Human Resource Management Assignment (docs)

RUNNING HEAD: Human Resource Management
Human Resource Management

Human Resource Management 1
MANAGE HUMAN RESOURCES STRATEGIC PLANNING ASSESSMENT
BSBHRM602
SECTION1
Q1.
The functions and practices of human resources indicate that it is the employees who are
ultimately responsible for the achievement of goals by the organization. These human resources
practices and functions assist the managers in attracting and retaining employees, conducting
business by considering federal and state regulations and planning for future needs of the
organization. In some companies, one person carries out the human resource requirements, while
in some other companies, a dedicated human resource department is established.
Objective of human resources:
A proper structure is provided to the organization by a human resource department which is run
efficiently. It also provides ability to the organization which allows it to fulfill required business
need by managing the most valuable assets of the company i.e. the employees. There are a
number of HR disciplines but in each discipline, more than six important functions are
performed by HR practitioners namely recruitment, employee relation, safety, compliance,
compensation and benefits, and training and development.
Q2.
Following are the relevant industrial requirements for a business.
 Intellectual Property
 Legal needs
 Leasing premises
 Business infrastructure
 Supplier agreements
 Employment
 Contract and agreements
 Privacy and information

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 Risk management
Q3.
The number of positions filled and the time taken for covering this process is used as a measure
for the success of employment specialists and recruiters. A major role is played by the recruiters
who perform home based recruiting in the development of workforce for the employer. Job
postings are advertised by them along with sourcing candidates, screening the applicants,
conducting preliminary interviews. They along with the managers share the responsibility for the
selection of the candidate.
Q4.
Technological Impact on Human Resources:
 Use of digital media for the purpose of digital marketing
 Social media has emerged as a powerful instrument in comparison with paper media.
 Ease in overtaking the market, utility of mobile applications
 Organization is powered by large data storage capacity
Q5.
Strategic plan requires adequate workforce with required skills such that tasks can be performed
within the given time. Updated information is required by the department related to legislative,
economic and environmental trends in order to figure out specific policies. The following should
be included within a strategic plan:
 Information regarding the competencies and skills of the employees should be contained
in the strategic plan. It should also include performance management plan for employees
along with the actions required to be taken for accessing them.
 The next step is concerned with the maintenance of balance between the capacities of
supplying workforce at the time when there is an increase in demand for the
accomplishment of a particular task. According to the strategic plan, the company
requires to find out the way of attracting skillful workforce and retaining them.
 The strategic plan also ensures that the objectives of the organization can be effectively
met through current workforce. If it is not possible, it should figure out what skilled are

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required to be hired, the number of employees to be hired and the manner of reaching the
future anticipation.
 The HR department of the organization should ensure that the working is taking place in
accordance with the strategies of the company like training and recruiting of employees.
SECTION 2:
Task 1:
Management team should set its main aim to clearly specify the HR policy. A clear and easy
policy can be considered parallel with the standards and spreads awareness among the employees
regarding what a company expects from them.
Steps for developing objectives, directions and targets for a newly amalgamated entity are as
follows:
 Consulting and conducting meetings with the managers regarding human resource
capital.
 Discussing and creating agreement on certain human resource policies.
 Setting goals and formulating strategies for the objectives in order to provide human
resource services.
Task 2:
Big measures of risk will be experienced by the associations when the business is
continuously engaged in change. It is assessed that there are adequate techniques for deciding
the disappointment or achievement from arranged changes. HR frameworks and innovation
should be incorporated for catching and examining foreordained measurements under
workforce information. This acts as an encouragement for screening the sufficiency of
methodologies that arrange workforce. HR management may be affected by the
accompanying patterns.
 Industrial trends and practices
 Financial trends and practices
 HR theories
 Legislative requirements

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 Psychological theories
 Workplace diversity
 Organizational behavior and communication theories
 Public relations and unions
 Leave entitlements and payouts
 Entitlements and employee benefits
Task 3:
Following are included in the future labor needs:
 WHS advisors
 Crew Members
 Payroll officers
 Planning and Resource officers
Report Highlighting potential shortfalls and way of filling the gaps
Potential Shortfall
There is a shortage of potential employees due to the emergence of number of businesses who
can work as team members, WHS advisors, payroll officers, etc. the growth of 10% is required in
the business in the upcoming 5 years or measuring a consistency in performance and work
management.
This could be done by:
Hiring new trainees and graduates
Industry specific skills and knowledge will be lacked in this group but still they are capable of
bringing new perspective and can become the heart of innovation in the company.
Hiring Casual Labor
The number of specialists required cannot be accurately predicted. Therefore, procuring
easygoing work is considered to be a safe choice. The easygoing specialists can be utilized when
required.

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Task 4:
Part A
The underwritten questions are required to be briefly answered as a part of the development of
strategic plan for human resources. This will help in identifying the HR needs for making the
plan successful.
 What are the vision, mission and HR goals of the company?
 The identification of your position in the organization after merger?
 What should be the major point of focus for the organization?
 What are the recommended ways for recruiting staff in the company?
 What risk factors should be taken into account while formulation of the plan?
 What plans and techniques would be adopted in your strategies?
Your replies are expected to be received within a week. In case of any queries, feel free to
contact me.
Regards,
Xyz
Task 4:
Part B
This is dialogue between me and the HR Manager
Me: Good Afternoon Sir! Thank you for reverting on my email. I wanted to discuss some things
with you. Is it the correct timing for doing that?
HR manager: Good Afternoon. Yes, please ask.
Me: Thank you Sir. As mentioned, you are focusing on increasing company’s growth through in-
house training of the staff. Kindly specify the budget setup for such training?
HR Manager: we are having an annual budget. I will send its copy to you via email.

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Me: what are the project priorities?
HR Manager: firstly, staff losing jobs as a result of merger needs to be identified.
Me: by what time the task will be completed?
HR Manager: this task is required to be completed by the end of next month.
Task 5: Report
Introduction: the plan for human resource management is based on the availability of resources
that are required to be divided among the employees in accordance with the requirements of
business.
Strategic Objective:
 Raising organization profile by 20%
 Improvement in staff performance by 10%
 Increase in distribution by 15%
Following are the options for the cost effective implementation of strategic objectives:
Solution 1: By outsourcing
Solution 2: Internal HR management
Solution 1 Solution 2
Total Cost 30,000 32,000
Total Benefit 60,000 96,000
Cost- Benefit ratio 1:2 1:3
Technology needed
For small and medium organizations, BambooHR is the top online HR framework. Onboarding
apparatuses, incorporated candidate following, execution administration and e-marks are offered
by the cloud framework of BanbooHR. It has versatile application workers.

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System Required
People
It is to provide guarantee that we have individual having aptitudes and capabilities for helping in
the arrangement. After the month of arranging procedure, representative aptitude will be
extended through enlistment, preparation or new contracts for incorporating new capabilities
necessary for vital arrangement.
Resources
Time and adequate assets will be required for the execution of extra exercises that are not
performing in the present.
Structure
Fitting lines of specialist and setting administration structure along with having open and clear
lines of correspondence with the employees. General gathering is required.
Systems
Numerous associations utilize scorecard as an instrument that joins advance after the point of
reference.
Culture
Building up of imaginative negative and positive outcomes that accomplishes or does not
accomplishes the methodology. It should strengthen the importance of focusing on vision,
technique and remunerate achievement.
Conclusion
It is suggested that an inner HR arrangement should be chosen for meeting mu goals and targets.
This is based on the fact that inner management has the capability of leading towards enrollment
that can successfully meet with association. It will require less cost spending on human work
sourcing to association.
Following are the benefits of internal sourcing:

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 Errorless selection
 Improved employee morale
 Reduced training cost
 Increased loyalty
Task 6: Human Resource Plan
stakeholder Gap analysis How to hire Communication
Current staff Visa gets expired Through references Through seminars
Managers Aging in people Through
advertisement
Through meeting
Investor Getting another job Advertisement on
television
Communicating face
to face
Employees Continuation of
studies
Advertisement on
social media
Through telephone
conversation
Customer Personal issues Updating to
application
online
Risk Management Plan
Event: Failed to recruit sufficient members in staff
Probability: Medium
Impact: shortage of staff means inability to hire
Mitigation: Conducting fair interviews; Sharing the action
plan openly to stakeholders; discussing and
reporting to HR team about activities of the job
candidates.
Contingency: Careful assessing of the job applicants and
using number of methods for interviewing
them
Event: Resignation leading to shortage of staff

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Probability: High
Impact: Staff shortage leading to breakdown of
business therefore requirement for urgent
hiring arises.
Mitigation: Training employees; Creation of obligatory
employee contacts; following legal processes
at the time of hiring.
Contingency: Consulting staff regarding working conditions,
Sustaining them and providing them lectures
and motivational speeches.
Scenario 3
Task 1
Performance management
Annual discussion – general manager
Yearly choice plays an important role in execution survey process. This includes summing up of
all the data collected and surveyed during execution. No curve balls are there in the discourse.
Documentation- HR manager
Vital manual is provided by the execution audit documentation for setting record benchmarks,
improvement designs and targets. Utilization of redressing structures is important for keeping
data trustworthiness and for enabling the directors and workers to guarantee the accurate
finishing of audit.
Timing- HR manager
At regular intervals, there should be formal surveying of worker execution with subsequent
audits in half year. Another arrangement should be finished at each annual evaluation talk.

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Six month follow-up discussion – general manager
Directors and workers are provided a chance with the subsequent survey for returning to targets,
improvements and principles and intends to:
 Ensure on track progress
 Make identification of changes that impact achievement of standards and targets
 Discuss the progress of development plan or establishment of development plan.
 Bring modification in targets and standards if necessary.
Task 2
Review Risk and Strategic Management
Other monitoring areas include:
 Sales
 Consumer contentment
 Staff performance
Other targets include:
 Checking strategic plan implementation
 Ensuring acceptance of new policies
Monitoring Checklist
Key Feature Complied Non- Complied
Below expected staff
performance
organizational legislation
breaches
Objective staff training
Meeting sale targets
Stakeholder communications
record maintenance and

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book keeping
Task 3
1. Determine and examine plans
Selection criteria for employees Required changes
Requirement:
 Discussion regarding job
description
 Specification of Job
 Attracting prospective job
applicants with the help of
advertisements.
 Performing selection criteria
through interview of the
applicants
- A strong description of job
expectations and requirements.
- Unbiased and fair selection
process.
- Ensuring consistency in process
with applicants.
Risk Control Monitoring Task Owner
work performance
not according to
expectation
 Refining
description and
job performance
in accordance
with
organizational
requirement
Regular meetings
with concerned
employees and
stakeholders
HR Manager
hiring a candidate
on basis of
misjudgment
 Unclear job
specification.
 Reference Check.
 Reassessment of
past experiences
Review of
interview sessions
and meeting
reports along with
discussing current
HR Manager

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and background scenarios.
Workplace
Inequality
 Review and
identification of
flaws and
discrimination
policy
Reviewing the
policy and making
discussion with
stakeholders
HR manager
Staff security and
safety
 Checking the
follow up of
Work Health
policy and
procedures
HR planning
strategies to be
reviewed monthly
and discussing the
inadequacies with
the stakeholders
HR manager
Task 4
Review performance
This assignment has made me learn a lot of things as it familiarized me with the associated
human resource management practices. A number of key performance indicators came to my
knowledge along with its implementation in the strategic plans of the organization. For the
purpose of improving my management skills and addressing the areas of improvement, a review
plan has been developed by me.