Human Resources Strategic Planning for Desklib

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