Please refer the attached fileInstructions for students/learner Before you commence your Assessment,...

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Please refer the attached fileInstructions for students/learner Before you commence your Assessment, ensure that you have good knowledge of the subject, have thoroughly read Learners Resource, and clearly understand the Assessment requirements and the expectations of the Assessor. You may be required to demonstrate knowledge and skills which may be difficult for the Assessor to witness. If so, an Evidence Record is supplied which will allow the knowledge or skill to be verified by at least one third party, and preferably two or more. These witnesses would usually be current or recent supervisors or your Assessor. Explanations are given for each Task. If you have any questions, consult with your Assessor. Any modifications/changes or amendments to this assessment should obtained in writing from your assessor. Your assessor may need to organise any additional documents or assessment in order to accommodate any given individual need and workplace requirements, if learners chose to work on his/her own simulated or real workplace based scenario. Any variation must be agreed by assessor in writing.  The assessment tasks may be answered using your business, the simulated business or a mixture of both as instructed by your Assessor. Records must be kept of all aspects of the Assessment in your Learner Pack. STUDENT DECLARATION FORM – ALL STUDENT MUST SIGN AND RETURN STUDENT DECLARATION FORM ALONG WITH ASSESSMENT. YOUR ASSESSMENT WILL NOT BE ACCEPTED FOR MARKING IF STUDENT DECLARATION IS NOT SIGNED AND SUBMITTED WITH THIS ASSESSMENT.  The record of assessment is a legal document and must be signed, dated, and a copy stored as required by Apeiro Institute. Steps for Learners 1. Learners should be spending minimum of ten (10) hours a week other than class-room contact hours for self-directed studies. These hours can be used in forms of; completing assessments, studying learner’s manual as specified by trainer, studying online learning resources using online library (Gale - Cengage), completing case study given by trainer, studying for class test and to complete required research for class-room based discussions. These hours are designed to provide all learners with the opportunity to spend quality time developing their knowledge and skills to achieve satisfactory course progress. 2. Receive  your  Learner  Assessment  Pack  and  discuss  with  your Assessor  the expectations  of this Assessment.  You may also need to supply contact details of one or two work referees who can confirm your skills in the industry. Discuss with your Assessor if you intend to undertake the tasks based on your employing organisation or using the simulated business, Bounce Fitness. 3. Your  Learner  Assessment  Pack  is  where  you  will  get  the  Task  information. Complete the Tasks as instructed, using either the simulated business, Bounce Fitness, or your employing organisation and include in the Learner Assessment Pack for your Assessor. 4. After you complete your Assessment, gather and return your evidence documents, as detailed in the Task(s) in the timeframe agreed with your Assessor. 5. All individual answer needs to be answered with a minimum of 80 words (approx.). All Reports and/or project and/or any other form of assessment, must be written with a word count of 700-900 words (approx.) and/or as per trainer’s instructions. Presentations, to be completed using MS PowerPoint software with minimum of 10 slides and/or as per trainer’s instructions. 6. Learner must complete this assessment in an electronic format and submit it in MS Word or PDF format and where required complete presentation in MS PowerPoint. 7. Style Guide, Leaners should follow standards font size, style and font colour format to complete their assessment.  · Standard Font Style – Calibri or Times New Roman · Standard Font Size – size 11 or size 12, except for heading where size should not exceed size 16/18. · Standards Font Colour – Black, except some circumstances where required blue or any decent colour are permitted. · For any variation and any question, discuss that with your trainer. Further Instructions for Students To be assessed for this competency, you must demonstrate your ability to: · Plan and manage human resource delivery within legislative, organisational and business ethics frameworks · Communicate effectively with a range of senior personnel · Identify and arrange training support where appropriate · Calculate human resource return on investment within the organisation. The  following  Assessment  Tasks  must  be  completed  by  you  to  enable  you  to demonstrate these skills. These must be conducted: Using the simulated business Bounce Fitness or In your own workplace if you are able to access all the documents and conduct all of the activities. Ensure  that  you  gain  the  approval  of  your  choice  with  your  Assessor  before commencing. The documents you will require if you are using the simulated business Bounce Fitness can be found on the Bounce Fitness website: •   Infrastructure Tab / Business Strategy and Planning Documents •   Bounce Fitness / Policies / Human Resource Policy / Code of Conduct •   Policies tab / Human Resources / Employment Assistance Program Policy •   Procedures tab / Human Resources / Employment Assistance Program Policy •   Policies tab /Human Resources Policies •   Documents tab / Financial / Standard Services Agreement Template •   Documents tab / Human Resources folder / Surveys •   People tab / Hierarchal Structure Please note: It is expected that you will conduct your own research to identify and brainstorm skills like, but are not limited to; strategies, methods, best industry practices, etc. For that purpose you may also need to conduct further research on the Bounce Fitness website and/ or conduct external research or research on your chosen organisation. This assessment requires you to demonstrate your skills and knowledge required to plan, manage and evaluate delivery of human resource services, integrating business ethics. Task 1 - Theory Question and Case Study: Short Answer Questions Assessment Instructions This assessment task requires you to demonstrate your knowledge of managing human resources. To enable you to do this, answer the following questions.  You may need to access documents at your chosen workplace or at Bounce Fitness Website. The resources required for this assessment task are, access to a computer with internet connection and MS Word. The following questions require you to brief research into Human Resource Management and into the operations of Bounce Fitness. In some cases, this requires an internet search to find the information and for you put this into your own words to avoid plagiarism. If you are quoting from a source, make sure that you reference this properly using one of the referencing systems e.g. the Author-Date or Citation system.    Ensure that your answer is logical, answers the questions and is comprehensive. A general guide should be approximately a minimum of 80 words (approx. for each answer).  All answers must be completed individually and need to be original. Questions A Identify the key provisions of legal and compliance requirements (e.g. Acts and policies / codes /regulations) that apply to managing human resources? Where necessary, give examples. B Summarise the code of conduct of Bounce Fitness. Provide details and give examples. C Briefly explain how human resource strategies and planning processes link to business and operational plans (consider the relationships: operations vs strategic). Provide details and give examples. D Briefly describe performance and contract management (similarities and differences). Give examples. E Briefly describe how feedback is used to modify the delivery of human resources (use the feedback process). Provide details and give examples. 		 F When you have finished Tasks 2, 3 and 4, calculate the human resource return on investment for this project (e.g. time taken to return the full initial investment). Provide details and give examples. Task 2 - Scenario Task: Determine Strategies for Delivery of HR Services Assessment Instructions This assessment requires you to plan and implement the establishment of an Employment Assistance Program in Bounce Fitness based on the following scenario: 	Case Study The simulated business, Bounce Fitness, wants to implement an Employment Assistance Program to support their staff. You have been charged with planning and implementing this program across the organisation. It must be integrated with other HR programs. Bounce Fitness believes that this is an investment which will ensure that all staffs are able to access help when they need it. You are in charge of this project. To do this, you will need to understand the business strategy and operational plan of the business.  A Research the business strategy and operational plan and analyse it to see what is intended. Then, on your own paper, discuss how the Employee Assistance Program (or the program in your organisation that you have chosen to use) aligns with their business strategy and organisational plans (contradictions and similarities). Give details and examples! B Review  the  external  business  environment (using a PESTLE analysis)  which  may  impact  on  the organisation’s human resources requirements. Give details and examples! C Describe the methods you will use to consult with line and senior managers (you will need at least two different processes e.g. types of meetings / technologies etc). Give details and examples! D Review the requirements (legal, organisational and ethical) for diversity in the workforce. Give details and examples! E Develop at least two options for the delivery of the Employment Assistance Program and describe how they comply with legislative requirements, organisational policies, and the business ethics framework.  Remember to consider all stages of the program including evaluation, record, and document storage. Give details and examples! F Develop action plans (for each of the two options) for the delivery of the Employment Assistance Program. Give details and examples! The action plans must include roles and responsibilities of the human resources team, line managers, and external contractors (if appropriate). Action plans must contain: · Service specifications (e.g. service level agreements) · Performance standards (SMART Goals / KPIs) · Timeframes (when e.g. March 2018 / GANTT Chart). Please Note:  · If you are using Bounce Fitness, you must include copies of the strategic documents that you used to explain the alignment between the business strategy and organisational plans, and the Employment Assistance Program. · If you use your own organisation, you MUST include details of the human resource program that you intend to implement, all the related strategic documents from which you drew information, and any other documents to which you refer for the use of your Assessor. · The resources required for this assessment task are, access to a computer with internet connection, MS Word software, stationary to make notes, login access detail or access code for Bounce Fitness (if using Bounce Fitness).  · As other assessments, this task will require substantial research. Specifically, this requires an internet search to

Nishtha · Accepted Answer

HUMAN RESOURCE MANAGEMENT
Table of Contents
Task 1	4
A.	4
B.	4
C.	5
D.	5
E.	5
F.	6
Task 2	7
A.	7
B.	7
C.	8
D.	8
E.	9
F.	9
Task 3	10
A.	10
B.	10
C.	10
D.	10
E.	11
F.	11
G.	11
H.	11
I.	12
Task 4	13
Introduction	13
Mission, Vision and Values of Bounce Fitness	13
Mission	13
Vision	13
A.	13
B.	13
C.	14
D.	14
E.	14
F.	15
Task 5	16
A.	16
B.	16
C.	16
D.	16
E.	17
Bibliography	18
Task 1
A.
The main task of the human resource is to comply and deal with employment, safety and other related legislation application to the jurisdiction where the organisation operates. It includes local, state and federal laws that pertain to the various areas for example, labour relation, recruitment, benefits and termination. The legislation and compliances helps the organisation (Bounce Fitness) to keep it up to date with all the legislation to remain complaint free and even avoid costly penalties. 
· Anti-Discrimination law
According to the civil right act of 1964, employees would not be discriminated base on their race sex, caste, creeds, religion or any national origin. This regulation applies to all the organisations having 15 or more employees. 
· Regulation protecting overtimes and wages
The Fair Labour Standards Act (FLSA) establishes the amount of the minimum wages, this revised from on periodic basis. The human resource professional check and verifies the accuracy of the amount paid to the employee. It is an important aspect of managing human resource as all employee works for the monetary benefits so it is necessary to manage their wage amount according to the stated act. 
B.
Bounce Fitness registered with Fitness Australia as an operating member of Fitness Australia Club. This requires meeting the code of conduct for the state in which every centre located and it ensures that all the trainers and the professionals meet the stated standards. The Certificate IV is the minimum educational qualification require in Bounce Fitness for all the personal trainers. In addition to it, all the gym instructor and group trainer must hold Certificate 3 in Bounce Fitness. 
Although Bounce Fitness releases a document on its website holding all of the code of conduct, this document needs to be update from time to time. The code of conduct is the mandatory list, which needs to be followed by every employee of the Bounce Fitness. The exercise professional has duty of care to prevent any kind of injury or harm. There is also high chance that this could also occur in the course of providing instruction or advise to the client. The code of conduct of Bounce Fitness also develops guidelines that would help client to perform their duty of care and mitigation of risk. 
C.
The main objective of the human resource is to look into the future and decide what kind of skills, competencies and knowledge could be require by the organisation in coming 3 to 4 years. The strategic planning and human resource planning share symbiotic relationship. For example if leader start developing a strategic plan, s/he will liaise with different departments’ manager to see how the new strategy will affect them. The human resource planning team helps to figure out the financial impact of any operational plan on the basis on retention, recruiting and training strategies and that is essential work to support the plan. The human resource strategies always help in training of the employee so that the operational plan objectives could be achieved. 
D.
There are some common factors between contract management and performance, as they both require skill set call for the deep understanding to know hoe contracts work and how parties fulfil the obligation under legal agreement. The main difference is the timing, contract performance works on how the contract worded before the parties agree for arrangement. The contract manager is responsible for each party to carry out contractual obligation.
The performance management include the means through which they measure the performance of both parties and determine if they meet the obligation moreover, the process to monitor the performance of both parties. While in case of contract management, after both parties agrees with the contract, the contract managers ensures that all parties involved in meeting the obligation as quick and effectively. The contract managers also make sure that all employees have access to required equipment 
E.
Feedbacks are extremely important in the workplace. It helps in employee development. It is a gap between the actual performance of the employee and the expected one. Feedbacks help in clearing the expectation, to learn from the mistakes and even to improve the confidence. Human resource department use this technique of feedbacks in order to give constructive views so that performance of the employee can be improved.
Feedback helps in collaboration and in making timely decisions for the benefit of human resources. For example as feedback is a continuous process, it improves the communication system and address problem quickly. It allows organisation to be more agile and flexible in nature. With the help of feedbacks, human resource also increase employee engagement and handle them better than before. 
F.
The cost of the employee assistance program that is EAP for Bounce Fitness will cost $50 a year on one employee. It includes the cost of both wellness programs. This price is the average cost, keeping in mind, the standard services and location of the program. The studies demonstrate the overall return on investment (based on reduced absences, shortened disability, lower health care costs and reduced work impairment) is between $10 and $30 per $1 invested in EAP services.
Task 2
A.
The employee assistance program (EAP) is the employee sponsor program that is focus to improve the productivity of the employees. This also includes helping employee to identify and resolve their personal problems. Usually in case of employee assistance, program organisation hires mental health professionals on a contract basis. These professionals also provide confidential counselling and referral services to the workers who have some personal issues that could hamper their productivity or may be attendance in organisation.
The overall business strategy of the Bounce Fitness is to give quality services and comprehensive training in a distinctive and unique order so that the overall objective to promote fitness and health can be achieved. While the operational plan, are the day-to-day strategies that are regular in nature. Bounce Fitness intends to customise or change its operational plan so that its business’s objective that is to promote health and fitness could be achieved. The employee assistance program will help trainers and fitness professional to eliminate any personal as well as any somewhat professional problem by hiring external expert.
For example, a smoking session program as it is still a serious problem among some of the employee of the Bounce Fitness. Sometimes employee would not be able to give up his or her bad habits. Yoga and meditation wellness program because mental health is as important as the physical health of the employee. These wellness and employee benefitted program not only benefit the employee in order to fell relaxed and changed but also it a great way to improve the relationship among departments. A motivated and engaged employee will contribute more to the organisation. For example, after attending employee assistance program, professionals of Bounce Fitness will serve their clients better and helps organisation to retain them for a long time. 
B.
External environment of the organisation is almost uncontrollable factors and these factors have a lot impact on the functioning of the organisation, human resources department that handles recruitment, training and performance of the employees also get affected by the PESTLE. It includes political environment such as replaceable employees, changes in compliances or introduction of new organisational policy. Second is economic factors, a good example of impact of economic environment is globalisation. It has totally changed how to hire people, how to train and finding new talent.
As the globalisation environment is changing, human resources department has to bring to bring changes in their hiring system too. Third is social environment factor, it refers to people’s beliefs, variety of demographics in organisation and the rights of the people. Fourth is technological environment, it simples the human resources process over a span of time. It includes introduction of new technology, smooth operational system and centralised information system, which makes human resources fast, easy communication and simplified recruitment process.
Fifth is the legal environment, human resources have many roles and responsibilities and one of the most significant ones among them is legal responsibility. The last one is the environmental factor, as people moving towards becoming sustainable. Human resources also pressurised to change and modify their policies and rules that is more environmental friendly in the workplace. For example, using less paper in workplace, no plastic, encouraging employee to use car pool are some useful ways. 
C.
Feedback type of meeting is one of the types of meeting that could be effective in this case. As normally, Bounce Fitness is using feedback system to know the drawbacks in operational working. Therefore, feedback meeting can be effective method to consult with line or senior manager and discuss the issue. Feedbacks are be focused on behaviours or actions, not traits. For example, instead of telling someone that they are smart, the manager could tell them about the behaviours they observed that stood out and be specific.
Behaviours are repeatable and changeable; however, traits are not. Thus,

Instructions for students/learner Before you commence your Assessment, ensure that you have good knowledge of the subject, have thoroughly read Learners Resource, and clearly understand the Assessment...

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