Bsbadm504 Assignment Plan and Implement Administration System Rzipman

Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Student Name: Rimma Zipman Group: Business Administration

Student ID:

C782470

Date: 06.03.17

Type of Assessment This summative assessment will enable your Assessor to make a judgement of competency based on the submission of your completed assignments against the requirements of this unit of competency. Assessor Instructions The Assessment Benchmark developed for each unit of competency is the evidence criteria used to judge the quality of performance (i.e. the assessment decision-making rules). Assessors must use these benchmarks to make judgement on whether competency has been achieved and to determine if the participant has performed to the standard expected to meet unit requirement and learning outcomes. Competency results for each unit are recorded in the Record of Assessment Form. Reasonable Adjustment Careers Australia will allow flexibility in relation to the way in which each unit is delivered and assessed based on the student’s requirement. The following are the reasonable adjustments for this unit: Reasonable Adjustment for this unit College Based On Line Delivery assistance of a Learning Support Teacher for LLN issues Yes Yes modifications to physical environment, eg wheelchair access Yes Not available changes to course design, eg instead of written assessment task – change Yes Not available to verbal questioning & assessor to write the answers Assessment Coding Assessment of this program of study is based on competency based principles. S = Satisfactory NS = Not Satisfactory Students who fail to perform satisfactorily for the assessment in the prescribed date may be assessed as ‘not satisfactory’. You are required to be assessed as ‘Satisfactory’ on completion of Assessments assigned by your assessor for this unit of competency. Re-assessment Any re-assessment is conducted as soon as practicable after you have been informed of the requirement to be re-assessed and have been given the opportunity to be re-trained and assimilate the training. You are reassessed in only the areas assessed NS. It is at the assessor/s discretion to re-assess the entire assessment should it be demonstrated an overall understanding of this unit has not been achieved. Students that are assessed “satisfactory” after re-assessment of areas deemed NS will achieve competency for this assignment. I acknowledge the assessment process has been explained and agree to undertake assessment. I am aware of Careers Australia’s appeals process, should the need arise. I also understand that I must be assessed as ‘satisfactory’ in all parts of the assessment to gain a competent result for this unit of competency. I declare that the work contained in this assessment is my own, except where acknowledgement of sources is made. I understand that a person found responsible for academic misconduct will be subject to disciplinary action (refer to student handbook). Student Signature:

Zipman

Date:

06.03.17

Assessor use only Assessor Comment/Feedback: Assessor Name:

Assessor Signature:

Date:

Result:

Office use only: Results entered by:

Date:

☐ Satisfactory

Training Centre

Students must complete all tasks as outlined in the following pages. Hints:

- The following hints will assist when preparing reports for submission

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Assignment – Student Instructions Page 1

☐ Not Satisfactory

Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Report format: Executive summary An executive summary is a very useful tool in communicating your information to busy people. It is essentially a short summary (often no more than a page) of the report objectives, findings, and conclusions. Contents Any report over three pages in length should have a list of contents. A list of contents not only helps people find their way around the report but it also gives an indication of what is in the report and the structure. Introduction The introduction should set the scene for the report by concisely describing the reason for the report and the background or history relevant to the report. Body The body should address the main information including: • objectives of the review; • how the review was conducted, who was consulted, etc; and • results of the review and key issues identified. Summary/Conclusions/Recommendations Your conclusions should be clearly justified with reference to the results of the review. Your recommendations should be made twice, briefly in the opening summary or Executive Summary and then in more detail in the recommendations section. Useful links to assist with assigned tasks. https://www.ato.gov.au/Business/Employers/Preparing-to-engage-workers/Fringe-benefits-tax-(FBT)/ http://www.fairwork.gov.au/ http://www.safeworkaustralia.gov.au/sites/swa/model-whs-laws/model-whs-regulations/pages/regulations

This information is to be handed to each student to outline the assessment requirements. Assessment due date:

This will be aligned to Session Plan

You may use the scenario provided or your own workplace scenario to answer the questions below. Note: If you elect to use your organisational information to complete the assignment you will be required to supply supporting documentation (i.e. reports, policies and procedures that you reference in your answers) Scenario: You are the Director of Finance, CA City Retail Group. You are currently reviewing the payroll administration for the CA City Group. Your investigation has revealed that currently all payroll records are paper-based. The degree of accuracy is questionable and you have concerns over the current system being open to fraudulent activities. Currently the payroll is completed by a team leader within each business outlet. The records are forwarded to the Director of HR, Lucy Lowinsky, after the payroll has been completed. You have consulted with the Chief Finance Officer, Michael Rouix, who has instructed you to source an alternative payroll administration system which will be administered by the Finance team for all employees across the group. The initial meeting with key stakeholders has been held and your will find a copy of the minutes provided in Appendix A. Based on the above Scenario, or using your own organisation as your business model, complete the following tasks.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Task 1 Analyse the minutes of the meeting in Appendix A (or analyse your organisational needs); identify and detail the key requirements for the new administration system (minimum 200 words). E-mail: *( 2016 Payroll system requirement) File1

To: Key stakeholders. Cc: Sector manager, Michael Rouix (Chief Finance Officer), Lucy Lowinsky ( Director of HR) Dear Sirs /Madams. As you all aware, we are in the process now to change the Retail Group Payroll Administration system. The system last implementation date is 07.07.2016. I am E-mailing you the list of the requirement for 2016 Payroll Administration system, that was discussed at 25.02.15 minutes meeting. You are welcome yet to add any requirement of your concerns to my list. Any extra information will help us to determine the software specification and the end user needs. See file attached * Regards. Rimma Zipman, Director of Finance, CA City Retail Group. 1 Corporate CA City Lane, Centro, 4001. File 1 . CA City Retail Group. (Summary from 25.12.16 minutes meeting) Requirement for 2016 Payroll Administration system.

Software’s Key requirements: a) Give an access for multiple system users(i.e. Sector Manager, Chief Finance officer, Director of Finance, HR manager, outlet managers). b) Release an Employee’s payroll reports (payslips; payment summary; reconciliation report; overtime report; allowance report). c) Release an authority to import payroll reports into a banking system. d) Support a permission/user restrictions. e) Restrict payments for an employee with an incomplete record card.( name; address; TFN, Superannuation account; banking details). f) Provide password protection. End User’s compulsory requirements: a) Run in parallel with 2016 Payroll system for the following 2 months. (Employees’ payment summaries will be issued by 07.07.2016 implementation date. The group has been experiencing payroll reconciliation difficulties). b) Support back up and redundancy functions. Requirements for Vendor : a) Provide adequate supports (on call technical help desk). b) Provide training to all users during the normal course of business. c) Cost must not exceed $15000.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 

Research three possible suppliers/developers for the new payroll system and compose an email that you would use to request quotes from these suppliers/developers. E-mail 1 . *(2016 Payroll Admin system) File 1

To: [email protected] Cc: Michael Rouix Subject: DGPS Payroll system. The Quote is required Dear Sir/Madam. I am writing to you on behalves of the CA City Retail Group management. We are in the process to change our Payroll administration system to fit our current needs.

Could you please provide us with

the quote for recently released DGPS payroll admin system? I am E-mailing you the requirement list for the Payroll system we require. Please, See file attached*. Regards. Rimma Zipman. Director of Finance, City Retail Group. CA1 Corporate CA City Lane , Centro, 4001. E-mail 2. *(2016 Payroll Admin system) File 1

To: [email protected] Cc: Michael Rouix Subject: NRTP Payroll system. The Quote is required Dear Sir/Madam. I am writing to you on behalves of the CA City Retail Group management. We are in the process to change our Payroll administration system to fit our current needs.

Could you please provide us with

the quote for recently released NRTP payroll admin system? I am E-mailing you the list attached for the Payroll Admin. System we require. Please address the system specifications, benefits offered, price for installation and back up services. Please, See file attached*. Regards. Rimma Zipman. Director of Finance. CA City Retail Group. 1 Corporate CA City Lane, Centro, 4001.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems E-mail 3. *(2016 Payroll Admin system) File 1

To: [email protected] Cc: Michael Rouix Subject: NABS Payroll system- the Quote is required Dear Sir/Madam. I am writing to you on behalves of the CA City Retail Group management. We are in the process to change our Payroll administration system to fit our current needs. Could you please provide us with the quote for recently released NABS payroll admin system? I am E-mailing you the list attached for the Payroll Admin. system required. Please address the system specifications, benefits offered, price for installation and back up services. Please, See file attached*. Regards. Rimma Zipman. Director of Finance. CA City Retail Group. 1 Corporate CA City Lane, Centro, 4001.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 

Refer to Appendix B- you will see three quotes that have been obtained for the new administration system (or use quotes you have obtained in your workplace). Using the organisational policy for procurement located in Appendix C, (or you own organisational policy and procedures) select which supplier you would recommend. Explain your selection decision (minimum 100 words).

E-mail:

*( the Quote Analysis-Payroll system) File 2.

*( Justification on selection )File 3

To: Michael Rouix ( Chief Finance Officer) Cc: Sector manager. Subject: The implementation of 2017 Payroll administration system. Report on the progress Dear Sir. I would like to acknowledge you that we are in the process of choosing the vendor for 2017 Payroll administration system. Following the CA City Retail’s Procurement procedure I have analysed the quotes received. I have matched them to the Group requirements . I would recommend to choose the Supplier Three. I have attached the Quote analysis with conclusion, which will provide the Group with some basis for my decision. Please, See file attached* Rimma Zipman, Director of Finance, CA City Retail Group. 1 Corporate CA City Lane, Centro, 4001.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Supplier Quotes Analysis ----2016 Payroll Administration

File 2.

System. Criteria Key ; Access package: -Multiple system users. -Release/Restrict/ Support an authority, security Compulsory - Operation with the old system for 2 month

Supplier One/ DGPS

50

$ 3499

Yes

-Back up and redundancy functions support -Help desk support & supplies

Supplier two/ NRTP

Supplier Tree/ NABS

20

30

$4780

Yes

Annuall y

$ 2500

Ongoin g

$1500

Yes

Annually

$ 800

Monthly

$ 165

Ann/250h r max

$ 850

Unlimite d Ongoing

$ 1500

1rep - Implementation assistance

$ 1500 $1500

4 rep

5 days/ max

2days max

$ 3300

$ 2100 2days

$ 0.00 -Post implementation evaluation

4hr

5em pl - Training

$ 0.00

2em pl

$ 0.00 1day

5empl

$ 250.00 1day

4 hr

TOTAL $ 8999.00 $7930.00 $ 7315.00 GST $ 899.00 $793.00 $ 731.50 TOTAL + GST $ 9898.00 $8723.00 $ 8046.50 Conclusion: Supplier Three/ NABS is selected and recommended for future collaboration.

File 3.

Selection Criteria Reliability

Justification for selection Description The NABS system ltd. pty has excellent reputation and commonly used in the Retail industry. This is the new edition of software, which communicates all payroll policies in clear and simple way. The NABS system is 20 years in the business and It has reliable organisational package. My observations are based on many testimonials, referees checking and diligent enquiries.

Value for money

Although the NABS system cost lower, its package includes many low cost implementation features. With help of the system we will be able to offer direct deposit and self-service system for employees. It also automates the time and attendance. That will save us money on employing, full time cashiers & payroll officers. The system provides an affordable integrated HRIS along with processing the payroll.

Service and support

NABS provides ongoing help desk support, handbooks, fact sheets and user guides while other time limiting ( e.g 250 hr) , fully depending on the contract.

Quality

Taking in account “ the cheapest does not mean the best”, I have undertaken external consultation and have tested the NABS software by myself . I assure you that the new design of NABS really meets its values. Besides the NABS company receives good

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems customer feedback on the standard of software. Financial security

The credit check on the NABS system vendor has shown the excellent financial capability of for the project. I was referred to the vendor by the NABS system ltd. Pty, which has excellent portfolio on their distributors.

Relationship

The Payroll Needs Analysis has proved that, there are tendency for ongoing relationship with the Supplier Three.

Task 2 You have conducted interviews with four employees who are currently involved in the payroll at different CA City outlets. You will find details of the interview in Appendix D. (Alternatively you may conduct interviews in your workplace and provide details). Using this information answer the following questions: 1a Explain a minimum of three system implementation strategies (minimum 100 words each)

There are a variety of ways to implement a new system. Which one you end up using depends upon the system you are implementing and the policies of your company. The actual implementation can either be accomplished in one of 3 basic ways: Strategies Parallel adoption

Big Bang

Description Though this implementation method is quite costly and requires the double work for users for some time. Both the old and new systems are utilized simultaneously. The system considered to be the least risky. The security and crash-worthiness of the new system can be verified in orderly manners. . Fall-back position is accessible. Problems can be identified easily and troubleshot in time. Training provided to users within daily activities. The system leaves some space for organizational culture changes as well. The strategy would encourage staff to participate in the implementation process. The implementation happens in a single, major event. Old system must be turned off and new system launched. No turning back is allowed. Although Implementation time is shorter and the “pains” of implementation is condensed , failure of one part can affect others . And difficulties can be more pronounced. Careful preimplementation preparation is vital to prevent fall -backs and major errors. Although the cost is lower, employees will have less time to learn the new system. Therefore more details may be overlooked in the rush of changes.

Phased rollout The implementation process divided into segments. Each segment of the new system is implemented and used for enough time to verify its function, security and crash-worthiness. Rollout can be divided: By modules: it starts with core functions, necessary for day to day operations, then add functionality to each phase. By business units; this approach is rolled out through few business units at a time. The benefit is released as more experience is gained. Each phase become more efficient while lessons were learnt from others. By geography: this can be referred to as a pilot adoption method. Method is used by large organisations with multiple locations. Although the method involves continues change over an extended period of time with accuracy, it allows to technical staff to focus on one part of the system for a select group of users. While fall back to old system got difficult with each phase, it would become possible to introduce modules and programming future modules.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 1b. Considering staff interview feedback, select the system implementation strategy you would recommend for the new system. Explain your choice (minimum 100 words).

There are 4 groups of employees are exposed to changes of the Payroll system:    

“Old dogs”, who are resistant to changes and will have tendencies to fall back to old procedures ( e.g Nick from the Finances); “Setlers” who are positive but reluctant to take any initiative.( e.g. Joan from the Department Store) “Pioneers”, who are enthusiastic to early adaptation of new payroll functionality( e.g Lisa form the Finances). ‘Well Poisoners”, who actively looks for ways to undermine the implementation ( e.g. Ali from the Café).

Two methods could be recommended - the phased implementation and the parallel adoption. Of all these implementation methodologies, the phased implementation will be the best leading method for such sort of the retail group. You have the ability to focus all your efforts in testing and debugging on one small segment at a time. Searching for the root of specific problems is made easier by the fact that there are limited places to look. How quickly you and your team can provide good fixes to the problems is more of a test of your ability than developing the system in and of itself. The permanent fix is well thought out, crafted and implemented. The phased rollout should be complemented by parallel adoption. That will lead in improving organisational culture: reduced instances of resistance and conflicts; better assimilation of the new changes; better morale; higher value of feedback. 2. What are some strategies you would employ to ensure all staff are excited and embracing the new system?

General strategies: 1. The changes to the system must be clearly explained to personnel. Thus, Conflict and resistance to change must be avoided. 2. Providing staff training/information sessions will lead to develop an optimistic and confident team. Thus, Staff support is encouraged. . 3. Ensuring that the staff will have the necessary resources in order to train themselves and teach others about the system. Thus. Confidence will be raised 4. Re-distributing office tasks may be needed in order to keep the system administration structure strong. There may be particular people who have strengths regarding system knowledge and can become temporary leaders of a project while implementation is underway. Recognizing and playing to skills and strengths of various team members communicates to those involved the importance of the project as well as the recognition of professional development. 5. Offering informational resources relating to expected differences brought on by centralized vs. decentralized organizational structures and changes in leadership style. Thus it will help raise awareness relating to performance criteria for the team. 6. Temporary reduction of workload during debugging processes . Thus to let of some issues be resolved during slow periods so they have minimal impact on operations. Individual approach strategies: 1.“Old Dogs”” can be alerted to the fact that the automated integration of the new payroll system with existing time and attendance software will reduce pay-slip and salary errors. Their interest can be engaged by highlighting the specific and relevant system benefits that pertain to them. 2.“Settlers” are ‘Spectators’ Their latent positive attitude can be encouraged early through consultation on issues such system design and consultation. 3.“Well Poisoners”, are also known as “Cynics”. Theirs negative energy can be harnessed and transformed by engaging their help in addressing system concerns, ideally turning them into powerful allies. 4.“Pioneers” are ‘players’. Theirs positivity is best channelled by engaging them as change agents and representatives with their colleagues. Conclusion: The payroll software implementation challenge is to increase the Players to a critical mass— supported by enough Spectators to create a tipping point. July 2015 v1.1


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems The more involved staff people become in the implementation of the new or modified systems, the more likely they are to accept the change.

3. Reviewing organisational policy and procedures for training and development of staff (Appendix E), create a detailed implementation procedure for the new payroll system. Ensure your procedure includes the following:

2017 Payroll Administration system. Implementation plan. A.

Describe the alignment to organisational requirements.

Core requirement (Organization ) See columns A,B, C -File 5.- for details

1. System, hardware & comms delivery /configuration –multiple environments allowing for training, testing, trial system configuration and setup, and parallel and live running. Prepare the infrastructure, including hardware, software, communications and facilities. 2. Coordinate with the key stakeholders. The organisation/s responsible for the supply and/or implementation of the system are notified and scheduled for the individual project tasks. 3. DBA setup, with immediately active backup protocols- restoration or copy promptly when required. 4. System setup: parameters, tables, hierarchies, rates, calculation formulae and rules, menus, security , development interfaces and reports 5. Data cleansing/Data migration tests, iterative testing of system setup, bespoke software, interfaces, reports and system functionality. 6. Production of user guides. 7. Implement training: for initial users. Use feedback to modify training for all users, for other users: involved in acceptance testing, pilot and parallel running 8. User Acceptance Testing of end-to-end processes, inclusive of interface testing. Ensure simultaneous storage/retrieval methods work effectively during the data conversion test. 9. Data migration for parallel running 10. Training for Remaining users and managers 11. Phased rollout (by functional and/or business area, with relevant data migrations if applicable). Implement the new processes and procedures. Roll out the training and access for all users. 12. Phase closures and the carrying forward of lessons learned. Perform final verification against organisational and developer benchmarks. 13. Project completion. Monitor and report on the system. Make modifications as necessary and ensure organisational impact is minimised. B.

Describe your plan for communication.

Communication of Implementation tasks. See Column D ,file 5 for details.

1.

Establish hierarchy of communication. The core team members are dedicated full time to the project. A project HQ is provided for the duration of the project, where the project team will be based. Allocate responsibility for the project team members. 2. Establish communication the team/management staff/ employee /service providers, ensuring that confidence remains high, problem notification stays organized, and solution provision is expedited. 3. Establish direct contact with system administrators, contact with a helpdesk system. Set up communication protocols 4. Publish and communicate Implementation strategies via intranet blog. Publicise Interest in the project at an executive level. 5. Engage with other organisations which use the new system, and with a system User Group if one exists. 6. Assign the supplementary/ training/ etc, resources for implementation. Publish/ post/ communicate them through the project. 7. Publish Training plan. Establish blog feedback communication. 8. Set up company IT help line, followed by feedback communication on the blog . 9. Establish in-house Business Intelligence expert groups to work with the new system, which remains available to the HR and Payroll teams after the implementation complete. 10. Set up “walk-in” issue notification windows, dedicated to system projects. The customers must use other means to communicate nonemergency issues such as emails, faxes, and notification memos. July 2015 v1.1


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 11. Establish a Trouble ticket system to enhance productivity. Ensure the processes are in place to record, analyse, and fix problems. Eliminate issues by establishing the emergencies procedure All problems get recorded, categorized, prioritized and ultimately assigned to someone .

12. Implement an automatic response function, as part of a trouble ticket system. An e-mail, listing the problem, along with other pertinent data is a great way to alleviate some of this “black hole” feeling.

C.

Outlines the training and development plan (include scheduled training dates, location, trainer details; and training method) See column E File 5 for details. 2017 Payroll Administration system Training and development plan

Topic Session Starting new payroll program

Learning Outcome

Resources Required

Learn to Integrate of new components into current systems. See demos of prospective systems.

Handbooks videos, demo. Simulation online lab, .video, system demo Review manuals of target systems. Read systems manuals, "play" with demo systems to learn functionality.

Creating a new customer profile

To learn how to create profiles

System user manual, Simulation lab, Video, system demo. Review manuals of target systems. Read systems manuals, "play" with demo systems to learn functionality.

Saving new information

To learn how to save and delete the information

Handbooks, video, Presentation demo. Review manuals of target systems. Read systems manuals, "play" with demo systems to learn functionality.

Retrieve historical data

To learn how to recover lost or erased data from software history

System user manual, Simulation lab, Video, system demo. Review manuals of target systems. Read systems manuals, "play" with demo systems to learn functionality.

2017 Payroll Administration system Training schedule. Phases High Level Design

Detail Design

Training details Training of installation/ technical team.

Training of project team/ initial users

System Implementation

Training of employee users

Support & Maintenance.

CPD for new and existing employee

Q&A Training, Help lines training.

D.

Method

Location

Dates

Vendor

In-house/ Onsite/ Vendor HQ

22.02-26.02

Vendor/ inhouse IT service

In-house/ Onsite/ Vendor HQ

15.03-20.03

In house software mentoring/ buddy sys-m/ Skills assessment techniques In-house mentoring/on job training, PD classes/ Induction training IT and Project Managers help lines / Vendor help desk/ Professional community

Project team/ IT /Vendor

In-house /Onsite

15.05-25.05

Project team/ IT services

In-house /onsite

15.06- 30.06.

Project team/IT

In-house/onsite

07.17/ cont.

Provides a list of risks and contingencies. See Column G, H

Risks and contingencies

Trainer

-Online -Coaching -Incorporate training. -Skills assessment Online, Coaching/ Incorporate training Skill assessment techniques.

File 5 for details

Identified

Likelihood

Consequences

User risks

 

Lack of system knowledge. Resistance to change.

Likely

Moderate

Implementation risks

       

Delayed delivery. Incomplete delivery Escalated cost, running out of money Inability to transfer historical data to new system. Unappropriated planning. Functions unable to deliver systems requirement, software failures Incompatibility with other internal systems. Overseen the team’s workload .

Possible

Moderate

Likely

Major

  

System shut down Insufficient capacity to run system . Overseen the time to correct problems with Inaccurate user

Likely

Severe

Operational risks Technical risks

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems permissions

E.

Timeline for implementation. See Column J File 5 for details.

2017 Payroll Administration system’s Implementation Activities. File 5.

Implementation

Implementation Activity Areas.

Phases Core Requirement

1

A. Organization

B. System/ Software/ IT

C. Vendor

D. Communication

-Prepare business proposal plan

-Keep requirements documentation up to date, specifying changes -Define a minimum set of software acceptance test, functions.

-Interview and conduct site visits with users of target systems. -Begin email/ internet blog/forum on the new system, its benefits. -Use feedback to modify training for all users

-Document high level business requirements for data, functions, flexibilities. -Develop Request for Proposal RFP. Establish Project team

-Develop, tests, Install vendor software, - Design systems support solution for new software. --Define high level interface requirements. -Conduct initial software acceptance test. -Develop test strategy document.

-Develop list of potential vendors. Screen vendors with RFI. -Evaluate and select Vendor. (demos, site visits, reference check) -Negotiate contract terms and price with vendor. -Sign Contract -Vendor install support. -Vendor training.

-Develop an application solution for capabilities of the sys-m, the way the system to configure or customize.

-Determine server hardware -Allocate equipment and space for application support. -Install software, Define network support. Enter t test data, specify test data

-Conduct UAT(user acceptance test): stress, conversion, interface, parallel tests

-Post memo on /training format /employee feedback communications per plan.

-Determine approach and training guide format to be used for user training

-Requirements specifications for screens, reports, table set-ups, etc. - Revise mapping document to reflect final design/ work flows.

-Establish development and test environments, define migration controls. - Develop systems operations documentation. - Develop /test batch processing jobs for application/ interfaces.

-Vendor test support for adds and changes of Customization units, databases, interfaces, conversion changes, screen modifications. -Code, unit test, and systems test interface programs

-Develop and distribute handouts of the system user's guide. -Publish memo/ web post on feedback communications per plan.

-Develop user training materials. Develop terminal operator quick reference materials.

-Required documentation is updated, Configure changes results.

-Go live with new system and systems administration and maintenance. -Back-up, archive ,old systems. -Monitor / tune system performance. -Implement new interface programs for all "to" and "from" systems.

-Monitor bug reports and make bug fixes. -Provide contracted services and service levels. -Conduct appropriate installation tests prior to production roll-outs. -Manage conversion Process.

-Post Memo about training by IT help line.

-Implement employee training. Establish IT /project manager help line. Start help line blog/forum communication

Business Proposed Solution

2

High Level Design

3

4

Detail Design

Customizing & Development, Configuration.

5

System

Communication and Training Requirement

Implementation

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Install system and conduct initial product acceptance test(global parameters and tables


-Web Publish strategies for Employee./ IT/ Vendor / Management. -Continue Forum , blog User training feedback communication

E. Training -Implement Project team/ initial user/ installation team online training. -See demos of prospective systems. -Review manuals of target systems.

-Develop training plan & attendees list, resources. -Both users, technical staff attend appropriate training classes. -Read systems manuals, "play" with demo systems to learn functionality.

F. Reporting -Document business Reporting. -Inventory existing reports. Identify any documents needed for report. -Streamline existing reports

-Select report writer. -Supply Map system reports to current reports, identify needs. -Document new system reports to be used: "as is” to be developed. -Establish report administration standards. -Document, Define detailed report specifications for all new reports. reports -Install and test ad hoc report writer. -Define ad hoc report "templates" and selection parameter entry panels. -Update on-line help panels consistent with new procedures. Develop reports and test using report writer.

-Begin generating and using new reports in the new production environment.

Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 6

-Keep requirements documentation up to date when specified & changes to be made to the system.

Support & Maintenance.

7

-Update system "run" documentation. Make sure changes to interfacing systems communicated -Develop new tests and add to the test kit as changes are made to the system

-Provide vendor maintenance. Make product version releases. -Provide "help" line support as contracted. Stay up with installation, vendor releases

-Add Transaction processings -Perform “collects, stores / modify/ retrieve” commands. -Adjust the “move/ reverse” commands. -Monitor the reconciliation process

Post Implementation

-Publish Post Implementation Communications plan. -Periodically post in newsletter review audit reports/ security sy-m

Continue employee Q&A training by IT help line, by Project Manager help line/ service provider help desk

-Add Transection communuication -Add Trouble ticket to transection processes with an automatic response function. -Report the complete corrections to stakeholders

Implementation

Implementation Activity Areas.

Phases Risk Assessment requirement

G. Screens, / BPR

H. Risk, Security

Project Management Requirement

I. Administration

J. Time line

Contingencies, -Document any unique key screens needed

1

Business Proposed

-Review proposed systems for corporate security standards.

Solution

2

High Level Design.

3

4

-Incorporate security requirements in the business /RFP requirements

Detailed Design

Configuration &

1 month,01/17

-Review system's screens. Identify all screens that will be required to support work flows. -Establish screen administration / documentation standards. -Define planned (Business Process Resumption).

-Define high level security requirements at the user type level for: (data, screens, tables, menus, etc.) required/ allowed by the systems application/ software. -Establish security administration standards and procedures.

-Determine number of screen versions. -Develop detailed screen design specifications all screens. -Specify screen flows. -Develop detailed screen design specifications for each functional area. -Complete detailed security BPR process -Develop new screens. -Document and test BPR procedures.

-Define security profiles for users /groups. -Specify security tables. -Develop Security Audit/ control procedures.

-Manage and administer project. -Conduct status and steering committee meetings.

1month,03/17

-Load system security tables, set security parameters, establish system security. -Test all security features and functions.

-Manage and administer project. -Conduct status and steering committee meetings.

1month,04/17

Customization & Development.

July 2015 v1.1

-Select vendor. - Prepare software acquisition request/ justification. -Prepare implementation plan and budget, get approval. -Negotiate and finalize contract with vendor. Make subject to a product acceptance test -Acquire system. -Manage implementation project plan and budget. -Conduct status and steering committee meetings.


1 month,02/17

-Use the reporting features of the system or a report writer to create standard reports and to generate ad hoc reports.

Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 5

-Implement BPR.

-Begin security admin under new system.

-Manage the conversion process. -Use escalation process, if needed. -Complete project documentation.

2month/06/17

-Make screen changes as needed in the production environment. -Be sure to fully test implementation. changes . -Update documentation for all changes.

-Keep-up with security administration, delete not needed access -Periodically test BPR standards

-Conduct post implementation project and system review.

1month 07/17

System Implementation

6

Maintenance & Support

7

Post Implementation

Task 3 1.

Explain how you will monitor the new system in accordance with organisational requirements to ensure: a. All users are operating efficiently.

To ensure that all users are efficient at their roles in new pay roll system we are following Total Quality management procedures with 30/60 days evaluation check as follow:

1.

Evaluate after training observation check forms. (No of users/av. usage time/av. turn- around time/type of users

2.

Evaluate for frequency the requests forms by IT help line ( statistics on users type/ uses categories/inputs provided/outputs generated) Distribute and collect and analyse User evaluation questionaries. Set up interviews/ reviews with the users. Evaluate and analyse Quality assurance tests trials. Conduct Internal Audit on the 2017 Payroll system. Prepare Correction action plan. a. Office automation system. Checks software tools: databases, word processors, communication technology. b. Decision support system. Assists people to make decisions by providing information, models and analysis tools. c. Expert system. Solves the problem by diagnosing, monitoring, selecting, designing, predicting and training.

3. 4. 5. 6. 7.

b.

All information held in the system is secure

Information system must be monitored and tested for the security as follow: 

Identify System problems: 1. 2. 3.

Test security privilege: Security of data stored, levels of authorization, segregation of duties. Ensure update of password:. Access ID Authorization to the HRIS system, payroll records the payroll service. Ensure anti viruses program update: Data antivirus measures.

4. 5.

Ensure update / back up performance . Ensure Privacy Policy is compliant. c.

Required reports and data is valid, accurate and timely.

The Payroll system should be monitored for validity of reports and data: 

Create a Reporting Calendar.

o

Keep up to date with Daily function/ the owners/ the approvers/due date/completion date/shared.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems o  o o o o

Configure your automated reporting calendar to red flag Manage information system. Performance review reports. Budget reports. Transection reports .(receipts, cheques) KPI performance measurement reports, etc.

 o

Manage Database information system: monitor data stored. Batch processing: check /process/ evaluation reports on the transaction data, cheques, receipts, etc Real-time processing: Evaluate transaction system to secure instant confirmation and its connection to database.

o

2.

You have identified that the organisation has a number of senior managers who are allowed to use a work car for private purposes. This benefit will attract a Fringe Benefit Tax for the organisation. You have noted that this functionality was not included in the original payroll system brief.

a.

Modify your detailed implementation procedure completed in Task 2.3 to reflect this organisational requirement.



b.

Add Transactions processing to File 5, column B Software Core requirement.Phase 7 i. Monitor “ Collects, Stores/Modify/ Retrieve” key commands on the daily transactions of the managerial section e.g. a point-of-sale terminal ii. Delegate particular payroll system responsibilities to the finance system. iii. Adjust “Move/Reverse” key commands for travel allowances and patty cash, miscellaneous expenses to the finance system. iv. Monitor the reconciliation process: identify the pay components from old system / transfer /recognize the allowances in the new payroll calculations

Are there any other policies and procedures that need modification.

Add Modifications to File 5 Column D Communication Phase 7 i.

Add the Trouble ticket to transection processes with an automatic response function to alarm the transections recognition problems. Make sure the problems are recorded, categorized, prioritized and ultimately assigned. Report post implementation issues to stakeholders.

ii. iii. c.

Prepare a communication to advise employees of this change

File 6.

Memorandum.

To: the Retail City Group Employees. Post Implementation corrections plan.

The implementation team would like to inform you that some unknown traveling allowances transactions were identified during post implementation phase. As this functionality was not included in the original payroll system, this could attract a Fringe Benefit Tax for the organisation. The post implementation corrections plan has been put in place. See file 5 attached with post implementation activities.

Transactions processing: (Column B Raw 7) v.

vi. vii. July 2015 v1.1

Monitor the “collects, stores/modify/ retrieve” key commands on the daily transactions of the managerial section e.g. a point-of-sale terminal Delegate particular payroll system responsibilities to the finance system. Adjust the “move/ reverse” key commands for travel allowances and patty cash,


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems viii.

miscellaneous expenses to the finance system. Monitor the reconciliation process: identify the pay components from old system / transfer /recognize the allowances in the new payroll calculations.

Transactions communication: ( Column D Raw 7) i. ii. iii.

Alarm the transections recognition problems. Add Trouble ticket to transection processes with an automatic response function. Make sure the problems are recorded, categorized, prioritized and ultimately assigned. Report post implementation issues to stakeholders.

The feedback questions and better resolutions to the problem are welcomed.

The Project team.

July 2015 v1.1


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems 3. a.

Explain how, at 30 days after implementation, you will evaluate the training needs of all employees who are using the payroll system.

Step 1 Performance Review, position description meeting/ on line discussion -Provide information about key responsibilities of the position -Distribute Skills Key indicators form (knowledge and abilities/ key skills required). - Consultations on current changes in the job since the position description was made/ new key responsibilities/ consider outcome

Step 2 Analyse the employee current skills and knowledge/ observations -Receive employee Feedback on current position description, -Provide your own employee observation feedback; what have you noticed them doing well?. What key responsibilities are they currently expected to perform that may need improvement? - Gather copies of formal qualifications, training courses completed/ information on task performed in previous positions. - Gather data available from the Human Resource information system.

Step 3. Skills/ knowledge Gaps analysis. -Decide whether there is a gap in the staff member’s skills or knowledge. -Decide if some revision is required to 'bring them up to scratch'. -Ask the staff member which areas they consider need addressing. -Identify tasks that you may have missed or refine tasks so that the training can be more effective. -Prioritise skills needs, fill up Training need analysis form and set up copy for Training and Development Plan. - Review and confirm with HR Training needs analysis, .. -Conduct ROI analysis in collaboration with HR.

Step 4. Identify training solution -Find out the best way of closing the skills/knowledge gaps/ subject to PD budget availability -Internal Options available such as: 1. One on one training or coaching in the workplace. 2. Self-directed learning –written instructional material or written guidelines or instructions. 3. Short-term training courses – internal –at the Professional Development Unit’s 5. Mentoring. 6. Buddy system.

-Suitable training solution agreed with HR. - Implement Training/ Development plan

Step 5. Evaluate performance after training. -Conduct on- job assessment -practical test. -Discuss whether or not the key responsibilities can now be completed competently -Conduct performance review interview. -Ask the staff member to evaluate his or her own effectiveness in the task. -Discuss the performance gaps that were the reason for the training are still there -Complete Training evaluation forms

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems b.

You have noted that one employee who is struggling with the new payroll system has not been following the procedures provided. You will use the 5 Whys technique to solve this problem. What questions would you ask this employee (minimum of 5 why questions required.

Conduct one-on-one interview for employee( 5 why technique) 1. 2. 3. 4. 5.

Why you struggling with the usage of the payroll software? Write down the specific problem. Why the problem happens? Write the answer down below the problem Why you do not follow the SOP ? Direct Self-study obviously does not work for you Do you think it is too complicated? . Do you need simpler instruction? Why do you think you require re-training? Could we Offer you other on-job training preferences ( buddy system, mentoring) ? We have distributed training evaluation form. Why would not you fill one? It could give us a view for gap training you will need.

I.

How can you encourage this staff member to work with procedures provided?

-Conduct 5 why technique interview ( see above). - Conduct the on-job practical assessment if needed to find the gaps -Consider learning style of employee implement new method of communication for training. In this case Re-training sessions is required , when you see that staff members are struggling with the new system. After struggle re training will make much more sense to them, because they will have seen the system, used it to some extent, and have some understanding of it. When you say “Go to such-and-such a screen” they’ll know what you’re talking about. At the same time, because they already know what that screen is, they’ll be able to focus on what to use it for. Another way to provide shortcuts and “hints” on how to get more out of the system. Effective training has to include practical use of the system. The familiarity with the system helps people understand what they’re being taught. Set people “loose” to use it, they’ll remember some (about 10%) of what they’ve been taught. Hopefully, that part that they remember will help them to get into the system and attempt to use it. That’s a valuable part of the training process.

I.

  

List three important communication skills you will use in this situation.

Buddy communication Mentoring implemented with expert demo video. Readable Work Instructions ( SOP Simplified ).

II.

Provide, a training plan for a new payroll staff member 2017 Payroll Administration system New Payroll employee

July 2015 v1.1


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Training and Development plan. Training plan

Topics

Methods

Resources Required

Time line

Induction Training

-OH&S training and introduction to job duties, policies and procedures. -Introduction to facilities/ technology. -Complete learning style questionnaire. -Introduction to payroll software. -Complete Evaluation test.

General introduction, on job work online demo Mentoring.


Complete Within 2 days after job commencement

Role Training.

On-job training for duties. New system Training. Guidance with respect to the overall objectives of the system. -Payroll software training.

Self-direct study /IT help line/ Mentoring.


Complete 1 month from the job start

Within 2 days after 1st month work started (30 min- 1 hr) Continue till the end 1st year since starting the job.

Start program Create a profile Save information. Retrieve historical data

1st month Performance review

Complete Practical on-job training test. Fill up the assessment form

Practical assessment. Interview discussion of training gaps.

Work instructions, SOPs manuals, policies, technical manuals.

Ongoing professional development

Complete training evaluation form Complete gap analysis. Complete training needs form. Continue with PD according to assessment

Work instructions, SOPs, Office technology manuals, policies, training videos, blog/ forum /project team help line.

Knowledge/ practical tests

Perform knowledge test or practical exercise. Fill up Gap training assessment.

Subject to PD budget availability. Subject to HR decision on Analysis of training needs. Continue with buddy system for 1 year. Mentor/Line manager assessment

12 month performance review

Complete Practical on-job training test. Fill up the assessment form

Practical assessment. Interview discussion of training gaps

New initiative training

Complete training needs form Perform training needs test after training Complete training evaluation form

Expert training. Mentoring Subject to implementation plan

4.

a

Work instructions, SOPs, Office technology manuals, policies, training videos, blog/ forum /project team help line. Work instructions, SOPs manuals, policies, technical manuals. Subject to implementation plan.

every 3 month till end of the year

Within 2 days after 1 year job has been started( 1 hr) Subject to implementation plan

Name the relevant Act(s) and explain how the following legislation could impact on the selection and implementation of a new payroll system; a)

Privacy

Privacy Act 1988 regulates how businesses collect, access, and store personal information and communication. It requires manage the sensitive information, handling and processing personal information with care. Private information must be only disclosed by specific requests. It must never be used for direct marketing unless it has been advised so from the carrier of such an information. As the Payroll administration system is manipulating such sort of data, Privacy Act 1988 is very useful to implement. b)

Freedom of Information

c)

Copy Right

Freedom of Information Act 1982 provides a legally enforceable right of access to government documents. FOI allows individuals to see what information government holds about them, and to seek correction of that information if they consider it wrong or misleading. The Payroll system will need direct connection to Australian Tax Office and other Government organizations. It might also need to seek some disclosed information on personal Tax debts or Bad Credits of the staff member, etc.

July 2015 v1.1


Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems Copyright Act 1968 defines the legally enforceable rights of Intellectual Property. In terms of implementation of Payroll system , some copyright topis need to be considered, such as Intellectual Property, Confidential information and passing off, Trademarks, Trade secrets. d)

Work Health & Safety

Workplace Health and Safety Act 2011. Under health and safety legislation, employers and employees have a duty to ensure that working environments are safe and pose no threats to their health and wellbeing in the workplace. Payroll system handle information related to WorkCover and Superannuation funds. Those funds manipulate health and life insurances payments,links them to the payroll system , providing employees in case of work related accidents.

e) Anti-discrimination Anti-discrimination Laws such as  The Australian Human Rights Commission Act 1986.  Disability Discrimination and Other Human Rights Legislation Amendment Act 2009.  Disability Discrimination Amendment Act 2005.



Equal Opportunity for Women in the Workplace Act 1999 .  Fair Work Act 2009.  Human Rights and Equal Opportunity Commission Act 1986.  Racial Discrimination Amendment Act 1980.  Sex and Age Discrimination Amendment Act 2011 Prohibit discrimination on the basis of: Gender, sexual preference, political opinion, trade union activities, colour, race and ethnicity, social origin, religion, nationality, family responsibility, irrelevant medical record, irrelevant criminal history, age, marital status, carer status, parental status, breastfeeding, disability, pregnancy. Any Administration system should ensure that performance-management processes do not contravene antidiscrimination legislation. A manager can be seen to discriminate against employees when they treat them with a particular attribute (i.e. age, gender, parental status, disability) less favourably than employees without that attribute or with a different attribute.

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Assignment (Written Report) BSBADM504 Plan and Implement Administrative Systems

Appendix A Minutes of meeting 25/2/15 Attendees: Edward Shands; Olivia Chanley; Michael Rouix; Marissa Shands; Lucy Lowinsky; Richard Burton; Director of Finance (you); Director of Purchasing. Apologies: Matt Hodgison Agenda: Review of payroll administration for CA City Retail Group Director of Finance: Meeting attendees where advised of the concern held by the executive management team regarding current payroll policy and procedures. It was noted that the group has decided to source and implement a new payroll administration system and the Director of Finance will be the project implementation manager. Implementation: must be completed by 7 July 2016 All employee payment summaries for FY 2016 must be issued from existing payroll admin system before implementation date. All department outlet managers will need access to the payroll admin system. The authority for the payment of wages will rest within current delegation matrix Each department outlet must be able to extract payroll reports for their employees (payslips, payment summaries, reconciliation reports, overtime and allowance reports) System must operate in real time. System must have adequate support, in particular an on call technical help desk. The system will need to be able to extract payroll payment report to be imported into banking system for authorisation. The system should not allow for payment of any wages for an employee record card with incomplete employee details (name, address, tax file number, superannuation account, banking details) The system must have a permission/user restrictions; and password protection. Back up and redundancy functions are compulsory. Implementation to be run parallel with current system for a minimum of two months. Plans must be put into place in the event that the FY 2016 employee payment summary production is delayed past planned implementation date. Please note: the group has been experiencing payroll reconciliation difficulties. This risk is considered high. Training will need to be conducted during the normal course of business. Project budget of $15,000 is not to be exceeded.

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Appendix B If using the scenario for your assignment please use the attached quotes for Task 1.3 Make your decision on the information that has been provided in the quotes.

Quote one.docx

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Quote two.docx

Quote three.docx



Appendix C Procurement Policy Purpose: Developing a procurement strategy and adopting appropriate best practice contracting and procurement principles, policies, processes and procedures for all goods and services by CA City Retail Group will assist in achieving organisational objectives such as sustainable and social Procurement; bottom-line cost savings, supporting local economies; achieving innovation; and demonstrating that we are an ethical and environmentally responsible company.

Scope: The policy covers all employees of CA City Retail Group who are authorised to procure goods and services. The policy is governed by the consumer law, Privacy Act, and the delegations of authority for CA City Retail Group.

The policy exists to: 

provide policy and guidance to the CA City employees responsible for procurement and to allow for consistency and control over Procurement activities;



demonstrate accountability to shareholders;



provide guidance on ethical behaviour in purchasing;



demonstrate the application of elements of best practice in purchasing; and



Increase the probability of obtaining the right outcome when purchasing goods and services.

Should you have any questions regarding this policy If any employee has questions regarding the policy they are to contact the CFO by email at Finance [email protected]

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Procurement Procedure Needs analysis Undertake analysis to identify needs Agree needs with relevant stakeholders Undertake external consultation, where appropriate Review past procurement records and supplier history

Funding approval Define scope of procurement Obtaining preliminary quotes (min. of three) Complete a business case to forward to authorising delegate for approval- remember the cheapest is not always the best option.

Procurement plan Prepare procurement strategy Ensure procurement has been approved and provide a copy of approval to finance Consider any special procurement requirements or contractual conditions Have procurement plan approved by authorising delegate Goods/Service provider selection

Contract management Prepare contractual instrument Obtaining approval to issue contract Manage contract communication and provision of goods and services

Procurement Evaluation Forward all procurement records to finance department Assess service provider performance and value for money Report on outcome to finance department

Delegations of Authority Delegation of Authority Matrix.xlsx

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Appendix D Staff interview records: Lisa- Retail Group Finance Team Lisa is new to the role. 4mths experience only No other payroll experience She is very apprehensive about the change, as she has just learnt the current system. Lisa is a kinaesthetic learner and has been assessed as having level 2 reading and writing skills. Numeracy is her strength. Lisa works fulltime. Nick- Retail Group Finance Team Nick is an experienced payroll officer with 10years + on the job history. He has used the new system before at a previous employer. He is quite excited about the change and can identify benefits for the organisation. Nick is an energetic team member. Nick works part time Mon, Wed and Fri. Nick’s previous employment history included project management Joan- Department store Joan has been with CA City for 3 years. She is very efficient and enjoys payroll. However, performance reviews show a lack of attention to detail in Joan’s work. Joan works full time and has aspirations of being a leader. Joan is an auditory learner, has level 3 reading and writing skills and her strength is her ability to learn quickly. Ali- Café Ali is a senior member of the team. She is not happy about the change. She considers she does not have time to learn the new system. Ali is adamant that the whole payroll administration should sit within Finance and have no involvement from herself. Performance review show Ali has concerns with her ability to use computers.

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Appendix E Policy and Procedure for Training and Development Purpose: To provide guidance for CA City management to identify and address employee training and development. To meet our organisational objectives for skills employees and superior service.

Scope: The policy covers all employees of CA City Retail Group including casual, part time, and full time employees. The policy is governed by the Anti-discrimination, Equal Opportunity Employment and Work Health & Safety Acts.

Who is responsible for employee training and development? Line managers are responsible for ensuring that every employee is provided with sufficient training and development to enable them to effectively and competently complete the task of their job role. Induction Training: will be conducted with two working days of commencement Role Training: one month training and development plan New system Training: must be provided before implementation of changes Ongoing professional development: completed annually at performance review.

What to do if you have not received training: If any employee has not received training as outlined in this policy they are to contact the manager of Human Resources on [email protected]

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Procedure for Training and Development This procedure complements the policy for training and development in the CA City Retail Group.

Procedure: Induction Training: 1. Hr to invite employee to induction and safety training within first two days of employment. 2. Employee to attend all sessions required 3. Employee to complete learning style questionnaire 4. Evaluation test to be completed, signed by employee and returned to HR

1st month training plan: 1. HR to provide the line manager with a training plan for the first month of employment. 2. Line manager to review the training plan within 2 working days, amend and return copy to HR. 3. Line manger to ensure all training completed as per plan within first month of employment 4. Employee to sign training plan at completion 5. Line manager to return completed training plan to HR

60 day review: 1. 2. 3. 4.

Line manager Line manager Line manager Line manager months.

to to to to

arrange review with employee (minimum 30 mins) prepare 60 day review before meeting day/date seek HR advice if performance review is below satisfactory standard. discuss and agree on training and development plan for next ten

12 month performance review: 1. Line manager to arrange performance review with employee (minimum 1 hour) 2. Performance review to be completed by line manager and reviewed by direct report before interview 3. Line manager to seek HR assistance, if performance is unsatisfactory 4. Line manager to review past 10 month training and development plan 5. Line manager and employee to discuss and agree on next 12 month training and development plan 6. Copy of training plan to be emailed to HR

Training and Development for any new initiative, system, procedure or policy change: 1. Line manager to complete training needs analysis and identify employee training needs 2. Training needs analysis to be forwarded to HR for review and confirmation 3. Hr to conduct a ROI analysis 4. Suitable training solution agreed with HR/Line manager (training to be on the job where possible) 5. Training solutions identified should be cost effective 6. Line manager to implement training and development 7. Employee to complete training evaluation form at close of program 8. Training evaluation forms to be sent to HR July 2015 v1.1



July 2015 v1.1


Bsbadm504 Assignment Plan and Implement Administration System Rzipman

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