Human Resource Management at King Edward VII College

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Task 1
1. Key Functions of a Human Resource Manager
The key functions of a human resource manager at any organization includes
dealing with payrolls and benefits pertaining to employees, record keeping as well as
tax compliance, ensuring good relations and communication between employers and
employees and ensuring adequate compliance on the part of the organization with all
labor laws (Albrecht et al. 2015).
2. Importance of Human Resource Strategies
The human resource strategies in an organization are seen to play a vital role when it
comes to managing all the people who have been employed at the workplace as well as in
making sure that the culture and the environment at the workplace is one that is
harmonious in nature (Ahmad 2015).
3. 3 Aims of Human Resources Strategic Planning
The three aims of human resources strategic planning are to make optimum use of the
most valuable assets of an organization, ensuring the best kind of fit between jobs and
employees and finally to avoid manpower surplus or shortage at any point of time, as both
of these can prove to be detrimental for the growth and development of a business
organization (Brewster 2017).
4. 5 Important Information Areas in Human Resource Plans
The five important information areas that need to form a vital part of a human
resource plan in an organization are organizational culture, the process of planning for

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change, training and development, health and safety, and of course the process of
recruitment as well as the retention of employees (Cascio 2015).
5. 4 Key Steps in the Process of Human Resources Strategic Planning
The four important steps that need to be taken in the process of human resource
strategic planning are the analysis of organizational objectives, creating an inventory of
all existing human resources, estimating gaps in manpower, formulating an action plan
for human resource management and engaging in monitoring, control as well as feedback
(Chelladurai and Kerwin 2018).
6. Usefulness of Technology in HRM Practices
The introduction of technology has changed the manner by which an HR department
of an organization is able to store files, contact employees as well as analyze the
performance of employees (Dhar 2015).
7. Understanding the advantages and disadvantages of the following for human
resource activities
a) External Provision by a Consultant or Contractor – This is advantageous in
the sense that it entails the provision of expert services but disadvantageous in the
sense that this is service that is temporary in nature (Gutierrez et al. 2017).
b) Outsourcing the work to external providers – This can prevent an enterprise
from the expense of hiring full time employees.
c) Allocating the work to existing staff – Existing staff is made to do work for an
organization will have to be paid for on a full time basis (Ibid).
8. Aim and Scope of Fair Work Act of 2009

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The aim and scope of the Fair Work Act of 2009 instrument is to provide for
the terms as well as conditions of employment and to set out the rights and
responsibilities of all employers, organizations and the employees of such
organizations (Joo et al. 2018).