Explain the potential changes to industrial and legal requirements for the business – Essaylink

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These are two assignments under the same two files. Can you please check how many words you need to finish them and let me know the price ? (with the smallest amount of words)


Student Name:                 Student ID:


Assessment Type:           Assessment 1



Assessor’s Name:


Assessment Outcome:  ☐  Satisfactory                                                  ☐ Not Yet Satisfactory



Student Declaration:      By submitting this assessment via Moodle, I declare that this is my own work and had not been copied or plagiarised from any other source. Please refer to the Student Handbook for more information.


Assessment Conditions:               Each assessment criteria is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve a ‘Satisfactory’ Assessment Outcome for the entire assessment when all assessment Criteria listed below are ‘Satisfactory’. A student who is assessed as ‘Not Yet Satisfactory’ is eligible for re-assessment with their trainer.

All assessment answers must be typed, include this assessment cover sheet and uploaded in ‘WORD’ version to moodle.


Assessment Criteria

Element               Performance Criteria      S              NYS

1 Research planning requirements           1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets   ☐


1.2 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource management in the organisation            ☐


1.3 Identify future labour needs, skill requirements and options for sourcing labour supply          ☐


1.4 Consider new technology and its impact on job roles and job design ☐


1.5 Review recent and potential changes to industrial and legal requirements     ☐


2 Develop human resource strategic plan             2.1 Consult relevant managers about their human resource preferences                ☐


2.2 Agree on human resource philosophies, values and policies with relevant managers                ☐


2.3 Develop strategic objectives and targets for human resource services             ☐


2.4 Examine options for the provision of human resource services and analyse costs and benefits             ☐


2.5 Identify appropriate technology and systems to support agreed human resource programs and practices      ☐


2.6 Write a strategic human resource plan and obtain senior management support for the plan  ☐


2.7 Develop risk management plans to support the strategic human resource plan           ☐


3 Implement human resource strategic plan        3.1 Work with others to see that the plan is implemented            ☐


3.2 Monitor and review the plan               ☐


3.3 Adapt plan should circumstances change       ☐


3.4 Evaluate and review performance against plan objectives     ☐



1 Implement employee relations strategy and policies for own work area             1.1 Ensure employee relations strategy is consistent with organisational strategic objectives           ☐


1.2 Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals              ☐


1.3 Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment    ☐


1.4 Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes    ☐


1.5 Identify any potential areas of conflict and ensure strategies and policies take account of the objectives of relevant groups and individuals ☐


2 Build and maintain a productive culture              2.1 Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations   ☐


2.2 Identify and meet all legal and organisational requirements within the conditions of employment     ☐


2.3 Undertake regular and timely consultation and communication with individuals and relevant groups                ☐


2.4 Develop policies and practices to facilitate employee recruitment, retention and satisfaction               ☐


2.5 Provide induction programs and training to develop competence and confidence and to ensure work is performed safely and effectively             ☐


2.6 Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives              ☐


2.7 Develop, regularly review and update individual and team development plans            ☐


2.8 Evaluate and revise employee relations policies regularly       ☐


3 Resolve employee relations problems                3.1 Establish processes for early intervention to identify and minimise problems or grievances ☐


3.2 Communicate problem solving processes to, and obtain support from, all relevant groups and individuals      ☐


3.3 Provide training to develop competence in conflict management, negotiation and dispute resolution              ☐


3.4 Obtain specialist advice where appropriate or where formal hearings are required    ☐


3.5 Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation         ☐


3.6 Ensure problem solving processes provide for external mediation and conciliation, and arbitration where appropriate        ☐


4 Manage diversity          4.1 Develop plans for the promotion of diversity within the organisation               ☐


4.2 Openly promote diversity and its benefits within the organisation     ☐


4.3 Develop education and communication plans to promote and encourage diversity    ☐


4.4 Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives           ☐



















Develop a Human Resource’s Strategic plan for an enterprise or small business of your choice. Examples of small business could be but not limited to:

•             A café or a restaurant

•             A retail store (such as IT, books, furniture, clothing, etc)

•             An automobile workshop

•             A catering warehouse

•             A technology store selling IT products

•             A barbershop or beauty saloon

•             A printing factory

•             A packaging factory


A sample HR strategic plan template is uploaded in eLearning for your reference. File name is Sample HR Strategic Plan Template.



The plan could follow the structure below (although some sections may not be applicable and others, such as operational details, may need to be broken down into further sections):

             Provides a Company introduction, overview and description

             Company’s mission statement

             A definitive aim of the HR Strategic Plan

             Stakeholders involved in the planning process

             Overview of the Internal and external business environment (rationale for the Strategic plan)

             Brief overview of the current Human resource functions and polices used

             Legal issues applicable for your HR strategic plan

             Strategic operational details including new systems, processes, procedures and policies for human resources

             Human resources/labour requirements and how to source people for the business

             Performance development plans

             KPIs for HR

             Financial requirements for implementing the HR strategic plan

             Technological requirements for implementation of the strategy

             Monitoring and evaluation of the HR plan


When considering the internal and external environmental factors that may support or limit the concept and operational implementation, the following should be taken into account:

             Legal and ethical issues in HR in country

             Comparative analysis (SWOT ANALYSIS)

While the task is fairly broad, it is also important to keep it within reasonable parameters.

You may choose any HR Strategic Plan for review and/improvement. Other suggestions include:

             Hour-by-hour analysis of customer numbers and orders in order to review staffing levels

             Planning on a setup of a new service team for the workplace

             Planning a new sales item (cost, waste, profitability)

             Developing a training program for improved new and current staff members

             Developing a new electronic payroll and database system for HR



1.            The planning report should follow the structure as stated in instructions

2.            The plan must provide a clear explanation of each of the items above in relation to any given enterprise, workplace or industry sector.

3.            The report is to be approximately 2,000 words in length however this benchmark is only a guide and is not mandatory in the overall context of the assessment

4.            The analysis and strategy demonstrates a knowledge and understanding of relevant Human Resource Management principles, Risk Management, business, management or industry theory.

5.            Evidence of critical thinking in preparing the responses for the strategy

6.            The strategy critically discusses and analyses the topic and  the assessment criteria

7.            All sources are referenced consistently and comprehensively using the recommended referencing system as prescribed in the subject description/outline.

8.            Overall presentation is professional including spell and grammar checked judicious use of headings, font size, layout etc.




ASSESSMENT CRTIERIA (For Trainer use only)


Assessment Criteria        Competent (C)  Not Yet Competent (NYC)

analyse information from a range of internal and external sources to determine human resource strategic direction such as objectives and targets

trends and emerging practices that may have an impact on human resource management, future labour needs and skills requirements, options for sourcing labour, organisation’s preferences regarding human resources


consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan


Describe human resource practices and functions


Explain the potential changes to industrial and legal requirements for the business


Outline common options for sourcing labour such recruitment options, casual labour, contractors, etc


Technology required and explain the impact of technology on job roles


Describe the requirements of a strategic plan


Assessor comments

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