Resource Definition & Meaning -

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Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author Note:

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Task 1.........................................................................................................................................5
Key Functions of HR Manager..............................................................................................5
Importance of Human Resource Strategic Planning function and the Objectives.................5
Aim and Scope of the Fair Work Act 2009............................................................................6
Workplace entitlements for a permanent employee...............................................................6
Information for each employee according to fair work regulations act 2009........................7
Employees covered and not covered by unfair dismissal laws..............................................7
Explanation............................................................................................................................8
Impact of Technology on Human Resources Function and the benefits...............................9
Outline key steps in human resources strategic planning process.......................................10
Key areas that can be included in a Human Resources Strategic Plan................................10
Task 2.......................................................................................................................................11
Briefing Report.....................................................................................................................11
Overview of HR requirements for next three years.............................................................11
Emerging Trend and Practice...............................................................................................11
Review of recent and potential changes...............................................................................11
Review of the number of staff and the skills required.........................................................12
Philosophies and Values of the college................................................................................12
Recommendation of HR strategic direction.........................................................................12
E-Mail to CEO and Senior Managers..................................................................................12

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Development of Human Resources Strategic Planning...........................................................13
Introduction..........................................................................................................................13
Operational Priorities Plan...................................................................................................14
Recruitment, selection and induction...................................................................................14
Workforce development.......................................................................................................16
Supporting and valuing the workforce.................................................................................17
Workforce-Skills..................................................................................................................17
Human Resource Information Management........................................................................18
Overview of costs and benefits of human resources services indicated in operational
priorities plan.......................................................................................................................18
Development of the Risk Management Planning.................................................................18
E-Mail to Assessor...............................................................................................................19
Task 3.......................................................................................................................................21
Development of a Work Life Balance report...........................................................................21
Introduction..........................................................................................................................21
Work-Life Balance Strategies..............................................................................................21
Work-Life Balance Strategies Recommendations...............................................................21
Actions to achieve recommendations...................................................................................21
Action Plan...........................................................................................................................22
Health and Safety Policy and procedure..............................................................................23
E-Mail..................................................................................................................................23
Report on implementation of work life policies......................................................................24

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Work Life Policies...............................................................................................................24
Impact of Work Life Policies...............................................................................................24
Human Resource Strategic Planning....................................................................................24
E-Mail..................................................................................................................................25
References................................................................................................................................26

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HUMAN RESOURCE MANAGEMENT
Task 1
Key Functions of HR Manager
Each and every organization globally is made of people and the Human Resources
Management is present to recruit people and develop them according to the different needs of
the company (Kumar et al. 2017). Thus HRM department forms a key aspect to the
operations of the company. Therefore the HR Manager in this case has a great task to
complete as because he is the one who is bestowed with the responsibility to ensure that all
the tasks of the HR department are done properly and according to the schedule (keka.com,
2020). Some of the major functions of the HR manager are as follows;
a. Recruitment and Selection
b. Training
c. Maintenance of good workplace conditions
d. Management of the relations in between the employees
Importance of Human Resource Strategic Planning function and the Objectives
The human resource strategic planning is very important for an organization’s
operations. At the very beginning it helps to achieve the different objectives and the goals of
the business. Secondly the current state of affairs within the business can also be analysed
accordingly (Hossain 2019). The planning of the human resource functions also helps in the
selection of the exact process that is needed to outsource the business organization properly.
Some of the major strategic objectives of Human Resource planning process includes
the likes of the;
a. Mobility in workforce planning
b. Succession planning
c. Engagement of the employees

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d. Great leadership practices
Aim and Scope of the Fair Work Act 2009
The Fair Work Act 2009 is one of the most important acts that is applied in the
Australian workplaces. The major aim of the Fair Work Act 2009 is to provide protection to
the employees based on certain special rights like that of the rights that are enjoyed by the
employees in the workplace (alrc.gov.au 2020). The law saves the employees from any kind
of discrimination in the workplace.
The Fair Work Act 2009 has a great scope as it provides a strong approach to a
number of cases that may occur in the workplace of the organizations in Australia
(alrc.gov.au 2020). This includes the likes of;
a. Right to request flexible working conditions
b. Protection of the general provisions of the workplace
c. The different considerations and scope related to the termination of the employees
The Fair Work Act 2009 helps the management of the organizations in Australia to
formulate plans of actions by means of proper and efficient rights protection policies.
Workplace entitlements for a permanent employee
Some of the major workplace entitlements for a permanent employee are as follows;
a. Annual leaves
b. Parental leaves and other related entitlements
c. Request for the providence of flexible working arrangements
d. Community service leave
e. Information Statement on Fair work
f. Public holidays
g. Termination policy of the employees

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h. Long service leave
i. Other Kinds of leave process
j. Maximum weekly hours
Information for each employee according to fair work regulations act 2009
The employee information can be said to be employee records. The employee records
are provided specifically in Article 12 of the Privacy Act 1988 (mondaq.com 2020). The
purpose of the act and the regulations compels the management to maintain the records of the
employees in a much detailed manner. The information involves the records of the
employment policy, hours of employment and other different policies.
Employees covered and not covered by unfair dismissal laws
The employees covered under the unfair dismissal laws are a follows;
a. The employees who have completed a minimum period of employment
b. Earning less than the selected income threshold
c. The attachment of the employee agreement
d. The employees whose modern award applies to the employment process
On the other hand, the employees who are not covered under the act includes the likes of
the person who have no such contract of employment with the employer of the business
(fwc.gov.au 2020). In this particular cases the persons are not considered to be an employee
and thus are not considered to be part of the unfair dismissal laws.

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Explanation
Explanations ADVANTAGES DISADVANTAGES
Recruitment from outside the
company
The advantages of the external
recruitment process includes the
inputs of fresh and developed
skills and generation of new and
better ideas.
The disadvantages of the
recruitment from outside the
organizations includes the likes of
limited understanding of the
company, internal disputes with
old employees and some other
major issues.
Casual Labour The biggest advantage of the
employment process is that the
employees can easily use higher
hourly rates, On the other hand,
the increase and decrease in
hourly rates can is possible
The main disadvantage of the
process is the absence of proper
working hours and the absence of
any steady form of income
process.
New Graduates or Trainees The major advantages of new
graduates includes the likes of the
fresh ideas.
The absence of proper experience
is the major disadvantage
Offshore workers The offshore workers can surely
play a crucial role in the growth
and the development of the
business organization. On the
other hand it also helps the
business to expand in a flexible
and stable manner
There are major
disadvantages of the
offshore workers as
because they can lead to
expose different kinds of
the confidential data and
there is also a serious
lack of customer focus
and engagement.

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HUMAN RESOURCE MANAGEMENT
Contractors Contracting workers provides
much better flexibility and also
helps to develop much better and
larger scope for the process of
development
The level of uncertainty and
absence of proper responsibility
can hamper the growth of the
industry.
Consultants Consultant hiring helps the
organization to gain special
expertise and also ensure a healthy
savings on tax contributions
The appointment of
consultant generally ends
the proper relationship in
between the employee
and the employers and
also ensures a much little
control over the
consultants.
Outsourcing to recruitment
consultants
Outsourcing helps to make the HR
process much faster and also helps
to concentrate on different matters
The loss of control and
the presence of hidden
costs lads to hamper in
the total process.
Impact of Technology on Human Resources Function and the benefits
The Human Resource Activities involves different kinds of the activities like
recruitment, development of skills, training as well as rewarding and recognition. The
management of the business needs to ensure the success of the organization in the most
efficient manner as because the organization will help to ensure the success of the business in
a proper and efficient manner (profilesasiapacific.com 2020). The development of the
information technology can have an important role in the development of the HR department.

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The incorporation of the IT based strategic planning can help the management to ensure the
success of the business in the most appropriate manner.
Outline key steps in human resources strategic planning process
Some of the major steps in the human resource strategic planning includes the likes
of;
a. Analysis of the different kinds of the organizational objectives
b. Inventory of the present human resources
c. Forecasting the demand and the supply of the different kinds of the human resources
d. Estimation of the different kinds of the man power gaps
e. Monitoring, control and feedbacks of the organization
Key areas that can be included in a Human Resources Strategic Plan
The human resource strategic planning can be implemented in some important areas
of business operations. These includes the likes of;
1. Compensation and benefits
2. Recruitment and staffing
3. Development and training
4. On job training
5. Relations of the employee

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HUMAN RESOURCE MANAGEMENT
Task 2
Briefing Report
Overview of HR requirements for next three years
The major requirements of the Human resource department of King Edwards College
for the next three years are as follows;
a. To develop a leader in the training of the vocational education
b. Well led and high performing college
c. Development of the home grown talents as well as resources
d. Maintenance of high quality infrastructure to support the business
Emerging Trend and Practice
The emerging trends and practice of the college includes the;
a. Establishment of two new campuses in Brisbane and Sydney
b. Providing quality education through the new universities
c. Maintenance of effective communication in a proper manner
d. Offering attractive new structures of fees that is affordable enough and also
competitive
Review of recent and potential changes
There have been some major changes in the industry that can have an effect on the
growth of the King Edward College. The major changes have come in the form of threats as
well as opportunities for the college. The changes in the industry legislation can have an
effect on the students. The adverse effects of the Government policy can also have major
impact on the students. While on the other hand, the potential for targeting offshore markets
and application of the government funding can help in the positive development of the
industry.

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Review of the number of staff and the skills required
A total number of at least 6 staffs will be included in the new facilities among which
four will be expert trainers who will train the students and there will be a need for one student
service officer and a receptionist. Apart from the officials and staffs the college expects to
start its operations with 50 students.
Philosophies and Values of the college
The major values of the King Edward College includes the likes of;
a. Excellence in training and assessment
b. Transparency and total accountability
c. Embracing difference and diversity
d. Ensuring to be a collaborative college
Recommendation of HR strategic direction
Some of the major recommendations that can be provided in the report includes;
a. Improvement of web site information to attract more and more students
b. Conduction of annual internal audit system
c. Formulation and development of the workforce planning
d. Staff performance management system must be implemented
E-Mail to CEO and Senior Managers
To: [e-mail]
Cc: [e-mail]
From: [e-mail]

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HUMAN RESOURCE MANAGEMENT
Subject: (Discussion of future Strategic planning regarding opening of new facility in
Brisbane and Sydney)
Respected Sir,
I am Damien Martin the executive director of the new project that is being
initiated by King Edward VII College for the growth and expansion of the college in a proper
and effective manner. As per the above stated report the management has decided to proceed
with the establishment of two new campuses in Brisbane and Melbourne. The project will be
completed within a year of time and detailed discussion regarding the phases of the project
needs to be discussed accordingly. I intend to seek your permission regarding the formation
of a core action team that will be in charge of the new project. I therefore request you to
kindly take out your time from your busy schedule and conduct a meeting within the coming
week. The meeting will be conducted within 11AM to 1PM and will discuss on the strategic
planning of the new facilities.
I expect you to kindly provide me your date and time within the next few
days considering the urgency of the project.
Thanking You,
Damien Martin
Development of Human Resources Strategic Planning
Introduction
The strategic planning of King Edwards College is based on the expansion of the
college in Brisbane and Sydney and the selection of the best candidates for the development
of the organization in these two new campuses.

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Priorities
The priority of the company is to employ the best candidates who can play a major
role in the development of the business organization.
Operational Priorities Plan
The selection of a recruitment team who can help in the appointment of the best
candidates is crucial in the operational priorities planning.
Recruitment, selection and induction
Actions Responsibility Budget
implications
Performance
Indicators
Target date
Clear communication A clear
communication can
be made by the
candidate
Communicative
devices, social
media account
openings and
formation of a
communicative
network can
need a budget of
5% of the total
annual budget
Feedback from other
employees and
personal observation of
the supervisors
2 months after
induction
Positive culture
promotion
The candidate is
suitable to deliver a
positive based culture
10% of the total
budget
Feedback and
observation
4 months after
induction

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HUMAN RESOURCE MANAGEMENT
Actions Responsibility Budget
implications
Performance
Indicators
Target date
Recognition of the
employee contribution
The candidate can
actively contribute in
the development of
the organization
5% of the budget Feedback and
observation
6 months after
induction
Competitive salaries The candidate is
happy with the
competitive salary
offered
25% of the
budget
Based on performance
seen through past
records
Month of
induction
Flexibility and Benefits The candidate is easy
with new flexible
timings
10% of the
budget
Based on performance
seen through past
records
Month of
induction
Adaptive qualities The candidate is able
to adapt to the
organization
2% of the budget Feedback and
observation
1 month after
induction

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Workforce development
Actions Responsibility Budget
implications
Performance Indicators Target date
Providing purpose Providing the
need to carry out
the development
of the new
campuses
The training
sessions will serve
the task of
providing purpose.
The training session
will need a budget
of $20000
Training feedback End of training
after one month
Setting goals and
objectives
Goals and
objectives needs
to be met n the
most proper
manner to ensure
success
$20000 in the
training session
Training feedback End of training
after one month
State of the art
technology
Use of the state of
the art technology
to institute a great
knowledge centre
$100,000 for setting
up new
technologies
Use of the technology Month of
induction
Decision Making
process
Involvement of
the employees in
decision making
process
$6000 for the
involvement of the
people
After the proper adaption
of the workplace
After two to three
months of
induction

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HUMAN RESOURCE MANAGEMENT
Supporting and valuing the workforce
Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
Conduct team building
activities
Building the team
properly
Human
resources
Team set ups Within 1st month
of induction
Communicate properly Use different
forms of
communication
process
Social media
activities, team
meetings,
Human
resources
Feedbacks Within 2nd
month of
induction
Involvement in important
decisions
Involve people in
major decisions
Human
resources
Feedbacks Within 3rd
month of
induction
Design healthy and
comfortable workplaces
Using high scale
technologies
Financial as well
as human
resources
Expert feedbacks Month of
induction
Workforce-Skills
Actions Responsibility Resource
Requirements,
Performance Indicators Target date
Building skills Development of
skills to add
competitiveness
Financial resource
and expert Human
resource
Feedback from training 4 months from
induction date
Involving Specialized skills Financial resource Feedback from training 4 months from

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HUMAN RESOURCE MANAGEMENT
Actions Responsibility Resource
Requirements,
Performance Indicators Target date
specialization can help outclass
others
and expert Human
resource
induction date
Human Resource Information Management
Actions Responsibility Resource Requirements, Performance Indicators
Building skills Development of
skills to add
competitiveness
Financial resource and expert
Human resource
Feedback from training
Involving
specialization in
communication
Specialized skills
can help outclass
others
Financial resource and expert
Human resource
Feedback from
communication with
supervisors
Overview of costs and benefits of human resources services indicated in operational
priorities plan
Action Costs
 Recruitment of selection team  $40,000
 Appointment of the best candidates  $100,000
Development of the Risk Management Planning
Risk Risk Type Strategy Cost
 HR Risk  Absence of high  To appoint  $140,000

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HUMAN RESOURCE MANAGEMENT
quality
employees
recruitment
team and
employ high
quality
employees
 Financial Risks  Absence of
proper funding
 To find top
notch
educational
sponsors to
fund the total
expansion
project
 $2,000,000
 Legal risks  Absence of
proper legal
identities
 To appoint legal
experts in order
to ensure the
maintenance of
all the legal
guidelines
 $50,000
E-Mail to Assessor
To: [e-mail]
Cc: [e-mail]
From: [e-mail]
Subject: (Forwarding the Strategic Management plan)
Respected Sir,

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HUMAN RESOURCE MANAGEMENT
I hereby attach the strategic management planning of recruitment of top notch
HR employees for our new project based on the establishment of two new campuses one in
Brisbane and the other in Sydney. I want you to have a look at the total planning along with
the attached risk management planning and provide us the feedback as to any necessary
changes that can be done. I hope that you would like the plan and give us your approval at the
earliest.
Thanking you;
Damien Martin

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HUMAN RESOURCE MANAGEMENT
Task 3
Development of a Work Life Balance report
Introduction
The purpose of the report is to develop a Work Life Balance for the employees who
will be employed in the new facilities of King Edward VII College in Brisbane and Sydney.
Work-Life Balance Strategies
The management of King Edward VII College can implement some steps to achieve
work life balance in the most efficient manner. This includes;
1. The training must be concentrated on specialized tasks and unnecessary tasks must be
avoided
2. Taking care of health of the employees
3. Development of health related policies
Work-Life Balance Strategies Recommendations
Some of the major recommendations for the Work Life Balance strategies are as
follows;
a. The employees must be provided a proper and healthy time schedule
b. Flexible time schedule can help to maintain a healthy lifestyle
c. Setting boundaries to work hours is important
Actions to achieve recommendations
The management of King Edward VII College can set up new guidelines and
formulate action policies that can be important to achieve a proper work life balance for the
employees.

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Strategies
(what)
Actions
(how)
Priorit
y
(L/
M/H)
Time
Frames
(when)
Responsibil
ity
(who)
Performan
ce
Indicators
(measureme
nt)
Training on
specialized
tasks
The management must concentrate on
providing the best training on specialized
tasks to the employees
High 2 months Training
Manager
(Training
Department
)
Training
feedback
and
knowledge
from past
job roles
It will be the task of the management to
identify the specialization of each
employee
1 month
Developmen
t of health
care related
policies
Collection of health related data High 2 months HR
Manager
(HR
Department
)
Knowledge
from past
health
issues
Preparation of health cards and tie up
with prominent hospitals
6 months
Action Plan

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HUMAN RESOURCE MANAGEMENT
Health and Safety Policy and procedure
The major changes that have been identified by the health officer includes;
a. Health check-ups at regular intervals for the workers
b. Preparation of a database regarding health information of the workers that will be
easily accessible at all major online platforms
The following amendments will be made by means of;
a. Appointment of a permanent health team including two doctors, two medical staffs
and a fitness instructor
b. Appointment of a qualified IT company to develop a software that will be dedicated
for the health reports of the employees of the organization
E-Mail
To: [e-mail]
Cc: [e-mail]
From: [e-mail]
Subject: (Development of work life balance report)
Respected Sir,
As per the plans of our organization, we are pleased to announce about our
new Work Life Policy that will be implemented once we get your approval. The work life
report is based on all the major considerations of the college and have been able to address all
the possible issues. Apart from this we have also developed a structured work from home
policy that can be efficient for the success of the employees and provide them benefits. We

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HUMAN RESOURCE MANAGEMENT
request you to kindly take a look into the report and provide us your feedback on whether the
report is ok or it needs any amendment. We will be waiting for your reply on the very process
in a short period of time, considering the necessity to implement the written plan into action.
Thanking You,
Damien Martin
Report on implementation of work life policies
Work Life Policies
The work life policy can be said to be an important organizational policy of the
management. The increase in the ability to implement the work life and personal life of the
employees of the college can help in the success of the college. The management has decided
to promote flexible work schedule, work from home structure and promote a paid time off to
motivate the employees.
Impact of Work Life Policies
The present work life policies can have a positive impact on the organization. A
developed work health policy can ensure business success in the most enhanced manner. The
presentation of the work life balance benefits can help in the maintenance of an efficient HR
management and thus can help to promote better posies and procedures.
Human Resource Strategic Planning
Some of the additional plans to implement in the HR strategic planning includes the
inclusion of;
a. Development of new health policy
b. Development of the new policies of the organization

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HUMAN RESOURCE MANAGEMENT
E-Mail
To: [e-mail]
Cc: [e-mail]
From: [e-mail]
Subject: (Presenting the strategic Work force report)
Respected Sir,
As per the needs of the organization we have developed a strategic work force
report that will be important for the success of the business. The report is being attached with
the e-mail and will provide a clear structure to the development of the organization. We
request you to kindly take a look into the report and provide us your feedback on whether the
report is ok or it needs any amendment. We will be waiting for your reply on the very process
in a short period of time, considering the necessity to implement the written plan into action.
Thanking You,
Damien Martin

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HUMAN RESOURCE MANAGEMENT
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