Assessment

Task 1
Manage project human resources
BSBPMG534

Unit Title
Unit Code

Student name YUSUF KARA

Student ID
74187
number
Student signature Yusuf kara Date
 14.06.2024

Task Number BSBPMG534

------OFFICE USE ONLY-----

For Trainer and Assessor to complete:

◻ Student requested reasonable adjustment for the assessment

Question Marking Sheet - Assessor to complete.

Did the student satisfactorily address each question as instructed:

Completed satisfactorily
S NYS DNS Comments
Question 1
Question 2
Question 3
Question 4

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 Question 5
Question 6
Question 7
Task Outcome: Satisfactory Not Yet Satisfactory

Student Name:

Assessor Name:

Assessor Signature:

Date:

Table of Content

Task 1 – Knowledge Questionnaire............................................................................................................5

Question 1......................................................................................................................................................................7
Question 2......................................................................................................................................................................7
Question 3......................................................................................................................................................................8
Question 4......................................................................................................................................................................8
Question 5......................................................................................................................................................................9
Question 6......................................................................................................................................................................9
Question 7....................................................................................................................................................................10
References....................................................................................................................................................................10

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Task 1 – Knowledge Questionnaire
What is this assessment
task about?
What do I need to do to
complete this task
satisfactorily?
Specifications
BSBPMG534 Manage project human resources
RTO Provider 91153 – CRICOS Code: 02672K
Task summary and instructions
This assessment is a written questionnaire with a mix of objective and
subjective questions.
The questionnaire is designed to meet the knowledge required to meet the
unit requirements safely and effectively.
The questions focus on the knowledge evidence required for this unit of
competency:
 tool and techniques to identify resource requirements including required
project personnel levels and competencies
 human resource management (HRM) methods, techniques and tools
 relevant training and development methods
 strategies for managing project human resources and their application to
different situations
 procedures for interpersonal communication, counselling, and conflict
resolution
 processes used to measure individuals’ performance against agreed
criteria
 techniques for managing and improving performance.
Your assessor will be looking for demonstrated evidence of your ability to
answer the questions satisfactorily, follow instructions, conduct online
research and review real or simulated business documentation as instructed.
 submit your answers to the questions within the set timeframe,
 answer all questions as instructed,
 answer all questions using your own words and reference any sources
appropriately,
 all questions must be answered satisfactorily.
It is advisable to:
 review the questions carefully,
 answer the questions using online research and the learning material
provided for the unit and by reviewing real or simulated relevant
business documentation (such as policies and procedures),
 further research the topics addressed in each question.
You must submit to GOALS the
 assessment coversheet,
 answers to all questions,
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 Task summary and instructions

 references.

Resources and equipment • computer with Internet access,

• access to Microsoft Office suites or similar software,
• learning material.
Re-submission You will be provided feedback on your performance by the Assessor. The
opportunities feedback will indicate if you have satisfactorily addressed the requirements
of each part of this task. If any parts of the task are not satisfactorily
completed, the assessor will explain why, and provide you with written
feedback along with guidance on what you must undertake to demonstrate
satisfactory performance. Re-assessment attempt(s) will be arranged at a
later time and date. You have the right to appeal the outcome of assessment
decisions if you feel that you have been dealt with unfairly or have other
appropriate grounds for an appeal. You are encouraged to consult with the
assessor prior to attempting this task if you do not understand any part of this
task or if you have any learning issues or needs that may hinder you when
attempting any part of the task.

Answer all the questions below:

Question 1

Outline three (3) tools and techniques used to identify resource requirements including required project
personnel levels and competencies.
(30-50 words/tool or technique)

Tool and techniques Outline

Work Breakdown Structure It can be briefly defined as dividing a large project into smaller parts,
separate and manageable units. It can also facilitate the establishment
of a structured operational hierarchy and monitor project progress
through measurable targets. Finally, WBS ensures that project plans
remain aligned by integrating scope, cost, and schedule baselines.
Skill Analysis Matrix It is a tool that can be used to determine the skill level of staff before
assigning tasks. The characteristic structure, knowledge and
experience of the personnel and their compatibility with the project
are essential. Assigns the task to the individual and gives ratings of
skill level. Thus, the candidate's level of analysis is classified.
It lists the required task, the resources required, and the estimated

Resources time for completion. Thus, it reveals calculable and measurable

information. It will list staff availability, cost, and training required. It
produces a calculable and predictable result. It is a mapping between
resources and projects that have that timeline.

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 Tool and techniques Outline

Matrix
Resources Matrix

Question 2

Summarise two (2) key Human Resource Management methods, techniques, and tools. (30-50 words each)

Item Name/title Summary (30-50 words/item)

Method 360 Degrees There must be harmony between staff in recruitment. You
Feedback need to build a harmonious team. The first step to
creating such a team begins with finding candidates who
best suit the specific needs of the project. You contribute
to the entire team through the recruitment process with
personnel who fit the needs of the project. As a result, the
value of the team increases and becomes stronger.

Behaviour Checklist The Employee Conduct Checklist promotes best practices

in terms of desired behavior in the workplace. It is also
designed to assist employees and employers. The
behavior checklist includes job performance and
absenteeism rate. As a result, it reveals a controllable and
analyzable set of information.
Technique Interviewing Finding great staff goes beyond a resume. Interviews,
whether online or in person, are crucial. HR
representatives evaluate soft skills and cultural fit to
ensure the candidate will fit in well with the team. Project
team members also participate and evaluate the
candidate's technical abilities and project-specific
knowledge.
Group Discussion Group discussions are an important part of the selection
process. It allows evaluators to evaluate the candidate's
teamwork skills. They observe how well the candidate
listens to others, conveys his or her own ideas, and
interacts in a dynamic environment. This helps uncover
the candidate's problem-solving ability and assess how
they can perform in challenging situations.
Tool Pre-employment Pre-employment assessment tools gather applicant
Assessment Tools information in order to predict the possibility of a
candidate excelling in the position they are applying for.
It is a questionnaire or test compiled in a functional
assessment to find the best fitting match.
Programmatic Job Programmatic job posting tools relieve the HR manager
Advertising Tools from the stress of manual sourcing, which involves
searching, identifying and updating useful platforms, job

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 Item Name/title Summary (30-50 words/item)
boards and social channels. It allows you to act more
quickly and selectively. Thus, it reaches individuals who
meet the candidate criteria without any errors. Very
useful advertising recruiting platforms include Appcast,
ClickIQ and Talentify.

Question 3

Outline two (2) formal and two (2) informal training and development methods.
(30-50 words/method)

Item Method Outline

Formal Online training It covers many devices operated over the Internet. Online
education, a form of distance education, includes many
communication tools such as multimedia such as videos,
audio, and web links. Its customizable structure allows
individuals to adapt to their personal learning needs. thus
enhancing the development of individuals. saves time.
Face to Face training Traditional classroom-style education encourages
interaction but is time and resource consuming. Having
instructors dedicate full-time days potentially impacts
team productivity. Full-time education can be
cumbersome and boring. Additionally, the
implementation costs are high. While the advantages of
one-to-one education cannot be ignored, its use is
gradually decreasing today.
Informal Mobile phone Employees can download some study apps like udemy to
applications study useful courses. Nowadays, with the acceleration of
technology, educational opportunities have also
increased. It is simple, accessible and cost effective.
because the work can be done anytime and anywhere.
Employees only need one mobile phone. In addition, the
use of artificial intelligence has increased learning
efficiency.
Online discussion Engaging forums play a crucial role in reducing feelings
groups or forums of loneliness, enhancing the online experience and
facilitating improved learning outcomes. Platforms like
Stack Overflow are examples of this; It has a large
community of software engineers where users can both
teach and learn about various IT issues, encouraging
lively exchange of knowledge and expertise.

Question 4

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Explain 2 strategies for managing human resources and provide an example of their application (one
example/strategy).
(50-100 words/strategy)

Strategy Explanation with example

Leadership Acting with integrity is a great example of Leadership. Leaders who
inspire trust demonstrate great integrity. Whether you're their manager or
just in a team leader role, trust is important if you want people to follow
you. Very practical ways to act with integrity include acting consistently,
being transparent whenever possible, and being accountable. For
example, you arrive late every day, but it only takes ten minutes. Over
time, your colleagues think that if you can arrive 10 minutes late, so can
they; some take it to 20 minutes.
Performance management Performance management goes beyond just checking boxes. It is a joint
effort of managers and employees. Together, they evaluate key
performance indicators (KPIs) to see if goals are being met, exceeded, or
require adjustments. This ongoing process involves planning, monitoring,
and evaluating an employee's job goals and their overall impact on the
organization. Regular performance reviews and recognition programs
such as awards are tools used to support this collaborative approach.

Question 5

Outline two procedures for each one of the following: communication, counselling, and conflict resolution.
(30-50 words/procedure)

Item Procedure Outline

Communication Face to Face Face-to-face communication usually occurs during
meetings. It allows two-way interaction and increases
efficiency. It allows any doubts or concerns that may
arise to be immediately resolved. Additionally, clear
meeting agendas ensure that all participants are aware of
the topics discussed. Meeting minutes are distributed to
participants after the meeting for reference and
documentation purposes.
Email Email communication delivers information in a manner
consistent with corporate standards while adhering to
company policies and procedures. It is prepared in an
official format. Words are chosen meticulously, using a
more rational method in communication. These types of
emails usually include the sender's name, company logo
and signature, ensuring professionalism and consistency
in correspondence.
Counselling Skills training and Skills training provides answers to staff's search for
working towards a solutions. It enables employees to communicate
common goal effectively with employees facing difficulties. It helps
develop empathy skills. It plays a vital role in ensuring

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 Item
Conflict resolution
Question 6
Explain two (2) processes used to measure an individual’s performance against agreed criteria.
(30-50 words/process)
Process
Establish standards against which
measurements will be made
Reviews/Feedbacks
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Procedure Outline
openness and transparency. Meetings are held to discuss
progress, set new goals, and establish alignment among
stakeholders. Meeting minutes are then documented and
serve as a record of the commitments of all parties
involved.
Feedback The appointed consultant is expected to help employees
with their problems. They need to provide effective
feedback on how they present solutions to these problems
and how they implement them. What they did well and
where they fell behind should be listed in a measurable
way. It is important not to be harsh in your attitude and
behavior towards events.
Prepare for a solution The project manager should respect the ideas of team
members. First of all, it is necessary to be a good listener
and be able to notice conflicts of opinion. must analyze
thoughts and guide them. He must decide the degree of
the discussion himself.
He must have the necessary equipment for his ideas to be
accepted. He must influence the people in the group and
then persuade them to agree on the collaboration process.
Finally, let them communicate.
Listen Instead of reacting hastily, it is useful to listen carefully to
the other party's point of view. It is important not to
interrupt others while speaking. Conflict often arises due
to miscommunication. This requires rephrasing important
parts after the other person has finished speaking.
Clarifying ideas within the framework of mutual respect
makes evaluation valuable, thus ensuring mutual
understanding.
Explanation
There are necessary criteria for measuring individual performance. these;
may be contrary to job description, performance standards, code of
conduct, and corporate policies and procedures. Multiple options can be
used to measure individual performance. Thus, the opportunity to
measure individual performance is expanded. It allows individuals to
improve themselves in which areas?
Feedback and reviews play a crucial role in improving performance. It is
necessary to receive feedback, analyze it and clarify the problem. We can
address issues by discussing them with the relevant person to determine
improvement strategies. It is important that feedback is communicated
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 Process Explanation
clearly to ensure improvements are understood and implemented
effectively.

Question 7

Explain three (3) techniques used for managing and improving performance.
(30-50 words/technique)

Technique
Offering them rewards
Key Performance Indicators
Give people SMART goals
Explanation
Happy employees are high-performing employees! Recognition through
bonuses, promotions or salary increases can significantly increase morale
and motivation, leading to a more engaged and productive workforce.
This means significant benefits for the company, such as increased
efficiency, increased customer satisfaction and stronger competitive
advantage.
Regular evaluation gives employees insight into their performance and
areas for improvement. These evaluations need to be done frequently.
Clear goals should be set for employees and they should be made to
understand what is expected of them. Employee performance should be
evaluated regularly. Feedback should be provided and areas that need
improvement should be focused on. So they can try to achieve their goals
effectively.
Smart goals are the road map to success! They ensure your goals are
Specific, Measurable, Achievable, Relevant and Time-bound. Therefore,
it allows you to focus on relevant goals. It makes it easier for us to follow
developments. It allows you to evaluate feasibility and ensure your goals
are aligned with your larger vision.

References

Please include your references below:

*Wrike. (n.d.). What is work breakdown structure in project management? Wrike. Retrieved June 8,
2024, from https://www.wrike.com/project-management-guide/faq/what-is-work-breakdown-
structure-in-project-management/

*SHRM. (n.d.). Managing employee performance. SHRM. Retrieved June 8, 2024, from
https://www.shrm.org/topics-tools/tools/toolkits/managing-employee-performance

*Corporate Training Materials. (n.d.). Corporate Training Materials. Retrieved June 8, 2024, from
https://corporatetrainingmaterials.com/

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 *Mentors International. (n.d.). How we serve. Mentors International. Retrieved June 8, 2024, from
https://mentorsinternational.org/how-we-serve/
*

*Houston, M. (2021, December 29). KPIs: What are they and why are they important? Forbes.
Retrieved June 8, 2024, from https://www.forbes.com/sites/melissahouston/2021/12/29/kpis-what-
are-they-and-why-are-they-important/

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