Human Resources Strategic Planning for Desklib

This article discusses the importance of human resources strategic planning for Desklib and its impact. It covers topics such as recruitment, selection, and induction, operational priorities plan, and more.

Manage human
resources strategic
planning

Contents
PART A...................................................................................................................................................3
Short Answer Questions....................................................................................................................3
Human Resource Briefing Report......................................................................................................7
Briefing Report..................................................................................................................................9
Human Resource Strategic Plan.......................................................................................................10
Risk Management Plan....................................................................................................................16
Email................................................................................................................................................16
Part B...................................................................................................................................................17
Survey Questions.............................................................................................................................17
Email................................................................................................................................................17
Review Report.................................................................................................................................18
Work life Balance Action Plan..........................................................................................................19
Email................................................................................................................................................21
The impact of the working from home arrangements.....................................................................21
Update your Human Resources Strategic Plan................................................................................21
REFRENCES..........................................................................................................................................22

PART A
Short Answer Questions
Describe five key functions of a Human Resources Manager
Training and development: providing the training and development to the new and existing
employees regarding the job responsibility is the function of the HR manager.
Recruitment and hiring: the HR manger conduct the process of hiring the talented
candidates for the organisation. The HR manager also conduct interview and recruitment
process to recruit and hire the best talent.
Maintain employee relations: the HR manager develop strategies and programmes to
enhance and maintain the employee’s relations.
Performance management: the HR manager evaluate the performance of each employee
using different KPIs to manage their performance as per the requirement of job role.
Compensation and benefits: The HR manager after evaluating the performance of the
employees grant them with appraisals, benefits, promotions, and compensation.
Explain the importance of the human resources strategic planning function and list three
practices related to human resources strategic planning.
The human resource strategic planning is important in order to improve employee’s
efficiency and capabilities for better performance (Chelladura and Kerwin, 2018). This is also
beneficial in acquiring the right and talent employees at the time recruitment. This also
control the employee’s turnover and enhances the key managerial functions. Three practices
related to HR strategic planning are:
 Employee Involvement
 Talent Management
 Performance Management
Explain the aim and scope of the Fair Work Act 2009 and its importance for the human
resources function
The Act aims to introduce a common national workplace relation system that has fixed and
limited set of minimum standards and rules for the employees. The scope of this Act
is that it provides a legal and ethical framework for the both employees and
employer relations in a workplace. This is Act is important because this will allow

the HR manager to conduct all its functions under the ethical and legal means
(Franks-McGill, 2018).
List the 10 minimum workplace entitlements
1. Maximum weekly hours
2. Annual leave
3. Long service leave
4. Society Service leave
5. Public holidays
6. Redundancy pays
7. Notice of termination
8. Fair work Information documentation
9. Parental leave and related entitlements
10. Flexing working arrangements
List four examples of the information that must be kept for each employee according to the
Fair Work Regulations 2009.
 General employment details
 Pay
 Hours of work
 Superannuation
Explain which employees are covered by unfair dismissal laws and which are not.
Employees covered by the unfair dismissal laws are:
Basically, a national system employer is protected under this unfair dismissal law.
The employee who has completed a minimum period of probation in order to become
permanent employee (Kim, Beckman, and Agogino, 2018). The employee who earns less
than the high threshold income i.e. $158500 per year as per current norms.
Employees not covered by the unfair dismissal laws are:
Employees assigned for the specific task, employee under the contract of less than 6 months,
an intern or trainee and casual employee who is employed for less than 6 months.
Explain sourcing a workforce

Workforce option Advantages Disadvantages
Recruiting from
outside of the
company: This
sourcing option is
described as the
procedure where
companies appoint
candidates that are not
presently working in
company (Lai and
Wong, 2020).
 The process helps in
getting more talented
and skilful workforce
in company.
 The company could
get fresh and creative
ideas which could help
in its growth,
 The process is very
time consuming and
complex.
 New candidates are not
aware about
environment, mission,
values and objectives
of companies.
Casual labour: This
sourcing option is
defined as recruiting
people who wants to do
part time jobs.
 Reduce cost of
employees without
minimizing staff.
 During peak load
companies could
delegate task among
them.
 Could face difficulty in
scheduling setting with
employees.
 Candidates might not
focus and work
dedicatedly.
New graduates or
trainees: This option off
sourcing refers to
recruiting students who
have just taken a degree
stop ready to work.
 The companies could
provide them low
wages.
 Students are more
focused and serious
about their work.
 Candidates do not
possess any experience.
 They require training
which is a time-
consuming process.
Offshore workers: The
sourcing option describe
a process when people
 Companies introducing
their expenses which
includes labour cost.
 Companies could face
communication and
language barriers,

work outside their home
country.
 Helps in expanding
their products and
services.
 Companies could also
face cultural and social
differences.
Contractors: This
sourcing option
describes as the process
where a person serves
for another company
 It provides companies
greater flexibility.
 It also helps them in
finding more
development
opportunities (Millar,
Groth and Mahon,
2018).
 It creates uncertainties.
 Companies do not get
proper benefit.
Consultants: This
sourcing option refers to
consulting a person
regarding organizational
activities or operations.
 The company could get
expert advice.
 They could fill the gap
of knowledge.
 Advises is given by
them might not be
beneficial.
 They could take high
cost (Ashton, 2018).
Outsourcing to
recruitment
consultants: It is the
process where
companies transfer all of
their recruitment process
to external service
provider.
 Helps in saving time
 Helps in reducing cost
 The confidential
information could be
leak
 Vendor selection
process is time
consuming and takes lot
of efforts.
Explain the impact of technology on the human resources function
 The companies could store the file in digital format.

 The performance of employees could be recorded.
 Training could be provided to them.
Outline the four key steps in the human resources strategic planning process.
The four key steps of strategic human resource planning are:
 Assessment of recent HR capabilities
 forecasting of the needs of HR
 building of talented strategies
 Review and evaluate
Three key areas included in a Human Resources Strategic Plan
The three key factors are:
 Estimating Labour needs.
 Evaluating current labour supply.
 Balancing labour demand and supply.
Human Resource Briefing Report
Human Resources Briefing Report
Introduction
King Edward VII College is operating its operations for five years and its Human
Resource department is not effective which needs some improvement. For the next three
year the respective College wants to accomplish three targets within the time period of
three years. These objectives include reduce staff turnover, building internal capacity
through implementing learning program and increase diversity.
Emerging trends and practices
The new trends that are emerging presently in Human Resource management
includes enhancement in diversity and inclusion, Digitalisation, Employees Wellness
Programs and utilisation of Artificial Intelligence. These new trends could impact on
Human resource management in King Edwards VII college. The new technology which
they should implement that could influence job roles and design includes training
workforce with the help of Virtual Reality and Augmented Reality.

Changes to industrial and legal requirements
The legal requirements which are essential to execute in Human resource
management for respective college includes Discrimination Laws, Wage and Hour laws,
Immigration Laws and many others.
Staffing
Number of Staff and Type of Staff: The respective college needs talented and skilful
individuals who are capable to take responsibilities along with work for the betterment of
college. The number of staff requires include between 50-70. The options which the
college could use to hire workforce includes online job posting, recruitment database and
enhancing its recruiting network. The benefits these options could provide to college
includes more exposer in front of job seekers, attracting more candidates and recruitment
of potential employees.
Philosophies and values
The respective college must implement effective leadership style, positive cultural
environment and many more. The Human resource philosophies and values include which
the college must implement involves taking care of employee’s benefits, encourage
teamwork, execute effective communication and promote honesty, trust and integrity
within itself.
Recommended human resources strategic directions
• The selected college must develop understanding about its objectives among
employees.
• Execute effective Human resource management schemes.
• The college should apply more strategies for professional development of its
employees.
Technology and systems
To accomplish the objectives of selected college it could use employee satisfaction
software technique for reducing staff turnover. For executing learning programmes through
technology includes utilisation of video-based training methods. For increasing diversity,

the college could enhance the recruitment of more people from different background.

Briefing Report
Briefing report
Introduction: In organisation a meeting is organised to develop and take effective
decisions regarding human resource strategic planning. In this meeting various strategies,
policies, communication skills and techniques are mentioned.
Purpose of meeting: The main purpose of conducting meeting is discussing the
aspects of human resource strategic plan and take decisions regarding improving
organisational employees’ skills and capabilities so they can contribute in attaining King
Edward VII College determined goals and objectives.
Key points:
How to reduce turnover of employees: Through adopting effective recruitment and
selection process and provide them flexible working environment, training as well as
development opportunities King Edward VII College retain skilled and experienced
employees.
How to improve students’ skills: King Edward VII College provide training to its
students related to work that improve their overall efficiency and effectiveness.
How to enhance diversity at workplace: King Edward VII College enhance the aspects of
diversity at workplace their recruiting different background employees that bring their own
perspectives at workplace and help to attain business goals and objectives (Armstrong,
2019).
Philosophies, values and polices: King Edward VII College implements occupational
health and safety policy, professional development approaches as well as recruitment and
selection philosophies that enable college to recruit quality staff members and enable
business to attain determined objectives in efficient manner (Armstrong, and Taylor, 2020).
Leadership Style, corporate Culture, corporate Values, market Competition are also
analysing by the college that affect its philosophies.
Strategic objectives and targets for human resource services: Human resource strategic
objectives and targets are to ensure that organisational workforce id capable for meeting all
future staffing needs and requirements of King Edward VII College. For the purpose of
accomplishing these objectives HR staff and line managers work together for assigning
work among workforce on the bases of their skills and qualifications.
Confirming the required technology and systems to support human resource
programs: Through adopting latest technologies respective college can contact with its
employees and students, store files as well as analyse employee’s performance. Effective

and strong HR practices plays import role in maximising profits as well as reduce problems
(Ginter, Duncan, and Swayne, 2018). HR information’s system, HR capital management,
payroll system and HR management system are used by King Edward VII College.
Effective interpersonal and communication skills: Verbal communication, active
listening and knowledge sharing are the skills that enable employees to communicate their
thoughts, ideas and pint of views in clear as well as concise manner that creates mutual
understanding (Starbuck, 2017).
Effective non‐verbal communication skills: There are various non-verbal communication
skills such as eye-contact, body language, use signals, gestures and maintaining open body
posture that improve effectiveness of overall communication and enable the listener to
understand the perceptive of message sender clearly.
Feedback: It is the responsibility of human resource manager to take feedbacks and
reviews of employees to measure the effectiveness and success of human resource strategic
plan. Through getting reviews corrective actions are taken by organisation to improve
overall effectiveness on respective college.
Human Resource Strategic Plan
Human Resources Strategic Plan
Introduction
Human resource strategic plan is essential for companies to implement as it helps in
developing effective strategies which could assist them in taking decisions that can provide
right direction to them. The strategic plan of King Edward VII includes accomplishing its
objectives within three years (Pauleit and et. al., 2019). The strategies which it will
implement to achieve these targets are recruit more potential candidates, develop more
inclusive and diversified working environment.
Priorities
 Reduce turnover of employees.
 Developing internal capacity through learning programmes. Enhance diversity.

Operational Priorities Plan
 To reduce the employee’s turnover college will execute effective leadership style
and build positive cultural environment.
 To develop internal capacity the college will implement more training and
development programmes. To enhance diversity the college will recruit people from different background and
would educate employees about importance of diversity.
Recruitment, selection and induction
Objective: To ensure the recruitment and retentions of first class employees.
Actions Responsibility Budget
implications
Performance
Indicators
Target date
Identification of
talented and
skilful workforce.
Recruitment
process should
be effective and
transparent
(Berman and et.
al., 2021).
The budget
required for
this action
will be
approximately
£5000
The performance
indicators
include in this
action are Time
to hire, sourcing
channel
efficiency and
number of
qualified
candidates.
The target
date to
accomplish
this action is
around 20
December
2021.
For retaining
employees, the
action needed is
determining
which employees
are at risk.
To review the
performance of
existing
employees.
The budget
needed for
this action is
around £3000
(O'Connor,
Yang and
The performance
indicators
involve how
employees are
performing,
conducting
The target
date to
achieve this
action is
almost up to
18

Actions Responsibility Budget
implications
Performance
Indicators
Target date
Jiang, 2018). feedback
programmes.
December
2021.
Workforce development
Objective: To drive individual and team performance
Actions Responsibility Budget
implications
Performance
Indicators
Target date
To implement
training and
development
strategies.
To control and
manage teams
effectively.
The budget
required for
this action is
almost near
£8000.
The performance
indicators are
team gatherings
and active
participation of
employees.
The action
would be
accomplished
on 24
December
2021.
Supporting and valuing the workforce
Objective: Develop and implement more effective performance management for staff
Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
Defining vision,
mission and
objective of
company to
employees.
The
responsibilities
of managers
include to
convey clear
message to
employees.
The resources
which are
required for
completing this
action are
gathering
whole
workforce at
one place,
The
performance
indicators are
reviewing
perform of
employees and
how effectively
the manager are
calcifying
The target
date to
achieve this
action is
around 14
December
2021.

Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
online platform
and off-line
tools
(Huffington,
Cole and
Brunning,
2018).
business
objectives.
To take constant
feedbacks from
employees.
To review how
employees are
feeling and
developing
effective
communication
pathway.
The resources
which are
needed are
communication
tools,
feedbacks
forms and
support
system.
The
performance
indicators that
are needed to
accomplish this
target are
Employee Net
Promoter Score
and total number
of employees.
This action
will be
achieved by
the date 19
December
2021.
Workforce Skilling
Objectives:
 Develop and implement more effective performance management for
staff
 Expand employee development
Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
Modifying
training and
development
Implementation
of effective
training
Effective
training and
developing
The performance
indicators are
Time for
The target date
is around 12
December

Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
programmes. programmes by
providing right
guidance by
leaders.
tools as well as
techniques.
providing
training and how
effectively
employees are
learning.
2021.
Increase the
collaboration
among
different
department.
The managers
are responsible
to promote
interpersonal
relationships
among
employees.
The resources
which are
required for
achieving this
target is
involvement of
employees and
various
communication
tools.
The performance
indicators are
participation of
employees and
how they are
feeling.
The action
will be
accomplished
on target date
which is 13
December
2021.
Human Resource Information Management
Objectives:
 Develop and implement more effective performance management for
staff
 Expand employee development
Actions Responsibility Resource
Requirements,
Performance
Indicators
To involve
participation of
employees.
The leaders
should
implement
more team
activities
The resources needed are
team managing and
controlling tools.
The performance
indicators include how
much employees are
giving time in team
activities.

Actions Responsibility Resource
Requirements,
Performance
Indicators
(Hayter and
Cahoy, 2018).
To provide them
right direction
and guidance.
The leaders
should execute
effective
leadership
style.
The resources required
are leadership knowledge
and professional skills.
The performance
indicators are how
leaders are providing
guidance to
employees.
Overview of costs and benefits of human resources services indicated in operational
priorities plan
 The college will gain more trust of employees and their participation would be
enhance in accomplishing business objectives.
 The college will also benefit by reducing its employee’s turnover.
Risk Management Plan
Risk
description
Likelihoo
d of risk
Impact of
risk
Priority of
risk
Preventative Action and/or
Contingency Plan
The risk
that human
resource
managemen
t of college
face is lack
of positive
work
culture
environmen
Highly
risky
The
employee
would not
feel satisfied
and might
find other
opportunitie
s outside
college.
This is
considered as
a priority for
effective
human
resource
strategies
(Amason and
Ward, 2020).
The college needs to implement
more strategies to reduce this risk.
The leaders should enhance the
participation of employees and
encourage employees to participate
more in decision-making process.

t.
Not
recruiting
potential
candidates
or
workforce.
Highly
risky
The
productivity
and growth
of college
might get
impacted.
This is
considered as
a priority for
effective
human
resource
strategies.
The Human Resource department
must recruit those leaders or
managers who have knowledge
and skills of this sector.
Email
E-MAIL
Information mail regarding Human Resource Strategic Plan
Hello Management Team,
This is mail has been sent to you to draw your attention towards how our college needs an
effective Human Resource Strategic Plan for achieving objectives efficiently. The college
needs to accomplish certain targets which are reducing turnover of employees, developing
internal capacity through learning programmes and enhancing diversity. I would like to get
your approval for managing certain risk which the college could face that include lack of
positive working environment and appointing potential candidates.
Looking for your forward reply.
Thanks & Regards
HR Manager
King Edward VII College
Part B
Survey Questions
1. Do you think the culture of the company is welcoming and flexible?
2. Managers and employees off to college focus on making interpersonal relationships?

3. The colleges able to accept any uncertainties or changes in the society?
4. Do you think that your managers respect and value your feedbacks?
5. Your managers convey objectives of college effectively and in timely manner?
6. The environment off the college transparent and fair?
7. The college working hours assist in balancing your work?
8. The respective college provides you tools and technologies which you need?
9. Employees are valued at the college and it promotes diversity at workplace?
10. Do you think start the work is properly delegated by your managers?
11. Working here provides meaning to your life?
12. Does our college provide you adequate opportunities for your career development?
Email
E-MAIL
Information mail regarding Feeling feedbacks forms
Hello team,
This mail is regarding to develop an organizational climate survey which is impossible
without your feedbacks. All employees are requested to fill the given survey before 12
December 2021. The link of the survey has been provided to you
Looking for your Feedbacks
Thanks, and regards
HR manager
King Edward VII college
Review Report
Review Report
Introduction
The main purpose of review reporters to compare the data of 2017 and 2018 and evaluate
present turnover of staff and how the workforce has changed.

Analysis of workforce information data
The percentage of employee’s turnover in 2017 for academic staff turnover was 50%
which was reduced to 30% in 2018. In terms of management sector, the employee’s
turnover was 15% in 2017 which also got reduced to 10% in 2018. There was no employee
turnover was seen in administration department which was 0% in both the years. The year
2017 there were 7 female staff find 11 male Employees. In 2018 the number of male
members increase to 12 and female staff members also increase by 8. In 2017 15 people
were from Australia, one from UK, one from France, one from Germany and one from
Somalia. On the other hand, in the year 2018 There were 15 people from Australia, one
from Somalia, one from India, one from UK, one from France and one from Germany. It
has been observed that in 2018 the diversity in college is increased.
Analysis of focus group results
Employees of the company world slightly satisfied with working with college as they get
the opportunity in seeing students accomplishing their objectives. They also seek new and
exciting chances in their work and they got opportunity to make an effort to provide better
services for their client. In the opinion of employees, the college has unstructured
performance review, no adequate training has been provided to them, no reward policies
have been executed and there is lack of flexibility in the working hours. They also
observed uncertainties and unclarity while describing their role to them. According to them
the college must implement certain strategies which could help them in rewarding their
performance, enhance their participation in meetings, recruit women in senior positions
coma execute flexible working arrangements and set clear expectations in front of
employees.
Analysis of exit interviews.
The main reason for leaving their jobs includes there is no recognition of efforts in the
college, managers or leaders do not provide them any reward for their performance and
there is too much work pressure (Gope, Elia and Passiante, 2018). Managers in in the
college do not value their feedbacks and there are no opportunities for them to participate
in decision making process. There are no training programs which could help employees in
improving their skills and knowledge. There is also lack of effective communication
between employees and managers which creates chances of conflicts and

misunderstandings.
Effectiveness of the Human Resources Strategic Plan
The human resource strategic plan of the respective college needs to be improved. For an
effective and smooth work from home facility the college needs to implement effective
communication between them and employees. The college also needs to provide proper
connection facilities for their employees so that they can work from their home without any
issues.
Work life Balance Action Plan
Work/life balance report
Introduction
The main purpose of the report is to present some recommendations to employees about
how they could potentially manage their work life balance.
Work-Life Balance Strategies
 Prioritise time: employees could make list of their activities they have to do and
prioritise according to their desire.
 Set work targets: employees could set their workers and stick to them by
completing their task in the given working hours.
 Manage long term objectives: employees could create a timeline for their
activities and can put dates across the top of their activities (Garrido-Moreno,
García-Morales and Martín-Rojas, 2021).
 Utilise technology: Employees could use technical tools for managing their work
life balance.
 Nurture your network: Employees could grow their network and have structure
system so that they could prioritise their activities and track the time.

Work-Life Balance Strategies Recommendations
The recommendations which the respective college must follow are:
 Utilization of technologies does this will help them in managing employees in the
campus and off the campus.
 Managing long term objectives two strategy will help them in managing and
controlling their employees as well as would provide them balance in their work
life.
Actions to achieve recommendations
The action which the selected college needs to take are:
 Provide knowledge off new and advanced technology to their employees.
 Train them to manage their activities and how to achieve long term objectives.
Email
E-MAIL
Information mail regarding Work-life balance strategies
Hello team,
This mail is regarding the feedback you have provided to us. We have provided you some
suggestions over how to manage your work life balance. You cannot find the attachment
with this email. We are looking forward for your reviews on this activity.
Thanks, and regards
HR Manager
King Edward VII College
The impact of the working from home arrangements
This has been evaluated from work from home arrangements that the response of
employees towards this strategy is very positive. Because of right implementation and chosen
of technology the company was able to implement this strategy effectively and smoothly.
Employees of the organization were able to create work life balance while working from their

home (Aboelmaged and Hashem, 2019). One thing which is need to be focused is there is a
requirement for internal policy consideration to reduce risks such as unavailability of
connections if employee moves from one position to other.
Update your Human Resources Strategic Plan
The college meets to implement effective human resource strategic plan. The strategic
plan must include implementation of training and development programs as well as provide
rewards too talented employees. The training and development program will help employees
in improving their skills which could help them in maximising their efforts in achieving
organizational objectives. The report programs will motivate them in maximising their
contribution towards the college and will help it in achieving its objective effectively (Caputo
and et. al., 2019). The action which would be taken by the college to implement these two
objectives are managers will provide rewards to the employee who will perform
extraordinary in the company. Managers will also provide effective training to employees so
that they could learn some more knowledge about their desired position.

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