Human Resource Strategic Plan

This report analyzes the strategic plan required to implement human resource ideology in the working structure of Australian Hardware. It examines the need for implementing more human resource management, recruitment options, labor supply, legislation, and the impact of technology on job roles. The report also includes a human resource strategic plan for the company.

Running head: HUMAN RESOURCE STRATEGIC PLAN
Human Resource Strategic Plan
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EXECUTIVE SUMMARY
The primary objective of this report is to study the strategic plan required to implement
human resource ideology in the working structure of Australian Hardware. The report
analyses the need for implementing more human resource management in the concerned
company. In this connection, the report examines the strategic decisions as well as the
objectives that are related to the HRM. Further, the report investigates the recruitment options
open to the company and how the company can obtain labour supply in their organisation.
Moreover, the report is concentrated on understanding the different aspects of strategic
planning that is beneficial to the HRM and the legislation that are to be applied by the
concerned company to recruit the HR. Furthermore, the report analyses the PEST factors that
affect the working environment of the hardware company and how technology does impact
the same. Finally, the report ends with the structure of appendix that details the procedure of
the human resource strategic plan.

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Table of Contents
Part A.........................................................................................................................................3
Introduction to Australian Hardware.........................................................................................3
Strategic decisions, objectives and targets related to HRM.......................................................3
Recruitment options...................................................................................................................4
Labour Supply............................................................................................................................5
Options available for the provision of HR services...................................................................6
Legislations to be considered while developing HR strategies and plans.................................7
Benefits of Strategic Planning....................................................................................................8
PEST Analysis...........................................................................................................................8
Functions of HRM......................................................................................................................9
Impact of technology on job roles of Australian Hardware Company....................................10
Part B........................................................................................................................................11
Appendix 1 – Human Resource Strategic Plan........................................................................11
References................................................................................................................................17

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Part A
Introduction to Australian Hardware
As opined by Bloem et al. (2014), the Australian hardware company has set a mission
plan to lead the department of hardware sector in the country. The concerned company is
headquartered in the region of Sydney. Australian Hardware is significantly divided into
three primary target markets that deal with the home developers, DYIs and trade people. The
potential products and services offered by the company are recognised as timber, housewares,
hardware, outdoor equipment, tools, garden needs and paints. In this connection, to deal with
these broader dimensions the company needs to maintain a capable strategic human resource
team. Thus, the following aspects for the strategic planning of Human Resource of the
concerned company were taken into consideration.
Strategic decisions, objectives and targets related to HRM
 To analyse the need in the change and addition of the employees.
 To increase the awareness in people about the unique product it offers.
 To increase sales and marketing management to earn a better gross profit.
 To maintain its paradigm in the hardware business market of Australia.
 To control both the direct and indirect cost of production.
 To imply effective and efficient supply chain management.
 To sustain the premium quality of the product and service.
 To establish itself as the reputed leading Australian hardware industry in terms of
socially and environmentally active company.

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Recruitment options
As opined by Daft (2015), recruitment options are the aspects that are available to a
business entity in the connection of hiring required employees in their working organisation.
In this connection, the potential recruitment options that are available to Australian Hardware
are specified as below.
Internal Recruitment
The internal recruitment process is the ideology of a business entity that fills the
required or vacant position in an organisation amongst the existing employees (Harper,
2015). This is done as per the performance banding of the employees.
Newspaper Advertising
Obtaining recruitment with the help of advertisements is a process that is procured by
a business entity to fix appointments with the individuals searching for a job (Leon, 2014).
The vacant positions are advertised in the newspapers, and the interested candidates apply for
the same as per their expertise.
Recruitment Agencies
These agencies are the external firms that search peer employees for the business
organisations they are connected with (Zikmund et al. 2014). The candidates are provided
with the necessary information about the company and checks if the interest of the individual
matches with the same or not.
Group Interviews
The mentioned process of interview is a screening process of recruitment where
multiple numbers of candidates are examined at the same point of time (Swider, Zimmerman

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and Barrick 2015). The dominant viewpoint of this kind of recruitment process is to analyse
how one candidate differentiates from another and to what level.
Assessment Centres
The process of recruiting employees through the means of assessment centres is
almost similar to that of group interviews (Ballantyne and Povah 2017). However, the only
difference that lies in both is that this process uses the means of analysing the candidates by
asking them to perform some selective exercises and assesses them based on the same.
Labour Supply
As examined by the study, it was analysed that different options are available for a
business entity to obtain the supply of labour force. The same are specified as below.
Casual Labour
Obtaining labour supply through the means of casual labour means hiring a worker
for some particular hours of work for a day or a specific number of hours of work for a week
(Cahuc, Carcillo and Zylberberg 2014). This does not provide the concerned company with
the permanent labour force.
New Trainees
The new trainees are that part of labour supply to a company that provides them with
inexperienced employees and the concerned company is accountable to train the same with
their best abilities (Shermon and Shermon 2016).

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Offshore workers
Offshore workers are the ones who work for the concerned company located far away
in a foreign country from the place of establishment of the company (Zandvliet and Anderson
2017).
Outsourcing
This practice of labour supply means to obtain labour workforce from outside
sourcing that allows employees to perform their job function outside the environment of the
business entity.
Consultants
The consultants are considered as the brokers who provide their linked business
organisations with required labour force as per the unfilled vacancies that are demanded by
the organisation.
Options available for the provision of HR services
In the context of analysing the provision of Human Resource Management services,
the Australian hardware company should focus on encompassing three significant elements.
Those include;
 Predicting the required number of employees needed to fulfill the objectives of the
company;
 Examining whether the supply potentiality of the hired employees meets the demand
of the company or not; and
 Finally learning the ideology to maintain a balance between the supply and demand
chains.

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Legislations to be considered while developing HR strategies and plans
Considering the legal aspects of the Australian Legislation, the same related to the
policy of HR are specified as below.
Fair Work Act 2009
The Fair Work Act 2009 was initiated on 1st July (Bray and Stewart 2013). It works
for the betterment of the national workplace relations system in the business organisation of
Australia. It deals with sustaining the efficiency between minimum laws of employment and
agency bodies.
Public Sector Management Act 1995
The above mentioned act makes provinces for the public service organisations of the
concerned nation as well as the management legalisations for specific managing sector in the
public sector firms (Van Dooren, Bouckaert and Halligan 2015). It fosters the stability of
honesty and accountability of HRM in the working organisation.
Fair Work Regulation 2009
The formulation of this activity helps the business firm to form a workplace
relationship system with the federal system of the Australian government (Dobusch and
Quack 2013).
Privacy Act 1988
The regulation of the Privacy Act 1988, allows the business firm in Australia to
manage the confidentiality of information of the individuals connected with the entity
(Otlowski 2015).

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Occupational Health, Safety and Welfare Regulations 1995
The above mentioned legislation in Australia provides a framework to the business
entities to maintain and secure the health and safety aspects of all its concerned employees
that may arise from the risk of work allocated to them (Abubakar 2015).
Benefits of Strategic Planning
Strategic Planning is a formulated and documented management process in an
organisation that benefits the business organisation to manage the current as well as future
proceedings effectively and efficiently. The benefits of the same are listed below.
 Establishing direction for future work.
 Helps the business firm to undertake wise decisions.
 Increase in the profit ratio and market share of the business.
PEST Analysis
As implied by Auka and Langat (2016), PEST analysis is an ideology tool that helps
in the determination of the macro-environmental factors that impacts and influences the
working structure of a business organisation. The same allows the business firm to identify
the significant changes that occur in the market of business. The factors of the same are
specified as below.
Political
 Policies and orders of the Australian government.
 The level of political stability of the country.
 The corruption level of Australia.
 International trade policies.
 The labour laws and taxation policies.

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Economic
 The exchange rates prevailing in Australia.
 The interest and inflation rates.
 The rate of employment and unemployment.
 The rate of disposable income.
 The economic condition of the country.
Social
 The rate of population.
 The educational standard of the society.
 The lifestyle attitudes of society.
 The cultural background.
 The emphasis on health and safety awareness in the society.
Technological
 The incentive level in technological advancements.
 The awareness level of technicalities.
 The research and development activities.
 The increasing level of innovation and modifications.
 The frequent changes in the trends of types of machinery and types of equipment.
Functions of HRM
As opined by Armstrong and Taylor (2014), Human Resource Management is one of
the most integral parts of any business entity. This is because this management group is
accountable to manage all the significant functions and process in the working organisation
that helps in the future sustainment of the firm. The effectiveness of the HRM measures the

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efficiency of the complete business firm. In this connection, the primary functions of HRM
are specified as below.
 Managing the strategic implementations of the business entity.
 Maintaining the recruitment process in the organisation.
 Formulating the plans and policies of the concerned business firm.
 Managing the immediate risks and corporate social responsibility in the firm.
 Maintaining a healthy working environment keeping the health and safety of all the
people connected to the organisation in mind.
 Fostering effective and efficient employee and management relationships.
Impact of technology on job roles of Australian Hardware Company
The effect that is caused by job roles of Australian Hardware Company due to
advancement in technologies is reported to be at a higher level. This is because the
technological advancements in the field of hardware industries in Australia are widespread.
This creates a dilemma in the mind state of the people who are to perform their jobs to obtain
the best of the technologies that would make their work getting faster in a more natural way.
Part B
Appendix 1 – Human Resource Strategic Plan
Elements Criteria

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Role of the Managers  Store General Manager
 Timber General Manager
 Electrical and Plumbing Products
Manager
 Garden Products Manager
Necessary Skills Required  Management skills with an
experience of over five years.
 Effective Leadership Skills.
Human Resources – values, philosophies
and policies
 Maintaining organisational
philosophies
 Sustaining the competitive
advantage of the business entity.
 Implementing the critical decisions
of the business entity.
 Integrating the set of assumptions
and beliefs in the organisation.
 Developing a feeling of
belongingness in the employees.
 Enable the organisational agility in a
manner that an adequate and
competent personnel employee at all
the levels.
Strategic objectives and targets for human
resource management
 Planned formulation of the strategies
and objectives of the concerned

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organisation.
 Fostering appropriate level of clarity
and transparency in the whole of the
organisation.
 Undertaking Research and
Development activities.
 Effectively implementing Corporate
Social Responsibility.
 Agility to maintain the uncertainties
of risk taking place at any point of
time in the business environment.
 Recruiting skilled level of
employees and taking unbiased
decisions regarding the same.
 Maintaining a human-friendly
environment for all the level of
workers in the organisation.
Provision of human resource services  Integration of marketing plan and
coordinating with operation
management of the stores.
 Anticipating directions to the local
as well as international marketing
activities.
 Induction programs for the new
trainees.

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 Training and development program
for new as well as old employees.
 Providing peer consumers with all
required and necessary information.
 Packaging and labelling of the
products offered by the company.
Costs and Benefits The prices may relate to the direction as
well as the indirect cost of investment and
sustain the managers with different variable
pay incentives. The cost may also refer to
requiring types of equipment and supplying
the products and services.
The benefits that may be recorded for the
company is the cost-effectiveness in the
long run and return on investment with the
help of skilled human resource
management.
Technology and systems to support the HR
programs and practices
 Performance appraisal programs and
performance management policy.
 Implementing staff performance
plans to keep a regular check in the
activities of the employees.
 Fostering solutions to the problems
of performance inefficiency.
 Fostering effective pay role services.

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 Executing better incentive payout
plans to motivate the employees.
 Managing the benefits platform for
all the level of employees.
 Fostering practical engagement tools
for the employees to help them work
with the greatest zeal.
 Executing the newest forms of
technological innovations to ease the
work of the managers.
Strategic Human Resource Plan  Assessing the current capacity of
Human Resource.
 Forecasting the future requirements
of HR.
 Developing strategies for recruiting
talented HR.
 Review and execute the plan
proposed for HR.
 Implement the effectiveness of the
plan while hiring the top level
managers.
Risk Management Plan  The difficulty in the resourcing of
the required trained skill labour
force and highly experienced staff.
The same can be controlled by

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targeting an effective advertising
plan in premium business trade
magazines and online ads.
 Wastages of the stock that remained
unsold and got perished because of
the reduced inventory management
as well as the monitoring of the sales
department. The same can be
controlled by frequently managing
the in- house functions of supply
chain management and production.
 The entry of a new peer competitor
in the market with a similar range of
innovated products that satisfy the
demand of the market. This can be
mitigated by monitoring
competitors’ campaign of strategical
plans and implementations. In this
case, the research and development
process needs to be active and
efficient to study the complete
market structure.
Implementation of human resource strategic
plan
 Determining the needs of human
resource.
 Undermining the recruitment

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strategies to hire skilled labour force.
 Selection of the required employees
with unbiased decisions to obtain the
best of them.
 Executing training and development
programs.
 Implementing the compensation and
variable pay incentives scheme.
 Performance Appraisal.

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