Manage HR Strategic Planning at BizOps

This assignment tasks students with developing a comprehensive human resources strategic plan for a fictional company called BizOps Enterprises. The project requires in-depth analysis of various HR functions such as recruitment, selection, training and development, performance management, compensation and benefits, employee relations, and legal compliance. Students must demonstrate their understanding of strategic planning principles and apply them to create a realistic and effective HR plan that aligns with the company's overall business objectives.

BSBHRM602MANAGE HUMAN RESOURCES
STRATEGIC PLANNING
STUDENT
ASSESSMENT PACK
Student number:
Student name:

BSBHRM602MANAGE HUMAN RESOURCES
STRATEGIC PLANNING
STUDENT
ASSESSMENT PACK
1. CONTENTS
Learning checkpoint 1 – Research planning requirements
Learning checkpoint 2 –Develop human resource strategic plan
Learning checkpoint 3 – Implement human resource strategic plan
Final Assessments
SELF ASSESSMENT CHECKLIST
ASSESSMENT TASK - PART A – QUESTIONING
Question 1:
Question 2:
Question 3:
Question 4:
Question 5:
Question 6:
Question 7:
Question 8:
ASSESSMENT TASK - PART B –PROJECT: Managing human resources strategic planning at BizOps
Enterprises
FINAL ASSESSOR RECORD OF ASSESSMENT
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STUDENT DECLARATION FOR SUBMISSION
The student will, affirm the following facts regarding this assessment they are submitting
under their name:
1. I declare that, to the best of my knowledge and belief, this assessment is my work, all
sources have been properly acknowledged and the assessment contains no plagiarism.
2. I declare that the following assignment has a backup copy held with me.
3. I declare that I will seek feedback from my Trainer on the result of this Assessment Item
4. I understand that I may be requested to answers questions about the content of this
Assessment Item to determine my Competency.
**WHAT IS PLAGIARISM AND CHEATING?
Plagiarism is when a student uses other writers’ ideas or words as their own. The most
common forms are:
 Directly copying word for word from another person’s work without proper acknowledgment,
 Using or developing another person’s ideas without acknowledging them,
 Using the work of other students (with or without their permission) and claiming it as your
own.
STUDENT DECLARATION
Student has read and understood the information on sheet relating to cheating and plagiarism.
They certify that the work submitted is completely their own, except where they have
referenced it correctly. They understand that if their work is plagiarised they will be deemed
not yet competent.
ASSESSMENT INSTRUCTIONS
The assessor will mark student’s against a competency checklist to ensure that they have met
the requirements of each of all the relevant unit competencies. Each assessment task has
been developed to make judgement on whether the unit of competency has been achieved.
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THE ASSESSMENT RESULTS WILL BE BASED ON:
S – Satisfactory
US – Unsatisfactory
Students are to gain ‘satisfactory’ results in all assessment tasks to be deemed ‘Competent’ in this unit
of competency. For the student to be able to achieve academic success in the complete unit of
competency they MUST achieve a ‘satisfactory’ result in all assessment tasks associated with this unit of
competency
Should a student be deemed unsatisfactory in an assessment task by the assessor, they will be informed
by their assessor of the process for re-assessment.
FINAL UNIT RESULTS:
Final assessment results will be recorded as ‘Competent’ or ‘Not Yet Competent’. Students failing to
achieve ‘Competent’ in the unit of competency will be subject to the course progress policy.
FINAL ASSESSMENT TASKS
Self-Assessment Checklist 
Part A - Questioning 
[You will demonstrate a sound knowledge of the unit requirements in your
responses.]
Part B – Project 
[Managing human resources strategic planning at BizOps Enterprises]
REASONABLE ADJUSTMENT
Each unit is delivered and assessed based on a student’s individual needs. If a student requires
assistance, or modifications, or has a disability and requires “reasonable adjustments” necessary to
perform the required assessment tasks, they will need to inform the Assessor.
APPEALS
If the student is not satisfied with the decision made by the assessor the Shafston appeals policy and
process for Academic decisions will apply (refer student handbook)
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Inntellectual property statement
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BSBHRM602 Manage human resources strategic planning, Release 1 – Assessments
© 2015 Aspire Training & Consulting
Level 8, 409 St Kilda Road
MELBOURNE VIC 3004 AUSTRALIA
Phone: [phone]
First published July 2015
ISBN 978 1 74349 973 3
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LEARNING CHECKPOINT 1 –RESEARCH PLANNING REQUIREMENTS
This learning checkpoint allows you to review your skills and knowledge in
researching planning requirements.
Part A
1. What drives strategic human resource management and what activities
might need to be undertaken as part of strategic human resource
management?
Making HRM more focused on making existing HR services to be
more efficient, compliant and effective is what drivers strategic HRM.
The organization needs to consider their place along the HR
transformation journey in focusing as well as honing the HR
capabilities which are beyond supporting the business strategy. there
are various activities which are undertaken as part of the strategic
HRM these are as follows; strategic recruitment and selection,
training and development, performance management, compensation
and reward of the employees. When the organization executes these
strategies it would enable them to address the business imperatives
of today as well as the future aspects.
2. To identify an organisation’s strategic human resource objectives, what
sources would you consult within the organisation?
There are various HRM objectives which exist with an organization;
these objectives are as follows, succession planning, workforce
mobility, engagement of the workers, and executive leadership.
These objectives are aligned with the organization goal. One
could consult the Human resource department get information in
relation to the HRM objectives. The director of the Human
resource ensures that the managers adhere to the employment as
well as the labor regulations. Additionally, it is the HRM
professionals who help the organization in meeting the multitude
objectives in the HRM strategic objectives.
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3. Use the internet to identify three potential sources of labour for an
organisation you are familiar with.
One of the sources of the labor is the educational institutions.
Sometimes the
recruiters within an organization are sent to education institutions
where they
meet the members of the faculty as well as the individuals who are in
charge of the
placement services who could recommend to them candidates who
are suitable. An
example like future first organization usually sends representative to
the professional
meetings and conventions in order to recruit the workers. Other
sources are
employment agency, who are specialized in maintaining up to date
data of the job
seekers. Another source is through referrals. This is where the
organization is referred
to by their existing workers, clients or even the associates. They
could be used for skills
which are in short supply.
4. List four impacts of new and emerging technology on job roles and job
design.
1. The new and emerging technologies could displace a given
number of the workforce from the active employment.
Nonetheless, historically these innovations they are able to
generate many job opportunities.
2. The technology would reduce the drudgery hence allowing the
development of the families as well as the social networking.
3. There would be new adaptations to these kinds of changes via
inventing of the new job types along with taking advantage of
the unique individual talents.
4. A given proportion of the highly skilled employees would
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succeed in the emerging technological environment.
5. The coming wave of the innovation would threaten the white
collar jobs since some would be replaced from the employment
especially in areas where technology would be used rather
than humans.
5. Explain how you can keep up-to-date with changes in workplace
legislation and regulations.
There are various way to stay up to date with the changes in the
workplace legislation and regulations these are as follows;
One way is to have an employment law attorney on the contract and
to have his office send any legislative updates for anything related to
the legislations and regulations. Another way is to subscribe to the
email updates from the department of labor. Each and every state
has an equivalent organization which deals with the employment law
as well as rules and regulation for a given state. Another way is
through browsing the online forums or even the discussion boards.
Through this discussion boards they could be tailored around given
topics. One could find them overwhelming and find new information
related to the new regulation and legislation and this could be helpful
to the organization in the future.
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Part B
Read the case study, and then answer the questions that follow.
Case study
Company B is a large national confectionary manufacturer and its headquarters are in Melbourne. It has
previously been the market leader, but over the last few years its market share has been declining due to
overseas competition. Company B plans to relocate its head office to Brisbane to take advantage of less
expensive overheads, and perhaps to reduce its manufacturing operations in Sydney and Melbourne.
There are rumours that it may be taken over by a UK-based multinational. Some staff have already been
offered redundancies, especially in middle management positions.
1. Define the company’s corporate strategy
This company corporate strategy is diversification. The organization
is moving to a new market due to the increased competition from the
overseas organization. Moving to new area will enable it to take
advantage of the less expensive overheads and be able to reduce
their manufacturing operations which they are encountering
previously.
2. What potential issues and/or problems might the company face in the
near future?
One of the issues is the loss of the customers. It might be possible
that some of their current customer the company had would not
follow them across the new location. Another issue is that of cost of
business interruption. Any kind of business would suffer the loss of
productivity in the days prior to and following the move of relocating.
Other issues are insignificant tax incentives. They might not take
advantage of the same tax break they enjoyed previously. There
could be also issues related to the staff recruitment difficulties. There
has been rumours that the UK based multinational have offered the
middle management individuals some redundancies and when this
happen and they accept it would be difficult to get such dedicated
workers again.
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3. Prepare an appropriate HR strategy for the organisation for the next one
to two years.
The HR strategy to implement for the next two years for the
organization is as follows.
Establishment and implement market based system which has a wide
compensation programs and practices. This will ensure that the
workers are able to respond to the relevant market, and they can
drive consistency of the practices which are set appropriate in order
to review and monitor on the system. The future implementation of
this strategy is to help the organization to move towards the
alignment in the market which allows us to make competitive talent
choices and at the same time make a sustainable excellent
workforce.
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LEARNING CHECKPOINT 2–DEVELOP HUMAN RESOURCE STRETGIC PLAN
RNING CHECKPOINT 2–INFLUENCE GROUPS AND INDIVIDUALS
This learning checkpoint allows you to review your skills and knowledge in
developing the human resources strategic plan.
Part A
1. Explain how you will consult with relevant managers to identify their
human resource needs and preferences.
The consultation with the relevant manager in order to identify HR need
and preferences entails some process. One is to get all the data in
relation to the employees at all the levels. This way it would help to
know what each like, the issues which are happening and the
recommendations they would like implemented. The next step is
analysis. This entails the biggest issues related to the need of the
workers and the solutions and the best practices to implement. The next
stage entails strategizing to determine the recommendations to
implement. When these aspects are put into perspective one can now
consult the managers and discuss the issues which are affecting the
workers and provide relevant recommendations.
2. How will you gain agreement from managers for the strategic human
resources plan?
I would gain agreement from the manager for strategic HR plan trough
providing them step by step of the implementation of the plan. Going
through each component of a plan and laying evidence on how it would
be implemented would help gain confidence from the managers. A good
plan of action that has long term benefit to the organization cannot be
shun away from the implementation.
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3. What potential costs and benefits are associated with the provision of an
internet-based recruitment system?
Benefits
1. The online recruitment system is time saving. The recruiters and
the employers could easily access the job seekers and the job
seekers could access jobs.
2. Reach a bigger audience. It is possible to target a wider audience
without having to pay an extra or alter the strategy for
recruitment.
3. Easy access to the employers.
4. It helps broaden on the scope of the candidates.
5. It has a state of the art tools for the filtration. The employers are
able to filter CVs which are available in huge bulk.
Costs
1. It is very expensive to acquire and also maintain for many
organizations.
2. It is difficult to measure its effectiveness.
3. There could be a large response rate.
4. Lost labour hours. It could be complicated or technical when
posting job on the system and there is need for someone to
manage the recruitment campaign.
5. There may be some fraudulent applications.
4. How can you ensure the strategic plan’s style of writing matches its
purpose and audience?
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The style or the tone in writing the strategic plan has an impact to the
audiences just as the tone of the voices influences the listeners in face
to face conversation. There are various aspect to consider when it comes
to strategic plan writing these are; for what the reason is one writing the
plan and what message does it convey. One should adopt a courteous
style. When one is writing they need to establish the goodwill as well as
the interpersonal connection with the reader through use of polite tone.
The next thing would use of appropriate emphasis. It is important to help
the audience in understanding the point or even the ideas they believe
to be significant through use of a given emphasis.
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Part B
1. Identify two technology options, either in your organisation or one you are familiar
with, that are available to support their human resource programs and practices.
Electronic Human resource Management- This is an IT application which
is used to support or connect individuals to participate the HR activities.
Human Resource Information system. It is an integrated system which is
useful for acquiring as well as storing data that is used to make analysis,
make decisions particularly in the field of the Human Resource.
2. Your organisation is testing the idea of adding new features to the existing suite
of HR services. Conduct a risk analysis of this idea. Identify the risks. For one of
the risks, evaluate the likelihood and impact of the risk occurring, and identify
treatment strategies.
Intellectual property loss risk: This risk occurs when the organization deals
with the customer data, loses it or defraud by staff. There is high
likelihood of the risk occurring especially when they hire fraudsters in the
organization. The treatment strategy would be to reassess the hiring
vetting processes and consider re-vetting workers after set periods of
time. Another risk is the compliance and regulation, the organization
might not comply to the new regulation related to the additional features,
and breaking the regulation could cost the business. The organization can
work with the compliance team to make sure that the workers are aware
of the risks.
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3. Assume that you are the HR manager for an organisation. Develop a strategic
objective for the organisation in the areas of recruitment and selection.
The recruitment and selection process would be aligned to the business
strategy, since the organization is in the business of offering services and
market position as the leader with the differentiations. The selection
process would entail selecting individuals who has the right set of
capabilities and attitude. An example when hiring the customer care the
following would be looked at: The individual should have soft skills,
empathic attitude and should not be aggressive. They should have good
analytical skills along with the flare with the leadership. The first step
would be to apply, then the organization takes those aggressive steps of
interview process, meet with the various managers, and then the offer is
given. When they accept the offer an appointment letter will be given and
the various training offered when they commence the job.
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LEARNING CHECKPOINT 3–IMPLEMENT RESOURCES STRATEGIC PLAN
This learning checkpoint allows you to review your skills and knowledge in implementing the human
resources strategic plan.
Part A
1. Explain how you will identify appropriate people to work with you on the strategic HR plan’s
implementation.
I would identify individual to work with by looking at individual specialization
and skills they have; I would look at various skills their strengths and
weaknesses and identify those that have the skills that are aligned to what I
require for the process of implementation.
2. Explain how you will monitor the progress of the strategic HR plan’s implementation.
To ensure that their progress in the strategic HR plan implementation,
in the monitoring
process the following should be done; one is to ensure that the
activities are consistent
with the organization mission, values and vision. There is also need to
keep under the
review on the internal and the external changes that may require any
adjustments based
on the organization strategy which impacts the ability to achieve the
plan.
3. Identify and explain two reasons why you might need to adapt the strategic HR plan.
1. Helps to monitor the progress: the strategic plan helps the
organization to achieve their stated goals and objectives in the
strategic plan. The plan could rely on the cooperation as well as
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the support of the workers and the personal department or
function that are within the organization.
2. Helps in evaluating the HR policies: the premise to the HRM to
the organization policies and the procedures which are related
to the workers fit into the organization strategic plan.
Establishment of this link between the HR and strategy could
help the organization to evaluate on their current HR policies
and at the same time replace on the outdated policies.
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Part B
Consider an organisation you are familiar with.
Assume you are the HR manager and you have been asked by one of the organisation’s
managers to provide advice on how to evaluate the performance of a plan against the plan’s
stated objectives. Develop a checklist of actions the manager can use to effectively undertake
this task.
The performance evaluation plan helps the managers to provide an equitable
measurement to the
Contribution of the workers to the workforce on the stated objectives. The
managers could use
The following checklist for this task.
 Development of the evaluation form
 Identify the performance measures
 Setting up guidelines for the feedback
 Creating on the disciplinary and a termination procedures
 Setting of the evaluation schedule.
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FINAL ASSESSMENTS
HOW TO WORK THROUGH THIS FINAL ASSESSMENT
This final assessment is designed to assess your performance of competency for the
unit BSBHRM602Manage human resource strategic planning,Release 1. Your assessor or
workplace supervisor will help you fully understand assessment requirements for this
unit.
The features of this final assessment are detailed in the following table.
Feature of the
assessment
resource
Explanation
Assessment
information and
scope
This section provides details of the unit of competency
covered, setting out information about the aims of the unit,
what areas are covered, how the assessment tasks must be
completed and how the assessment is conducted.
Are you ready for
assessment?
This section provides you with the opportunity to self-assess
your performance, to ensure that you are ready to
commence the assessment process.
Final assessment
overview
This section provides an outline of the final assessment tasks
to be covered, including options available.
Assessment plan You can confirm exactly which tasks and options you will
complete using the assessment plan. Your assessor will
discuss the various options with you and may also customise
the assessment tasks to suit specific requirements where
needed.
Final assessment
tasks
This section outlines the final assessment tasks in detail,
including the relevant documentation you need to complete
and submit along with your final assessment tasks.
Record of
outcome
As you progress through the final assessment tasks, your
assessor will use the record of outcome to confirm your
performance and provide relevant advice and feedback.
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FURTHER INFORMATION
Before you commence your final assessment tasks, you should review the
information provided by your training organisation about assessment. You should not
commence your final assessment tasks until you have read and understood this
information.
ASSESSMENT INFORMATION AND SCOPE
Who is the final
assessment
designed for?
The final assessment is designed for candidates to
demonstrate their competency having completed formal
learning experiences in this unit. Candidates may be in a
real or simulated workplace environment. Candidates
may be undertaking the unit in a range of learning
situations, including private study, via a traineeship
arrangement or via other workplace-supported means.
What are the aims of
the final assessment
tasks?
This unit describes the skills and knowledge required to
develop, implement and maintain a strategic approach to
managing human resources in an organisation, ensuring
that the organisation has the structure and staff to meet
current and foreseeable business and performance
objectives.
It applies to individuals employed as human resource
managers after a firm grounding has been established in
a range of human resource activities.
The key outcomes are:
 Research planning requirements
 Develop human resource strategic plan
 Implement human resource strategic plan
Prerequisites and
co-requisites
None
Legislative and
licensing
requirements
No licensing, legislative or certification requirements
apply to this unit at the time of publication.
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SELF ASSESSMENT CHECKLIST
ARE YOU READY FOR ASSESSMENT?
You must ensure that you are ready to begin the final assessment. Complete the
following self-assessment checklist to confirm that you hold the skills and knowledge
required and feel ready to undertake a successful final assessment.
Topic Key outcomes
I am able to
perform skills and
demonstrate
knowledge
satisfactorily in
the following
tasks. Topic 1Research
planning
requirements 1A Analyse strategic plans to
determine human resource
strategic direction, objectives and
targets 1B Undertake additional
environmental analysis to identify
emerging practices and trends 1C Identify future labour needs,
skill requirements and options for
sourcing labour supply 1D Consider new technology and its
impact on job roles and job design 1E Review recent and potential
changes to industrial and legal
requirements Topic 2Develop
human resource
strategic plan 2A Consult relevant managers
about their human resource
preferences 2B Agree on human resource
philosophies, values and policies
with relevant managers 2C Develop strategic objectives and
targets for human resource services 2D Examine options for the
provision of human resource
services and analyse costs and
benefits
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 2E Identify technology and systems
to support programs 2F Write a strategic human
resource plan 2G Develop risk management plans
to support the strategic human
resource plan Topic 3Implement
human resource
strategic plan 3A Work with others to see that the
strategic human resource plan is
implemented 3B Monitor and review the plan 3C Adapt the plan should
circumstances change 3D Evaluate and review
performance against plan
objectives 3E Work with others to see that the
strategic human resource plan is
implemented
If you have covered and feel confident in all of these areas, you are ready to proceed
to the final assessment.
Before you commence the assessment process, discuss with your assessor or
workplace supervisor any areas you do not feel confident in or have not covered.
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ASSESSOR TO COMPLETE
Candidate
Name:
Date
completed:
Feedback: All self-assessment checklist must be satisfactorily completed by the candidate.
The self-assessment checklist has been confirmed:
q Satisfactory q Unsatisfactory
Assessor
signature:
Date
marked:
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ASSESSMENT TASK - PART A – QUESTIONING
Purpose You will demonstrate a sound knowledge of the unit requirements in
your responses.
Instructions to the
candidate
All questions must be answered satisfactorily for Part A to be
completed satisfactorily.
There is no restriction on the length of the question responses, or time
restriction in completing the assessment.
You must complete all questions unassisted by the assessor or other
personnel, but may refer to reference material as needed.
Resources required The question responses section is the only resource required for this
questioning assessment to be completed.
Assessment
conditions
Assessment must be conducted in a safe environment where evidence
gathered demonstrates consistent performance of typical activities
experienced in the management and leadership field of work and
include access to:
• relevant legislation and regulation
• workplace documentation and resources
• case studies, and where possible, real situations
• interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Reasonable
adjustment
If you do not wish to respond to the questions in written form, an
interview may be used as an alternative approach if negotiated with
your assessor.
CANDIDATE TO COMPLETE:
Candidate name:
Date of
assessment:
Assessment
declaration:
I declare that no part of this assessment has been copied from
another person’s work, except where clearly noted on documents or
work submitted.
I declare that no part of this assessment has been written for me by
another person. I understand that plagiarism is a serious offence
that may lead to disciplinary action by my training organisation.
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Candidate
signature:
QUESTION 1: Describe four key human resource practices and functions required by an
organisation to ensure that it meets its key objectives.
Answer: Key human resource practices and functions are staffing, this entail the
activities of hiring new full time and part time employees. Another practise
is development. This is through training and preparing new workers for
their roles. Another function is compensation. They set compensation
levels to match the market through use of industry standards. Another
practise employee and the labor relations. This is achieved through
defending the worker rights, and mediating the disagreements.
Trainer
Feedback
Marking: q Satisfactory q Unsatisfactory
QUESTION 2: Explain at least two reasons why it is important for managers to understand
human resource strategic direction, objectives and targets.
Answer: 1. To develop a better insights which lies behind the actions of the strategies and at the same
time present implications in regards to the increase the chance of successful change in
organization..
2. It enables the managers to see the project are seen in the context what the business is trying
to achieve.
Trainer
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QUESTION 3: Describe three trends and emerging practices that may have an impact on
human resource management in an organisation.
Answer: 1. Training and development: The HRM has been diversifying training
and cross cultural professional development. These areas include
all kind of the learning opportunities and education programs.
2. Cross boarder legal compliance. Organization has the potential of
selling products and services in various markets.
3. Global recruitment. The organizations are realizing that the best
matches for a given job with the business could generally be
individuals living locally.
4. Benefits and the compensation. Some globalized organization are
using progressive HR policies such as paternity leave, extended
vacations time and even providing flexible working hours.
Trainer
Feedback
Marking: q Satisfactory q Unsatisfactory
QUESTION 4: Organisations need to have a ready supply of labour to ensure it can meet its
objectives – outline three possible options for sourcing labour.
Answer: 1. Employment agency
2. Employer associations
3. Advertising
Trainer
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QUESTION 5: Describe at least two systems, devices or applications of technology that
may affect job roles in an organisation. Explain the possible impact.
Answer: 1. Cloud computing application. This application helps organization to compete at the
higher level. With this application there is no use of systems which requires huge
investment. The application enables the organization to share, store and consumes the
resources easier at a much lower cost.
2. Social interact application. This application has content management systems that
helps the workers to perform tasks efficiently and ensure they are working towards the
same goal.
Trainer
Feedback
Marking: q Satisfactory q Unsatisfactory
QUESTION 6: Identify at least three pieces of legislation relevant to the operations of an
organisation you are familiar with. Explain the relevance of the legislation to
human resources.
Answer:
Wages and hour legislation: The fair labor standards Acts usually
establishes the amount of the minimum wage which could be revised on
the period basis. The HR professionals need to verify the accuracy of the
amount of money which is paid to the workers.
Anti-discrimination: This legislation prohibits the discrimination against
the workers to the basis of the race, color, sex and religion. This
regulation applies to the employers who had more than 15 employees.
Medical and disability legislation: In this legislation it dictates that the
employer should treat workers with disability or medical conditions. The
HR should also hire individuals with disability and should not discriminate
them.
Trainer
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QUESTION 7: Identify the steps required to undertake a cost–benefit analysis of these
options. Explain the concept of a cost–benefit analysis as part of the
effective provision of HR services.
Answer: 1. Understanding on the cost or status quo.
2. Identifying the costs
3. Identifying the benefits
4. Determining the cost savings
5. Creating timeline for the expected costs as well as the revenue.
6. Evaluation of the non-quantifiable benefits along with costs.
Cost benefit analysis provides the framework as well as the system for
understanding what information best reflects the needs of the clients and
how to organize and use that information in order to meet the needs of
clients. The COB analysis shift the focus away from simply improving on
the personnel processes and at the same improving on the personnel
outcomes of the business.
Trainer
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QUESTION 8: Explain three changes in circumstances that might prompt you to adapt
your human resource strategic plan.
Answer: 1. Recruiting might be simplified, and the major obstacle could be
the current focus on the fit even for the regular process kind. This
has less relevance to the future in adult environment and a
different style when it comes to supervision.
2. The HR functions should be flexible and structures are simple,
like the modules which are holistically integrated but separable to
necessary update and adaptation to the circumstances that are
changing.
3. The data source and measurable activity data need to flow from
the main organization system and be manipulated in conjunction
to the other data in order to provide consolidated intelligence on
the part of the business such as costs of the sales and the cost of
the products.
Trainer
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ASSESSOR TO COMPLETE
Candidate
Name:
Date
completed:
Feedback: All questions must be satisfactorily answered by the candidate as per the
marking guide in the Trainer’s and assessor’s guide. The questioning
assessment has been confirmed:
q Satisfactory q Unsatisfactory
Assessor
signature:
Date
marked:
•
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ASSESSMENT TASK - PART B – PROJECT: MANAGING HUMAN RESOURCES
STRATEGIC PLANNING AT BIZOPS ENTERPRISES
Purpose You will demonstrate your skills and knowledge by completing a
scenario-based project.
Task
overview
and
context
You receive an email from Sayo Yoshida, Managing Director: Human
Resources.
Subject: Human resources strategic plan
Hello,
Thank you for taking on the role of Human Resources Manager at
BizOps Enterprises. As you are aware, you are replacing Gina Harris
who is on leave for six months. The managing directors are in the
process of developing the organisation’s five-year strategic plan. To
achieve competitive advantage, the directors are pursuing an
innovation strategy with a focus on developing a range of tools to
enhance the customer’s online shopping experience.
They have developed an innovation strategy to ensure the
organisation’s sustainability and, consequently, they need to ensure the
organisation’s workforce is able to implement this strategy. You have
been asked to prepare a comprehensive draft of the human resources
strategic plan. Please begin by researching the planning requirements
to develop a draft of the human resources plan. You will need to review
the current business plan and consider the information relating to the
innovation strategy to determine our HR direction. In drafting the plan,
you will consult with me and other relevant managers about their HR
preferences and approaches. You will also need to identify HR services
to implement the innovation strategy, their costs, requirements and
risks.
Please refer to the ‘Instructions to the candidate’ section that follows
for details regarding the tasks you are required to complete.
It would be much appreciated if you could prepare this information so
we can review and finalise development by the end of this month.
Regards,
Sayo Yoshida
Managing Director: Human Resources
Instruction
s to the
You will need to access and read the following BizOps Enterprises
policies, procedures and templates:
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candidate • Risk management policy
• Risk management procedures
• Company business plan
• Organisation operational plan
• Organisational charts
• Risk management plan template
• PEST analysis template
See the ‘Resources required’ section for how to access these.
For this project, you are required to develop a human resources
strategic plan. Complete the following tasks to guide you through the
development and preparation of this project.
1. Research planning requirements:
a) Review the company business plan and organisation operational
plan in reference to the HR strategic direction and objectives in a
one-page report.
b) Undertake a PEST analysis using the PEST analysis template to
determine trends and issues, including new and emerging
technology that could impact human resource management in
the organisation.
c) State the future labour needs and skill requirements for the
organisation and identify potential options for sourcing these.
Submit a one-page report of your findings.
2. Consider internal stakeholders using the organisational charts.
Create a simple engagement and communication plan that lists each
manager and how you will communicate with them to identify their
HR preferences, and to reach agreement on philosophies, values
and policies. Explain how you will obtain support for the plan.
3. Develop the draft human resources strategic plan:
a) Determine strategic directions, objectives and targets.
b) Identify the HR training and development services that will need
to be delivered to achieve the HR strategic objectives.
c) Provide a cost–benefit analysis of the training and development
services.
d) Identify appropriate technology and systems to support agreed
human resource programs and practices.
e) Using the risk management plan template, develop a risk
management plan to support the human resources strategic
plan.
f) Prepare a schedule for implementation.
g) Prepare a budget for training and development services.
h) Determine how the plan will be monitored and reviewed, and how
amendments will be made if issues arise.
i) Outline the process HR will undertake to evaluate performance
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against plan objectives and make improvements.
The final documents you submit for assessment will be assessed using
the project criteria provided.
All project criteria outlined must be covered satisfactorily for Part B to
be completed satisfactorily.
You must complete the project unassisted by the assessor or other
personnel, but may refer to reference material as needed.
Resources
required
The following materials are required for this project to be completed:
• Business technology, including a computer and internet access
• BizOps Enterprises policies, procedures and templates (these can be accessed by the following
web links):
- risk-management-policy.pdf
http://chilp.it/05a3996
- risk-management-procedures.pdf
http://chilp.it/8b8067e
- company-business-plan.pdf
http://chilp.it/eb45dfd
- organisation-operational-plan.pdf
http://chilp.it/86d764e
- organisational-charts.pdf
http://chilp.it/b8c010f
- risk-management-plan-template.docx
http://chilp.it/4551c6e
- pest-analysis-template.docx
http://chilp.it/f63df30
Assessmen
t
conditions
Assessment must be conducted in a safe environment where evidence
gathered demonstrates consistent performance of typical activities
experienced in the workforce development – human resource
development field of work and include access to:
• relevant legislation, regulations, standards and codes
• relevant workplace documentation and resources
• case studies and, where possible, real situations
• interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Reasonable
adjustment
If you are unable to undertake the project assessment as designed, a
further scenario/project may be used as an alternative approach if
negotiated with your assessor.
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CANDIDATE TO COMPLETE –
PART B – PROJECT: MANAGING HUMAN RESOURCES STRATEGIC PLANNING AT BIZOPS ENTERPRISES
Candidate name:
Project submitted: I have produced and provided the following:
q A one-page report on strategic direction and objectives
q A PEST analysis
q A one-page report on future labour needs
q An engagement and communication plan
q A draft human resources strategic plan, including
responses to all tasks
Assessment
declaration:
I declare that no part of this project assessment has been
completed from another person’s work, except where clearly
noted on documents or work submitted.
I declare that no part of this project assessment has been
produced for me by another person. I understand that
plagiarism is a serious offence that may lead to disciplinary
action by my training organisation.
Candidate
signature:
Date:
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