Human resource management of King Edward VII

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management of King Edward VII College
Name of the student:
Name of the university:
Author note:

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Table of contents
Brief report.................................................................................................................................2
Introduction............................................................................................................................2
Emerging trends and practices...............................................................................................3
Changes to the industrial and legal requirements..................................................................3
Staffing requirements.............................................................................................................4
Philosophies and values.........................................................................................................4
Recommendations for human resource strategic directions...................................................5
Technology and systems........................................................................................................5
Email draft..................................................................................................................................6
Meeting....................................................................................................................................10
Human Resources Strategic Plan.........................................................................................10
Introduction......................................................................................................................10
Priorities...........................................................................................................................10
Operational Priorities Plan...............................................................................................10
Recruitment, selection and induction...............................................................................10
Workforce development...................................................................................................11
Supporting and valuing the workforce.............................................................................12
Workforce Skilling...........................................................................................................13
Human Resource Information Management....................................................................13
Overview of costs and benefits of human resources services indicated in operational
priorities plan...................................................................................................................14
References................................................................................................................................15
Bibliography.............................................................................................................................16

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Brief report
Introduction
The future plans of the Kind Edward VII College includes the launch of additional
Sydney campus, one in the threshold of Brisbane and another one in Sydney. Both of the
Sydney campuses would be inaugurated in the mid-2016. The operations are already in
progress and are being supervised by the CEO and finance managers. The revision of
selection and recruitment policies are yet to be attained. As a matter of specification, the
posts to be filled up are receptionist, student service officer and 4 trainers (Kinged.org.uk
2020). In case of the Melbourne Sydney campus, staffing functions would be stagnant until
the number of the students substantially increase. According to the estimations, the number of
students would increase to 50 in both the Sydney campuses. The Humanistic Strategic Plan
would cater to the areas of Equal Employment Opportunities, Diversity, Information systems,
Induction training, designing of the job training schedules, performance management and
professional development of the student. For this, the following objectives have been devised:
 To formulate diversity policies for recruiting staffs in flexible working shits
 To acquire advanced HR information systems for expanding the scope and arena of
the supply chain network
 To introduce formal systems for designing jobs and conducting the analysis
 To conduct audits and reviews for the occupational health and safety policies
(Kinged.org.uk 2020)
 To introduce rewards and recognition schemes for luring the staffs towards the issues
 To acquire systems and devices for recording the professional development based on
the information management
 To develop budget for training schedules and staffing needs
 To adopt formal systems for the execution of succession planning

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The objectives also pertain to attain mastery in the provision of vocational training,
revision of the infrastructure and revision of the staffing needs. The strategic management is
reflected from the plans to upgrade the competency skills of the managers. Choices also
persists in the delivery of the services to the clients and the customers. According to the
arguments of Bailey et al. (2018), these choices reflect the initiative to empower the staffs
and drive their performance towards growth and development. Along with this, the plans also
cater to capitalization of the market needs for diversifying the courses. In order to live up to
the expectations of the customers, they would be provided with the opportunity to avail
online classes. Competitive pricing structure, innovative teaching methods and state of art
facilities are the components of the marketing plan of the college.
Emerging trends and practices
According to the emerging trends, there is a potential for offshore delivery, which is
one of the aspects for expanding the scope and arena of the supply chain network. Mention
can be made of targeting the students on the states and territories, which would add diversity
to the courses of the college. Conducting portfolio analysis of the current courses would
enhance the awareness about their feasibility in terms of the academic establishment of the
students (Sparrow, Brewster and Chung 2016). If the applications are filed for achieving the
government funds, it would be a fruitful act for achieving financial flexibility. For attaining
the maximum value, the latest legislations need to be implemented in the supervision of the
statutory bodies of law. Negligence in this context would act as a deprivation for fulfilling the
educational needs of the students. Low prices offered by the competitors can be one of the
means of attracting the customers.
Changes to the industrial and legal requirements
Improvements in the market share and increase in the number of the students are two
most crucial plans. For this, audits would be conducted for assessing the feasibility of the
strategies and plans. In this context, Marchington et al. (2016) highlights the importance of

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continuous improvement strategies, which would form an integral component in the process
of standardizing the learning process for the students. Workplace planning is also to be
conducted for ensuring that the task allocation is done according to the results of the need
analysis. Sessions would be held for briefing the staffs about the new systems regarding
performance management. This approach would be effective for enhancing the clarity and
transparency in the Public Relations, which is necessary for extracting the necessary labour.
According to the arguments of Berman et al. (2019), lease application before the selecting the
location for establishing the Sydney campuses would reflect rational and planned action in
terms of achieving trust, loyalty and dependence from the clients and the customers.
Staffing requirements
For maintaining the competitive pace of the market, the College need to acquire
effective talent management strategies for addressing the outcomes and its impact on the
academic establishment of the students.
Philosophies and values
Kind Edward College VII works with the values of sustainability in the training and
assessment for fulfilling the educational needs of the students. Innovation is intended to be
promoted in the services for enhancing the standards and quality of the operations.
Collaboration is accounted as one of the crucial values in the business of the College, which
generates the value of mutual understanding among the staffs (Kinged.org.uk 2020).
Diversity prevails in the provision of different and variety courses to the students, which
influences their purchasing decisions and power. Equal services are provided to the students,
which helps in averting the instances of conflicts, discriminations and harassments.
Transparency in the communication enhances the accountability.
Recommendations for human resource strategic directions
Through the means of an internal audit, workforce plan can be developed with the
emphasis on cultural sensitivity. This sensitivity would be effective for enhancing the

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knowledge, skills and expertise of the staffs on the cultural intelligence. Lease application are
central before selecting the venue for identifying suitable locations to establish the stores
(Brewster et al. 2016).
Technology and systems
Online learning platforms would be developed for the students, which would help in
expanding the customer base and the product line of the King Edward VII College. The l
earning materials would be uploaded in this website, so that the students can access and make
the maximum usage. Staff performance reviews can also be conducted online for ensuring
whether the staffs are facing any issues in accessing the services (Stewart and Brown 2019).

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Email draft
To: The CEO
From:
Date: 7th Feb 2020
Subject: Upgrading the standards and quality of vocational education and training
Respected Sir,
This is in response to the emerging trends of online classes, that we have planned to improve the standards and
quality of the vocational training services. For attaining this objective, we have developed the following KPI’s:
 To increase the market share by 5%
 To increase the number of students by 10%
 Adopting email and notices as one of the means for communicating with the staffs
 Training on cultural awareness and intelligence
 Lease application before identifying the location for setting the Sydney campuses
One of the operational priorities in this case is that of the audit analysis, which would help in
assessing the feasibility of the strategies and policies. In the meeting, the primary activity
would be the development of workforce plan and implementation of the performance
management review system. We are hoping to complete the admissions for the Sydney
campus and commence the interview of the staffs.
I would like to draw your attention to the creation of online learning platform for luring large
number of clients and customers. Staff performance reviews would be effective for analysing
the ways and means for detecting the actions to be undertaken for upgrading the standards
and quality of the online vocational education services. Annual internal audits for the staff
performance reviews would be effective for preparing reports on the modifications needed.
Let me brief you about the specific activities to be undertaken for accomplishing the
objectives:

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Increasing market share  Establishing new campus
 Conducting face to face interview
sessions
 Redesigning the websites
Risk assessment and management  Consistency in the management of
the policy change
 Development of the product range
 Invoicing and doubt recovery
Workforce development  1-50 enrolments per month
 1 Training and Assessment Staff per
enrolments
Along with this, the risk management plan along with the Human resource strategic plan is
also enclosed for your convenience:
Risk description Likelihood
of risk
Impact of risk Priority
of risk
Preventative Action and/or
Contingency Plan
Alteration in the
policies by the
Government
High Difficulty in
implementation
of the policies
High  Effective
communication
 Developing the ability
to respond quickly to
the changes

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Significant drop
in cash flow
High Difficulty in
determining
the prices of
the courses
High  Identification of the
operating costs
 Close the monitoring
of budgets
Failure to recruit
the clients as
per the
requirements
Medium Delays in
submitting the
projects within
the stipulated
time
Medium  Alternative fee
structures
 Allocation of
finance for the
target market

Recession High Financial
instabilities
High  Diversified supply
chain network
 Monitoring the
economic trends
 Scenario planning
Overcommitting
resources
High Difficulty in
completing the
premium
services for the
clients
High  Preparation of the
investment balance
sheet
 Monitoring of cash
flow
 Audits of invoicing
and debt recovery
system
Adverse
variations in the
market
Medium Lack of stability
in the supply
and demand
Medium  Adopting social media
marketing
 Market segmentation

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conditions  Offshore marketing
Sudden changes
in the
legislations
High Difficulty in the
formulation of
the policies
High  Ethical Consent
Forms
 Staff Training
 Gaining the ability to
manage change
Let me inform you that along with this, the others risks, which can act as an obstacle in the
process are shortage of the staffs, failure to meet the expectations, non-compliance with the
legislations, undercutting prices set by the competitors, concentrating on the managerial
courses, ineffective planning among others. For discussing these issues in details, we intend
to indulge in a meeting. The issues like workforce development and planning would occupy a
central position in the meeting along with these issues.
Please provide your suggestions and approval on the plan, so that we can proceed to the
meeting.
Thanking You,
Yours Sincerely,
_________________________

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Meeting
Good Morning all. Today, we have assembled for discussing the Human Resource Strategic
Plan. I specially acknowledge the presence of the managers, which would is crucial in terms
of seeking an insight into their approach towards human resource requirements. We are
extremely honoured to have with us the experts, who would assist us in the process. I think
the plan of establishing new campuses is a means for expanding the supply chain network.
Online learning classes would be effective for the students to enhance their virtual learning
skills. I also feel that face to face interactions would be fruitful for detecting the issues, which
the staffs are facing while availing the services.
I would like to grab your attention to the human resource management strategic plan, which
would be effective for enhancing the awareness about the activities, which needs to be
undertaken for staff and skill development. Budget have been prepared, which would form a
crucial element in terms of maintaining the balance in the operations.
Human Resources Strategic Plan
Introduction
This plan would form a cornerstone in terms of upgrading the human resource requirements of King
Edward VII College. The emphasis of this plan would be on budget and task allocation.
Priorities
 Creation of online learning platforms
 Launching campus in Sydney and Melbourne
 Conduct internal audit and assessment
Operational Priorities Plan
The purpose of the operational plan is to enhance the operational excellence and achieve
high customer satisfaction from the clients and customers.
Recruitment, selection and induction
Objective: To ensure the recruitment and retentions of first class employees.

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Actions Responsibility Budget
implications
Performance
Indicators
Target date
Revision of the
selection and
recruitment policies
Audits, evaluations
and reviews
Cost benefit
analysis
Diversity, inclusion
and equality
1 month
Review of the plans
and strategies
Annual reports Implementation
of the policies
Positive response 1.5 month
Assessment of the
trainers
Training and post
training tests
Cost of the
training
essentials
Scoring the
performance of the
trainers
2 months
Planning for the
enrolments
Training and
Assessment Staff
(FTE)
Labour
maintenance
Extraction of the
labour according to
the workforce
planning
2.5 months
Meeting with the HR
managers
Administrative
and Support Staff
(FTE)
Budgets for
enhancing the
awareness
about the
expenses
regarding
meeting
requirements
Preparing the
policies according to
the minute meetings
3 months
Workforce development
Objective: To drive individual and team performance

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Actions Responsibility Budget
implications
Performance
Indicators
Target date
To organize
effective training
programs
Need analysis Cost benefit
analysis
Mass participation of
the employees
3 months
To redesign the
websites
Contact the
website
developers,
engineers and
members of the
research and
development
team
Market research
for the software
to be acquired
Feedbacks from the
clients and the
customers
1 month
To assess the
current skill mix of
the trainers
Experimentation
with the skills,
abilities and
competencies
of the managers
and trainers
Budget for the
training
expenses
Journey mapping for
the skills development
2 months
To plan for the
post training
tests
Detect the
parameters for
logical
reasoning
Expenses for
preparing the
reports
Timely submission of
the projects
4 months
Supporting and valuing the workforce
Objective: Develop and implement more effective performance management for staff

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Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
To acquire performance
management reviews
and systems
Indulge in
meeting with the
engineers and
website
developers
Software,
flexible internet
connection,
effective
communication
channel
Accessing
information by large
number of students
3 months
Workforce Skilling
Objectives:
 Develop and implement more effective performance management for staff
 Expand employee development
Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
Involve the
employees in
various projects
Create teams Need and
capability reports
High response 3 months
Human Resource Information Management
Objectives:
 Develop and implement more effective performance management for staff
 Expand employee development

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Actions Responsibility Resource Requirements, Performance Indicators
To acquire social
media marketing
Install security
cookies and
policies
Software, anti-virus Easy access towards the
information
Overview of costs and benefits of human resources services indicated in
operational priorities plan
Aspects Costs ($)
HR programs 2500
Rewards and recognitions 600
Insurance Operation support 900
Training 300
Post training tests 700
Website designing 400
Total 5400

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References
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.
Marchington, M., Kynighou, A., Wilkinson, A. and Donnelly, R., 2016. Human resource
management at work. Kogan Page Publishers.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.

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Bibliography
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Brewster, C., 2017. The integration of human resource management and corporate strategy.
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Morgeson, F.P., Brannick, M.T. and Levine, E.L., 2019. Job and work analysis: Methods,
research, and applications for human resource management. Sage Publications.
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research, and applications for human resource management. Sage Publications.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
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