BSBHRM501_Assessment_Task_1_Manage HR Services

  1. Screenshots of organization analysis
  •  Workplace interviews

(Script 1) Director of operations

Me: Hello, I am [INSERT NAME]; thank you for finding time to attending this session.

DOP: I am fine, welcome.

Me: What is your general comment on employee’s performance

DOP: It is fairly above average. Some departments meet their targets, while some do not. Some employees do not have morale. We are nearly hitting our targets. The growth rate of the company is slow.

Me: What is your strategy to ensure teams are consistent in efficiency?

DOP: I have organized training sessions. I am encouraging the HRM to organize performance rewards. I have been talking to team leaders and employees randomly to note their needs.

Me: I have noticed employees are not very happy during working hours, is that correct?

DOP: Yes. I have noted that some employees are demotivated because of long working hours. Our customers’ demand seems to surpass the number of employees we have at the moment.

Me: Tell me how you plan to resolve the issue.

DOP: I wrote to the HRM and my fellow directors, citing the need for a larger workforce.

Me: Thank you for your responses. I look forward to increased employee performance.

Script 2 (Sales Manager)

Me: Hello, and welcome. The sales department seems to have improved performance this quarter, what have you done?

SP: Thank you. We noted in the last quarter that employees needed motivation. We have come up with a commission program to motivate more sales—also, supervision.

Me: Tell me more about supervision.

SP: Newly recruited employees do not know the market very well. We have organized them into teams, which have team leaders. Each employee is supervised and given improvement recommendations.

Me: Why do you think there is a low rate of employee retention?

SP: Since the Covid-19 pandemic has disrupted many operations, we are looking for certain skills, especially ICT, and most employees seldom meet targets for such roles.

Me: Thank you for the information, I look forward to improvements.

Script 3 (Warehouse manager)

Me: Hello, welcome to this session. What do you think is the performance of employees in the company?

WM: It is fair. We are able to meet targets. Employees come early and leave late. We have new machines to increase productivity.

Me: Some employees seem demotivated; why do you think it is so?

WP: I don’t think they are demotivated. I always delegate work, and, in the end, it is done. What is important is to meet targets.

Me: What can you say about the employee skillset?

WM: There is a noticeable gap in the skills we need now. For instance, we want to rely on robots in the warehouse, but it is challenging to find someone who can repair them in case of a breakdown.

Interview Minutes:

Meeting with the Director of Operations

Meeting Minutes


Call to order


Both the interviewer (me) and the company director of operations were at the interview room as scheduled.


The interview began casually, and the DOP was asked to comment about employee performance. He indicated that it was fairly above average.

He clarified the strategies through which the ad ensured the performance, such as training and feedback.

The interviewer prompted that employees were not happy, to which the DOP agreed. He indicated that some employed complained of being overworked.

The interview ended successfully after 10 minutes.

Meeting with the Sales Manager

Meeting Minutes


Call to order

Both the interviewer (me) and the company sales manager were at the interview room as scheduled.


The meeting began rather officially, with the interviewer noting the improved performance of the sales department. The sales manager explained that they had a revised commission policy that motivated employees.

She explained that employee supervision was important for the department.

She pointed out that there was a low rate of employee retention due to lack of important skillset

The meeting ended successfully after 10 minutes.

Meeting with the Warehouse Manager

Meeting Minutes


Call to order

Both the interviewer (me) and the company warehouse manager were at the interview room as scheduled.


The meeting began casually, with the warehouse manager explaining satisfaction with employee performance.

He seemed unaware of employee working conditions, as the director of operations and sales manager’s issues were not apparent to him.

He expressed his dissatisfaction with the skills of employees, particularly those that concerned ICT

The meeting ended well after 13 minutes

  • HR Analysis Report


Coca-Cola Amatil Limited is among the prominent companies in Australia. The company is strong in approaching new markets, has a strong cash flow and a high customer satisfaction level (Coca-Cola Amatil, 2021). Its weakness arises in the high attrition rate in workforce, gaps in products offered, and poor product demand forecasting. Its opportunities underly in new environmental policies favor its products, lower inflation rates, and decreased transportation cost (Coca-Cola Amatil, 2021). However, Coca-Cola Amatil Limited is threatened by Covid-19 and a limited skilled workforce.


The company must meet regulations that concern product safety and conform to Australian labor policies. Besides, their products must be safe and acceptable in society and be environmentally friendly. It may adopt the latest technologies for its processes to foster competitiveness. It is also critical that the company maintains its rights for products and properties.

Human Resource Needs

Some of the human resource requirements include proper bonus calculations, increased supervisor assistance, and reduced working hours. That indicates a constraint that puts the company on a tricky legal edge. It must comply with all Australian employment law elements (Employsure, 2021). These are detailed in the Fair Work Act 2009, National Employment Standards (NES), Work Health and Safety Standards (WHS), State and Federal anti-discrimination laws, and Privacy Act 1988.

The company must deal with the shortage of employees, which has come up after regulations to maintain a certain number of employees in the workplaces to reduce the spread of Covid-19. Also, there is a shortage of necessary skills such as ICT, which has been noted as a national skill gap (Cappelli, 2015). The company may resolve these issues by adopting more short working shifts to accommodate more employees and conducting employee training on relevant skills needed. These HRM strategies must conform to the anti-discriminatory regulations (Australian Human Rights Commission, n.d.). Notably, they will help maintain the operations of the company and improve employee satisfaction.


Strategic OptionsCostFinancial gainLikelihood of risk
Increasing works shifts$100,000$800,000 for the following financial year10% (0.1) – Low risk
Implementing employees’ training$800,000$1,000,000 over next 5 years20% (0.2) – Low risk
  • Communication Action Plan
ActivityTimelineStrategy/application of policy (if relevant)ResourcesPersonPolicy
Managerial MeetingIn 2 daysN/AN/ADirectors     
Structuring work shiftsIn four daysThe ILO ConstitutionProgram management softwareHRMEmployees to work a maximum of 48 hours a week
Training employeesIn five daysN/ATraining feesEmployeesEmployees to have relevant ICT knowledge required
  • Email to Stakeholders

Dear all,

I write to report that after analysis of the company in the last three months, I have found weaknesses that may be fatal to the company performance. Employees are less motivated due to long working hours, and most skills needed are unavailable in the company workforce. I have drafted the attached communication plan to resolve the issues.

I look forward to your approval.

  • Email to Senior Managers

Dear Manager(s)

Regarding stakeholders’ privacy concerns, I have recommended installing a security protocol to protect the company database. That way, all employees will have a security level of access to company information.

Thank you.

  • Script for the Training HR Team

Thank you for your attendance.

Many business operations have changed to adapt to the Covid-19 pandemic business operations measures in the past year. This has largely affected the HRM sector.

Employees are critical stakeholders in influencing an organization’s success. Particularly, employee motivation ensures that they are committed, dedicated, and retained in an organization.

However, the company needs to improve employee motivation through restructuring of working hours and employee training.

free essay typer



It is important to ensure ethical practices such as ensuring honest behavior, integrity, loyalty, justice, respect, and be law-abiding.

Importantly, ensure privacy confidentiality through training on security, creating policies, and establishing consent forms.

Data should be protected through safe access tools such as encryption of digital data and locking away paperwork containing confidential information.

Unethical behavior shall be avoided by confirming laws and regulations and ensuring all employees adhere to the codes of conduct.

A code of conduct enables employees to comply with professional ethics, helps resolve workplace dilemmas, and serves as a useful tool in locating opportunities such as appraisals.


Australian Human Rights Commission. A quick guide to Australian discrimination laws. Retrieved from

Cappelli, P. (2015). Skill Gaps, Skill Shortages, and Skill Mismatches. ILR Review68(2), 251-290.

Coca-Cola Amatil. (2021). Annual reports | Coca-Cola Amatil. Retrieved 14 April 2021, from

Employsure. (2021). Employment Law in Australia | Fair Work Act | Employsure. Employsure AU. Retrieved 14 April 2021, from




Strong Market entry

strong cash flow,

high level of customer


high attrition rate in work force,

gaps in products offered, and 3. poor at product demand forecasting


New environmental laws

low inflation rates

Affordable transport



Limited skilled workforce



Labour policies


Environmentally friendly products


Ensure safe products


Adopt latest technologies


Reserve company rights