BSBHRM522: Manage Employee and Industrial Relations Assessment

Assessment Details

he objective of this assessment is to assess your knowledge and performance in managing Employee Relations (ER) and Industrial Relations (IR) matters in an organisation. It involves developing and implementing ER and IR policies and plans and managing conflict resolution negotiations.

This assessment is in two (2) parts:

• Part 1: Develop ER and IR policies and plans
• Part 2: Implement ER and IR policies and plans

Assessment Organisation

Select an organisation you will base your assessment answers on. This may be either:

• An organisation, including your own, which you are familiar with and can access workplace documents and information such as policies, procedures, templates and workforce data in relation to Employee and Industrial Relations.
• the simulated organisation, Bounce Fitness
• If you are basing theassessment on Bounce Fitness, access the following:
  • Bounce FitnessWebsite
  • If you choose to use Bounce Fitness for this assessment, please use the Case Study below:

“Case Study: Employee and Industrial Relations at Bounce Fitness”.

Case Study: Employee and Industrial Relations at Bounce Fitness

You are the HR General Manager for Bounce Fitness and part of your role is to manage Employee Relations (ER) and Industrial Relations (IR) for the organisation. You are required to review, develop, and implement ER and IR policies and plans, manage grievances and conflict resolution negotiations and assist the organisation to improve their overall performance in ER and IR matters.

You will be required to:

• Review, develop and implement ER and IR policies and plans for the organisation.
• Organise, develop and deliver training in relation to ER and IR, in particular grievances and conflict resolution, according to organisational policies and procedures.
• Manage negotiations to resolve conflict.

A recent Employee Engagement and Satisfaction Survey and a HR Operational Review (information on following pages) have identified several potential ER/IR issues for the organisation:

• High staff turnover, with issues relating to poor culture in the workplace
• Staff complaints in relation to pay and conditions
• Limited/lack of flexible working arrangements
• Limited learning and development opportunities
• Possible issues with communication between managers and staff.

Task 1: Analysis and identification of ER and IR strategies according to organisational objectives

For each organisational document listed, access the Bounce Fitness website and provide the hyperlink to the document, your justification of linkage to ER/IR for the organisation and identification of the long-term organisational objectives for ER/IR.

Task 2: Analysis of existing ER performance in relation to workforce objectives

Utilising the information in the Case Study: Employee and Industrial Relations at Bounce Fitness, and the information you have gathered in Task 1, you are required to provide your analysis of the data, identify any ER/IR issues and make recommendations on how to address these issues taking into account cost-benefit, risk analysis and legislative compliance.

Use the table below to describe three (3) recommendations on how to reduce high staff turnover, ensure you include:

• the costs to implement a solution (include any human resources costs such as internal/external labour, relevant awards)
• a cost benefit analysis including the benefits of the solution and benefits relating to direct and indirect costs as well as those associated with employee engagement and satisfaction.
• any risks that might be associated with the recommendations.
• confirmation that the solution will comply with employee relations legislation.

Task 3: Develop employee and industrial relations policies and plans

The Bounce Fitness Annual Strategic Industrial Relations Plan and the Industrial Relations Operational Plan along with your previous analysis have highlighted issues in the following areas:

• Staff conflict and grievances
• Retention of staff and high staff turnover
• Lack of support for staff to undertake their roles

To ensure the organisation can meet their goals and targets and to improve the working conditions of staff, you have been asked to develop a new ER/IR policy and procedure related to Staff Complaints, Grievances and Conflict Resolution. The organisation currently has three (3) different policies and procedures which creates confusion, as staff and management are not sure which policy/procedure applies to their situation.

You must create one (1) coherent and complete Policy and Procedure titled Grievances, Staff Complaints and Conflict Resolution Policy and Procedure.

Summary of Assessment Requirements

This assessment evaluates a student’s ability to manage Employee Relations (ER) and Industrial Relations (IR) within an organisation. The assessment contains two major parts, requiring both analytical and practical application of ER/IR concepts:

Part 1: Develop ER and IR Policies and Plans

The student must:

• Select a real organisation or use the Bounce Fitness case study.
• Review organisational documents and identify how they relate to ER/IR.
• Identify long-term ER/IR objectives aligned with organisational strategy.
• Analyse current ER performance using provided data and case study insights.
• Identify key ER/IR issues such as:
  • High staff turnover
  • Poor workplace culture
  • Staff complaints regarding pay and conditions
  • Limited flexible work options
  • Poor communication
  • Inadequate learning and development opportunities
• Provide recommendations supported by:
  • Cost-benefit analysis
  • Risk analysis
  • Legislative compliance considerations

Part 2: Implement ER and IR Policies and Plans

The student must:

• Create a new consolidated ER/IR Policy and Procedure titled:
  "Grievances, Staff Complaints and Conflict Resolution Policy and Procedure"
• Replace outdated and confusing multiple policies with one coherent document.
• Develop and deliver training related to conflict resolution and grievance handling.
• Demonstrate skills in managing conflict negotiations and resolving disputes.

The assessment overall tests:

• Analytical ability
• Policy design and development
• Understanding of ER/IR legislation
• Conflict resolution capability
• Ability to align ER/IR strategies with organisational goals

Step-by-Step Explanation of How the Academic Mentor Guided the Student

The academic mentor followed a structured, supportive, and practical approach to help the student understand and complete each section of the assessment.

Step 1: Understanding the Assessment and Selecting the Organisation

The mentor first clarified:

• The purpose of the assessment
• The difference between ER and IR
• The two parts and required outputs
• How Bounce Fitness could be used as a complete case study

The student was guided to select Bounce Fitness for consistency and ease of accessing documents.

Step 2: Guiding the Student Through Task 1 Analysis and Linkage

The mentor instructed the student on how to:

• Visit the Bounce Fitness website
• Locate relevant organisational documents (policies, strategic plans, workforce information)
• Copy the hyperlinks accurately
• Analyse how each document supports or influences ER/IR functions
• Identify long-term ER/IR objectives such as:
  • Building a positive workplace culture
  • Strengthening communication channels
  • Improving compliance and fairness
  • Enhancing staff retention

This step focused on building foundational understanding of how organisational strategy connects to ER/IR operations.

Step 3: Completing Task 2 Analysing Existing ER Performance

The mentor helped the student interpret the case study data, including:

• Results from the Employee Engagement Survey
• HR Operational Review findings

The student was guided to:

• Identify current ER/IR issues
• Break down each issue clearly
• Draft three strong recommendations
• Incorporate:
  • Implementation costs
  • Cost-benefit analysis
  • Risk analysis
  • Legislative compliance checks

The mentor reinforced the need to justify recommendations using:

• ER/IR theory
• Workforce best practices
• Fair Work legislation

Step 4: Completing Task 3 Developing the Policy and Procedure

The mentor explained how to write a policy document professionally, including:

• Policy purpose
• Scope
• Definitions
• Responsibilities (staff, managers, HR)
• Procedure steps for:
  • Reporting complaints
  • Lodging grievances
  • Handling conflict
  • Conducting investigations
  • Ensuring confidentiality

The mentor emphasized clarity, compliance, and alignment with organisational standards.

The student was coached to merge three old policies into one unified, easy-to-understand policy, eliminating confusion across the organisation.

Step 5: Supporting Implementation Planning and Training

The mentor helped the student develop:

• A basic training outline for grievance handling
• A communication plan for introducing the new policy
• Practical examples of how HR would manage conflict resolution negotiations

This ensured the student moved beyond theory into real operational execution.

Final Outcome and Learning Objectives Achieved

Through guided mentoring, the student produced:

• A complete analysis of ER/IR issues at Bounce Fitness
• A strategic set of recommendations backed by costs, risks, and legal compliance
• A professionally written, consolidated ER/IR Policy and Procedure
• An implementation and training plan aligned with organisational goals

Learning Objectives Achieved

The student demonstrated:

• Ability to analyse organisational data to identify ER/IR issues
• Understanding of ER/IR legislation and compliance requirements
• Skills in developing practical ER/IR policy and procedures
• Competence in cost-benefit and risk analysis
• Ability to design solutions for grievances, conflict, communication gaps, and retention issues
• Understanding of how ER/IR impacts overall organisational performance.

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