After the HR Manager delegated the work tasks to the team, the Human Resource Support Officer requested that she perform some of the work from home to make school drop-off and pick-ups simpler. The HR manager has agreed (via email) to allow for flexible work hours to limit the time the Human Resource Support Officer is at the office to school hours only. All other work may be completed at home. To support the newly appointed Learning and Development Officer, the HR Manager has decided to place a printout of the team work tasks on the office notice board, and update the plan as the team progresses. This will also help the Human Resource Support Officer understand the team's work position as she is not always in the office. Time: August 2021 Six months after the work plan was implemented, the HR manager sought further feedback from all employees about their HR experience, in particular how they are able to relate to and interact with the HR team. The survey results included: Recruitment Induction Overall Comments on process rating process impression of | work place (out of 5) rating (out of the HR team | relationships with 5 ) (out of 5) individual team members Employee 1 3 3 The HR team is great, I loved working with the HR Support officer. Page 4 / 23 +Employee 2 5 Great recruitment process, induction was fun. Employee 3 4 3 3 Happy with the overall HR team performance especially the HR Support Officer. She went out of her way to get to know me personally. However, sometimes struggle to understand what she is saying as she has an accent and speaks quite quickly. The HR Manager also had an informal catch-up discussion with the HR Support Officer and Learning and Development coordinator to find out how they were getting along and whether any workplace relationship difficulties were evident. The HR manager was surprised by the HR Support Officer's feelings of discrimination as all the feedback about the HR Support officer's performance had been very positive. The HR Support Officer complained that the Learning and Development Officer often made remarks about her clothing (burka) and would use negative facial features when referring to her working from home arrangements.In response to the feedback from staff, and the informal meetings with the HR team members, the HR Manager sent an email thanking the staff members for their honesty. He affirmed the organisation's commitment to ethical conduct and assured the staff that steps would be taken to prevent ethical misconduct in the future. He also referred the staff members to the organisation's conflict management policy and procedures for steps they may take in future should they wish to take any complaints any further. To address the ethical misconduct of the Learning and Development Officer towards the HR Support Officer, the HR Manager created a poster to visually display the staff code of conduct principles. He also decided to provide guidance and counselling to the Learning and Development Officer on appropriate cultural respect and body language awareness. To address the communication difficulties experienced by staff due to the HR Support Officer's accent and fast-talking habit, the HR manager decided to email the HR Support Officer and explain the feedback he had received. As part of the email, he would provide a few you-tube video links on effective communication. He would also follow up with a coaching session on communication. Information relevant to completing Section 1 and 2 of the Project Portfolio Time: December 2021 After a period of time, the HR Manager sent out another survey to all employees about their HR experience to monitor the issues previously raised. Feedback showed that in general, the HR Support Officer's communication (pronunciation and speed) had improved. The HR manager also requested a short meeting with the HR Support Officer to find out whether her relationship with the Learning and Development officer had improved. The HR Support Officer said that the Learning and Development Officer had stopped making remarks about the burka, but still raised eyebrows when she left the office for school pickup. The HR Manager used this meeting as an opportunity to provide feedback to the HR Support Officer about her improved communication skills. He also asked for herfeedback on his management and leadership skills regarding workplace management. The HR Support Officer appreciated the support and open communication of the HR manager. After meeting with the HR Support Officer, the HR Manager met with the Learning and Development Officer. He explained the feedback he had from the HR Support Officer about the Learning and development officer's improved ethical conduct but emphasised that body language had not improved. The HR manager also asked for the Learning and Development officer's feedback on his management and leadership skills regarding workplace management. The Learning and Development officer expressed his disappointment that he had never been asked for his side of the story that had led to the unethical conduct and continued raised eyebrows. He requested that in future, all stakeholders' opinions, experiences and points of view be considered and documented before corrective action or support is planned.Case Study - Boutique Build Australia Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and build of high-quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for four years. The company employs the following staff: Managing Director, Operations Manager, Marketing and Sales Manager, Sales Consultants (4), Office Manager, Human Resources Manager, Human Resources Support Officer, Learning and Development Coordinator, Construction Manager, Site Manager (2), Production Draftsperson (2), 6 Carpenters and a range of contract staff, including plumbers, electricians, tilers, painters and plasterers. The workforce is predominantly male with the only four females employed (the Office Manager and the three Human Resources positions). The company's vision as stated in its Strategic Plan is to be the best boutique home builder in Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability. Information relevant to completing Section 1 and 2 of the Project Portfolio The Human Resources Manager is responsible for a small team of staff including the Human Resources Support Officer and the Learning and Development Coordinator. The Learning and Development Coordinator is a new appointment in place for the last two months. The Human Resource Support Officer has recently returned to the workforce after staying at home to raise her four young children for the past nine years. She has Iranian heritage and follows the Islam religion.5. Complete the table to summarise the outcomes of your collaboration/consultation: Occasion 1 Occasion 2 What workplace relationship issues were identified (at least two) ? How does the issue involve ethical conduct? (at least one issue should include ethical conduct)