gain and build trust
Outcome for Task: □ Satisfactory OR □ Not yet satisfactory
Assessors Comments (Assessors must insert a comment to explain any instance where a student does not achieve a satisfactory outcome for a specific item).

Assessors Signature:				Date:	23/02/2022

Activity 3

Having considered the feedback provided by others at the conclusion of the meeting-

In the general opinions of the participants, what is the style of leadership that the participants have described and perceive that has been in place?

1) Autocratic leadership

2) Coaching leadership

3) Democratic leadership

4) Affiliative leadership.

5) Authoritative leadership (Kesting, et al.,2015).

□ Satisfactory OR □ Not yet satisfactory

What style of leadership is most likely to be intended with the implementation of the new Diversity Policy?

1) Authoritative leadership because in this leadership style there are confident leaders, the expectations are set by these leaders, and energy and encouragement is provided by them.

2) Coaching leadership because in this leadership style the support and guidance are provided by the leader for improving the skills.

3) Democratic leadership because these leadership styles help work in the team in spirit and the discrimination at the workplace is not done under them.

□ Satisfactory OR □ Not yet satisfactory

What improvements could you identify for future workplace relations leadership?

1) Career development will be offered to the employees.

2) The communication at the workplace will be improved by the leaders.

3) Positive feedback will be provided by the leaders.

4) The first impression matters the most in the organization and it will be enhanced by the employees (Kesting, et al.,2015).

□ Satisfactory OR □ Not yet satisfactory

**** END OF ASSESSMENT TASK 2 ****

What do I need to hand in for this task?	Have I completed this?
Part A: Consultation Plan	o
Part B:
· Meeting Agenda	o
· Roleplay #1 Observation checklist	Assessor to complete
Part C:answers to all questions in Activities 1 to 4	o
Part D:
· Meeting Agenda	o
· Roleplay #2 Observation checklist	Assessor to complete
· Answers to all questions in Activity 3	o

References

Diller, J. V. (2018). Cultural diversity: A primer for the human services. Cengage Learning.

Kesting, P., Ulhøi, J. P., Song, L. J., & Niu, H. (2015). The impact of leadership styles on innovation-a review. Journal of Innovation Management, 3(4), 22-41.

Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., … & Wu, C. (2013). Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), 152-169.

Khaleel, Y., Abuhamdah, A., Sara, M. A., & Al-Tamimi, B. (2016). Components and Analysis Method of Enterprise Resource Planning Requirements in Small and Medium Enterprises. International Journal of Electrical & Computer Engineering (2088-8708), 6(2).

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Sethuraman, K., & Suresh, J. (2014). Effective leadership styles. International Business Research, 7(9), 165.

BSBPMG530 Manage Project Scope

Table of Contents

Weekly Activity 1. 7

Weekly Activity 2. 9

Weekly Activity 3. 11

References. 14

Task 1

Question 1

The objectives and goals for identifying and setting the project scope. The project team responsibilities and roles are included in the task list. The process of communication is established for the approval of the project deliverable.

Question 2

1) Direct Non-monetary benefits – The incentives provided in the non-monetary terms from the employers to the organization employees.

2) Direct Monetary benefits – when the bonus and the incentives are provided in monetary terms to the employees.

3) Indirect benefits – These benefits cannot be directly observed or returned.

Question 3

The six steps that are included in the change control process –

1) Gain acceptance

2) Implement

3) Build and test

4) Plan

5) Assess

6) Record

Five factors that have an impact on the project scope are –

1) Regulatory constraints

2) Variable resource level

3) Managerial constraints

4) Legal constraints

5) Changing requirements of stakeholders (Fageha& Aibinu.,2013).

Question 4

1) Complete units – The task is tracked repeatedly and the units themselves are completed and there is the measurement of interaction.

2) Cost ratio – On the projects, the method of cost ratio is implemented and its task occurs for the long period. The project progress can be determined by the percentage.

Question 5

1) Describe and determine the project statement.

2) The project’s necessary phases should be highlighted.

3) List and create deliverables.

4) Deliverables should be divided into managing tasks.

5) Ensure every section is assigned to empower the delivery.

Question 6

Dealing with the challenges of scope management are –

1) Increasing cost, not meeting the savings target.

2) Moral wanes of staff

3) Missing the critical deadlines.

4) Complaining end users for service when the commitments are not able to meet.

5) Wastage of time on revisiting and conflict decision.

6) For adding great innovation or value the opportunities are lost.

7) Quality suffers (Derenska, 2018).

Question 7

1) Enter – The log of scope change is requested for tracking purposes.

2) Smaller – The scope change can be documented in the projects in the form of e-mail. For large projects, the request of scope change is documented formally by using the form of a change request.

3) Solicit – Potential request of scope change from the project stakeholders, by including the sponsors, clients, and project team.

Question 8

The project life cycle stages and their scope management relationship are –

1) Initiation – The business problem, need, brainstorming and opportunity can be identified. The need of the team is met by problem-solving and opportunity seizing.

2) Planning – When the approval of the project is there then move forward with the work statement, business case, Initiation document of the project, and move towards the planning phase.

3) Execution – After planning the execution is done of the project.

4) Closure – When the project is completed then there is the closure of the project.

Question 9

1) Project documentation

2) Work breakdown structure

3) Review technique and project evaluation

4) Gantt Charts

5) Critical path method

6) Network diagrams

Question 10

In the process of project closing, controlling, monitoring, executing, and planning there is the important role of the project managers. The project delivery is expected on time, and within budget, the technical understanding is used by the project managers to win the respect of team members.

Question 11

1) Cost estimate – Project cost estimation is predicted while planning.

2) Business justification –

3) Customer requirements

4) Impact analysis

5) Organizational chart (Meng & Boyd.,2017).

Task 2

Part A

A meeting will be conducted with Senior Management

Project Manager – Good Morning Sir!

Senior Manager – Good Morning!

Project Manager – It’s nice to meet you, sir, what we are going to discuss today?

Senior Manager – Today, your project sponsor has asked me to conduct a meeting with you regarding the planned infrastructure upgrade by the DOSCLOUD.

Project Manager – Okay sir. So, I need to confirm the procedures for the project authorization, I have decided the procedures that it is a formal process that will be initiated for the project on the particular part, and I need all the documents that are required will be authorized from you, that you approve them and ensure that all the documents are completed and can be proceeded.

Senior Manager – Yes, you can proceed as I have reviewed all the documents.

Project Manager – Okay sir, next I want to ask if I want authorization to use the financial and human resources of the project.

Senior Manager –Yes, you can use the resources and ensure that there is proper utilization of resources.

Project Manager – I make sure that resources will not be wasted and I want that project delegation will be done and authorities are required for the project governance and its arrangements.

Senior Manager – Yes, other human resources will be given to you in your team so that proper project will be conducted and you can delegate the project, as there are several team members such as quality manager, communications manager, operations manager, project sponsor so you can lead the team.

Project Manager – Okay sir, and last, I want to discuss is regarding the project boundaries with the relevant stakeholders.

Senior Manager – Yes, you can set the boundaries of the project and conduct a meeting with the stakeholders and ensure that the meeting will be recorded and all the project boundaries will be communicated on time.

Email to the Project Stakeholders

To: stakeholders@techwizards.au.in

From: projectmanager@techwizards.au.in

Subject – Attaching the Project outcomes, benefits, and project deliverables

Respected Stakeholders,

I am attaching the project outcomes, project benefits, and project deliverables, so you all review them and please review them. Project outcomes and project benefits are that it gives the monetary benefit to all the stakeholders, and it leads to ensure that you all will be beneficial from the project and your career growth.

Thank You

Project Manager

Part B

Document Information

	Information
Document Id	7774576
Document Owner	Project Manager
Issue Date	12-02-2022
Last Saved Date	20-02-2022
File Name	Project Scope

Document History

Version	Issue Date	Changes
[1.0]	12-02-2022	Changes will be made in the document
[2.0]	12-02-2022	Changes will be communicated

Document Approvals

Role	Name©	Signature	Date
Project Sponsor	John Thomas	John Thomas	12-02-2022
Project Review Group	John Thomas Mary David Oliver Watson	John Thomas Mary David Oliver Watson	12-02-2022
Project Manager©	Kelvin	Kelvin	12-02-2022
Quality Manager (if applicable)	Kevin Peterson	Kevin Peterson	12-02-2022
Procurement Manager (if applicable)	Joe David	Joe David	12-02-2022
Communications Manager (if applicable)	Jerry	Jerry	12-02-2022
Project Office Manager (if applicable)	Jack Harry	Jack Harry	12-02-2022

Project scope definition

Project Scope Definition states that the project is focusing on undertaking a significant IT Project so that infrastructure will be moved to the Cloud Computing and it helps the organization to save the costs of the project, as well as disruptions of the project, will be minimized, and overall reduce the carbon footprints (Ajmal, et al., 2019).

Deliverable Scope Definitions

Deliverable title and description	Assumptions and constraints	Exclusions	Acceptance criteria
Deliverable of the project is to set the cloud computing services	Assumptions are that cloud computing will be set and the fixed cost and variable cost will be incurred. Limiting factors are that resources will be allocated properly. Employees will be hired for completing the project (Ajmal, et al., 2019). Communication errors can also come in the project	Exclusions are such as deliverables and characteristics of the project must be communicated properly.	Conditions will be set so that deliverables can be achieved and accepted.
Designing of the infrastructure and the cloud computing service	Assumptions are such as that designing will be done by the architecture. Project serve late while delivering the project. Funding is required to complete the project (Severa, et al., 2019).	Exclusions are that funding cannot be provided completely to the project.	Conditions are made that project will be accurate, and ensure that work will be completed on time of the project.
Designing of the documents is also considered as the project deliverables and includes the project description which will explain that what are the objectives that help to achieve in the project.	Assumptions made in the project are that designing can be made and errors can also be present in the project. Devices are required to design the documents.	Exclusions are that errors can be irreplaceable in the project which leads to completing the tasks on time of the project (Severa, et al., 2019).	Conditions are made in the project that work will be completed on time and ensure that proper work will be completed on time for achieving the objectives of the project.

Project acceptance criteria

Acceptance criteria of the project are that it must be completed by the project members within the given time and ensure that project is completed by using the resources and there will be optimum utilization of resources.

Project assumptions and constraints

Project assumptions and constraints are such as –

Allocation of resources is not done completely.
Turnover of employees has been increased which leads to not completing the project on time.
Few resources of completing the project of shifting the infrastructure can be delayed and it is considered as the limitation or challenge.

Project exclusions

Exclusions of the project state that results can be varied and there can be differences in completing the project which leads to requirements that cannot be implemented in the project.

Part C

Question 1

Time constraints –

1) While looking at the changes of the scope impact and by considering time constraints.

2) The requirement of project scope change is done in the extra time regardless of the more time is not given.

3) In some cases, for completing the project there is not enough time.

4) This leads the workload overloading and tasks overlapping.

Cost constraints –

1) There is the extra work in scope changes which means the cost added.

2) There is a budget effect on the project scope changes.

3) On the tasks the money is spent and the starting is there.

4) Established budget should be kept in mind.

5) How much the scope change will cost on the projects?

Quality constraints –

1) The greater risk is imposed on the project regarding scope changes as quick fixes are used.

2) The project quality can be reduced of the project.

3) The delivery aim should be there and outline the desired outcomes with the plans.

4) The expectations in the project should meet the requirements of the customer and client.

5) consider that the quality of the project is meeting the required standards.

The steps that are included in the procedures of change control are –

1) Gain acceptance

2) Implement

3) Test and build

4) Plan

5) Assess

6) Record Beheshti (Fakher, et al.,2017).

Question 2

Letter

To – Manger

Respected sir,

There are the project boundaries that ensure the project scope and details, there should be measurable boundaries, and the project deliverables, service specification, and constraints are included in the project boundaries. Some negotiation boundaries consist of project courses, and some issues are factored and it is challenging the project boundaries. By the process of communication, specifying expectations and overestimating the negotiation boundaries can be achieved. The project outputs, outcomes, and benefits should be established measurable.

The management of the project scope can be done by scope planning, the management of scope plan includes information on the unforeseen circumstances handling the whole project, how the acceptance on the deliverables will be done, and how the work breakdown structure and deliverables can be accepted and how they will come up with some scope statements will be done in planning. The project managing will be done by managing the boundaries that are mentioned above.

The need for communication will be understood, the change will be documented, change evaluation and impact understanding in budget, schedule, and scope.

Thank you

Kind Regards

Question 3

Report

The process of reviewing the project is done by the team members of the project and the project manager. The review scheduling is important so that the project can be conducted in the perfect manner that should not be disruptive. The areas that require attention in the project are identified in the process of project review to make successful the project, the project team, and the project manager. By the use of three-phase, the conducting of the project review will be done and they are mentioned below –

1) Initiation phase – The Entry packet is compiled by the team of project review, for understanding the process of project review the materials are contained to help PM. In the initiation phase the questions, checklist, and document overview will be done to start the project planning. The documents for initiating the project will be required. The roles of the project participants will be identified by the project manager.

2) Research phase – In the research phase, the two activities are there that are: Interviews and documentation review. At the time of reviewing the document, the analysis is done for ensuring the requirements of the project. The project is evaluated in this phase. For implementing the project, research is important for the project to provide success to the employee, organization, and project manager.

3) Report phase – The project manager will provide the review report. To ensure the review team and project manager miscommunication the briefing is there so that it could not happen. In the existing opinions, there can be differences, the final decision will be made by the PRL and it include the review report of the project. The collected information will be formalized by the review team during the findings of the post-review, review, and analysis of the pre-review. Schedule the review of follow-up if there is any determined risk in the project. The report of the project review will be provided to the project manager to review the outcomes of the report (Alsudiri, et al.,2013).

Weekly Activity 1

Question 1

1) Sharing a big idea.

2) Benefits defining.

3) Roadmap creating.

4) Pitch making.

5) Keep the simple presentation.

Question 2

Four groups that are considered as appropriate authorities are –

1) Sponsor

2) Owner

3) Clients

4) Employees

Question 3

For convincing the intended business case the decision-makers of the particular merits provide the action course. It is the part of documenting the project: if the description of the project brief is there then the explanation of the project plan is there, and the business case is set.

Question 4

Report

Resources required

The planning of the resources should be done in advance and know about the requirement regarding the work in the organization. Confirm the availability of resources and the skills that should be checked by the project planning team so that there should be the perfect project.

Authorization for expending resources

the proposal needs to be present and business case reviewing is important for taking an authorization on expending of resources.

Authorization from organization

The project manager provides the approval on the project expenses and the authority is provided to them.

Question 5

Under the governance framework, the project details are provided, and it consists of procedures, processes, and standards that should be followed in the project. Within the arrangements of project governance, the project authorities and delegation need to be confirmed (Too & Weaver.,2014).

Question 6

1) Task identification

2) Choose who will delegate a task

3) Confirm interest level

4) Define task clearly

5) The accountability, authority, and responsibility level clarifying

6) Establish completion dates and timeframes

Question 7

Without authorities, organizations can’t survive. Accountability, authority, and responsibility are the main elements in the organization and inter-related with each other.

Question 8

Help in defining the project scope is done by work breakdown structure and by subdividing the project deliverables and scope statement taking into manageable, smaller activity packages.

Question 9

Defining the boundaries is done as auditable and measurable characteristics and the project objectives are linked closely. The holistic perception of the project is created, determine exclusions and limits of a project, and the project scope content forming in expected terms.

Question 10

1) Site visits and vendor surveillance

2) Job requirements

3) Planning human resources

Question 11

1) Project goals – for completing the project the planning is done. The goals of the project will identify the project extent and the duration.

2) Group accountability – The responsibilities and roles of the project participants will be defined in the chart of project governance and by that the accountability of the group can be formed.

3) Product scope – In the statement of project scope the key characteristics are defined and the production of the product in the project is defined (Ferraro & O’Mahony.,2012).

Weekly Activity 2

Question 1

Objectives of the project are identified by determining the purpose of the project for which it has been identified and examining the project goals, and they are considered as the long-term results of the project.

Question 2

SMART goals stand for

S means the goals must be specific.
M means the goals must be measurable (Kononova, et al., 2019).
A means the goals must be achievable.
R means the goals must be realistic.
T means the goals must be achieved in time (Kononova, et al., 2019).

Question 3

6 examples of project deliverables are such as –

Proposals that will be prepared are considered as an example of project deliverables.
Proposals are an example of project deliverables.
Building permits
Designing documents.
Site Investigation reports are examples of project deliverables.
Design review.

Question 4

WBS means the work breakdown structure which defines what all the activities will be done in what period, also which activities will be done initially, and then what are the secondary activities.

Question 5

Change Management means the management of change and development in the organization, it means defining the methods and processes that are implemented in the organization that will be changed in the internal and external processes (Galli, et al., 2018).

Question 6

Role of project authority in the project means that the project manager has the power or authority to act in the ability of the project on the behalf of the organization.

Question 7

To communicate with the project stakeholders of the project, it ensures that methods used are such as conducting meetings and sending emails to communicate the objectives of the project.

Question 8

Common risks in the project are such as delays in the project, costs overrun in the project, also other examples are scarcity of resources and employee turnover increases.

Question 9

Steps involved in preparing the project scope management areas firstly collect the required inputs of the project, and then the work breakdown structure need to be prepared, and then the WBS will be translated into the discrete tasks, project requirements will be identified, project scope management will be prepared and then the process will be identified.

Question 10

Project report issues will be identified and communicated to the management are when any issue incurred or it will be communicated via email or conduct meeting or we can directly report to the manager that issues are incurred.

Weekly Activity 3

Question 1

Six steps in change control of project are such as –

the First step is to plan and process.
the Second step is analyzing the scope of the project.
Then third step is to review the process and analyze the proposal of the project.
Build a test of the project proposal.
Implement the project proposal.
Close the control of the project.

Question 2

It is important to measure the performance of the project scope management plan because it helps to identify what are the issues in the project scope management and the need to address those issues.

Question 3

If non-compliances are seen in the project, then there are several steps such as –

Firstly, identify what compliance is not followed,

Then the second step is to report what is not followed.

The next step is to take action so that compliances will be followed in the organization.

Question 4

Controls will be taken to address non-compliance in the project are such as firstly maintaining the rationality, responsibility will be placed where it belongs, and then explain the directive, and then set reasonable limits, to enforce the limits is the control method, and stress the negative.

Question 5

3 techniques that are used to measure the project progress are such as –

Units Completed Ratio – Units completed will track the tasks that are already done, and each iteration can be measured.
Incremental Milestones – Incremental milestones are anothermethod used for achieving the project progress such as identifying whether the milestone has been achieved or not.
Cost Ratio –The cost Ratio is used to determine the costs and its benefits of the project which helps to determine whether the cost has been covered or not and it’s generating the benefits equal to the costs.

Question 6

To report the scope change in the project, I will report to the project manager and identify the changes and objectives of the project (Chipulu, et al., 2019).

Question 7

PIR is a Passive infrared sensor it leads to detecting the energy in the surrounding environment, and it is an electronic sensor that measures light radiating from the objects. PIR sensors are commonly known as security alarms as well as known as automatic lighting applications.

Question 8

To review the project outcomes, it is necessary to do that identify whether the objectives are achieved or not, and consider the areas of improvement. Identify what are the areas of improvement so that actions can be taken to improve the areas (Chipulu, et al., 2019).

Question 9

An effective method of communicating the changes to the stakeholders is to conduct meetings with the stakeholders and state to them what changes are required in the documents and the objectives of the project.

Question 10

To store the project documents in google drive and Microsoft One Drive are some of the best methods considered for storing the project documents, and it will ensure that they are secured safely in the organization and can use again when it is required.

References

Abdilahi, S. M., Fakunle, F. F., & Fashina, A. A. (2020). Exploring the extent to which project scope management processes influence the implementation of telecommunication projects. PM World Journal, IX, 1-17.

Ajmal, M., Khan, M., & Al-Yafei, H. (2019). Exploring factors behind project scope creep–stakeholders’ perspective. International Journal of Managing Projects in Business.

Alsudiri, T., Al-Karaghouli, W., &Eldabi, T. (2013). Alignment of large project management process to business strategy: A review and conceptual framework. Journal of Enterprise Information Management.

Beheshti Fakher, H., Nourelfath, M., &Gendreau, M. (2017). A cost minimisation model for joint production and maintenance planning under quality constraints. International Journal of Production Research, 55(8), 2163-2176.

Chipulu, M., Ojiako, U., Marshall, A., Williams, T., Bititci, U., Mota, C., … & Stamati, T. (2019). A dimensional analysis of stakeholder assessment of project outcomes. Production Planning & Control, 30(13), 1072-1090.

Derenska, Y. M. (2018). Project scope management process.

Fageha, M. K., &Aibinu, A. A. (2013). Managing project scope definition to improve stakeholders’ participation and enhance project outcome. Procedia-Social and Behavioral Sciences, 74, 154-164.

Fashina, A. A., Abdilahi, S. M., & Fakunle, F. F. (2020). Examining the challenges associated with the implementation of project scope management in telecommunication projects in Somaliland. PM World Journal, 1-16.

Ferraro, F., &O’Mahony, S. (2012). Managing the boundaries of an “open” project. The emergence of organizations and markets, 545-565.

Galli, B. J. (2018). Change management models: A comparative analysis and concerns. IEEE Engineering Management Review, 46(3), 124-132.

Kononova, O., Shpatakova, O., & Holovchenko, Y. (2019). Use of the smart goals as one of effective approach for the corporate strategic planning. In Colloquium-journal (No. 2-5, pp. 67-68). Голопристанський міськрайонний центр зайнятості= Голопристанский районный центр занятости.

Meng, X., & Boyd, P. (2017). The role of the project manager in relationship management. International Journal of Project Management, 35(5), 717-728.

Severa, W., Vineyard, C. M., Dellana, R., Verzi, S. J., & Aimone, J. B. (2019). Training deep neural networks for binary communication with the whetstone method. Nature Machine Intelligence, 1(2), 86-94.

Too, E. G., & Weaver, P. (2014). The management of project management: A conceptual framework for project governance. International journal of project management, 32(8), 1382-1394.

BSBWRK520 Manage Employee Relations

Table of Contents

Assessment 1. 3

Assessment 2. 11

Assessment Task 3. 21

Part A.. 21

Part B.. 24

References. 26

Assessment 1

Review safety traffic Co.

Safety traffic Co. is the organization in NSW that supplies the services of traffic management all over the state. It is considered to be the most reputable as well as safest business in the industries. Their goals are to operate in the recent state as well as in other states as well, decreasing the staff attrition, reducing the facilities, and plan expenses. But recently they are having some issues with their workers about the employment condition that is dissatisfied, inconsistent, and pay roasters. Employees think that the management of the organization is not well managed.

Analyze recent employee relation performance

Training as well as performance management programs or not consistent as well as they are not successful in accomplishing the needs of the performance as well as they are not supporting the strategic plan.

Experience a huge number of fatigue-linked problems due to the prolonged standing periods at the sites of traffic and manually handling the heavy equipment.

Dissatisfaction with the manner to control the people- In this company, there is no formal grievance policy and procedure. It has been also analyzed that there are no formal employer’s relationship policies or plans. Employers and management do not have strong connections between them. That is why the employees or not discuss their issues or give feedback because they know that their feedback would not be followed up (Ashkanasy et al., 2016).

The teamwork and communication over the organization between the front line and office staff or very poor that lead to the failures and poor performance to meet the target of sales.

The opportunities are not discussed by the employment problems by the management.

Some of the traffic controllers believe that the higher authorities are not supportive and they are not interested in listening or taking their employee’s views and how to improve the condition of the employment suggestions.

The employees are not happy that how they are treated and this situation had led to an increasing number of disputes as well as conflicts.

Employee relation objectives

Train the supervisors, managers and HR managers to deal with the issues, how to apply the policies and processors of grievance Therefore they could be trained to decrease the number of recent complaints and they should solve the problems and also prepare the proper documentation for the training which had been given to them.

Performance appraisal

Break time and pay rate

Appropriate consultation between the staff and employee

Feedback

Rostering

Policy and procedure of performance management

Updated recent training and material

Dispute, conflict management, and resolution

Meeting by employees and supervisors

No formal agreements

Harassment and anti-discrimination policies

Work and life balance

Option	Stakeholder
Train the supervisors, managers and HR managers to deal with the issues, how to apply the policies and processors of grievance Therefore they could be trained to decrease the number of recent complaints and they should solve the problems and also prepare the proper documentation for the training which had been given to them.	HR manager, OM, executive assistant
Performance appraisal	Traffic controller, HR manager, employer representative, an officer of the accountant payroll
Break time and pay rate	HR manager, OM
Feedback	Employee representative, traffic controller, HR manager
Rostering	Executive assistant, HR manager, OM
Policy and procedure of performance management	OM, HR manager
Updated recent training and material	Traffic controller, executive assistant, employee representative, HR manager, OM
Dispute, conflict management, and resolution	Executive assistant, HR manager, OM
No formal agreements	OM, HR manager
Harassment and anti-discrimination policies	Traffic controller, HR manager, directors, employees representative, executive assistant, OM
Work and life balance	HR manager, traffic controller

Legislative requirements

Legislation	Key entities	Key consideration
Fair Work Act 2009	Fair Work Ombudsman	Solving the issues of the employees fairly as well as confirming the right of an employee to express their views and suggestions.
Work Health and Safety Act 2011 (NSW)	Safe Work NSW	The programs of Training rely on the standards that had been made in this act.
Anti-Discrimination Act 1977 (NSW)	Fair Work Australia	The policies, as well as processors of the grievance or issues, had been really on this act to ignore the issues in the organization and help the relationships in the organization, improve the teamwork as well.

Identified long-term employee relations objectives meet the needs of the organization

Keep excellence in work standards of health and safety- This objective accomplishes the organization requirement as the company aims to keep the excellent things in the standards of work health and safety and preserve the high-quality staff of traffic management.

To be an organizational leader in the services of traffic management- Is the necessary objective of the organization. The recent environment in this organization is not so good. This option will grow the employee’s productivity.

Retain the management staff of high-quality– If the organizations could reach this objective then they could also recover the outcomes of their work as working as a Team would be more effectual that is the key contributor to their plan to be an organization leader in the services of traffic management (Rožman et al., 2017).

Email

To- Board of directors

Cc- Stakeholders

Subject- Regarding draft document

Hello everyone,

This is to inform you that the proposed employee and industrial relation policy and plan are prepared. The draft document is attached with this mail. Please look into it as soon as possible and give your feedback for the same.

Thanks and Regards

Email

To- Board of directors

Cc- Stakeholders

Subject- Regarding changes

Hello everyone,

This is to inform you that the proposed employee and industrial relation policy and plan are changed according to the feedback. The feedback is given for policies and procedures to be changed. The final version of the document is attached with this mail. Please look into it as soon as possible so that we can take further steps and implement the same.

Thanks and Regards

Cost-benefit analysis and risk assessment plan template

Option

Cost versus benefit analysis

Cost

Benefit

Outcome

Associated risk/s

Consequence

Likelihood

Risk level

(monitor, low, medium, high, very- high)

Risk control

Programs and training development implement the action of the training to all the stakeholders.

$ 5,000

Modifying by new industries solutions.

Assist in the development of skills.

Employee productivity will increase

Do not cope with the ongoing changes.

Decline to include in the program of development.

The performance will be impacted.

Extends the training session.

Likely

Low

Involvement of staff

Giving chances for promotions or other advantages for best performers.

The establishment of a new formal employee relationship policy would involve new cancellation policy formation, conflict management, dispute resolution, new grievance policy, performance management.

$ 5,000

The new policy of grievances handling.

A new way of getting their performance evaluated.

The issues could be located soon.

It will grow the reactions of the employee.

Objection and complexities

Not take all policies acceptance

It will be hard to understand all the policies appropriately.

Likely

Medium

Give proper training

Clarify every policy appropriately and its benefits.

Development of new collective enterprise agreement that would extend to rostering, consultations part, pay rate, and many more.

$ 10,000

Compliance by law

Improvement in working conditions

Agreements for employee

Complexity and strike

Lack of productivity

Labor costs will grow.

Unlikely

High

Accept little demand of employees.

Give them clarification regarding the documents in any session.

Assessment 2

Implementation plan template

Employee and Industrial relations strategy options:

Option 1: New training and development policy

Option 2: New employee relation policies and procedures

Option 3: New enterprise agreement

Activity (training, mentoring, enterprise bargaining, etc.)	Timeline	Description/Tactics/Rationale	Resources/budget	Person responsible
For bargaining the new enterprise agreement the negotiation meeting had been made between the employer and employee.	35 days	Initiating meetings for discussing the topics that would be conveyed and explaining them appropriately.	$10,000 include additional payment for staff, lawyer payment, transportation cost	HR Manager
Making the draft for the agreement of enterprise	21 days	Send the draft agreement before 30 days of voting	$400 to print document	HR Manager
Conduct a meeting between stakeholders and employees to locate the problems over the employees.	20 days	For discussing regarding the issues involved the employs in the meeting.	$5500 for employee and manager cost for hiring and participating	HR Manager and OM
Distribution of draft policy	20 days	First, discuss the draft policy by the employees and then open the final policy.	$400 to print out draft papers	HR Manager
Introduce training as well as development programs in meeting	30 days	For introducing the development and training programs met by the stakeholders.	$500 for documents	HR Manager
The training session will be implemented.	30 days	Give training to all the staff	$10,000 for paper cost, equipment, cost of a trainer, and participated employees.	HR Manager

Risk management and contingency plan

Employee and Industrial relations options	Associated risk/s	Risk likelihood	Risk consequence	Risk level (monitor, low, medium, high, very high)
Programs and training development implement the action of the training to all the stakeholders.	Do not cope with the ongoing changes. Decline to include in the program of development.	Likely	The performance will be impacted. Extends the training session.	Low
The establishment of a new formal employee relationship policy would involve new cancellation policy formation, conflict management, dispute resolution, new grievance policy, performance management.	Objection and complexities	Likely	Not take all policies acceptance It will be hard to understand all the policies appropriately.	Medium
Development of new collective enterprise agreement that would extend to rostering, consultations part, pay rate, and many more.	Complexity and strike	Unlikely	Lack of productivity Labor costs will grow.	High

ER option 1:

Programs and training development implement the action of the training to all the stakeholders.

Risk mitigation strategy or contingency plan:

Risk- Decline to include in the development program

Modifying by new industries solutions.

Assist in the development of skills.

ER option 2:

The establishment of a new formal employee relationship policy would involve new cancellation policy formation, conflict management, dispute resolution, new grievance policy, performance management.

Risk mitigation strategy or contingency plan:

Risk- objection

The new policy of grievances handling.

A new way of getting their performance evaluated.

The issues could be located soon.

ER option 3:

Development of new collective enterprise agreement that would extend to rostering, consultations part, pay rate, and many more.

Risk mitigation strategy or contingency plan:

Risk- Strike

Compliance by law

Improvement in working conditions

3) Training plan

Training task

Student group

Objectives

Required competencies

Training methods

Number of sessions

Proposed timeframe

Industrial relations and employee implementation strategy is to be implemented

It must be site supervisors

Managers

Schedulers

Business development manager

Operations manager

The strategy of industrial relations is to be reviewed for implementing the same (Ashkanasy, et al., 2016).

.

Employee’s skills development and performance management

Workshops are to be conducted and meetings are to be organized and employees are to be educated

5-6

It must be 2weeks

Conflict management skills and techniques

Site supervisor

Potential risks are to be analyzed and appropriate mitigation measures are to be taken for overcoming that

Solutions are to be found for problems that can affect the performance.

Workshops are to be conducted and the meeting is to be organized and employers are to be educated

5-6

It must be 2weeks

4) Monitoring and review plan

Description of output/outcome/activity	Measurement	Baselinemark	Target	Data collection and analysis methods
Steps have been included in the communication plan			Communication to be done with employees associated with the grievances	Data analysis has been done which gets provided by employees



Compensation and benefits are to be monitored which is on data quarterly			Reviews must be checked for negative	Data of compensation



The number of resolved cases is to be monitored in the month.			Cases number is to be increase has resolves	Data which is regarding the total cases




			Trends is to be checked and benchmarks are to be set	Compensation Data
Compensation is to be reviewed for trends and a benchmark is to be used

2) Email

To: Stakeholders and board of directors

Subject: Regarding submission

Respected sir,

This mail is created to inform you about the review and monitoring plan template, training plan template, and contingency and implementation plan template which has been attached to this mail.

Kindly find it and please review it.

Thanking you

Kindest regards

5) Role-play

Student- Hello Good morning

Assessor- Hello

Student- so this meeting is conducted to discuss the conflict management procedures and techniques as per the training plan.

Assessor- Yes please go-ahead

Student- There is a need for conflict management techniques so that any problems which are being faced in the organizationare to be solved. It is really necessary as it helps the employee has better relationships at work. Some conflict management techniques which do include are

1) Accommodating

2) Avoiding

3) Competing

4) Collaborating

5) Compromising

Using these techniques helps the employees have better relationships at the workplace and an efficient work environment.

Assessor- Yes that is good so this helps the employees in making comfortable while working

Student-Yes sir, thank you so much

Assessment Task 3

Part A

Appendix5:PolicyandprocedurelayoutPolicy/proceduretitle

Purpose

This policy offers standards for Safety Traffic Co. in order to build and maintain productive, professional, and helpful relationships in the workplace with all employees. Everyone must speak with each other in an open and polite manner. Any disagreement provides individuals and administration with opportunities to study from processes and regulations that really need to be addressed. Conflict and complaints, if left unaddressed, may create a tense workplace.

Scope

This policy includes the employees and representatives of the management team. This strategy can then be used to address abusive behavior, harassing, and discriminating concerns. Suspected criminal behavior, presumed impropriety, and known or suspected behavior are not covered by this policy. Such incidents must be investigated by the police as soon as possible.

Background

The primary purpose of this method is to provide information to management, workers, or other stakeholders

in resolving conflicts and grievances when they arise (Wood, et al., 2020).

Definitions

This section must include all language used, particularly acronym definitions.

Dissension: A short-term conflict.
Discord: A condition of discord that may last a long time.
Negotiation: A conversation aiming at reaching an agreement or building consensus.

Legislation

The Civil Disagreement Management Legislation promotes individuals and authorities to make sincere efforts

to address disputes before filing a lawsuit in the Federal District Court or Appeal Court.

Policy

Safety Traffic Co.’s policy is to develop and maintain a good atmosphere in which everyone may work and communicate productively together.

Safety Traffic Co. developmental patterns, workers, and others to address any dispute or complaint concerns or questions directly with one another, to their complete pleasure. A formal dispute and complaint management procedure should be conducted in an informal dispute and grievance settlement between the parties is undesirable to individuals concerned and could be addressed to the term job satisfaction refers. A formal dispute and grievances management request must be made in writing. If a person needs Independent assistance in putting affairs in order, such assistance will be provided. All official requests for dispute and dispute settlement will be properly reviewed. The formal dispute and complaints resolution processes that are available must be clearly recorded and made publicly available to all parties concerned. The interests of all participants will therefore be considered while selecting the processes that are appropriate for the situation. As far as practicable, Safety Traffic Co. will respect confidentiality. In the investigations and solution methods, only the appropriate parties will also be engaged. Confidentiality shall be promoted among all parties involved in the dispute and complaints resolution process. Apersonraisingaconflictorgrievanceissuemay,atanytime,withdrawinwritingfrompursuingthematter (Wils, 2019).

Procedure/s

Employees must report any problems or questions to their immediate supervisor. The individual should meet with his or her supervisor to explain all of the issues that led to the allegation.

Within four days following the meeting with the worker who submitted the issue, the controller shall reply to the dispute in writing

If the supervisor’s dialogue does not solve the disagreement to both parties’ satisfaction, or if the superior fails to react to the complaint, the employee may file a formal dispute with the department manager. Workers can also ask the HR department for help in drafting their grievances.

The program director must give a general guideline to the worker who complained within seven days after the conversation.

If the employee is dissatisfied with the departmental head’s judgment, the employee may file a written appeal with both the Human resources department.

To assist a settlement, Human resources will conduct a meeting with the individuals involved.

The Human resources may seek additional information from concerned parties.

Verification/authorization/approvalby

If HR considers the complaint involves major concerns of truth or policy interpretation, the matter may be referred to an advisory committee. The Human resources may seek out information first from concerned parties. (Dunbar-Gaynor, et al., 2020).

Email

To: Board of Directors

Subject: Attaching a draft policy

Respected sir,

I am writing this mail to inform you that I am attaching the draft policy the government has developed several new policies, which must be adhered to in the letter. Even though a notice has already been displayed on the signboard, the company sends you the current policy provisions through email to ensure that almost everyone reads it. The provisions listed below are included in the agreements.

Our company’s atmosphere is warm and comfortable, thus these regulations are in place to make it an even good career place every one to be pleased to be a part of. Everyone is expected to perform & behave by our laws and regulations. The goal of these policies is to develop workers’ position ” as well as our organization’s competent capability.

With regards.

Part B

The number of claims from air traffic control regarding inconsistencies in workplace conditions has risen, and pressure is building among front-line personnel. Wages that are below the average industry and inadequate rest periods are indeed the two most serious difficulties. Long hours, a paucity of personnel, and the continuous job requirements mean that air traffic control may not get the sleep and food intervals they are due to (Kowalski& Loretto, 2017).

Day worker is entitled to a 10-rest period in the mornings, while night shifts are eligible to a 30-minute dinner break while subject to an extra thirty-minute rest period for long extra shifts, per the award. It has been heard that workers can call off the strike and seek help from the Fair work commission. This can impact negatively Safety Traffic Co.

To assist employees in filing complaints and problems and resolving them, the complaint handling process should be implemented (Rožman, et al., 2017).

It should be ensured that the complaint recording role is treated seriously. Employees should indeed be assured that grievances they register are kept anonymous, as secrecy is crucial in responding to employee complaints. The situation is kept from spreading by engaging the fewest number of people possible.

It is vital to guarantee that worker concerns are promptly addressed. It’s crucial to determine whether or not the complaint is legitimate. The circumstances should be investigated, and required info from on-site managers should be acquired. Following the investigation, a series of meetings should be scheduled.

Job satisfaction questionnaires and performance evaluations are required to learn about the interests of workers. Knowing your workers’ choices for specific judgment techniques can help them be more satisfied with the process and accept undesirable effects. Integrative Negotiations should be encouraged (Osborne & Hammoud,2017).

The outcome of the discussion between these sides will be used by management to determine whether the complaint is genuine or not. A judgment should be conveyed to all concerned parties after it has been made.

Parties should be kept in the loop about the investigation’s status and the whole complaint resolution process. It helps to make sure that the complaint is addressed transparently. This should assist in determining the next steps that need to be taken about the complaints.

Instead of providing a solution that will, more than feasible but the employees’ grievances to rest, the major goal is to find a solution that would, more than possible, put the workers’ grievances to rest. Instead of proposing a solution that will, more than possible, put the employees’ grievances to rest, the major goal is to find a solution that will, as much now as potential, put the workers’ grievances to rest.

2)

Email

To: Operations manager

Subject: Regarding report submission

Respected sir,

This mail is created to inform you about the report which describes how grievance can be managed according to policies and procedures of the organization and how new collective agreement can be implemented and negotiated.

This formal report has been attached to this mail. Kindly find it and please provide your reviews of it.

Thanking you

Kindest regards

References

Ashkanasy, N. M., Zerbe, W. J., & Hartel, C. E. (2016). Managing emotions in the workplace. Routledge.

Dunbar-Gaynor, M., Zimmerman, E. P., & Liberi, V. (2020). An examination of policy and procedure practices of secondary school athletic trainers. Internet Journal of Allied Health Sciences and Practice, 18(2), 6.

Kowalski, T. H., & Loretto, W. (2017). Well-being and HRM in the changing workplace. The International Journal of Human Resource Management, 28(16), 2229-2255.

Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4.

Rožman, M., Treven, S., &Čančer, V. (2017). Motivation and satisfaction of employees in the workplace. Business Systems Research: International journal of the Society for Advancing Innovation and Research in Economy, 8(2), 14-25.

Wils, W. P. (2019). Legal professional privilege in EU antitrust enforcement: Law, policy & procedure. World Competition, 42(1).

Wood, L., Cook Heffron, L., Voyles, M., & Kulkarni, S. (2020). Playing by the rules: Agency policy and procedure in service experience of IPV survivors. Journal of interpersonal violence, 35(21-22), 4640-4665.

CHCCOM003 Develop workplace communication strategies

This unit describes the skills and knowledge required to develop communication protocols for a team or a business unit. This unit applies to workers responsible for overseeing the communication of organisation-specific information to a range of internal and external stakeholders.

Skills must have been demonstrated in the workplace or in a simulated environment that reflects workplace conditions. The following conditions must be met for this unit:

use of suitable facilities, equipment and resources, including use of real workplace policies and procedures
modelling typical workplace conditions, including:
interactions with clients and co-workers from a range of diverse backgrounds
presentations to groups of at least 3 people
typical workplace reporting processes
use of presentation media

How to work through this assessment

This assessment is designed to assess your performance of competency for the unit CHCCOM003 Develop workplace communication strategies. Your assessor or workplace supervisor will help you fully understand assessment requirements for this unit. The features of this assessment are detailed in the following table.

Feature of the assessment resource	Explanation
Assessment information and scope	This section provides details of the unit of competency covered, setting out information about the aims of the unit, what areas are covered, how the assessment tasks must be completed and how the assessment is conducted.
Assessment tasks	This section outlines the assessment tasks in detail, including the relevant documentation you need to complete and submit along with your assessment tasks.
Record of assessment	As you progress through the assessment tasks, your assessor will use the record of outcome to confirm your performance and provide relevant advice and feedback.

Before you commence your Assessment tasks, you should review the information provided by your training organisation about assessment. You should not commence your Assessment tasks until you have read and understood this information. Your training organisationmust also provide information about assessment while on practical placement, including specific timelines.

Assessment information and scope

Who is the assessment designed for?	The assessment is designed for candidates to demonstrate their competency having completed formal learning experiences in this unit. Assessment may occur in real and/or simulated work environments. Candidates may be undertaking the unit in a range of learning situations, including private study, via a traineeship arrangement or via other workplace-supported means.
What are the aims of the assessment tasks?	This unit describes the skills and knowledge required to develop communication protocols for a team or a business unit.This unit applies to workers responsible for overseeing the communication of organisation-specific information to a range of internal and external stakeholders. The key outcomes are: • develop communication strategies • establish communication protocols • promote the use of communication strategies • review communication practices
Prerequisites and co-requisites	There are no prerequisites or co-requisites for the unit.
Legislative and licensing requirements	The skills in this unit must be applied in accordance with Commonwealth and State/Territory legislation, Australian/New Zealand standards and industry codes of practice.

Assessment tasks

To demonstrate competency for this unit, you must successfully complete the followingassessment tasks.

Complete the following task

Part C – Simulated Activity/Observation

You will demonstrate your skills and knowledge in a simulated workplace environment.

Refer to the NIET Skills Workbook for this unit

Practical placement

Your performance will be assessed in the workplace.

NOTE: If Part C- Simulated Activity/Observation is satisfactorily completed, there is no need for the performance evidence to be observed in the workplace.

Resubmissions

If you are marked not yet satisfactory for a task, you will be given the chance to resubmit. You will have up to three opportunities to resubmit each assessment task. If, after the third attempt, the assessment is still not satisfactory your trainer/assessor will make alternative arrangements for assessment. To make an appeal about an assessment decision, refer to the assessment appeals process in the Student Handbook

Authenticity Requirements

Copying or passing off someone’s work as your own is a form plagiarism and may result in a participant’s exclusion from a unit or the entire course.

The following activities will be considered plagiarism:

Presenting any work by another individual as one’s own intentionally or unintentionally
Handing in work copied from another student.
Presenting the work of another individual or group as their own work.
Handing in work without the adequate acknowledgement of sources used, including work taken totally or in part from the internet

Part C – Simulated Assessment / Observation CHCCOM003

Purpose

To complete the Performance Evidence requirements for CHCCOM003Develop workplace communication strategies, the candidate must show evidence of the ability to complete tasks outlined in elements and performance criteria of this unit, manage tasks and manage contingencies in the context of the job role. There must be evidence that the candidate has:

· developed and presented 1 new communication strategy and associated protocols for a business unit or team

· developed and implemented 1 strategy for using digital media to provide information and promote organisation to clients

Assessments conditions of the unit require that skills must have been demonstrated in the workplace or in a simulated environment that reflects workplace conditions. The following conditions must be met for this unit:

· use of suitable facilities, equipment and resources, including use of real workplace policies and procedures

· modelling typical workplace conditions, including:

· interactions with clients and co-workers from a range of different backgrounds

· presentations to groups of at least 3 people

· typical workplace reporting processes

· use of presentation media

Your assessor will assist you in working through the simulated activities that meets all of the above performance evidence requirements.

Note: Upon successful completion of Part C, the performance evidence requirements of this unit are not required to be demonstrated in the workplace.

Conditions of the Simulated Activity

This simulated assessment consists of two parts, namely:

1. Simulated Activity Task 1 – Develop communication strategies

2. Simulated Activity Task 2 – Develop and implement a communication strategy using digital media

The Simulated Activities consists of written tasks, oral presentations, role play and implementation of digital and electronic media. Templates that have been provided must be completed and submitted to the Trainer/Assessor as required. Other tasks may be observed and assessed in the classroom through role-play and the assessor may choose to use a video camera to record the activities.

· If the simulated activities will be performed externally or off campus, video recording of the activity will be required to be arranged by the student.

· Any additional materials used such as scripts, guidelines, projects, etc, may also be submitted as additional evidence.

Assessor Requirements

· Inform student about the assessment method, processes and tools including instructions on how to submit evidence i.e. video recording of the activity

· Inform student of the requirements of the Simulated Activities including physical environment, additional materials, characters/actors

· Inform the student of what is going to be observed and assessed.

· Give students adequate information about the role they are to undertake and the significance of the activity

Simulated Activity 1: Develop a communication strategy

Task 1 – Develop a communication strategy

Task 2 – Presentation of communication strategy and protocols

Simulated Activity 1- Task 1

Consider the scenario below and develop a communication strategy to address the needs of the organisation, the staff and clients. Use the templates provided below.

Instructions to student:

Research will be required on current trends affecting community services industry specifically the homeless, to complete the PEST, SWOT analysis and components of the communication plan.
Fictitious characters may be created, and assumptions can be made as required.

Scenario

You have recently been appointed as a team leader in a community outreach centre. The centre provides case management, counselling and practical support to people who are homeless or at risk of becoming homeless.

Many of the people receiving services have a mental illness or have issues with drugs or alcohol. Staff members work across multiple sites and typically spend some time in the office and some time out working directly with the people they provide services to. Staff come from a variety of cultural backgrounds. The stated vision of the organisation is ‘Quality support by people who care’.

A recent communications survey in the workplace found that there is poor recording of client confidential details, a lack of understanding of legislation about communications records and frequent cases of staff complaining they had not been told about changes in the workplace that affected them. In one significant case, a staff member learnt that the organisation was moving offices by reading the local newspaper rather than hearing about the change at work.

You have been asked by senior management to develop a communications strategy for your organisation.

Communication Strategy

1. Statement of Purpose

Write a short statement about why the Centre has decided to develop a communication strategy. What do you hope to achieve through your communications?

With the help of the case and the scenario that has been identified with the help of case study, the communication strategy is needed for the improvement in communication process and aspects as they staff members of the workplace are not satisfied with the communication process as they are hearing about very imperative change happening at the workplace by the local newspapers. It is not a very good sign for the communication processes of the organization.

2. Current Situation

Briefly describe your centre, what it does and what it is working towards. Outline what the current situation is for your centre – this may include any internal or external factors, or areas of success in the last five years. Complete a PEST analysis and a SWOT analysis found below.

PEST Analysis

This is a tool to help map the external factors, both good and bad, that may impact on the success of the centre. Using the template below, identify the different factors that can affect your centre.

Political

(e.g. current political agenda, legislation and regulations affecting your industry)

The political facts and legislations are government consistency, advocacy, External and internal funding.

Economic

(e.g. Economic growth, unemployment rates, funding,cost of living and housing)

Economy of the country. It certainly influences the centre and the success of the charities in respect to the economy. Th resources will be drained and the non-profit organizations face huge loss.

Social

(e.g. change in community, division of wealth, population growth rates, social trends/ values)

These type of centres have a huge impact upon the society, As these are the charities that provide the services of homeless individuals. So it is very imperative to follow the cultures of the society as it is a non-profit organization.

Technological

(e.g. technological changes and updates)

Technology related to the documentation handling,, technology for the enhancement of the communication is essential for proper communication at the workplace (Bull& Brown, 2012).

SWOT Analysis

This is a tool to help map the internal and external factors that may impact on the success of the centre. Using the template below, identify the different factors that can affect your centre’s communication.

Internal

Strengths

(e.g. location, reputation, quality of service, affordability)

The strengths that the centre contains are:

Quality of the service

Location of the centre.

Weaknesses

(e.g. lack of experience, no time, isolated, similar services compared with competitors)

The weaknesses consist of:

Decrease in the funding.

Competitors of the organization.

External

Opportunities

(e.g. collaboration/partnership, increased demand)

The opportunities of the organization consist of the increased demand and increase in the number of the homeless individuals. This increases the number of certain individuals.

Threats

(e.g. new services in the area, competitors have

more resources)

The threats of the centre consist of the competitors and decreased resources in the organization.

3. Communication objectives

It is important for your centre to know why it is communicating. Your communication objectives should reflect what your organisation wants to see for its internal and external stakeholders.

The communication objectives related to centre can be seen as:

1. The main objective of the organization is proper and clear communication process and the advantages that are collected with the help of proper communication.

2. For making the staff members of the centre aware about the big and small decisions that are made for the company.

4. Key audience/ stakeholder

Identify the key audience for your communication – both internal and/or external stakeholders of the centre. What are their information and communication needs?

External stakeholders of the organization

1. Consumers

2. Society

3. Government.

The communication requirement for the external stakeholders needs the upgrading information and the information related to the centre and they need to know about the certain legislation that are followed in the centres and how to contact the centre for help.

Internal stakeholders of the organization

1. Staff members of the organization.

2. Shareholders

3. Founder

The communication requirement for the internal stakeholders needs the information regarding all the changes that appear in the centre with the help of proper awareness of the decisions.

5. Key message/s

Identify the key message/s you wish to tell each of your audience groups in relation to your communication objectives.

For example, if your service users want to know what your organisation offers,your message to them will be: We provide accommodation support and a range of quality health support services.

The service users are needed to know about the communication objectives related about the services that the centre renders that is providing the support to the homeless people and the people who have the risk of being homeless.

One message us needed to be provided to the staff members about the change of the branch and major decisions related to the centre and what the authorities have decided for the centre.

6.Barriers/Critical success factors

Identify any barriers to communication and outline how these can be resolved.

The barriers related to the communication in the centre that are as follows:

Cultural language and differences in between the staff members

Lack of transparency in the operations.

Not having a clear process of communication in the centre.

7. Key communication methods

Identify the best way to communicate with each key stakeholder above.Consider the example provided below:

Stakeholder	Key messages	Key communication methods
Service Users/Clients	· We provide accommodation support and a range of quality health support services	· brochures · website
Customers	· The centre renders that are providing the support to the homeless people and the people who have the risk of being homeless.	· Website · Brochure
Staff members	· Letting the staff members know about the major decisions that are needed to be known by every individual of the members like shifting of the office.	· Emails · Staff survey
Government	· All the laws and legislations are followed properly (Wrench,2013).	· Reports · Website

8. Communications Plan

Once you have identified the key activities, set out a plan. This may include what you will do, what you need, when you will do it by and who is responsible for it.

Complete the Communication Plan Template provided below.

9. Evaluation

Identify different ways to test whether each of your communications are working.

For example, the number of Facebook likes or shares on a post, or the number of stories that you have collected. Where possible, set benchmarks so you can track your progress.

6

Communication Plan Template:

A communication plan indicates the key communications activities, budget, responsibilities and timelines allocated to delivering the strategy.

Budget

Activity / Item	Budget estimate $ inclusive of GST
Research	$100
Professional fees	$200
Marketing materials (brochures, leaflets)	$500
Hardware/software	$50
Stationery, office supplies, printing	$50
Media	$100
Events	$500
Evaluation	$100
Other	$100
TOTAL	$1700

Communication Plan Template:

Target audience: Who will be informed?	Communication method: How will they be informed?	How much will it cost?	Who is responsible?	By when?	Status: Commenced/On-going/Complete
Example: Serviceuser/client	Announcement on the website	$50	Marketing manager	End of the month	Commenced
Consumers	Website announcement and letting them know about the services.	$100	Marketing manager
Staff members \ employees	About shifting of the centre and more.	$100	Human resource manager
Higher authorities	About the feedbacks of the staff members regarding they are not able to access the information.	$20	Human resource manager
Government	Following all the laws and the legislations of the particular scenario.	$20	Marketing manager
Suppliers	Requirement of the resources of the organization (Gilstrap& Bernier,2017).	Not available	Supply manager

Simulated Activity 1-Task 2

Once the Communication Strategy in Task 1 has been completed, the student must present the strategy to a group of 3 people together with associated processes and protocols to support the strategy.

Simulated Activity 1–Task 2 A: Protocol

Select two (2) methods of communication you have identified in your communication strategy in Task 1 and identify the required protocols and communication channels that will apply for the implementation of the strategy. Ensure that protocols address any identified barriers to communication.

Use the template provided below and consider the example provided.

Protocol template

Communication method	Protocol	Communication channel
Example: Monthly Staff meetings	For staff who cannot physically attend due to physical location, they can join the meeting that must always be available on an online medium such as Zoom or Microsoft Teams meeting.	Department Manager’s office will issue Outlook invitations for meetings to their staff.
1. Emails	All the staff members of the organization must be mailed with anall the meeting notes as the imperative details of the meeting as the staff can remember the aspects.	All the staff members will be updated and will be told to make a professional mail id that will be used to mail all the meeting notes of the imperative aspects.
2. Brochures	These will be circulated to the consumers as it will consists of all the services that the centre provides.	With the help of the marketing manager, brochures will be prepared and will be circulated.

Simulated Activity 1 – Task 2 B:Role Play – Presentation of Communication Strategy

You are now ready to present the communication strategy and associated processes and protocols to your team. You can choose your own presentation media (PowerPoint, videos, combination of several media, etc).

Physical environment, equipment and documentation required:

A meeting room with appropriate chairs and table
Hard copy of Communication Strategy for distribution to the team members

Characters:

You (the student), the Team Leader
Your Manager
2 co-workers/team members, preferably from diverse backgrounds

Instructions for you, as the Team Leader (student)

As the lead presenter, you need to use effective oral and written communication and use visual tools as required.
Be prepared to answer questions from team members.
Ask for feedback after the presentation and identify opportunities for improvement.

Instructions for Manager and team members

Prepare at least one question each regarding the communication strategy
Provide feedback regarding the communication strategy and/or the presentation

Presentation:

Simulated Activity 2 – Digital Media Strategy

Using the same scenario in Simulated Activity 1, choose a digital media that the centre can use to provide information and promote the organisation to clients.

Simulated Activity 2– Task 1

Develop the digital media strategy. Use the template below to record the components of the strategy

Simulated Activity 2 – Task 2

Implement the communications strategy using digital media and submitthe project to your Trainer/Assessor in a format that can be assessed, recorded and stored as evidence.

Digital Media Strategy

Who is the audience that you are developing the digital strategy for?

The audience that will be used for development of the digital strategy is clients as well as staff members.

What information about the organisation do you want to include in your communication?

The information that is to be provided to the audience is about the services provided by the centre as well as important decisions made in the organisation.

What are the goals of the strategy?

The goals of the strategy consist of having a proper transparency in the operations of the organisation and communicating clearly.

Strategy design (types of media, how information is sent)

The strategy consists of making a proper website in terms of the centre so that can provide proper information regarding the decisions of the organisation as well as the services rendered and the legislation followed by the centre.

Who will develop the digital design?

A professional will be hired for developing the digital design.

When will this information be communicated?

This information would be communicated after the formation of this plan.

Who will distribute the information?

The information will be distributed by the marketing manager.

Feedback methodology from implementation

Feedback and methodology implementation will be done with the help of feedback and surveys.

CHCCOM003: Develop workplace communication strategies

Observation Checklist – Simulated Activity 1 & 2

(Assessor to complete)

During the simulated activities, the candidate was observed consistently demonstrating the following criteria:

Satisfactory

Unsatisfactory

Develop communication strategies

O1

Use of feedback channels, tools and reports to identify information needs of internal and external stakeholders

O2

Conduct proper research on current information regarding the organisation and its competitors

O3

Use analysis tools to identify factors that may impact the communication strategy

O O4

Identify opportunities to improve internal and external communication

O O5

Identify key messages and effective communication methods and strategies to communicate these.

O O6

Identify barriers to communication and present ways to resolve issues

O O7

Develop a communication plan with activities, budget, responsibilities and timelines allocated to delivering the strategy.

Establish communication protocols

O8

Identify and provide resources to overcome barriers to communication

O9

Use a variety of communication strategies and methods to suit different communication objectives

O10

Consider appropriate formal and informal communication channels for communication

Promote the use of communication strategies

O11

Prepare all resources and requirements for a presentation of the communication strategy

O12

Complete written or electronic records and documentation to organisational standards

O13

Identify and refer to organisational policies or procedures for communication requirements

O14

Clearly communicates message and action required

O15

Use clear, concise, and easy to understand words to communicate events or messages

O16

Use oral, written and visual communication methods to communicate and present effectively

Review communication practices

O17

Encourage feedback from persons and use these to identify areas of improvement in the workplace

O18

Identify strategies that will contribute to continuous improvement

Assessor to Complete

Candidate name

Date(s) of observation

Duration

Observation task undertaken

The candidate should demonstrate skills and knowledge required to develop communication protocols for a team or business unit.

There must be evidence that the candidate has:

· Developed and presented 1 new communication strategy and associated protocols for a business unit or team

· Developed and implemented 1 strategy using digital media to provide information and promote organisation to clients

Assessment context

Outline the specific details of the environment and context for this candidate. This may include specific location, equipment selected/used, specific scenarios or specific client characteristics.

Feedback

All observation criteria must be satisfactorily demonstrated by the candidate. The observation assessment has been confirmed:

r Satisfactory

r Unsatisfactory

Please include recommendations for future training in cases where the candidate has not satisfactorily achieved all criteria.

Declaration

I declare that this observation assessment has been conducted as per the training organisation’s assessment procedures and the instructions provided for this assessment task, and that I have provided appropriate feedback to the candidate.

Assessor name

Assessor signature

Date marked

Practical placement

Purpose

Your performance will be assessed in the workplace if

· you are not able to satisfactorily complete Part C- Simulated Activity/Observation of this unit assessment or

· you are already working in industry and are able to meet the performance evidence requirements of this unit.

Instructions to the candidate

Refer to the NIET Skills Workbook for details of assessment while on practical placement.

Student Declaration

CHCCOM003Develop workplace communication strategies

Student Name	First Name		Family name
Course	Code	Title
Assessment declaration	r I declare that no part of this assessment has been copied from another person’s work, except where clearly noted on documents or work submitted. r I declare that no part of this assessment has been written for me by another person. I understand that plagiarism is a serious offence that may lead to disciplinary action by my training organisation.
Student signature
Date submitted
NIET Office to complete
Date received
Received by

Record of Assessment

Unit title

CHCCOM003Develop workplace communication strategies

Written Knowledge Assessment

1^st Attempt

2^nd Attempt

3^rd Attempt

Date

S

UnS

Date

S

UnS

Date

S

UnS

Part C: Simulated Activity/ Observation

Practical Placement

NOTE: only required if student has not completed Part C or is working in industry

Student must have completed workplace assessment tasks for the unit outlined in the NIET Skills Workbook with Supervisor and Assessor declarations signed and dated.

r Satisfactory

r Unsatisfactory

Date:

The written knowledge assessments for this unit must be successfully completed before the Skills Workbook OR Employer (3rd Party) Verification Form is signed off.

An “Interim – Partially Completed” result is to be entered into aXcelerate for the written knowledge assessments using the internal identifier ‘CA-WRO’.

In completing this assessment, I confirm that the candidate has demonstrated all unit outcomes through consistent and repeated application of skills and knowledge with competent performance demonstrated in multiple instances over a period.

Evidence collected has been confirmed as:

r Valid	r Sufficient
r Current	r Authentic

Final Result

r Competent	r Not Yet Competent
r Withdrawn

Result Date:

Assessor name:

Assessor signature:

References

Bull, M., & Brown, T. (2012). Change communication: the impact on satisfaction with alternative workplace strategies. Facilities.

‘

Wrench, J. S. (Ed.). (2013). Workplace communication for the 21st century: Tools and strategies that impact the bottom line. ABC-CLIO.

Gilstrap, C. M., & Bernier, D. (2017). Dealing with the demands: Strategies healthcare communication professionals use to cope with workplace stress. Qualitative Research Reports in Communication, 18(1), 73-81.

Bradley, G. L., & Campbell, A. C. (2016). Managing difficult workplace conversations: Goals, strategies, and outcomes. International Journal of Business Communication, 53(4), 443-464.

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BSBMGT616 Develop Organizational Strategies

BSBMGT616 Develop Organizational Strategies

Assessment task 1

References

BSBMGT616 Develop Organizational Strategies

Assessment task 4

Report

References

PACK ( S u m m a t i v e )

Contents

Assessment Overview

Assessment Cover Sheet

How your assessments will be marked

Assessment Appeals

Reasonable Adjustment

Recognition of Prior Learning (RPL)

National Recognition / Credit Transfer

Support Services

Plagiarism

Where a student plagiarises, the student will need to resubmit their work and will be given a first and final warning for misconduct. If a student plagiarises a second time, their CoE may be cancelled immediately for serious misconduct.

Assessment Submission Instructions

How to submit your assessments

Format for written submissions

Assessment Plan

Assessment Cover Sheet – Assessment Task 1

STUDENT DECLARATION

Please Note: The above must be completed in full before your assessment work is assessed.

INSTRUCTIONS

Assessment Cover Sheet – Assessment Task 2

STUDENT DECLARATION

Assessment Task 2: Job Safety Analysis

The benefits of conducting a Job Safety Analysis (JSA) include:

INSTRUCTIONS

Job Safety Analysis

RISK MATRIX

Assessor Feedback Sheet – Assessment Task 2

Assessment Cover Sheet – Assessment Task 3

STUDENT DECLARATION

Assessment Task 3: Practical Observations – Complex System Faults

Assessment Task 3: Practical Observations – Complex System Faults

INSTRUCTIONS

Student instructions:

Tools and Materials

Personal Protective Equipment (PPE):

Trainer / Assessor Notes:

Job Card 1: Diagnose complex system faults

Tools and Materials

Personal Protective Equipment (PPE):

Customer Complaint:

Procedure:

Noteyourfindingsonthebackofthe JobCard.

Noteyourfindingsonthebackofthe JobCard.

Noteyourfindingsonthebackofthe JobCard.

Noteyourfindingsonthebackofthe JobCard.

Recordonthe Jobcardthefollowinginformation:

Noteyourfindingsonthe backofthe JobCard.

Job Card Additional Information (if required)

Job Card 2: Diagnose complex system faults

Tools and Materials

Personal Protective Equipment (PPE):

Customer Complaint:

Procedure:

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Record on the Job card the following information:

Note your findings on the back of the Job Card.

Job Card Additional Information (if required)

Job Card 3: Diagnose complex system faults

Tools and Materials

Personal Protective Equipment (PPE):

Customer Complaint:

Procedure:

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Note your findings on the back of the Job Card.

Record on the Job card the following information: