BSBLDR523 kunal saini

.pdf

School

Stott's College *

*We aren’t endorsed by this school

Course

BSBSUSS501

Subject

Business

Date

May 1, 2024

Type

pdf

Pages

Uploaded by kunalsaini644 on coursehero.com

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- Task2 Student name: Kunal saini Assessor: Date: Business this assessment is based on: Boutique Build Australia Team/work unit within the organization: Kunal saini Sneha Kaushal

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- Project Portfolio Section 1: Establish an effective workplace relationship process 1. Describe the organization you are basing this assessment on. a. Provide an overview of the organization and product/services/programs. Answer: The Company is known as Boutique Build Australia. It's a small construction company situated in Sydney. It focuses on high-end designer home design and building in Sydney and the surrounding areas. b. What are the values and goals of the organization? Answer: Boutique Build Australia's values and goal are to give its customers with • Quality • Innovation • Leadership • Respect • Honesty and • Dependability. c. Describe your job role. Answer: I oversee a small team of employees, including the Human Resources Support Officer and the Learning and Development Coordinator, as the company's Human Resources Manager. As the Human Resources Manager, I am responsible for following actions: a) Assisting in the creation and execution of generalist HR strategies, policies, and projects, often as a leader. b) Identifying, designing, and implementing general HR strategies and solutions to achieve agreed-upon outcomes in areas such as organisational design, organisational change, performance management, workforce, strategic planning, and other generalist HR activities, such as effective negotiation and consultation with employees. c) Establishing successful, collaborative connections with all internal and external clients and stakeholders, as well as networking. d) Assisting the team in the creation of best-in-class learning aids and presentations. e) Compiling and distributing a quarterly assessment of people statistics and analysis to internal stakeholders. f) Assuming responsibility for HR results and outcomes. g) Managing, developing, and inspiring a small group of people.

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- d. Explain how your job role takes responsibility for formulating, organizing, and implementing plans, processes, and strategies. Answer: I am the company's Human Resources Manager, and I am in charge of: 1. Providing senior managers and staff with high-level, timely, and professional advice on interpreting and implementing human resource policies, such as change management, HR planning, industrial relations, retention, performance management, workplace health, and organisation development and change. 2. Providing proactive and reactive employee relations support, management, and advice to managers and staff, including equal employment opportunity/diversity case management. 3. Identifying, designing, and implementing general HR strategies and solutions in order to achieve agreed-upon outcomes in the areas of organisational design, organisational change, performance management, workforce, strategic planning, and other generalist HR activities, including effective negotiation and consultation with employees. 4. Leading developing and motivating a small team. 5. Assisting in the development and/or enhancement of policies, processes, and systems to support HR's best practises as a part of the HR team." 6. Participating in internal and external forums and committees as a representative and giving high-level advice and support. 7. Establishing successful, collaborative connections with all internal and external clients and stakeholders, as well as networking. 8. Assuming responsibility for HR results and outcomes. e. Explain how your job role applies the values and goals of your organization. Answer: As an HR Manager, I'm responsible for developing and implementing systems and procedures that promote workplace interactions. As part of my job, I use a variety of complicated and diversified methods and procedures, as well as a variety of problem-solving decision-making strategies and a great deal of judgement. 2. Summarise the legislative requirements relevant to managing and leading workplace relationships. a. Summarise any legislation relevant to workplace relationships in your organization. Answer: Legislation, standards/codes of practise, and organisational policies and procedures are all in place to guarantee that everyone is as safe as possible and that the business or organisation succeeds. Following are the legislations relevant to workplace relationships in our organization. I. Sexual and disability discrimination legislation: The Disability Discrimination Act is intended to eliminate, as far as possible, discrimination against people on the grounds of disability in several areas, including work, accommodation, education, access to premises, and the provision of goods, facilities, services, the disposal of land . II. Data privacy legislation: Republic Act No. 10173, otherwise known as the Data Privacy Act, is a law that seeks to protect all forms of information, be it private, personal, or sensitive. It is meant to cover both natural and juridical persons involved in the

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- processing of personal information. III. WHS legislation: The Work Health and Safety Act 2011 (NSW) (the Act) provides a framework to protect the health, safety, and welfare of all workers and others in NSW workplaces and work activities. b. Summarise any regulations relevant to workplace relationships in your organization. Answer: Following are the regulations relevant to workplace relationships in our organization. • Corporations Act: The Corporations Act 2001 is the main legislation regulating companies in Australia. It covers companies and other entities, such as partnerships. The Corporations Act regulates matters including how to register a company and how businesses should behave during insolvency • Fair work Act: The Fair Work system was created by the Fair Work Act 2009 and started on 1 July 2009. The Fair work system is the name used for the minimum employment laws and agency bodies that were created by the Fair Work Act 2009. It is the national workplace relations system. The key features of the Fair Work system are: • 11 minimum National Employment Standards • the national minimum wage • Protection from unfair dismissal. c. Summarise any codes relevant to workplace relationships in your organization. Answer: Codes of practise provide information on a specific topic and assist you in meeting legal requirements. The Code of Conduct and accompanying procedures nearly invariably include ethical values. • Small business fair dismissal code: When an employer considers, on reasonable grounds, that an employee's conduct is sufficiently serious to justify prompt dismissal, it is fair for the employer to terminate the employee without notice or warning. This is known as the fair dismissal code for small businesses.. • Codes of practice for working hours: Codes of practice published under the OSH Act and MSI Act provide practical information on how to comply with a general or specific duty under the legislation. Explanatory material may be included in practice codes. The prevention measures described, however, are not the only appropriate ways to meet a specific criterion. A code of practice does not have the same legal power as a rule, and it is not a sufficient grounds for prosecution under the law on its own, but judges may consider it as a benchmark when evaluating other procedures or practices.

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- I. Work health and safety consultation: Consultation is a two-way process between you and your workers where you: - talk to each other about health and safety matters - listen to their concerns and raise your concerns - seek and share views and information, and - consider what your workers say before you make decisions. Examples of WHS Consultation Mechanisms include: • Establishing Health and Safety Committees. • Electing Health and Safety Representatives (HSRs) • Conduct regular 'Toolbox' meetings. • Conduct regular Staff Meetings. Examples of ethical values are: I. Values about workplace behavior (for example, treating others with respect, integrity, and impartiality). II. Values about gifts (for example, are staff allowed to accept gifts from customers?) III. Values about conflicts of interest (for example, what constitutes a conflict of interest and how it must be declared?) d. Summarise any standards relevant to workplace relationships in your organization. Answer: Standards may be internationally accepted practices, government requirements, or industry regulations. I. Disability standards : The National Standards for Disability Services (National Standards) will help to promote and drive a nationally consistent approach to improve the quality of services. They focus on rights and outcomes for people with disability. The National Standards were first produced in 1993. The Disability Standards cover five specific areas of an educational service: enrolment • Participation • Curriculum • Support services • Preventing harassment and • Victimization II. Communicating for safety standards: The Communicating for Safety Standard aims to ensure timely, purpose-driven, and effective communication and documentation that support continuous, coordinated, and safe care for patients. Management commitment and open communication between managers and workers are important in achieving effective consultation. Your workers are more likely to engage in consultation when their

BSBLDR523 Lead and manage effective workplace relationships Student name- KUNAL SAINI Course code - BSB50420 Unit code – BSBLDR523 Trainer/Assessor- knowledge and ideas are actively sought and concerns about health and safety are taken seriously. 3. Identify organizational requirements relevant to managing and leading workplace relationships. a. Summarise policies and procedures that address diversity. Answser: Legislative and regulatory obligations, as well as the rules described in standards and codes of practise, are frequently reflected in organisational policies and procedures. These rules and procedures are used to direct how an organization's systems and processes work. Typically, the policies deal with: I. Consultation and collaboration with the World Health Organization II. Workplace diversity III. Communication protocols IV. Conflict management and resolution V. Performance evaluation. b. Summarise the policies and procedures that address ethical conduct. Answer: Ethical policies are instructions that all employees of a company must follow at all times in order to do the right thing and maintain high standards of conduct. Good ethical policies foster a trusting and transparent society. The components of our code of professional ethics: I. Competence and accountability: Work hard and be responsible for your work. II. Respect for others: Treat people as you want to be treated. III. Justice: Make sure you’re objective and fair and don’t disadvantage others. IV. Lawfulness: Know and follow the law – always. V. Teamwork: Collaborate and ask for help. VI. Integrity and honesty: Tell the truth and avoid any wrongdoing to the best of your ability. c. Summarise the policies and procedures that address conflict management. Answer: The goal of this policy is to provide a rapid, effective, and consistent means for nonsupervisory employees to communicate their issues to management and have those problems resolved internally. Employees should first address any issues or complaints with their immediate supervisor . Every conflict resolution method has a few basic phases that you can use to resolve

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version