Assessment Task 1 Instructions

Carefully read the following:

AusAccountancy is a large accountancy firm with 25 staff in a range of diverse roles. Located in one office, based in Sydney, there are a variety of different teams within the office.

The Staffing roles within each of the teams have a range of different skill sets that required to run the business, ranging from senior management staff to entry-level staff.

The company is in a period of expansion and needs to ensure that it can access a sufficient number of qualified staff. Over the last 12 months, the company has found it challenging to attain and maintain adequately trained staff. As a result, the CEO has decided to address this by rolling out a 'Set for Skilling'program.

The CEO hopes that this program will help increase staff retention and reap all the benefits of a highly skilled, diverse workplace.

The success of the Set for Skilling Program relies on your ability to work as a Recruitment Manager managing the program implementation. A vital part of the implement is your ability to educate the staff on theAusAccountancy diversity policy in the roll out of the Set for Skilling Program.

Complete the following activities:

1.Access and review theAusAccountancy Set for Skilling Program Documents in your student resource folder and locate and review the diversity policy forAusAccountancy from within the documents and familiarise yourself with the Dispute Resolution Policy and associated procedures.

Critically review the diversity policy and determine if it is suitable or if an update is required.

Your aim within the review is to ensure that the program is effectively implemented and that as the backbone of the program it is understood and acted upon by all staff and to ensure it aligns with the Set for Skilling Program. It needs to include clear procedures for staff to be able to follow and must include a procedure for ensuring diversity in selecting and recruiting staff.

Review the legislative requirements that are applicable to the program. Due to the recruitment changes imposed by the program, the business will now be required toadhere to legislation in all states, instead of just NSW and the diversity policy also needs to reflect this.

2.Develop a Briefing Report for the CEO

Based on your review completed, develop a briefing report for the CEO detailing your feedback andsuggestions for changes to the policy and development of procedures along with ideas on strategies you plan to taketo ensure the Set for Skilling program is effectively implemented, acted on and understood by the various program stakeholders, including new and existing staff.

Complete the report using the template provided in your resources folder and make sure you complete all sections.

3.Email your report to the CEO (assessor) for review as an attachment.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and seek their feedback and approval to update the policy.

4.Make updates to the Diversity Policy

Once you have received feedback from the CEO, make the necessary changes to the Diversity Policy, write the procedures and submit to the CEO (your assessor) via email as an attachment.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment.

Assessment Task 2 Instructions

Carefully read the following:

It's time to implement strategies decided on for rolling out the program to staff members. As noted in the case study, there have been prior difficulties with some staff members and the CEO is wanting to ensure that prior difficulties and situations are addressed in the training to enable all staff to better manage any conflict in the future.

The CEO has requested that aSet for Skilling Staff Training Manualis developed and then a training session be developed and delivered based on the manual.

Complete the following activities:

5.Design and develop a Set for Skilling Staff Training Manual (in the form of a pdf or word document).

The training manual should be designed to assist you, the Recruitment Manager and your team, roll out the Set for Skilling Program, program initiatives, diversity policy and associated procedures and be designed using language appropriate to the staff ofAusAccountancy.

The Training manual should address the training needs you have identified will be required for the staff ofAusAccountancy to successfully embrace the Set for Skilling Program and will be used as a training tool document to help you train your staff (recruitment officers) on the Set for Skilling Program, who will in turn train others within the company and new employees during induction.

The staff training manual must include:

An introduction to the Set for Skilling Program including the program objectives and initiatives.

The benefits of the Set for Skilling Program, in the workplace in relation to work performance, skill level and the delivery of the business's services to customers. (specifically outlining the benefits of working effectively with difference).

A summary of the training needs identified and how the Set for Skilling Program provides solutions to these. You are to identify these by reviewing the CEO's background information in the Set for Skilling Program Document

A process for employees to follow to help them become aware of and let go of any negative beliefs, bias or judgements they may hold toward people who are different from them. (This could be in the form of a training activity, such as questionnaire or reflection activity that could be implemented in the training).

An overview ofAusAccountancy's diversity policy and the dispute resolution procedures so employees are aware of the aims of the organisation in relation to diversity and the location of and the procedures to be followed if they encounter conflict in the workplace.

6.Email your training manual to the CEO (assessor) for review as an attachment.

The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.

It should introduce and summarise the contents of the attachment and seek their feedback and approval to move ahead with the delivery session.

Assessment Task 3:Undertake Staff Training

Task summary

In Assessment Task 3youare requiredto develop and conduct a staff training session based on the Set for Skilling Employee Manual you created in Assessment Task 2. You must then create an external communication for clients based on feedback from the training.

Case study one

Valarieis employed as an Administration Officer. She also answerscalls from customers. Valariehas recently married and converted to Judaism. Her husband follows the Jewish faith and converting was something she felt was really important to her new relationship.Valarie has mentioned that she would like to leave work early on Friday afternoon to begin to observe theSabbath.

Valarie has now writtena formal letterrequesting this, but some of the staff have heard her discussing it and are upset that they won't be afforded the same right to leave early on a Friday.

Case study two

You have observed that aMuslimstaff membernever shakes hands withfemaleclients. You are concerned that this will impact on his relationships.You are considering asking him to shake female clients'hands.

Case study three

A staff member, Delores, has approached you with a request not to have to deal with a particular customer because they feel she is treating them in a racist manner.

Case study four

In a meeting with you,a staff member, Jackie,expresses a concern to you. They have recently disclosed their sexuality to acolleague, Jill,whomthey have always got on well with.Jillwas surprised and stated thatshe hasa strong moral objectionon religious groundsto lesbians and gay men.Jill had said as shefelt it was not acceptable to be a lesbianbut did wanttomaintain a positive relationship with Jackie, she requestedJackie should help in thismatterby not referring greatly to their sexuality again.

Case study five

A staff member employed with the company for five yearswas diagnosed with depression about a year ago. She did not tell you until three months ago, when she confided in you about what she was experiencing and the treatment she was getting from her doctor and therapist. A monthago,the staff member was signed off on sick leave.

She returned to worklast week but is overwhelmed.

This document isCase StudiesDocument

It is part of the supporting assessment resourcesfor Assessment Task 3