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Dipali answered on Sep 10 2023
Task1–Theory:ShortAnswerQuestions
SITXHRM008- Task 1 – Knowledge Assessment
Unit Code
SITXHRM008
Unit Description
Roster staff
Assessment Type
Task 1 – Knowledge Assessment
Assessment Location
To be submitted online
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Assessment Task 1: Knowledge Test
Provide your response to each question in the box below.
Q1:
What are the different sources of information on industrial awards and other industrial provisions? Explain any three (3) using 60-90 words.
Satisfactory = S
Not Satisfactory = NS
S
Information about industrial awards and other industrial provisions is available from a number of sources:
Government Websites: Government labor ministries or agencies frequently maintain internet databases with thorough data on employment laws and industrial awards. For the most recent information and official labor legislation papers, turn to these websites.
Industry Associations: Numerous groups or unions that focus on a particular industry provide information and advice on pertinent industrial awards and laws. They are helpful resources for companies operating in particular industries, offering specialized knowledge and assistance.
Legal Counsel: Legal experts with expertise in industrial awards, such as employment attorneys or consultants, can offer help on compliance, interpretation, and any legal ramifications for organizations. They make sure companies follow labor laws and regulations.
Q2:
How can you use different methods used to communicate the rosters mentioned in the table?
Electronic
E-mail Email pertinent people with rosters as attachments or links. Check that email recipients can read attachments and understand the format. Use email correspondence for prompt updates and dissemination.
Online portals Establish a safe internet gateway so that staff members may sign in to access rosters. Check that the portal has appropriate access restrictions, is user-friendly, and can be accessed from a variety of devices. Use this technique for centralized access and real-time updates.
Paper-based Rosters
Noticeboards Print up rosters and display them on actual noticeboards placed in public spaces. Make sure noticeboards are positioned so they are easily seen. Employers should use this technique for personnel who like or have restricted access to digital media.
Printed rosters Place hard copies of the rosters on each employee's desk or workstation. Make sure that printed rosters are updated often to reflect any changes. Employers who do not regularly have access to email or internet resources should use this technique.
Satisfactory = S
Not Satisfactory = NS
S
S
S
S
NS
NS
NS
NS
Q3:
Explain the steps of processes for modifying rosters using 100-150 words.
Satisfactory = S
Not Satisfactory = NS
S
NS
In workforce management, altering rosters is a critical step to ensure that work schedules correspond with evolving demands. Here are the stages involved in changing rosters:
Assess Needs: Determine the causes for the roster change first, such as changes in staff availability, workload modifications, or regulatory needs.
Gather Information: Collect the required information, such as the current roster, employee preferences, and any legal or contractual restrictions.
Plan Modifications: Make a strategy describing the necessary modifications, such as new shifts, hours, and staff changes. Ensure adherence to union agreements and labour legislation.
Communication: The roster adjustments should be communicated to impacted personnel in advance. Use the communication channels you like, such as email, online communities, or noticeboards.
Implement Changes: Update the roster to reflect the desired changes. Ensure thoroughness and clarity, and stay away from mistakes that can result in scheduling issues.
Review and Confirm: Verify the amended roster's legality and correctness a second time. Verify that it is compliant with labor laws and corresponds with the organizational objectives.
Feedback and Adjustment: Gather opinions on the revised roster from staff members and management. Based on feedback and unanticipated problems, make the appropriate improvements.
Finalize Roster: Finalize the roster once changes have been made and verified, and then distribute it to all parties involved.
Documentation: Keep track of roster changes for auditing, compliance, and reference needs.
Monitor and Evaluate: To improve workforce scheduling, keep a close eye on the performance of the roster and make any further modifications that are necessary.
A roster's efficiency, compliance, and responsiveness to changing company demands and personnel needs are all ensured through effective roster updating procedures.
Q4:
Answer the following questions:
4.1. Explain the following formats for staff rosters using 70-100 words.
Spreadsheet format
Paper-based format
4.2. What are the different inclusions of staff rosters? Write your answer using 50-70 words.
Satisfactory = S
Not Satisfactory = NS
S
S
S
NS
NS
NS
Spreadsheet Format: Typically, spreadsheet programs like Microsoft Excel or Google Sheets are used to produce a personnel roster. It gives work schedules in the form of a digital, tabular representation. Typically, each row represents a single employee, and the columns provide dates, shifts, and other pertinent information. Data entry, computations, and automated updates are made simple. This format offers flexibility, simplicity of customization, and the capacity to interact with other software tools, which makes it advantageous for businesses with a big staff or complicated scheduling requirements.
Paper-Based Format: An actual physical document where work schedules are physically entered using pen and paper is a staff roster. Although this conventional format is straightforward, it is less adaptable and can more time-consuming than digital alternatives. Employees often receive printed copies of it or see it displayed on noticeboards. While it could be appropriate for smaller organizations with simple scheduling needs, it might be unworkable for bigger workforces or when frequent changes are required.
4.2. Staff rosters typically include the following key information:
Employee Names: A list of every employee with shifts planned.
Dates and Times: Shifts' precise start and finish hours as well as dates and times.
Shift Assignments: Information on which staff is scheduled for certain shifts.
Breaks and Rest Periods: scheduled rest and break times to guarantee adherence to labour rules.
Roles or Positions: Each employee has designated tasks or places during their shifts.
Notes or Special Instructions: Any other details, such staff preferences, or unique needs.
Manager or Supervisor Contact: Information on how to reach the accountable manager or supervisor.
Overtime and Leave: Notation of permitted leaves, extra hours, or replacements.
These provisions aid in ensuring transparency, conformity, and efficient personnel management.
Q5:
What are the different factors to consider when developing wage budget for the business activity, department, or event subject to rostering? Explain any five (5) using 150-200 words.
Satisfactory = S
Not Satisfactory = NS
S
N
A crucial step in the financial planning process is creating a pay budget for the company activities, divisions, or events that need rostering. To build a precise and long-term pay budget, several aspects must be taken into account:
Labor Costs: The most important expense in a salary budget is labor. Take into account the hourly pay, salary, and benefits for each employee. Make careful to take into consideration compensation variances, such as overtime, bonuses, or holiday pay.
Demand Forecast: It is crucial to correctly forecast the demand for your goods or services. To estimate when and how many workers are required during peak and off-peak times, seasonal trends, market changes, and historical data should be examined.
Employee Availability: Think about your workforce's accessibility. This covers elements like preference for daytime or nighttime shifts, part-time vs. full-time staff, and possible schedule issues. Think about improving scheduling to reduce overtime and labor inefficiencies.
Legal Requirements: Budgets for wages are greatly impacted by labor laws and regulations. Ensure adherence to any industry-specific labor laws, minimum wage legislation, overtime restrictions, and minimum wage laws. Legal repercussions may ensue from failure to comply.
Training and Skill Levels: Costs vary depending on the education and experience needed for a certain position. Planning the budget should take into account the possibility of higher salaries for specialized or skilled workers as well as the expense of their training.
Businesses may develop a realistic wage budget by carefully taking into account these variables, ensuring that employees are paid appropriately while also maintaining financial stability and compliance with labor laws and regulations. Successful personnel management requires constant oversight and budget alterations as conditions change.
Q6:
Define the role of rosters and their importance in controlling staff costs using 100-150 words.
Satisfactory = S
Not Satisfactory = NS
S
NS
Rostering is essential to efficient workforce management since it helps to keep labour expenditures under control. Rostering, or work schedules, perform a number of essential...