BUMAN306A Contemporary Employment Issues | My Assignment Tutor

© TAFE NSW – Higher EducationSubject GuideVersion Date: 12 Feb 2021 Subject Code:Subject Name:BUMAN306AContemporary Employment Issues Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 2Contents1. Introduction…………………………………………………………………………………………………………31.1. Subject overview ……………………………………………………………………………………………………… 31.2. Pre-requisites ………………………………………………………………………………………………………….. 31.3. Co-requisites……………………………………………………………………………………………………………. 31.4. Credit points ……………………………………………………………………………………………………………. 31.5. Subject duration ………………………………………………………………………………………………………. 32. Subject learning outcomes …………………………………………………………………………………….43. Assessment ………………………………………………………………………………………………………….44. Subject schedule…………………………………………………………………………………………………..65. Recommended reference materials ………………………………………………………………………185.1. Prescribed texts ……………………………………………………………………………………………………… 185.2. Recommended readings………………………………………………………………………………………….. 185.3. Online resources…………………………………………………………………………………………………….. 186. Additional information ………………………………………………………………………………………..196.1 Assessment details …………………………………………………………………………………………………. 196.2 Submission requirements ………………………………………………………………………………………… 246.3 Student conduct and academic standards …………………………………………………………………. 246.5. Approaches to teaching and learning………………………………………………………………………… 246.6 Graduate attributes…………………………………………………………………………………………………. 267. Appendix 1 – Assessment Details ………………………………………………………………………….27Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 31. Introduction1.1. Subject overviewThe subject commences with an overview of the role of human resource management (HRM) inbusiness and looks at the strategic relevance of the function to a successful organisation.The effective management of human resources within an organisation is a vital link to the success (orfailure) of an organisation, whether the organisation has a dedicated human resource department ornot.The subject will focus on the various roles and functions needed to ensure that employees aremanaged as valuable assets to an organisation, rather than being regarded as an inevitable cost ofdoing business.Vital elements such as carefully planned recruitment and selection models and strategies areexamined, as are employee development and reward management practices, which all contribute tothe long-term sustainability of the organisation in a competitive environment.Other issues such as workplace health and safety, as well as supporting diversity and work-life balancefor employees are also important to a happy and productive workforce will be examined.1.2. Pre-requisitesThere are no pre-requisites for this subject.1.3. Co-requisitesThere are no co-requisites for this subject.1.4. Credit pointsThis subject is worth 10 credit points.1.5. Subject durationWeekly face to face contact hours are 4 hours per week over 12 weeks.• Workshops 4 hpw• In addition, students are expected to undertake 6 hours per week of private study in orderto achieve the subject learning outcomes.Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 42. Subject learning outcomesAt the end of this subject students will be able to:1. Examine key elements of the Australian industrial relations system including the employmentrelationship, the contract of employment and changing regulatory frameworks.2. Analyse the emergence of a range of workforce models within the ‘new economy’ andevaluate their impact in terms of managing people and resources.3. Evaluate career management and development strategies from an organisational andindividual perspective in the context of attracting, developing and retaining talented people.4. Identify current trends in performance management and analyse their significance in buildingand maintaining organisational human capital.5. Examine the current regulatory framework for equal opportunity and management ofdiversity and describe contemporary perspectives on these issues as they relate to theconcepts of equity and improved organisational performance.6. Assess emerging employment issues and their impact on contemporary businesses.3. AssessmentThe table below summarises assessment requirements for this subject. Further details aboutassessment requirements including submission requirements and grading criteria are provided in theAdditional Information section of this Subject Guide as well as on the subject Moodle. Assessment EventDue DateLearningOutcomesAssessedWeighting1. Reflective Learning ReportStudents are required to identifyan employment relationsissue/problem which is currentlyor has very recently been in theAustralian news media and write areflective report of 1500 wordsbased on material learned inweeks 1-4.Week 5 1,2,3 25% Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 5 2. Group Presentation & ReportIn groups of 4-5, students willprepare a 2000 word report and a10minute presentation whichexplores the latest thinking aboutcontemporary employmentrelations and legal frameworks, itwill involve research of caseswhich have arisen within the last 5years.Week 84,5,635%3. Individual Practical AssessmentIn a 2500 word report, studentsare required to analyse acontemporary workplace issue,and then develop anorganisational policy that iscompliant with relevantemployment relations legislationand one can be used in theworkplace.Week 131,2,3,640% Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 64. Subject scheduleThe weekly schedule below must be read in conjunction with information provided on the subjectMoodle. WEEK NO:TOPICS AND ACTIVITIESOrientationWeekOrientation activitiesReview of syllabus and assessment activities.Week 1Introduction and Context of Work/HRMThis topic explores the context of the work/human resources management (HRM)relationship. Employment Relations (ER) is a bridging term that integratesIndustrial Relations and HRM, and broadens the boundaries of both disciplines toencompass a wider range of stakeholders and environmental factors. It is aboutthe interactions between employees and employers.Pre-reading:Addison, M 2016, ‘What Is Work in the Twenty-First Century?’, in Social Games andIdentity in the Higher Education Workplace, Palgrave Macmillan, UK. (pp. 29-69)Bray, M Waring, P Cooper, R & MacNeil, J 2018, ‘The study of employmentrelations: values’, in Employment Relations: Theory and Practice, 4th edition,McGraw Hill, North Ryde. (Chapter 3, pp. 52-62)Henley Business School 2010, Nick Holley on the role of HR in business,.Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 2, pp.48- 74)Stewart, A 2018, ‘Creating an employment relationship’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 5, pp. 87-97)Workshop activities:In small groups:• What are the challenges HR manages face in a post COVIDenvironment?• Communicate your group’s responses to the rest of the class. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 7 WEEK NO:TOPICS AND ACTIVITIESWeek 2Strategic Human Resources Management (SHRM) and impact on HRMSHRM is important because it links all facets of the management of people withthe broader business or organisational goals. Business objectives are achievedwhen all the processes are aligned or integrated. It is a conceptual approach andcan include models such as best practice/best fit/bundling and various others. Thistopic also provides a brief introduction to the importance of policy andprocedures.Pre-reading:Gill, C, & Meyer, D 2011, ‘The role and impact of HRM policy’, International Journalof Organizational Analysis, vol. 19, no. 1,pp. 5-28,HRM_policy>.Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 2, pp.53- 74 & Chapter 4)Workshop activities:Select an Australian organisation and respond to the following as a large group:• Explain how you would characterise their generic strategy.• Discuss how the composition of the workforce relates to the strategy.• Highlight some of the strengths and weaknesses of the organisation.• Identify some examples of HR practices that were consistent with theorganisation’s strategy.• Identify examples of HR practices that were inconsistent with theorganisation’s strategy.Discuss assessment 1. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 8 WEEK NO:TOPICS AND ACTIVITIESWeek 3External and internal influences: Managing people ethicallyThis topic highlights that there is an ethical dimension to managing people. HRMneeds to support business outcomes but it also has the aspect of socialresponsibility and concern for the well-being of all employees.Pre-reading:Guest, DE 2017, ‘Human resource management and employee well-being: towardsa new analytic framework’, Human Resource Management Journal, vol. 27, no. 1,pp. 22–38, EBSOhost.Kramar, R, Bartram, T, De Cieri, H, Noe, R, Hollenbeck, J, Gerhart, B, & Wright,P2014, ‘Ethics and Human Resource Management’, Human Resource Managementin Australia – Strategy, People, Performance, 5e, McGraw-Hill, North Ryde.(Chapter 15, pp. 525-544)Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 1, pp.42- 44)Scott, E 2016, ‘Ethics and Human Resource Management’, in PracticingProfessional Ethics in Economics and Public Policy, Springer, Netherlands. (pp. 215-221)Workshop activities:Individually:• Consider your work experiences from diverse cultural contextsIn small groups• Share experiences from diverse cultural contexts Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 9 WEEK NO:TOPICS AND ACTIVITIESWeek 4Perspectives on the employment relationship: Legislation and other externalfactorsThere are rules, laws and conventions that determine the employmentrelationship. Collective rules apply to all employees. Common processes formaking rules include legislation, arbitration, negotiation, custom and practice.Pre-reading:Bray, M Waring, P Cooper, R & MacNeil, J 2018, ‘State regulations, minimumstandards and awards’, in Employment Relations: Theory and Practice, 4th edition,McGraw Hill, North Ryde. (Chapter 8, pp. 276-297)Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 3, pp.79-116)Ryan, W 2016, The complexity of employment law in Australia has no future in the‘future, LinkedIn, < https://www.linkedin.com/pulse/complexity-employment-lawaustralia-has-future-warwick-ryan>.Stewart, A 2018, ‘Employment law: an introduction’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 1, pp. 1-18)Optional:Nielsen, T 2014, ‘Employment law: ‘Mutual trust and confidence’ negated:Commonwealth Bank of Australia v Barker [2014] HCA 32, Proctor, vol. 34, no. 10,Nov 2014: 28,LAPA> ISSN: 1321-8794.Workshop activities:Individually:• Hypothesise and discuss what you think the effects of increasingglobalisation will have on the national regulation of the employmentrelationship.• Identify which laws currently impact on the employment relationship andjustify your response.• Communicate your responses with the classIn your assessment 2 groups:• Complete the case study 3.1 on p. 116 of Nankervis (2019) titled‘Working holiday woes’• Compare your group’s responses with other groups responses oncompletion• Discuss Ryan’s (2016) article and how it may be useful for assessment 2 Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 10 WEEK NO:TOPICS AND ACTIVITIESWeek 5Industrial Relations: Theory and practice & conflict in the workplaceThe definition of industrial relations has been the subject of considerable debate.Traditionally, it has been concerned with the way conflict has been regulated. Amore contemporary view takes into account the behaviour and interactions ofpeople that is a characteristic of the employment relationship. There are overt andcovert forms of conflict.Pre-reading:Bray, M Waring, P Cooper, R & MacNeil, J 2018, ‘Industrial conflict’, in EmploymentRelations: Theory and Practice, 4th edition, McGraw Hill, North Ryde. (Chapter 12,pp. 418-429)Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 3, pp.79- 116)Ramsey, A 2017, CA, ACA agree terms to end pay dispute, Cricket Australia,ca-bangladesh-tour-revenue/2017-08-03 >.Workshop activities:In groups:• Summarise the cause(s) of the dispute.• Explain the role the players’ representatives played in this dispute.• Outline the final outcome.• Discuss whether this process was fair and equitable and provide yourreasoning.• Make conclusions about the role of the players in this dispute.• Compare your views on conflict in a workplace with other members ofyour group.• Communicate a unified response for your group to the rest of the class. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 11 WEEK NO:TOPICS AND ACTIVITIESWeek 6Negotiation in the employment relationshipNegotiation is not so different from our usual interactions with each other. In thefield of ER this takes on another dimension when the parties in an employmentrelationship fail to establish trust and each party plays for a win-win scenario.Readings:Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 3, pp.79- 116)Workshop activities:Individually• Complete the case study 11.1 “Generation Me” p. 506 inNankervis (2019) Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 12 WEEK NO:TOPICS AND ACTIVITIESWeek 7Approaches to wage and salary fixation: awards, collective agreements andemployment contractsIn an employment relationship many terms and conditions are determined by theModern Awards. However, an organisation can also have collective agreements orenterprise agreements that determine wages, hours of work and other conditions.Employees can also be engaged on employment contracts. All employmentcontracts must adhere to the National Employment Standards.Readings:Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 3, pp.79- 116)Oliver, D 2016, ‘Wage determination in Australia: The impact of qualifications,awards and enterprise agreements’, Journal of Industrial Relations, vol. 58, no. 1,pp. 69-92, ProQuest.Stewart, A 2018, ‘Creating an employment relationship’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 5, pp. 87-97)Stewart, A 2018, ‘The terms of an employment contract’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 6, pp. 106-117)Stewart, A 2018, ‘Minimum standards: The NES and Awards’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 7, pp. 120-140)Workshop activities:A sample employment contract will be provided in class.In groups:• Evaluate the contract with the current legislative standards.• Construct a list of recommendations for improvements to the contract.• Communicate a unified response on behalf of your group to the rest of theclass pretending that you are the consultant advising an organisation. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 13 WEEK NO:TOPICS AND ACTIVITIESWeek 8Employment relations practices and procedures: recruitment, selection andseparationThe employee life cycle begins with recruitment and selection and culminates inseparation from an organisation. Recruitment and selection are critical activities inHR as all organisations are competing for the best talent in the labour market.Readings:Australian Government 2018, Fair Work Ombudsman,.Bray, M Waring, P Cooper, R & MacNeil, J 2018, ‘Managerial unilateralism andindividual contracting’, in Employment Relations: Theory and Practice, 4th edition,McGraw Hill, North Ryde. (Chapter 10, pp. 347-367 & p. 372)Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 6, pp.200-249)Stewart, A 2018, ‘Termination of employment contracts’, in Stewart’s guide toemployment law, 6e, Federation Press. (Chapter 16, pp. 360-382)Workshop activities:Group presentationsIn groups:• Research the Fair Work Ombudsman website and determine whatguidelines are given for termination of employment.• Compose a summary for best practice for employer initiated terminationof employment.• Refer to p. 372 of Bray et al. (2018) and consider how the process forcreating a drug and alcohol policy could be applied to the requirements forAssessment Event 3. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 14 WEEK NO:TOPICS AND ACTIVITIESWeek 9Work, Health and Safety (WHS)The well-being and safety of all employees is paramount in any business. InAustralia as with many other countries, there are legislative rules and regulationsthat business owners need to comply with. WHS involves physical safety, as wellas the emotional health and well-being of people.Readings:Safe Work Australia 2018, Safe Work Australia, .D’Cruz, P, Noronha, E, & Beale, D 2014, ‘The workplace bullying-organizationalchange interface: Emerging challenges for human resource management’, TheInternational Journal of Human Resource Management, vol. 25, no. 10, pp. 1434-1459, ProQuest.Hanley, GM, & O’Rourke, A 2016, ‘The race without a finishing line: legislativemeans for confronting bullying in the Australian workplace’, Asia Pacific Journal ofHuman Resources, vol. 53, no. 3, pp. 352-368, ProQuest.Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 10, pp.439-477)Workshop activities:In groups:• Develop a list of issues that could be identified as WHS matters• Compare experiences of WHS in your work places with experiences ofother members of your group• Compose a strategy for how stress could be managed effectively in aworkplace• Research the Safe Work Australia website for the latest costs to theAustralian economy, caused by work related injuries.• Compile a list of other relevant information and data that is useful for yourassessments that might help to justify establishment of organisationalpolicy. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 15 WEEK NO:TOPICS AND ACTIVITIESWeek 10Employment relations practices and procedures: Learning, development andperformance managementLearning and development is an investment an organisation makes in nurturing thetalent. It is also a retention strategy particularly in an environment that is socompetitive. Performance management is a system that is designed to assess howthe employees input or contributions will meet the organisation’s businessobjectives.Readings:Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapters 7 & 8,pp. 251-347)Workshop activities:In groups:• Complete question 2 of the case study on pp. 291 of Nankervis (2019)titled ‘The emerging talent crisis in India and China’• Complete questions 1-2 of the case study on pp. 292• Communicate a unified response on behalf of your group members to therest of the class. Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 16 WEEK NO:TOPICS AND ACTIVITIESWeek 11Managing Diversity and InclusionWe all work in environments that are made of many diverse individuals. Managingthis diversity and making people part of the company is a goal of manyorganisations. Diversity is good for business.Readings:Kramar, R, Bartram, T, De Cieri, H, Noe, R, Hollenbeck, J, Gerhart, B, & Wright, P2014, ‘Managing diversity and work-life balance’, Human Resource Management inAustralia – Strategy, People, Performance, 5e, McGraw-Hill, North Ryde. (Chapter9, pp. 286-310)Nankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management:Strategy and Practice, 10th edition, Cengage Learning Australia. (Chapter 5, p.192)Optional:D’Netto, B, Shen, J, Chelliah, J & Monga, M 2014, ‘Human resource diversitymanagement practices in the Australian manufacturing sector’, The InternationalJournal of Human Resource Management, vol. 25, no. 9, pp. 1243-1266.Workshop activities:In groups:• Complete questions 1-3 of case study 5.1 on pp. 196 of Nankervis(2019) titled ‘The ties are off”• Communicate unified responses on behalf of your group to the class Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 17 WEEK NO:TOPICS AND ACTIVITIESWeek 12Future development of Australian employment relations and the Evaluation ofHRMThere is a need to understand the world of employment relations continues tochange. There labour market is characterised by differences in age, gender andbackground. There are also external changes including technology that willcontinue to shape employment relations. This means the role of HRM becomeseven more critical.Readings:Does Australia have the right IR system for the workplace of the future? 2015,Corrs, Chambers, Westgarth Lawyers, .The Effectiveness of HRM: Towards the Future in Nankervis, A, Baird, M, Coffey, J& Shields, J 2019, Human Resource Management: Strategy and Practice, 10thedition, Cengage Learning Australia. (Chapter 12, pp 510-546)Workshop activities:Individually:• Prepare a debate on the following statement as instructed the previousweek.“ER in Australia is constantly changing to balance competing political agendas,business needs and international demands. Therefore, Australia’s ER system is notdysfunctional – it needs repair, not replacement.”• Contribute to the debate as facilitated by the teacher.Week 13 Study WeekWeek 14 Examination WeekWeek 15 Examination Week Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 185. Recommended reference materials5.1. Prescribed textsNankervis, A, Baird, M, Coffey, J & Shields, J 2019, Human Resource Management: Strategy andPractice, 10th edition, Cengage Learning Australia.Stewart, A 2018, Stewart’s guide to employment law, 6e, Federation Press.5.2. Recommended readingsA list of readings to support weekly topics is provided in the subject schedule above and links will bemade available in the subject Moodle. Further recommended readings are listed below:Australian Master Human Resources Guide 2016, CCH Australia, Limited.Holland, P, Sheehan, C, Donohue, R & Pyman, A 2015, Contemporary Issues and Challenges inHuman Resource Management, Tilde University Press.McPhail, R 2015, Employment Relations: An Integrated Approach, South Melbourne, Cengage AU5.3. Online resourcesAHRI 2019, HRM Online, Australian HR Institute, < https://www.ahri.com.au/>.Australian Government 2019, Fair Work Commission, < https://www.fwc.gov.au/>.Australian Government 2019, Fair Work Ombudsman, < https://www.fairwork.gov.au/>.SHRM 2019, Society for Human Resource Management, < https://www.shrm.org/>.Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 196. Additional information6.1 Assessment detailsAssessment Event 1 – Reflective learning report (25%)The purpose of this assignment is to assess your ability to learn from reflecting on employmentrelations situations through analysis of literature, readings and class discussions.A reflective learning report is a personal record of a students’ learning experiences. You are asked torecord learning-related incidents, both during the learning process (workshops) as well as after thelearning has occurred (i.e.: did the topic or issue prompt you to engage in further research).The ability to reflect upon on current events is a very important skill in employment relations and onethat this assessment is seeking to develop.For this assignment you are required to• Using one of the options provided below, reflect on the reflect on the issue byevaluating the scenario with legislation, theoretical concepts and relevant models• Recommend potential solutions to the issues•Options:• HR responses to the COVID crisis• Paying new immigrants below award wages• Employee surveillance and ethical issues for HRThe following website provides some ideas about how reflective writing pieces can be effectivelyframed https://student.unsw.edu.au/examples-reflective-writingYour reflection should include a discussion or explanation of the following:• Major themes and issues in the situation (e.g. background)• Employer’s perspective• Employees’ perspective• Implications of the issue for the organisation in terms of brand, reputation or any otherconsequential impacts• Suggestion for how you as an employment relations specialist could assist the organisationin resolving the issueThis reflective discussion should consider the theories and practical material discussed in class aswell as additional research students have undertaken. You should use the text as a starting point andidentify a minimum of 10 reputable (peer reviewed) journal articles that should be included asreferences in your assessment. Do not rely on popularist media articles/stories which are notevidence based. All citations must be referenced using Harvard AGPS referencing style.Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 20This is your chance to consider a real employment relations situation and either support or argue aperspective, rather than just accepting what has been delivered.The structure expected for the reflective report requires the following sections:a) Executive summary (150 words – this section is required but not included in word count)b) Introduction (100 words)c) Major themes and issues (250 words)d) Employers’ perspective (300 words)e) Employees’ perspective (300 words)f) Implications for the organisation (300 words)g) Discuss how you as an employment relations specialist could assist the organisation inresolving the issue (250 words)h) Reference ListYou may use a glossary and or appendices (appendix) if necessary and these sections are notincluded in your word count.Your report word count must be within 10% of the 1500 word count limit.For assessment criteria see Appendix 1Assessment Event 2 – Group Presentation report (35%)The purpose of this assignment is for students to work in teams to explore the latest thinking aboutcontemporary employment relations and legal frameworks.Prepare and deliver an interactive presentation for the class on the on a topic to be decided at thetime of group formation and approved by your teacher.It is recommended that you use the relevant chapter from your textbook as a starting point for yourtopic ideas, and then research your topic in more detail by looking for contemporary (dated within thelast 5 years) academic articles from the library databases and quality business press publications. Forexample, you might examine what we know about the management of conflict in employmentrelationships and use a company case study to highlight how conflict is managed in the workplacewhich can be found in: Chapter 12 – Industrial Conflict inBray, M Waring, P Cooper, R and MacNeil, J 2018, ‘Industrial conflict’, in Employment Relations: Theoryand Practice, 4th edition, McGraw Hill, North Ryde. (Chapter 12, pp 418-429)Your group’s interactive presentation should be 15 minutes and include 10 minutes interactivepresentation then 5 minutes facilitated class discussion time. Penalties will apply for not adhering towithin 10% of the time limits. Pretend your team is a consulting company delivering an interactiveseminar to current or future clients and note the following:• All members of the group must research, contribute, prepare, review, edit, and present anequal amount of work.• All group members must be ready to respond to any questions raised by your colleagues inSubject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 21class.• There should be a consistent writing style presented in the report and a consistent format ofslides throughout the presentation.• Excluding the title slide and references slides, the content slides should total no more than 5slides and be concise, easy to read from a distance and should support your presentation (notbe your presentation).The report must by 2000 words long and include the following structure and elements:a) Title Pageb) Executive Summary: outlining: (not included in word count)• how the study was undertaken• what the main findings were• what the significance of the findings is.c) Table of Contentsd) Introduction: detailing:• The Background which describes events leading up to the existing situation,what projects have been done previously, and why the project or study isnecessary.• The Purpose which defines what the project or study is to achieve, whoauthorised it and the specific terms of reference.• The Scope which outlines any limitations imposed on the project such as cost,time etc.e) Body• Evaluating the major works/findings, and connect them to your own work, toshow how you will draw upon or depart from the literature in yourresearch.• Presenting the main findings of your research, using sub-headings whereappropriate. You can order the results chronologically, or in any otherappropriate way.• Presenting your findings or arguments in a logical manner according to thesubject matter. You may also present options, alternatives or responses tospecific situations or issues.f) Conclusion: should be as brief as possible. It should be presented in descending order ofimportance and should be free from speculation, have no new thoughts or referencesintroduced and contain no further discussion of points raised.g) Recommendations: should follow naturally from the conclusions. They should be offered inSubject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 22descending order of importance and may be in point form when several recommendationsare being made.h) Reference list in Harvard AGPS for all citations throughout the report (not included in wordcount)i) You may include an appendix/appendices and/or a glossary if required which is not includedin your word countFor assessment criteria see Appendix 1Assessment Event 3 – Individual practical assessment (40%)The purpose of this assessment is to consolidate your learnings during the semester by analysing acontemporary workplace issue, and then developing an organisational policy that is compliant withrelevant employment relations legislation and one can be used in the workplace.1. Select an organisation and highlight an issue that they have faced or are currently facing,which relate to one of the three topics below:a. Working from homeb. Dealing with COVID in the workplacec. Bullying and harassment2. Identify an issue that you wish to research and analyse. It is this issue that will enable you todevelop a policy. Make sure that the issue is not too broad otherwise your policy will not beable to address the issues properly.3. Research reputable contemporary academic and industry articles (no more than 5 yearsold). You should reference at least 10 articles to support your policy. If you choose to baseyour policy on a pre-existing one, you need to identify and reference thispolicy.A suggested structure would incorporatea) Background to the issueb) Analysis of the issuec) Purpose for the Policyd) Scope of the Policy (who and what it covers)e) Policy Statementf) Proceduresg) Accountabilities (who is responsible to ensure the policy is acted on)h) Appendicesi) ReferencesThe following website provides some ideas about how to write a policy and the importance ofworkplace guidelines http://www.hrmonline.com.au/section/featured/perfect-policies-andSubject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 23procedures-document/Policies serve several important functions:• Communicate values and expectations for how things are done at your organisation• Keep the organization in compliance with legislation and provide protection againstemployment claims• Document and implement best practices appropriate to the organizationFor assessment criteria see Appendix 1Subject gradingGrades for individual assessment events and the subject as a whole are awarded as follows.High Distinction: marks ranging from 85 to 100%Where the student has demonstrated highly original, relevant and sophisticated applications ofresearch, appraisal, enquiry and evaluation techniques resulting in innovative concepts thatchallenge existing conventions in the field of study.Distinction: marks ranging from 75 to < 85%Where the student has demonstrated a high level of performance indicating depth and breadth inresearch, appraisal, enquiry and evaluation with broad application of knowledge of theoreticalconcepts, and applied analytical thought.Credit: marks ranging from 65 to < 75%Where the student has undertaken an innovative and creative interpretation of assessment briefs,and has provided evidence of extended research and inquiry applied to assessment tasks.Pass: marks ranging from 50 to < 65%Where the student has met all requirements of assessment briefs to a satisfactory level.Fail: marks under 50%Where the student has not demonstrated satisfactory performance in assessment tasks or has failedto meet subject requirements.Fail: Failure of a must pass eventWhere the student has an overall mark for subject at a passing level, but has not demonstratedsatisfactory performance in an event deemed a must pass event, resulting in failure of the subject asa whole. ‘Fail’ is reported for the subject on the Transcript of Academic Record.Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 246.2 Submission requirementsYour teacher will advise you of the format required for each assessment task and the format forsubmission, which may be electronically.Each assessment task must include a cover sheet, with a signed declaration indicating that the workis your own work and has not been previously submitted.Additional assessment information, including provisions for special circumstances and misadventure,requests for an extension of the assessment due date or to resubmit an assessment or sit an exam ata later date, can be found in the TAFE NSW Higher Education Assessment policy and procedureswhich you can download at:www.tafensw.edu.au/degrees6.3 Student conduct and academic standardsTAFE NSW Higher Education encourages high standards of professional behaviour and academicconduct. You must conduct all work associated with this course in a manner that is environmentally,socially and culturally responsible, so as not to cause harm or disrespect to the environment, peopleor their values and beliefs.You shall hold confidential all information about any specific organisation and their business orbusiness activities, which may be divulged in the process of a work placement, lecture or tutorial,including lectures given by industry guest lecturers.It is the policy of TAFE NSW Higher Education that respect and acknowledgement is given tointellectual property created by academics, writers, practitioners and other students whose work iscited in your submissions, or used to illustrate them. It is therefore important to use the Harvardcitation system and include a bibliography with every submission, to acknowledge the intellectualproperty of others that you have used to support your own proposals or position. Penalties apply forplagiarism and other forms of academic misconduct.Further information about academic conduct can be found in the TAFE NSW Higher EducationAcademic Integrity and honesty policy and procedures which you can download at:www.tafensw.edu.au/degrees6.5. Approaches to teaching and learning6.5.1. Methods of teaching and learningTeaching methods for this subject will include:• workshops• small group sessions• guest lecturersLearning activities will include:• independent and/or group research activities• role-plays• group discussions• case studies and situational analysis• work-based practical activitiesSubject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 25• team projectsResources will include:• online learning materials• websites• readings• textbooks• videosYou will need:• a computer for research, online communication and collaboration, to create documents andto complete assessment requirements6.5.2. Expected attendance• In addition to attending lectures, tutorials and other learning activities, you are expected toundertake self-directed private study including reading, practical application of theoreticalknowledge, and completion of assessment tasks.• If you are unable to attend class-based learning activities you should notify the teacherand/or tutor and access the relevant learning materials to make up the missed class throughprivate study.• If you are unable to attend a class during which an assessment activity is scheduled, youmust provide a medical certificate as evidence of your inability to attend class. Your teacherwill advise you of alternative assessment requirements.6.5.3. Supplementary learning activitiesYou are expected to:• complete any pre-reading specified prior to attending classes• access resources on the subject Moodle and elsewhere as advised by the subject teacher.6.5.4. Student resource requirementsStudents will need to purchase the subject text:Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management: strategyand practice. Cengage AU.Subject Guide: BUMAN306A Contemporary Employment Issues© TAFE NSW – Higher Education Page | 266.6 Graduate attributesAs a result of successfully completing this subject, you will have developed a number of graduateattributes that will enhance your employability and contribution to the Australian workforce. Thetable below shows the relationship between graduate attributes and subject learning outcomes. TAFE NSW Higher EducationGraduate AttributesSubject Learning Outcomes1. TAFE NSW Higher Education graduates will bework ready.a) Examine key elements of the Australianindustrial relations system including theemployment relationship, the contract ofemployment and changing regulatory frameworks.2. TAFE NSW Higher Education graduates willhave the ability to develop and employ a bodyof knowledge within a professional andapplied context.b) Analyse the emergence of a range of workforcemodels within the ‘new economy’ and evaluatetheir impact in terms of managing people andresources.3. TAFE NSW Higher Education graduates willhave the ability to communicate effectively inthe profession using a variety of text andmedia.f) Assess emerging employment issues and theirimpact on contemporary businesses.4. TAFE NSW Higher Education graduates willhave positive interpersonal, teamwork andleadership skills to apply in the workplace.c) Evaluate career management and developmentstrategies from an organisational and individualperspective in the context of attracting,developing and retaining talented people.5. TAFE NSW Higher Education graduates willhave the ability to solve problems usinginnovative, critical and creative thinking.d) Identify current trends in performancemanagement and analyse their significance inbuilding and maintaining organisational humancapital.6. TAFE NSW Higher Education graduates willdevelop attitudes and attributes conducive tolifelong learning.b) Analyse the emergence of a range of workforcemodels within the ‘new economy’ and evaluatetheir impact in terms of managing people andresources.7. TAFE NSW Higher Education graduates will besocially just, ethically aware, focussed onenvironmental sustainability and an activeprofessional citizen within a local and globalcontext.e) Examine the current regulatory framework forequal opportunity and management ofdiversity and describe contemporaryperspectives on these issues as they relate tothe concepts of equity and improvedorganisational performance. Subject Guide: BUMAN306A Contemporary Employment Issues7. Appendix 1 – Assessment DetailsAssessment Event 1 – Reflective Learning Report (25%)Using one of the options presented below, reflect on the issue by evaluating the scenario with legislation, theoretical concepts and relevant models (you onlyneed to choose one option)Recommend potential solutions to the issuesOptions:• HR responses to the COVID crisis• Paying new immigrants below award wages• Employee surveillance and ethical issues for HRTAFE NSW Higher Education – Rubric Template 1 Subject nameContemporary Employment IssuesSubject codeBUMAN 306AStudent name & IDCampusUltimoAssessment No & nameAssessment Event 125% WeightingDate DueWeekCriteriaFail0 – 49%Pass50 – 64%Credit65-74%Distinction75-84%High Distinction85 – 100%Mark/CriteriaWeightingExecutive summaryA simple storywith nooutcomesNot provided in aSummary limitedwith no synopsisLimitedsummary thatprovides basicoutcomesSummary covers theoutcomes clearlySophisticated summarywith clear outcomes/5 Subject Guide: BUMAN306A Contemporary Employment Issues coherent formMajor themes andissuesNo evidence ofevaluation oftheoreticalconstructs andchosen scenarioReasonable ability toevaluate theoreticalconstructs andchosen scenarioGood ability toevaluate theoreticalconstructs and thechosen scenarioVery good ability toevaluation theoreticalconstructs and thechosen scenarioStrong criticalevaluation oftheoretical constructsand the chosenscenario/15Employers’perspectiveVery limited or nodiscussion ofemployerperspectivesDiscussion ofemployerperspectives is notclear or limitedEmployerperspectivesdiscussedwith someresearchevidentWell-developeddiscussion ofemployerperspectives backedby researchSophisticateddiscussion ofemployerperspectivesbacked bycomprehensiveresearch/10Employees’perspectiveVery limited orno discussionof employeeperspectiveDiscussion ofemployeeperspectives is notclear or limitedEmployeeperspectivesdiscussed withsome researchevidentWell-developeddiscussion ofemployeeperspectivesbacked byresearchSophisticateddiscussion ofemployeeperspectivesbacked bycomprehensiveresearch/10Implications for theorganisationNo efforts atreflection. Limitedto description orunsubstantiatedopinionA few simplisticinsights intoimplications for theorganisationidentifiedSome insights intoimplications for theorganisationClear insights intoimplications for theorganisationWell-developedinsights intoimplications for theorganisation/20 Subject Guide: BUMAN306A Contemporary Employment Issues Discuss how you asan employmentrelations specialistcould assist theorganisation inresolving the issueNo or unrealisticsuggestionsprovided that an ERspecialist could useto assist in issueresolutionA couple ofsuggestions abouthow an ER specialistcould assist in issueresolutionSome suggestionsabout how an ERspecialist couldassist in issueresolutionDraws togetherlearnings fromreflections into clearactions that could betaken by an ERspecialistDraws togetherlearnings fromreflections intoconcrete actions thatcould be taken by anER specialistSome suggestionsabout how an ERspecialist could assistin issue resolution/20Report structureincluding referencingDisjointed reportstructure, poorcommunication ofideas due todifficulty inexpressing, lack ofproof reading.Unacceptablenumber of spellingand grammaticalerrorsReasonable reportstructure with asatisfactory standardof expression. Fewspelling and/orgrammatical errorsClear reportstructure withconsistent writtenexpression. Nospelling andgrammatical errorsClear and logicalreport structureenhanced by clearand consistent use ofwritten expressionthat demonstratesadvanced writingskillsClear and logical reportstructure enhanced byexcellent writtenexpression andsuperior grammar andspelling skills/20Teacher name & signature:Date:Total marks (%)/100%Comments: Subject Guide: BUMAN306A Contemporary Employment IssuesAssessment Event 2 – Group Presentation & Report (35%)The purpose of this assignment is for students to work in teams to explore the latest thinking about contemporary employment relations and legalframeworks.Prepare and deliver an interactive presentation for the class on the on a topic to be decided at the time of group formation and approved by your teacher• All members of the group must research, contribute, prepare, review, edit, and present an equal amount of work.• All group members must be ready to respond to any questions raised by your colleagues in class.• There should be a consistent writing style presented in the report and a consistent format of slides throughout the presentation.• Excluding the title slide and references slides, the content slides should total no more than 5 slides and be concise, easy to read from a distance andshould support your presentation (not be your presentation).TAFE NSW Higher Education – Rubric Template 2A Group Report Subject nameContemporary Employment IssuesSubject codeBUMAN306AStudent name & IDCampusUltimoAssessment No & name35% WeightingDate DueCriteriaLow0 – 49%Low/Medium50 – 64%Medium65-74%Medium/High75-84%High85 – 100%Mark/CriteriaWeightingExecutive Summary:outlining: (notincluded(in word count)How the study wasundertakenWhat the main findingswereWhat the significance ofA simple story withno outcomesSummarylimited withno synopsisLimited summarythat provides basicoutcomesSummary coversthe outcomesclearlySophisticated summarywith clear outcomes/10 Subject Guide: BUMAN306A Contemporary Employment Issues the findings is.Introduction: detailing:The Background.The PurposeThe ScopeLimited introductionthat reverts tosimplistic descriptionand provides no insightinto scope and purpose.Introductionprovided butpurpose andscope not fullydetailed or clear.Covers all of themajor issues andintroduces themajor themes of thereportWell structuredintroduction thatclearly sets outbackground,scope andpurpose.Highly integratedintroduction thatsuccinctly sets thescene for the report/10BodyEvaluation ofthe majorworks/findings,andconnections toyour own workPresenting themain findingsof yourresearch, usingsub-headingswhereappropriate.Insufficientorinaccurateknowledgeof theselectedtopic andlegalframeworkIrrelevant informationpresented, or reporthas very little contentLittle understanding ofconceptsUnderstands thepurpose of theexerciseLimitedunderstanding ofinformation andconcepts.Demonstratessoundknowledgeappreciationof the selectedtopic and legalframeworkRelevantinformationpresentedfromcontemporaryresearch andrelevant cases(i.e. in the last5 years)Displaysprecise andinformedawareness oftheemploymentrelationsissue andlevelframeworkAccurate,interesting,and relevantinformationpresentedfromcontemporaryresearch andrelevant cases(i.e. in the last5 years)Sophisticatedarticulationof theemploymentrelationsissue andlegalframeworkThorough andinsightful analysis ofcontemporaryresearch andrelevant cases (i.e. inthe last 5 years)/30 Subject Guide: BUMAN306A Contemporary Employment Issues ConclusionNo or little conclusionthat is overly simplisticand lacks any insightfrom the Main body ofthe report.A limitedconclusion thatdoes not bring outthe main findingsclearlyDraws together themain essence of thereport and showssome insight.Well reasonedconclusion thatbrings the reporttogether andmakes someimpact on thereaderHighly sophisticatedconclusion that bringstogether the reportand has high impact onthe reader./15RecommendationsLimited or overlysuperficialrecommendationsprovided or they do notlogically follow from themain body of thereport.Recommendationshave beenprovided that aregenerallyacceptableRecommendationsgenerally followfrom the main bodyand are generallyclear.Recommendationsare mainly linewith the mainbody of thereport. They areclear andpractical.Recommendations arein line with the mainbody of the report.They are very clear andhighly integrated./15Report StructureIrrelevant informationpresented, or reporthas very little contentReasonablestructureClear structurefollowing reportformatWell-developedand logicalstructurefollowing reportformatHighly developed andlogical structurefollowing reportformat guidelines/20Teacher name & signature:Date:Total marks (%)/100%Comments: Subject Guide: BUMAN306A Contemporary Employment IssuesAssessment Event 2B – Group PresentationYour group’s interactive presentation should be 15 minutes and include 10 minutes interactive presentation then 5 minutes facilitated class discussion time.Penalties will apply for not adhering to within 10% of the time limits. Pretend your team is a consulting company delivering an interactive seminar to currentor future clients and note the following:• All members of the group must research, contribute, prepare, review, edit, and present an equal amount of work.• All group members must be ready to respond to any questions raised by your colleagues in class.• There should be a consistent writing style presented in the report and a consistent format of slides throughout the presentation.• Excluding the title slide and references slides, the content slides should total no more than 5 slides and be concise, easy to read from a distance andshould support your presentation (not be your presentation).TAFE NSW Higher Education – Rubric Template 2B Subject nameContemporary Employment IssuesSubject codeBUMAN 306AStudent name & IDCampusUltimoAssessment No &nameAssessment 2 Part B Group Presentation% WeightingDate DueCriteriaLow0 – 49%Low/Medium50 – 64%Medium65-74%Medium/High75-84%High85 – 100%Mark/CriteriaWeightingEvidence of clearteamwork duringthe presentationContributions to thepresentation do notflow or content iscontradictory andevidence of workingGroup appearsto havecollaboratedand present ajointlyEvidence thatthe group hascollaboratedwell with aconsistent flowGroup appearsto havecollaboratedwell,demonstratedGroup hascollaborated well,demonstrateconsistency instyle, message,/30 Subject Guide: BUMAN306A Contemporary Employment Issues together on theproject appearsminimalconsistentmessage butflow ofinformationshows differentstyles orinconsistenttimes presentingof information,equalpresentationtimes but withdiffering levelsof enthusiasmin membersthroughconsistency instyle, equalpresentationtimes, clearmessage, flowof informationand levels ofenthusiasm ofmembersflow ofinformation andlevels ofenthusiasm inmembers whichprovide ad hocnatural supportfor one anotherthroughout thepresentationInformationprovided andpresentedPredominantlyreads thepresentationand does notinteract withthe audienceInformation ispartially organisedbut message isvague orinconsistentInformation is in alogical sequencewith supportinggraphics whichenhance themessageInformation is in alogical, well-plannedand interestingsequence withsupporting graphicswhich depict overalla very clear messagebut audience maynot be motivated toactInformation is in alogical, well-plannedand interestingsequence withsupporting graphicswhich depict overall avery clear messagethat motivatesaudience to act/30Presentation stylePresentersmumble orcannot beheard by theaudienceAudience has somedifficulty hearingparts of thepresentationOccasionallymakes eyecontact butstill readssome writtencontent(either notesor slides) andVoice is clear –most audiencemembers canhear thepresentationMaintainseye contact,attempts toinvolveaudience onseveraloccasions,Uses a clear voicethat all audiencemembers can hearMaintains eyecontact, engagesthe audience forsome of thepresentationGroup membersdemonstrateexceptional speakingskillsMaintainseye contact,successfullyengages theaudience forthe entirepresentation30/ Subject Guide: BUMAN306A Contemporary Employment Issues attempts toinvolve theaudienceseldomreferring tonotesResponses toquestionsUnable to respond toquestions or responses donot indicate anunderstanding of theissues.Able to respond tobasic questions withlimited informationAnswers providedthat indicategeneralunderstanding ofthe underlyingissues.Detailed answersprovided thatindicate sound depthof understanding ofthe underlyingissues.Highly detailedanswers provided thatindicate high depth ofunderstanding of theunderlying issues./10Teacher name & signature:Date:Total marks (%)/100%Comments: Subject Guide: BUMAN306A Contemporary Employment IssuesAssessment Event 3 – Individual Practical AssessmentThe purpose of this assessment is to consolidate your learnings during the semester by analysing a contemporary workplace issue, and then developing anorganisational policy that is compliant with relevant employment relations legislation and one can be used in the workplace.4. Select an organisation and highlight an issue that they have faced or are currently facing, which relate to one of the three topics below:a. Working from homeb. Dealing with COVID in the workplacec. Bullying and harassment5. Identify an issue that you wish to research and analyse. It is this issue that will enable you to develop a policy. Make sure that the issue is not toobroad otherwise your policy will not be able to address the issues properly.6. Research reputable contemporary academic and industry articles (no more than 5 years old). You should reference at least 10 articles to supportyour policy. If you choose to base your policy on a pre-existing one, you need to identify and reference thispolicy.A suggested structure would incorporatej) Background to the issuek) Analysis of the issuel) Purpose for the Policym) Scope of the Policy (who and what it covers)Subject Guide: BUMAN306A Contemporary Employment Issuesn) Policy Statemento) Proceduresp) Accountabilities (who is responsible to ensure the policy is acted on)q) Conclusionr) Appendicess) ReferencesThe following website provides some ideas about how to write a policy and the importance of workplace guidelineshttp://www.hrmonline.com.au/section/featured/perfect-policies-and- procedures-document/Policies serve several important functions:• Communicate values and expectations for how things are done at your organisation• Keep the organization in compliance with legislation and provide protection against employment claims• Document and implement best practices appropriate to the organizationSubject Guide: BUMAN306A Contemporary Employment IssuesTAFE NSW Higher Education – Rubric Template 3 Subject nameContemporary Employment IssuesSubject codeBUMAN 306AStudent name & IDCampusUltimoAssessment No & nameAssessment 2 Part B Group Presentation% WeightingDate DueCriteriaLow0 – 49%Low/Medium50 – 64%Medium65-74%Medium/High75-84%High85 – 100%Mark/CriteriaWeightingBackground to theissueNo evidenceof ability tocriticallyappraise therecentliteraturerelevant totopicReasonable abilityto critically appraisethe recentliterature relevantto topicGood ability tocritically appraisethe recentliterature relevantto topicVery good ability tocritically appraisethe recent literaturerelevant to topicSuperior ability tocritically appraise therecent literaturerelevant to topic/20Analysis of the issueand purpose for thePolicy and Scope ofthe Policy (who andwhat it covers)No or verypoor attemptat evaluationanddiscussion ofcurrentpolicies andscholarlydebatesabout thetopic andprovides noindication offeasibilitySome attempt atevaluation anddiscussion ofcurrent policiesandscholarlydebates aboutthe topic andprovides limitedof a feasible anddefensible policyproposalReasonableevaluationanddiscussionof currentpolicies andscholarlydebatesabout thetopic andprovidessomeindicationof a feasibleVery goodevaluation anddiscussion ofcurrent policiesand scholarlydebates aboutthe topic and aclear articulationof feasible anddefensible policyproposalSophisticatedevaluation anddiscussion ofcurrent policiesand scholarlydebates aboutthe topic and avery cleararticulation offeasible anddefensiblepolicy proposal/20 Subject Guide: BUMAN306A Contemporary Employment Issues anddefensibilitypolicyproposalanddefensiblepolicyproposalPolicy Statement,including Proceduresand Accountabilities(who is responsible toensure the policy isacted on)Policy solution isnon-existent. Nopolicy isdeveloped.Policy solution isincomplete andbased in a limitedunderstanding ofgovernance structureand power; policysolution has littleevidence of research;development ofargument is notlogicalPolicy solution isreasonable andbased in someunderstanding ofgovernancestructure andpower; policysolution has someevidence ofresearch;development ofargument is fairlylogicalPolicy solution isobviously clearand based in acomprehensiveunderstanding ofgovernancestructure andpower; policysolution isobviouslysupported byresearch;development ofargument is logicalPolicy solution isobviously welldeveloped and basedin an excellentunderstanding ofgovernance structureand power; policysolution is obviouslysupported byresearch;development ofargument is logical/30Layout, reportstructure, overallimpact, referencesand appendixesThe conclusion isnot unclear andhighly unlikely toconvince theready the readerto “think somemore”Very poorwriting stylewith a verylimited abilityto expressthoughts andThe conclusion isnot very clear andmay notencourage thereader to “thinksome more”Satisfactorywriting style witha limited abilityto expressthoughts andpoint of view.Satisfactory standardTheconclusionis good andcouldencouragethe readerto “thinksome more”Very goodwriting stylewith goodability toexpressThe conclusion isvery good andcould encouragethe reader to“think somemore”Very goodwriting stylewith goodability toexpressthoughts andpoint of view.The conclusion isengaging andencourages the readerto “think some more”Superior writing stylewith clear ability toexpress thoughts andpoint of view.Excellent writtenexpressiondemonstrating superiorgrammar and spellingskills/30 Subject Guide: BUMAN306A Contemporary Employment Issues point of viewUnacceptablestandard ofwrittenexpression.Too manyspelling andgrammaticalerrorsof written expressiondemonstrating withfew spelling andgrammatical errorsthoughts andpoint of view.Clear and consistentwritten expressiondemonstrating verygood grammar andspelling skillsClear and consistentwritten expressiondemonstrating verygood grammar andspelling skillsTeacher name & signature:Date:Total marks (%)/100%Comments:

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