Assessment Cover Sheet

Assessment method-based instructions and guidelines: Skills Test – Research Report

Assessment Task 2: Skills Test – Research Report

Skills Test – Research Report

• Conduct online research to analyse information from a range of internal and external sources regarding legislative, regulatory and industrial requirements for the training organisation.

Note: The purpose of this research report to participate and carry out workplace-related activities and tasks, using your training organisation as an example of existing workplace and workplace personnel such as trainers/assessors and other nominated individuals by them as the stakeholders required to complete this assessment task.

As part of the task assigned to develop and implement a strategic workforce plan, the HR Manager has the following responsibilities:

• Analyse the existing human resource practices and functions of the training organisation.

• Support the strategic workforce planning by developing risk management plans.

• Establish a format and features of a strategic workforce plan.

The trainer/assessor will familiarise you with the training organisation’s operations and provide you with the information regarding the following:

• Training organisation’s business strategic and operational plan

• You must only use authentic and verifiable information.

• The report should be presented in the provided format.

To prepare the report, you must complete the steps given below:

• Step 1: Analyse the existing human resource practices and functions of the training organisation.
• • • Fair trading

    • Privacy
• • Determine and document three (3) common options for sourcing labour.

• Step 4: Research and evaluate the impact of technology on job roles in the training organisation.
• • Determine three (3) options for sourcing labour supply, considering the operations of the training organisation.

• Step 6: Support the strategic workforce planning by developing risk management plans.
• • Determine the key elements that you would include in the strategic workplace plan.

• Step 8: Research and evaluate modern philosophies, values and policies applicable to the human resources professional within the training organisation.

The student must complete a research report on the development of performance development processes for your training organisation. Your report must contain all of the following:

• Introduction to the report

• • • Fair trading

    • Privacy

  • Three (3) risks associated with strategic workforce planning.

  • Control measures to be implemented to address the risks associated with strategic workforce planning.

  • Two (2) policies applicable to the human resources profession.

  • Explanation of the purpose of each activity.

Research Report: Strategic Workforce Planning

To gather relevant insights, consultations were conducted with the following stakeholders:

• Senior Management: Provided strategic direction and outlined long-term organizational goals and workforce priorities. Their input helped define critical workforce gaps and align workforce strategies with the company’s broader objectives.

Existing Human Resource Practices and Functions

The training organization’s HR practices encompass the following key areas:

• Compliance Management: HR ensures adherence to workplace laws, including minimum wage standards, occupational health and safety regulations, and equal opportunity legislation. Regular compliance audits are conducted to address potential gaps and mitigate risks.

Identifying strengths allows leveraging existing capabilities effectively. Recognizing areas for improvement pinpoints opportunities for growth. Together, they guide actionable strategies to boost workforce efficiency.

Researching legal and regulatory requirements is essential for ensuring compliance with applicable laws and standards (Salguero-Caparrós et al. 2020). It minimizes risks associated with non-compliance, such as fines, legal actions, or reputational damage, while fostering ethical practices and promoting organizational integrity. Compliance efforts build trust with stakeholders, enhance the company’s reputation, and contribute to smooth operations within the established legal framework. By staying informed and proactive, organizations can effectively navigate regulatory landscapes and align their practices with both legal obligations and ethical standards.

Three Common Options for Sourcing Labour

Two Technologies for Recruitment and Selection

1. Applicant Tracking Systems (ATS): This software streamlines the recruitment process by automating job postings, filtering resumes, and tracking applicant progress. AL-Qassem (2023) mentioned that ATS reduces manual workload, ensures consistency in candidate evaluation, and provides data-driven insights for improving hiring practices.

2. Outsourcing Non-Core Functions: External agencies handle tasks such as administrative support, IT services, or payroll, allowing the organization to focus on its core training activities. Outsourcing can also provide access to specialized skills that may not be available internally.

3. Hiring Trainees and Interns: Offering structured programs for interns and trainees helps develop a pipeline of skilled future employees while contributing to organizational goals (Griffith, Baur & Buckley 2019). This approach also strengthens the organization’s employer brand and builds loyalty among new talent.

Control Measures

• Skill Development Programs: Investing in training initiatives to enhance the current workforce’s capabilities and address skill gaps proactively.

1. Workforce Analysis: Detailed assessment of the current workforce’s capabilities, demographics, and skill gaps to identify areas for improvement.

2. Gap Analysis: Identifies areas where workforce supply does not meet organizational demand, providing a foundation for targeted strategies.

2. Demographics and Trends: Analysis of workforce composition, including age, skills, and diversity, alongside future labor market trends.

3. Budget Allocation: Financial resources needed for implementing the workforce plan, ensuring feasibility and sustainability.

2. Diversity and Inclusion: Encourages equitable hiring practices and fosters an inclusive workplace culture to drive innovation, creativity, and collaboration.

Values Related to the HR Profession

Two Policies Applicable to the HR Profession

Anti-Discrimination Policy: Ensures that hiring and workplace practices are free from bias and promote equal opportunities for all, fostering an inclusive work environment.

AL-Qassem, AH, Agha, K, Vij, M, Elrehail, H & Agarwal, R 2023, Leading Talent Management: Empirical investigation on Applicant Tracking System (ATS) on e-Recruitment Performance, IEEE Xplore, pp. 1–5.

Bilderback, S 2023, ‘Integrating Training for Organizational sustainability: the Application of Sustainable Development Goals Globally’, European Journal of Training and Development, vol. 48, no. 7/8, pp. 730–748.