SITXHRM002 – Roster Staff
Assessment 4 – Written Assessment
|Trainee ID Number||
|Trainer/ Assessor Name||
|Submission Attempt||Attempt 1 – ☐||Attempt 2 – ☐||Attempt 3 – ☐|
“I hereby certify that:
- This assessment is my own work based on my personal study/research, in my own words.
- I have cited all sources and material used to assist my research for this assessment.
- I have not copied or plagiarized any part of this assessment from another student.
- I or any other student has not submitted this assessment previously.
- I have kept a copy for my own records.
- I am aware of the availability of reassessment consistent with the Institute’s Reassessment Policy.
- I understand my right to appeal the assessment or reassessment outcome, as per the Institute’s Complaints and Appeals Policy.
|1||Under most awards and enterprise agreements, what paid leave are full-time and part-time staff entitled to?|
|Under most awards and agreements of enterprise, part-time and full-time employees get 4 weeks of yearly leave for every period of 12 months accurately worked (Andrews, et al., 2016).|
|2||Identify 2 ways rosters may be communicated to staff.|
|Two ways in which rosters might be communicated to all the members of staff are given below:
1. By Electronic methods like checking out and check-in technology
2. By Manual sheets of time that record the working hours and sheets of time of all the employees (Andrews, et al., 2016).
|3||Detail 4 difficulties that a manager will face when preparing rosters, along with potential ways to alleviate these difficulties.|
|Four difficulties that the manager will face are given below:
1. Shortage of the employees – The simple solution is for calling in the backups, deliberate pay the amount of overtime and cancels all the off days.
2. Overscheduling – To mitigate this issue, the manager must try for giving the employees around 12 hour period between their shifts.
3. Disorganization – For this, the employees must find the complete-featured software of the time clock that provides the resources and flexibility that they require for creating an accurate schedule that is appropriate for all individuals.
4. Turnover of employees – The manager should implement all the changes such as open interaction and communication, positive gratitude etc.
|4||List 5 points to consider which are critical to creating staffing rosters to meet the operational demands of a department, event or organisation.|
|Five points are given below that should be considered:
1. Make appropriate projections
2. Make sure proper and accurate balance in recruitment or staffing
3. Be ready for some special situations
4. Given sufficient off time between working shifts
5. Utilize pilots for new service or product launches
|5||Explain why you may have to allocate different hours to different staff members
|Allocation of work permits for the strategic and efficient management of all the tasks at the workplace. This gives further ease in overlooking the projects while making sure maximized efficiency and labour and resources are assigned at different hours and in a very impactful manner (Ibironke, et al., 2013).|
Match the common business terms with the appropriate definition or abbreviation.
|7||How often should you complete your time sheet – why?|
|We should complete our sheet of time every day, precisely at the starting and at the last of the day of working because timesheets help record the time consumed on a particular activity or task, client or project (Ibironke, et al., 2013).|
1. Use the format below to complete the roster of this employee
|9||How would you communicate your roster to ensure everyone knows when they should be working?|
|Every employee could be organized for receiving communications of the roster by text messages or emails. Once the roster is accomplished, we are required to communicate and publish the roster (Kotler, 2018).|
|10||What is the disadvantage of informing staff of their hours by posting the staff roster on the staff notice board?|
|It could spread the information of the staff publicly to other employees also which could breach the privacy of staff and employees (Kotler, 2018).|
|11||What records must be kept by an employer and for how long?|
|The records that should be kept by the employer are the details of the previous experience of the employee, joining date in the present organization and all referrals from past colleagues and managers, id number of employee, week of work, and policies of leave. All these records are kept for three years afterwards the date of the previous entry created therein.|
|12||Answer the questions below according to the National Employment Standards|
|What are the maximum weekly hours of work an employer can request an employee undertake?||38 hours|
|What are employees entitled to Parenting Leave entitlements?||Up to the duration of 12 months unpaid leave|
|How much notice must an employee give to an employer before taking unpaid parental leave?||10 weeks|
|What rights does an employer have regarding requiring employees to work on public holidays?||Employees do not have to do work on public holidays.|
|13||What is the minimum hourly wage for the following positions according to the Hospitality Industry (General) Award 2010|
|Food and Beverage Attendant
|Food and Beverage Supervisor||$23.42|
|14||According to the Hospitality Industry (General) Award 2010, what allowances must be paid in the event of:|
|Overtime of more than 2 hours, without notification||
200% of the normal rate
|A cook who is required to use their own tools||
$1.86 per day and $9.11 per week
|An employee required to start earlier than their shift, before their normal method of transport is available||$0.85 each kilometre|
|A staff member required to perform first aid duties as part of their job (who holds a first aid certificate||$10.79 per week|
|15||According to the Hospitality Industry (General) Award 2010, what rates must be paid to an employee required to work overtime?|
|150% of the rate of pay for the initial two hours duration of overtime and double their ordinary rate of pay for the next of the overtime.|
|16||According to the Hospitality Industry (General) Award 2010, what are the minimum shift hours a part-time employee can be offered per shift?|
|The minimum hours of shift the part-time employee could be offered per shift are three successive hours.|
|17||According to the Hospitality Industry (General) Award 2010, what are the mandated breaks an employee can take in their shift?|
The mandated breaks that the employee could take in their particular shifts are for 30 minutes unpaid break meal (Sutherland, 2013).
|18||According to the Hospitality Industry (General) Award 2010, what is the maximum allowed shift hours for a full-time employee and the mandated breaks between shifts?|
The maximum allowed hours of shift for the full-time employee is eight hours or more than that and they are entitled to the 30 minutes unpaid and 20 minutes paid breaks between shifts (Sutherland, 2013).
|19||According to the Hospitality Industry (General) Award 2010, what are the maximum allowed shift hours for a part-time employee and the mandated breaks between shifts?|
According to the Hospitality Industry(General) Award 2010, The maximum allowed shift hours for a part-time employee is between 5 to 6 hours and the mandated breaks between shifts will be 20 min. of unpaid break which is mandatory to be given to part-timers
|20||List 5 different social and cultural considerations you should take into account when organising rosters|
Social and cultural considerations you should take into account when organising rosters are:
· Mentioning annual leaves
· There should be mention about the public holidays.
· There should be mentioned maximum hours allowed for a shift
· Mandated breaks allotted
· There should be mention whether the staff is on the permanent or contractual basis
|21||What are some options for distributing rosters to staff? List 2|
|The distribution of rosters to staff is necessary because it helps in knowing their duty timing and their work, some options of distribution are
· Always plan your roster before adding the name of the employee
· Always share the schedule with the whole staff
· Always fill busy shift to most experience staff of employees
|22||List 5 advantages of using a rostering software program when creating rosters?|
|The 5 advantages of using a rostering software program when creating roasters are
I. It balances the employee versatility
II. There will be a shift in inequality
III. There is training consolidation
IV. Balancing of skills of employees
V. It will help in tracing records of absenteeism without doing any paperwork
|23||List the definition for the following types of leave and their entitlements.|
|CARERS: the leave given when you temporary leave your job and do full-time care for who your care for.
COMPASSIONATE LEAVE: this leave is given in an emergency or in of loss of the family member
ILLNESS OR INJURY: leave given to the employee when the employee is ill or gets some injury
LONG SERVICE: this leave is entitled to 8 weeks of paid leave.
REHABILITATION OF INJURED WORKERS: leave provided to the employee to return to the job which they had before the injury.
STUDY: leaves which are provided to an employee for further studies
RECREATION: leaves which are provided for taking some rest from the job after continuous work.
|24||Why is a good roster important in controlling staff costs in a business?|
|A good roster is important because it assigns the required number of employees at a particular time this will reduce the cost of employees and helps in controlling staff.
|25||a) What is a wage budget?
b) How does a wage budget affect a business?
c) Why is it important for departments to be involved in the rostering process?
|a) A wage budget is a money designated and assigned according to the work of employees.
b) Wage budgets help in allocating money and estimating revenue and plans and restrict any unnecessary spending.
c) It is important to involve all departments in rostering process because it will help in maintaining the workload and staff management for each department
|26||As a hospitality business, when would you employ the following staff and what factors would you need to consider when paying them?
a) Permanent Staff
b) Casual staff
a) PERMANENT STAFF- payment should be fixed and according to their workload
b) CASUAL STAFF- payment should be given according to their work performance
c) CONTRACTORS- payment should be given according to their knowledge and experience (Weber, 2017).
|27||In addition to legal requirements, many businesses have their organisational policies which impact the preparation of staffing rosters. List 3 policies that could affect rostering?
Policies that should be in mind while preparing a good staffing roster that could affect
I. Mention of holidays
II. Length of each shift
III. Mentioning employee size
|28||Explain how rostering could impact on the success of a business, in particular, if the employees are on single or multiple awards or enterprise agreements?|
A good roaster helps in keep track of each employee and their performance as well which help in growth of business and good roster contain detailed view of wage budget which help in maintaining the records of salaries and compensation of each employee which leads to success of any business and helps in smooth run of business (Weber, 2017).
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Assessor Signature: _______________________________ Date: _____________
Andrews, S., Bare, L., Bentley, P., Goedegebuure, L., Pugsley, C., & Rance, B. (2016). Contingent academic employment in Australian universities. LH Martin Institute, 1-19.
Ibironke, O. T., Oladinrin, T. O., Adeniyi, O., & Eboreime, I. V. (2013). Analysis of non-excusable delay factors influencing contractors’ performance in Lagos state, Nigeria. Journal of Construction in Developing Countries, 18(1), 53.
Kotler, P. (2018). Marketing for Hospitality and Tourism, 5/e. Pearson Education India.
Peterson, J. (2015). An Archive of Simple Ledgers Featuring the e2 um-mi-a (k),‘House of the Master,’at Old Babylonian Nippur: The Daily Rosters of a Scribal School?. Aula Orientalis, 33(1), 79-113.
Sutherland, C. E. (2013). Complexity and simplicity in Australian enterprise agreements: a content analysis of agreements in the higher education and fast food sectors, 1993–2011 (Doctoral dissertation, Monash University).
Weber, L. (2017). The end of employees. The Wall Street Journal, 2.