Human Resource Strategies and Planning Services

BSBHRM501

Table of Contents
INTRODUCTION...........................................................................................................................5
SUMMATIVE ASSESSMENT 1....................................................................................................5
Question 3: Human resource strategies and planning services relate to operational plans,
particularly in relation to labour requirements............................................................................5
Question 4: Problems with performance that might be identified when managing contracts.
Identify two possible root causes of performance problems.......................................................6
Question 5: Feedback can be used to modify the delivery of human resources services...........6
SUMMATIVE ASSESSMENT 2....................................................................................................7
1. Description of your chosen service area, including a list of services which can be delivered
in that area and the aims or purpose of your chosen service area...............................................7
2. Bank’s strategic and operational plans would be used to develop and manage human
resources services........................................................................................................................7
3. External business environment might affect the development and management of human
resources services........................................................................................................................8
4. Manage diversity.....................................................................................................................9
5. Client needs assessment form which could be distributed to line managers to identify their
needs in your chosen HR service area.........................................................................................9
6. Requirements of legislation which applies in your chosen area and explain how you can
ensure those requirements are met............................................................................................10
7. Service agreement for the delivery of human resources services in chosen area.................10
8. Develop an action plan/ strategic plan that could be used to implement HR services in your
chosen area................................................................................................................................11
9. Quality assurance standards that might be used to monitor the delivery of human resources
services. Determined that quality standards were not being met..............................................11
10. Explain how you would calculate the ROI of providing human resource services............12
11. Create a written survey that could be used to collect feedback from clients about their
satisfaction with the services in chosen area. Explain how you would use this feedback........12
12. Describe the ethical obligations relating to chosen service area which HR managers should
observe......................................................................................................................................13

ACTIVITY 9..................................................................................................................................14
1) Prepare the service agreement..............................................................................................14
2) Flow chart that sets out the steps to develop a service agreement........................................14
ACTIVITY 10................................................................................................................................15
1) Undertake a comprehensive TNA to determine the training which could assist you to be
offered the position in the future...............................................................................................15
ACTIVITY 11................................................................................................................................15
a) Five sources of information that needs to be gathered to allow to monitor..........................15
b) Prepare a document which could be used to help monitor whether the human resources
services have been delivered to the appropriate standard.........................................................16
ACTIVITY 12................................................................................................................................17
1) HR services that might need to be delivered in accordance with a service agreement or plan
...................................................................................................................................................17
2) Skills, knowledge, experience, qualifications and abilities might appropriate providers of
one HR service..........................................................................................................................18
3) If they do not, the organisation can use the dispute resolution clause to resolve the issue.
Do you agree? ..........................................................................................................................18
ACTIVITY 13................................................................................................................................18
1) What action might you take? Provide at least five examples...............................................18
2) Draft a letter that you could send to PFY setting out their performance issues and suggest
how the situation can be rectified..............................................................................................19
3) What is ROI? Why can calculating ROI be difficult when it comes to the provision of HR
services? Why is it important to make an effort to calculate ROI in relation to HR services? 19
ACTIVITY 14................................................................................................................................20
1. Difference between qualitative and quantitative information that might be gathered to
evaluate the organisation’s human resources service delivery..................................................20
2. Type of information would you gather and where would you gather it from.......................20
ACTIVITY 15................................................................................................................................20
1) Do you agree? Explain..........................................................................................................20
ACTIVITY 17................................................................................................................................21

1) Benefits of encouraging line managers’ participation and involvement when variations are
proposed....................................................................................................................................21
2) Article which could be posted on the organisation’s intranet...............................................22
ACTIVITY 18................................................................................................................................22
1) In what way do you consider their actions to be unethical? What should they have done to
ensure they acted ethically?......................................................................................................22
ACTIVITY 19................................................................................................................................23
1) Consider that those mentioned in each scenario acted ethically and in accordance with
organisational values. Explain..................................................................................................23
ACTIVITY 20................................................................................................................................23
1) In what way did Bowen breach confidentiality that is required when dealing with all HR
information? What could Bowen do differently?......................................................................23
2) Privacy legislation can have an impact on the collection, retention, use and disclosure of
HR information.........................................................................................................................24
ACTIVITY 21................................................................................................................................24
1) Flow chart which employees in other departments could use as a guide to help them
promptly deal with unethical behaviour....................................................................................24
ACTIVITY 22................................................................................................................................25
1) Five things that HR managers can do to ensure that HR employees are aware of the ethical
expectations of their behaviour.................................................................................................25
2) Ensure that all employees are clear about ethical expectations of their behaviour..............26
CONCLUSION..............................................................................................................................26
REFERENCES..............................................................................................................................27

INTRODUCTION
Human resource is set of people which make up workforce at workplace of company. It is
department of company that mainly deals with recruiting, administration and also provide the
training to employees. The human resource is backbone of company and its main focus on hiring
the right talent and also provide them training so that employees can able to perform in a better
manner and attaining the set objectives within given period of time. HR aids in develop the
engage workforce. From hiring the activity that determine right person for the each role to
programs that provide staff members ways to be communicate and collaborate. Human resource
departments mainly supports the morale of staff members and also develop deep commitment to
firm and its objectives (Ahmadian Fard Fini and et. al., 2017). Present report is based on the
assessment one and assessment two. The assessment one will consider human resource strategies
as well as the planning services concerned to operational plans. There will be discussion about
the issues with the performance which might be determined when managing the contracts. The
summative assessment two will be be discussed regarding case studies related to human
resource. There will be developed job description for role that might like in future but that
presently not suited.
SUMMATIVE ASSESSMENT 1
Question 3: Human resource strategies and planning services relate to operational plans,
particularly in relation to labour requirements
Human resource strategies is overall plan of business in order to managing human capital
in order to align this with business related activities. It sets direction for all key areas of human
resource consisting recruiting, development, performance appraisal and compensation. Human
resource function is mainly responsible for recruiting suitable staff members. Therefore, HR
department should have knowledge about the all short term and long term labour needs for an
instance by forecasting, labour market analysis and the supply in market (Al-Lozi, Almomani
and Al-Hawary, 2018). On the other hand, human resource planning is process about forecasting
future human resource needs of company and identifying as how existing the human resource
capacity of company can be used for fulfilling these needs. HR planning is related to identifying
how much the employees is required to provide services in next year. This is the reason that HR
is concerned to the operational plans. Other than this, if company wants to minimize staffing cost

in next year then HR need to search way to meet wished of company without neglecting labour
needs. If there is future decision is made for not to recruiting new staff members then present
employees will require on the job training to take necessary work or new positions (Billett,
2020).
Question 4: Problems with performance that might be identified when managing contracts.
Identify two possible root causes of performance problems
The contract management is not simple task and this often end up being far more
complicated as those who are mainly working on this feel that if this is easier or wrong. The
issues with the performance that mainly might determined when managing the contract is poor
communication among team members. Each contract has number of various parts to this and can
number of the various departments required to take look at this to assure about meant to say. The
miscommunication is serve problem that can slow down contracts process being finished. This
can be cause contract that fail completely. With contract management system from the intelligent
contract, human resource do not require to let this happen. The one root causes of performance
problems is hidden the important information among paperwork. Not all the contracts are similar
and some will consist particular information which can lost easily among pages required. In
regards to this, intelligent contract is more customizable solution which gives hub to the store
necessary contract paperwork that get the useful tool loads and make process of contract breeze.
Question 5: Feedback can be used to modify the delivery of human resources services
Feedback is mainly used to change the HR delivered through examining the weakness in
to training system or other function of HR by feedback of customer related to the HR delivered
services. The feedback to human resource is helpful in make improvement in services of human
resource and also overcome from the arisen weaknesses (Behmel and et. al., 2016). In context to
Feedback can be used to modify the delivery of human resources services, there are some
examples given below:
 There is a need of the code of conduct in context of conducting business ethically, service
quality, keeping the things confidential, professional attitude etc.
 Feedback helps in providing the suggestion about hiring the employees with specific
requirements.
 From feedback, HR manager can make improvement in training to employees so that
their skills and knowledge can be improved.