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SITXHRM002 Roster Staff ASSESSMENT 3 –Short Answer Questions Assessment task description For this task you will be required to answer 32 short answer questions to demonstrate the skills and knowledge required to develop, administer and communicate staff rosters. Once you have completed the questions, you will need to save the document and upload it to your Didasko account. If you miss a question, you will be deemed Not Satisfactory. If you answer any of the questions wrong, your assessment will be sent back to you by your trainer for correction. Note: Please do not “google” the answers, they do not always give the right answer and will only give generic answers, not always referring to a Commercial Kitchen Environment. Q1: List two (2) sources of information you could access to find out more about awards and other industrial provisions.1)     2)      Q2: With your knowledge of the differences between awards and enterprise agreements, explain the impact that these have on your preparation of staffing rosters.         Q3: A casual staff member has told you they are saving for a house and want to work as many hours as possible. Using the information outlined in the Hospitality Industry (General ) Award 2010, what are the maximum amount of hours a casual employee may be engaged to work:        Q4: List seven (7) of the key elements included in a modern award.1) 2) 3) 4) 5) 6) 7)   Q5: Why would an organisation use an enterprise bargaining agreement (EBA) rather than paying under a relevant industry award? Explain and provide two (2) examples.         Q6: Depending on the mode of employment, employees are entitled to different leave entitlements.  Based on the National Employment Standards (NES) what annual leave is each employee entitled to?  Employment mode Annual leave entitlement Full-time employee   Full-time shift worker   Part-time employee   Casual        Q7: Why would you choose an employee in a part-time capacity, rather than as a casual? Explain your answer.        Q8: When would you choose a casual employee and what are the benefits when preparing rosters?        Q9: How are casual and contract employees compensated for lack of work security and entitlements?        Q10: How do your answers from Q6 – Q9 impact the preparation of a roster? What do you need to consider?        Q11: Award provisions for the Restaurant Industry Award 2010 require that full-time and part-time employees receive at least eight (8) or ten (10) hours off between their ordinary hours on one day and the start of their ordinary hours the next day. Under an EBA, can you reduce these hours? Explain your answer.        Q12: The award sets out the maximum allowed shift hours. If I want to avoid paying meal breaks and allocating additional time on the rosters for paid breaks for a casual, how many hours can I roster them on for?        Q13: To adhere to break restrictions, to simplify rostering and keep wage costs down, list three (3) common rostering tips an employer will aim to achieve.1)   2)   3)    Q14: Henry is a casual employee on $25 per hour and worked the following hours last week: Monday 07:00 to 12:00, Wednesday 12:00 to 16:00 and Saturday 13:00 to 17:00. Jeff is a full-time employee and works 38 hours per week Monday to Friday. Using this information, answer the following:How many hours did Henry and Jeff work on Monday?Answer: Henry – Jeff –   According to the workload productivity data you gathered, only one staff member is required to work between 7.00 am and 2.00 pm on a Monday. Is there a problem with the rostering on this shift? If yes, what is the cost? If no, explain why.  Answer:   Q15: Organisational policies can impact the preparation of staffing rosters. Provide 2 examples of the following initiates that you may find in an organisations policy: Socio-cultural-friendly initiativesFamily-friendly initiatives  1)   2)    Q16: Imagine you’ve just taken over a management role that involves rostering. What would you do to help create a fair rostering system? List four (4) actions.1)   2)   3)   4)    Q17: Decisions on whether to grant leave, other than annual leave, to employees often comes down to organisational and human resource policies and procedures, and your ability to be fair and show fairness.   Match the various leave scenarios with the correct leave category using the following options: rehabilitation of injured workers, carers, compassionate and illness.    Scenarios Leave category Jodie sustained a brain injury after a car accident. She works full-time but needs time to visit a therapy centre two mornings a week.   Saskia has been off work with gastro for three days.   Jeena’s mother needs around-the-clock care. While they have a home nurse for the hours Jeena is not there, Jeena needs to look after her one morning a week, every week for three hours to cover the gap.   Barry’s mother-in-law died and he wishes to attend the funeral.       Q18:  In a small business one of the main variables each week is replacing permanent staff members while on rostered days off or leave. List five (5) more types of leave an employee may request in addition to the leave types identified in Q17.CarersCompassionate reasonsIllness or injuryRehabilitation of injured workers          Q19: Using the scenarios listed in Q17, which scenarios will impact your rostering on an ongoing, weekly basis? Identify the scenario by the person’s name(s).          Q20: Staff on approved leave (annual, long service, maternity, paternity, sick, jury service leave, etc.) are usually left on the roster, but with ‘leave’ listed beside their name. Why would you do this?          Q21: Consider the following scenario then answer the question:  “We’ve got two excellent part-time staff who are students paying their way through university. Their study is related to their field of work. During the study semester, they work 28 hours per week and during holidays they work around 32 hours a week. It’s hard when exams are on, because they are generally not available to work for a few weeks.” Would you grant them study leave for their exams even though it is an inconvenience for rostering? Explain your answer.          Q22: Explain four (4) ways that rosters are an important management tool for controlling staff costs.1)  2)  3)  4)     Q23: Explain three (3) benefits of using rostering software or a rostering app.1)         2)       3)        Q24: What are the different formats used for and inclusions of staff rosters? List and briefly explain the three (3) most widely used.1)         2)         3)          Q25: List three (3) ways you can you communicate roster information to employees. Include both electronic and paper based in you answer.1)   2)   3)      Q26: Describe three (3) benefits of having a multi-skilled workforce.1)       2)         3)        Q27: The social and cultural mix of your team will influence and place constraints on your rostering. Using examples, explain what this means and how it affects rostering in your workplace or organisation.            Q28: Why is it important for workplaces to consider flexible work arrangements and the personal circumstances of their social, cultural and skills mix of employees?            Q29: Why is it important for a business to create human resource (HR) policies and procedures that clearly identify leave entitlements and socio-cultural issues (e.g. religious holidays, carers leave etc.)?            Q30: Operational requirements of a business will also have a direct bearing on your rostering requirements. Whether you work in a hotel reception, a nursing home or major event, rostering needs to occur. Using these three examples, discuss the rostering requirements and then identify which one will be the most challenging and time-consuming to roster.    Small Hotel reception     Nursing home     Events       The most challenging and time-consuming would be: ___________________________________________     Q31: Identify five (5) ways you can use rosters to improve operational efficiency to meet the requirements of the business.1) 2) 3) 4) 5)   Q32: For each of the scenarios below, give one (1) example of how you could decrease labour costs to meet your wage budget in that scenario.  Small Hotel reception     Nursing home     Events         This is the end of this document

QUALITY: 100% ORIGINAL PAPER – NO PLAGIARISM – CUSTOM PAPER

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