Responsibilities and Roles of HR Practitioners

BSBHRM 404- Assessment 2

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
PART 1............................................................................................................................................1
Responsibilities and roles of HR practitioners.............................................................................1
8 Types of workforce data Human resource professional access and source of data- ................1
Information technology help analyse HR data.............................................................................1
PART 2............................................................................................................................................2
Accessing and Analysing Data ...................................................................................................2
Employment Analysis .................................................................................................................2
Analysis of Occupation ...............................................................................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource is responsible for providing the company with required workforce. It has
number of responsibilities such as recruitment & selection, hiring, training, promoting,
remuneration and firing the employees. It ensures that company is available with required
workforce for running the operations of business. Human resources analyses the data and search
for the best candidates for the company that will add value to the business organisation. Present
report is based on Star Industries a manufacturing concern that is planning to expand the
business over five years. Below report provides the analysis of workforce data on population of
the Strathfield.
PART 1
Responsibilities and roles of HR practitioners
Human resource practitioner play essential role in company, they work as recruitment
specialist is accountable for recruiting new individuals to work within company. It includes
scouring new applicants, interviewing, attending work fairs, testing and screening potential
applicants. They may also accountable for handling employee relations, training sessions and
payroll. HR professional role is to find the best workers with relevant skills to fill a required
position.
8 Types of workforce data Human resource professional access and source of data-
Sources-
1. Job training programmes-
2. State unemployment records-
3. Colleges and schools-
4. Real information from job position sites-
5. Government Records
6. Census website of the state our country
7. From the news papers
8. Libraries and career centers
Information technology help analyse HR data
There is significant role of IT in providing the HR department with all the data and information
of their requirement. They could access the information from office without going anywhere to
1

gather data. It provides HR department with different tools and techniques that may help in
analysing the data efficiently. Using IT it could evaluate the detailed information in
understandable forms using graphs and charts that represent the data more appropriately to the
users. Using IT HR can make more effective decisions analysing the data of workforces.
PART 2
Accessing and Analysing Data
Star Industries is proposing to expand the business in the five years and has analysed the
data related to workforce on population of the Strathfield. The data related to workforce has been
gathered from Australian Bureau of Statistics. The data has been analysed for meeting the
demand of workforce of company in Strathfield for meeting the requirements of company.
Employment Analysis
Any company who is planning to expand the business is required to analyse the
workforce requirements for the expansion. Detailed analysis is required to recruit efficient
candidates for the company that will help in the growth of the enterprise and will be adding value
to the company.
2
Worked full-time Worked part-time Away from work Unemployed
0
10
20
30
40
50
60
70
Employment
2135, NSW % New South Wales % Australia %