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Report on Human Resources Strategic Plan

   

Added on  2020-10-22

19 Pages4733 Words132 Views
BUSINESS
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 2............................................................................................................................................11. Brief report.........................................................................................................................12. Sending Email....................................................................................................................23. Conducting meeting............................................................................................................34. Developing Human Resource Strategic Plan.................................................................45. Developing risk management plan.....................................................................................76. Sending Email....................................................................................................................8TASK 3............................................................................................................................................91. Developing work life balance report and action plan.........................................................92. Updating health and safety procedure..............................................................................123. Sending email...................................................................................................................134. Report on implementation of work life policies and procedures.....................................135. Updated Human Resource Strategic plan.........................................................................146. Sending email...................................................................................................................15CONCLUSION..............................................................................................................................15REFERENCES..............................................................................................................................16
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INTRODUCTIONHuman resources of any organisation play a crucial role in expanding its business. HRforms the basis of strategic planning regarding workforce requirements for the proposed plan(Analoui, 2017). The present report is going to discuss about the strategic plan of Edward KingVII college in Melbourne wanting its operations to be spread in Brisbane and Sydney. The reportwill discuss a brief reporting which will contain college's human resource requirements for threeyears, a review of industrial and legal requirements that have impacted the workforce. A humanresource strategic plan will also be developed along with risk a management plan. TASK 2 1. Brief reportReport on Human resources strategic planEdward King VII is going to expand its college in Brisbane and Sydney for which it requiresworkforce. Each proposal will require a receptionist, a student service officers and four trainersfor at least three years. There have been some recent developments in technology and different trends are emerging thatare significantly impacting HRM in Edward King VII. Use of technology such as social mediaand online job portals for recruiting people in college is impacting its HRM and making moreeffective. A well-defined human resource information system like online system of recordingprofessional development and record of employees is also the latest trend which will be used byorganizations for maintaining database of employees and for effective integration with otherfunctions of management. Continuous training and improvement programs are affectingcollege's HRM which could efficiently be applied by establishing policies for employeestraining and development programs (Brewster, 2017).Employment laws largely affects HR policies of college. The potential changes in workforcelaw is constantly fluctuating after Brexit. Equal pay, reporting of gender discrimination, civilrights acts, health and safety measures for employees, etc, are some laws and regulations thatwill impact HR decisions while formulating a strategic plan. Equality Act 2010, OccupationalSafety and Health Act 1970, Human Rights Act 1998 are major laws that needs to be consideredby college.The proposed project of college will require a receptionist, a student service officers and four1
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trainers for each place on fifty students. The existing and new staff will be required to possessexcellent communication skills, adaptability skills in existing staff for moving to differentlocations, sound technical knowledge of related areas for new staff. External methods such asemployee referrals, advertisement in newspaper can be used for filing vacancies in college.Internal methods such as promotions and transfers can be done of existing staff for sourcingstaff in new locations (Collings, Wood and Szamosi, 2018).Benefit: External methods such as hiring by using job portals are used for bringing fresh talentfrom outside the organization.Cost: It is costlier than internal method as it involves recruitment costs of searching and placingemployee.In Internal methods, vacancies are filled by existing employees through promotions andtransfers. Benefit: Applying of this method motivates existing employees which leads to employeeretention in organization.Cost: This method is less expensive and will support cost efficiency of new campuses.Employee enhancement, trust, honesty, team work, betterment of organization are values andphilosophies that must be used by HR of college. Proper training and development, motivationand efficient integration of employees needs with organizational objectives is the way ofachieving this. College has no information system, no defined system of job designing, no formal trainingprograms, no effective employee retention policies, no formal arrangement of flexible workinghours and work from home facilities for which corrective measures will be considered likeWork life balance.Edward King VII needs to use more technology in its HR operations, job must be designedmore specifically and use of social media for better recruitment of people. It needs to have moreflexibility in its working system (Gavidia, 2017). 2. Sending Email To: CEOTo: Senior managerSubject: A brief report on human strategic plan2
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