Human Resource Strategic Plan

This document provides a comprehensive overview of a human resource strategic plan for a college. It covers topics such as developing trends and practices, potential changes, category of staff, standards, technology, human resource strategic planning, growth of human resource strategic plan, overview of costing, risk management plan, survey, human resource review report, work life balance report, health and safety policy, evaluation of the performance of the human resource strategic, and update human resource plan.

HUMAN RESOURCE STRATEGIC PLAN

TABLE OF CONTENTS
Task 2.........................................................................................................................................1
Briefing report........................................................................................................................1
Overview of human resource requirement.........................................................................1
Developing trends and practices which will influence the human resource management.1
Revising new technology...................................................................................................1
Potential changes................................................................................................................1
Category of staff.................................................................................................................1
Standards............................................................................................................................2
Human resource strategic trackcommendations.................................................................2
Technology.........................................................................................................................2
Conduct the meeting..............................................................................................................2
Introduction........................................................................................................................2
Key points..........................................................................................................................2
Human resource strategic planning....................................................................................3
Growth of human resource strategic plan..............................................................................3
Introduction........................................................................................................................3
Priorities.............................................................................................................................3
Operational priority............................................................................................................3
Recruitment process...........................................................................................................3
Workforce development.....................................................................................................4
Workforce skilling.............................................................................................................4
Overview of costing...........................................................................................................4
Risk management plan...........................................................................................................4
Assessment 3..............................................................................................................................5
Survey....................................................................................................................................5

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Human resource review report...............................................................................................8
Work life balance report.........................................................................................................9
Introduction........................................................................................................................9
Work life balance stratagems.............................................................................................9
Action plan.........................................................................................................................9
Health and safety policy.......................................................................................................10
Policies.............................................................................................................................10
Procedures........................................................................................................................10
Evaluation of the performance of the human resource strategic..........................................10
Update human resource plan................................................................................................11
References..........................................................................................................................1

Task 2
Briefing report
Overview of human resource requirement
It is very important to have professional team for appropriate functioning of the college. The
college will need experts, specialists, receptionist, theoretical manager, student services
officers, and administration manager. A finance manager will take the charge of the financial
department so that financial sources can be maintained.
Developing trends and practices which will influence the human resource management
Off-campus and on-campus training should be provided to the staff members so that efficient
services can be delivered. Training will be organised by the human resource manager so that
level of productivity of the employees can be increased.
Revising new technology
Biometric punching machines should be introduced through which the work hours of the
employees can be identified and effective control can be imposed on the performance of the
employees. The thumb impression will record the timing and date when the employee is
starting to work. With the help of biometric machine the mistakes of the employees can be
identified (Stewart and Brown, 2019).
Potential changes
It is very important to legalize the online lectures and accessible examination so that students
from different countries and cities can participate and become a portion of the university.
With the help of online examination appropriate student force can be generated and it will
require a technical workforce through which the complexity is associated with the online
examination can be eliminated.
Category of staff
The company will need to have 50 to 60 people so that they can implement the appropriate
functioning of the organisation. It has become highly important to allocate the roles and
responsibilities among the squad members so that all the activities can be finished on time.
Financial manager at the workplace will be used to balance the financial activities. The
supervision would look after all the directorial procedures in the admission of the students

and will also help in conducting the online examination. The company currently have 24 staff
members and they will require roughly 14 trainers to train the people working in the
organisation.
Standards
Learning is the field where dedication and integrity is required from both the parties. All the
team members are demanded to be truthful and unified regarding their job so that appropriate
results can be achieved.
Human resource strategic trackcommendations
 HR is the most important and critical element of any organisation because it helps in
achieving the targets properly.
 The main priority of the organisation is to train the employees with the help of
training programs so that their skills and abilities can be tailored and enhanced.
 Discipline is the most important aspects which should be taught to all the students and
work force.
Technology
The company will introduce a suitable biometric machine through which the attendance will
be kept of all the employees electronically and it will also influence the authentication.
Conduct the meeting
Introduction
The meeting will be conducted because it is very important to develop suitable strategies and
convert certain elements regarding function of the human resources. If the strategies will not
be developed than the right job will be dedicated to the wrong person and the level of
efficiency will be decreased. Strategic planning will be conducted in the meeting.
Key points
 Every department will have 8 to 10 members so that all the tasks can be completed on
time and while maintaining the efficiency level.
 All the team members will be required to trained and achieve the set targets.
 The company also require approximately 14 trainers through which they can train the
workforce in the right way.

Human resource strategic planning
 It is important to classify the requirement of the team associates so that necessary
training program can be introduced.
 If there is any obligation to guarding the work place then it should be fulfilled by the
human resource department so that comfortable working environment can be provided
to the team members.
 The goal of human resource services will be to deliver Extraordinary quality services
to the college and this can only be completed by training programs so that the skills
and abilities of the team members can be enhanced.
 The biometric technology will be introduced for keeping a record of the tendency of
the team members and their work ask and identified for the pay scale (Sanchez, and
Garcia, 2019).
Growth of human resource strategic plan
Introduction
It is important to develop a suitable strategic plan for the management of HR so that
appropriate results can be achieved and suitable management plan can be designed.
Priorities
 A suitable training program should be developed.
 Introduce the importance of time management to the team members.
 All the values of the organisation should be introduced to the parents and students
associated with college.
Operational priority
Operational priority plan should be introduced so that sudden changes and necessary
challenges can be met appropriately.
Recruitment process
Action Accountability Budget Performance Target date
Management of
financial
documentations
To attain the
limits and
organise the
documents
$300 Financial
authentication
6 May 2020
Consultation and
investigation
Shortlisting of the
applicants
$300 Fluency in
English
language
11 May 2020
Job description Minutiae of the $100 Work details 15 May 2020

job
Workforce development
Action Responsibility Budget Performance Target date
Drill sessions Coaches $300 Development
in management
7 May 2020
Identify areas of
development
Administration $300 Detailed
argument and
analysis
10 May 2020
Foundation of
training
Supervision and
trainers
$300 Examination
and evaluation
16 May 2020
Workforce skilling
Action Responsibility Resources Performanc
e indicator
Target date
Develop
standards and
ethics
Human
resource
executive
Trainers and
motivational
reciters
Integration 9 May 2020
Biometric
machine
Human
resource
manager
Machine and
network
Technical
skills
12 May 2020
Overview of costing
It is very important to distribute the budget primarily so that financial problems can be
avoided. The company will have to locate $1,400 for the identification of human resource and
conduct appropriate training program for them.
Risk management plan
Risk description Likelihood
of risk
Impact of
risk
Import of
risk
Anticipatory Action and
Emergency Plan
Staff turnover High High Imperative Introduce incentives and
training to the employees
Inefficient service High High Judicious Training (Rehman, 2019)
Financial lacking High High Important Developing appropriate funds

Assessment 3
Survey

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Human resource review report
 Most of the employees are above the age of 30 and they are localites. All the
employees are highly skilled in their area and some of the employees are on a contract
for a fixed period.
 The group results should be focused initially so that the planning can be conducted
appropriately and if there is any e problem associated with the hygiene factor of the
organisation then it can be taken into consideration.
 It is very important to analyse the exit interview so that the main reason behind the
employee turnover can be identified and appropriate strategies can be designed to
reduce the employee dissatisfaction.
 Effectiveness of human strategic plan can be identified with the help of the elements
which have been covered by the human resource management (Cascio, 2015).
 Appropriate training and development programs have been introduced through which
the team members are able to enhance their working abilities and skills.

 Appropriate working environment has been designed through which comfortable
performance can be delivered and the complaints regarding the inequality have been
noticed and necessary actions have been taken.
 Appropriate meetings are being organised through which the team members are able
to develop their communication skills.
Work life balance report
Introduction
It is very significant to develop the work life balance so that appropriate functioning of the
organisation can be observed. Work life balance will help in generating suitable balance
amongst the work life and all the fundamentals of the personal and work life can be balanced.
Work life balance stratagems
It is very vital to develop a suitable state to which personal and professional life can
be balanced. It is very important to develop the internal state of work so that efficiency can be
introduced. It is important to treat mental peace so that suitable physical development can be
observed and appropriate results can be achieved.
Action plan
Initially it is very important to identify the working hours. It is very important to
identify the working hours and indicate the rules accordingly so that the level of efficiency
can be maintained and health of the team members should not be compromised. The next step
will be to consider the health of the employees. It is essential to consider health of the team
members so that they can be provided with suitable working hours and appropriate working
environment can be delivered to them. Health examination should be conducted so that the
physical condition can be identified. Camps should be organised so that health examination
should be conducted and necessary actions can be taken to rectify the health issues. The next
step will be to plan the task as per the work hours. The task should be planned according to
the workers and suitability of the team members for that level of efficiency could be
maintained throughout and successfully goals can be achieved. The next step will be to
eliminate the time killing activities.The time killing activity should be eliminated through
which the focus can be generated towards the achievement of tasks. The next step will be to
prioritise the tasks as per the requirement.

Health and safety policy
King Edward College recognises the importance of safety and health environment for staff,
contractors and visitors during the participation in work.
Policies
 Compliance with legislation is the most important activity which should be performed
by the company.
 Organisational responsibility and commitment should be introduced in the team
members.
 The next most important policy is to introduce the responsibility of reporting and staff
responsibility
 Free health check-up will be organised from time to time so that health issues can be
identified.
 Suitable working environment will be developed through which comfortable working
scenario can be generated.
 Employee with any communicable disease will be on leave so that health and safety
policy can be maintained.
 All the employee will be given sufficient leave period if there is any severe disease.
Procedures
 Initially annual work please inspection should be conducted (Brewster, 2016).
 It is very important to control the hazard and evaluate the negative influences.
 The next step will be to identify incidents which have been taken previous day.
Evaluation of the performance of the human resource strategic
 The human resource plan is extremely on point and all the rudiments of the task are
achieved successfully.
 With the help of appropriate strategies all the elements of the human resource
planning can be conducted.
 The suitable exercise program will be organized for the employs so that relevant
results can be achieved.
 Employees are able to enhance their working abilities with the help of training and
development programs.

 The team performance can increase only with the help of an activities and the
company has introduced several activities through with appropriate interaction can be
generated.
 Suitable communication strategies urban design through which all the information can
be supplied to the team members so that they can suggest appropriate ideas.
Update human resource plan
The work needs to be evaluated appropriately so that pay scales can be developed
appropriately. Major changes will not have to done in the human resource plan. Updated
human resource plan have all the necessary changes regarding the working hours and pay
scales of the team members so that satisfactory working environment can be developed. The
employee should not have any issues associated with working hour and health and safety
policies so that they can perform their activities freely. Pay scales are enhanced and
appropriate incentives are provided through which employees are highly satisfied. The leaves
structure has also been changed so that appropriate work off and paid leaves are provided.

References
Brewster, C. (2016). Globalizing human resource management.Routledge.
Cascio, W. (2015).Managing human resources.McGraw-Hill.
Rehman, A., 2019. Educational Planning and Human Resource Management: A Study of
Public and Private Schools in Pakistan. Journal of Education and Vocational Research, 9(2),
pp.15-19.
Sanchez, S.M.M. and Garcia, E.K.M., 2019. Human resource development in Faculty of
Physical and Chemical Mathematical Sciences.International journal of social sciences and
humanities, 3(1), pp.1-6.
Stewart, G. and Brown, K. (2019).Human resource management.Wiley.