BSBHRM501 Manage Human Resource Services: A Comprehensive Report

Desklib provides solved assignments and past papers to help students succeed.

Running Head: BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 1
Title: BSBHRM501 MANAGE HUMAN RESOURCES SERVICES
Student
Professor
University

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 2
Table of Contents
Introduction...........................................................................................................................................3
Assessment Task 1: Human resource requirement project...................................................................4
Send an email to the Managing Director, marketing and sales manager, office manager and
construction manager staff discussing the human resource requirements and strategies...............4
Research and development a briefing report................................................................................5
Analysis of strategic priorities and relations with human resource...............................................5
Pestle analysis that identifies and analyses external factors that affect are likely to affect the
human resource of boutique build................................................................................................6
1. Meet with boutique build Australia management and contractors and discuss review on.......9
Develop a 12 month human resource Action Plan for boutique build Australia................................9
Send an email to the Managing Director with the action plan and seek feedback..........................13
Assessment task 2: Develop and monitor service level agreement.....................................................14
1. Develop a service level agreement..............................................................................................14
2. Write short memos to the managers...........................................................................................17
Assessment task 3: Human resource survey........................................................................................18
Write a short report on potential work life balance strategies........................................................18
Conduct a staff meeting...................................................................................................................18
Develop a social media guidelines for the company........................................................................20
Conclusion...........................................................................................................................................21
References...........................................................................................................................................22

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 3
Introduction
In this report, the discussion will be made on the human resource strategy and requirements
of boutique build Australia which is a building company that specializes in development and
design of high-quality buildings and home for Sydney Metropolitan and nearby areas. The
report will discuss an effective strategy and plan for the company to improve its employee
engagement and fulfill the requirements of highly skilled workers. An email will be
developed to the Managing Director, office manager and other team members informing and
inviting them about the discussion of Human Resource requirements and strategies along
with other detailed information. The strategic and operational plan of boutique build
Australia will also be determined using situation and pestle analysis and how the company
can increase the number of female employees. Human resource Action Plan will also be
developed in the report 800 the company to follow along with service level agreement which
will highlight the key responsibilities of different numbers in the HR department. At last,
potential strategies related to work life balance of the employees and social media strategy
will be developed along with staff meeting will be conducted where all these issues will be
discussed.

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 4
Assessment Task 1: Human resource requirement project
Send an email to the Managing Director, marketing and sales manager,
office manager and construction manager staff discussing the human
resource requirements and strategies
To
Managing Director, marketing and sales manager, construction manager staff and office
manager
Subject: Invitation to attend meeting discussing HR requirements and strategies.
Respected members, this is to inform and invite you about a small yet important meeting that
will be conducted in the conference room of boutique build office in Willoughby on Saturday
at 1 p.m. The duration of the meeting will be 1 hour, but it could be extended where we will
discuss the necessary changes we need to make in the Human Resource strategy in order to
hire highly skilled and reliable workforce along with increasing numbers of female
employees. The main purpose of the meeting is to discuss the human resource issues the
company is facing, and therefore, it is requested to all the managers and staff members to
identify and consider the requirement of Human Resource which day it will be appropriate
along with the improvement they want to see in the HR functions which include recruitment
and selection, training and development, workforce planning, professional development, etc
(Ekwoaba et al, 2015).
And hence, it is our kind request to all to be present at the meeting and share your opinion to
enhance the performance and productivity of Human Resource Department of the company.
Thanking you

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 5
Yours faithfully
Research and development a briefing report
Boutique builds Australia is a building Organisation located in Sydney, Australia want to
become the best home builders in the country and some of their main qualities include
leadership, quality, innovation, honesty and reliability and respect. The strategic goal of the
companies to enhance their revenue by 10% on a yearly basis and expand their market into
the Brisbane and Sunshine coast as well. The company also aims to hire at least 3 full-time
site staff by June 17 and develop and integrate Strategies for increasing the number of women
at the workplace the next day (Ekwoaba et al, 2015). As for the market, there will be an
excellent opportunity in the construction sector according to the experts which can offer
boutique build Australia a chance to increase their revenue and expand their business market.
The main marketing strategy is the company is planning to use include building trust,
generating more lead and converting those leads into purchases (Armstrong, 2016). Some of
the major risks identified by the company which can pose a challenge to fulfill their strategic
and operational objectives include a significant drop in cash flow, changing policies of the
government in the construction sector, inability to recruit more client, recession and Domino
effect and much more.
Analysis of strategic priorities and relations with human resource
Some of the main strategic priorities of boutique build Australia is to increase their overall
revenue by 10% in a year and expand their business market to other areas as well including
Brisbane and Sunshine coast. Other strategic objectives of the company is to become one an
employer of choice and lead high performing, accountable and profitable organization. The
company also want to expand into the environmental and sustainable market for which the
company is developing effective strategies including making necessary changes in the human

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 6
resource planning (Armstrong, 2016). All of these strategic objectives are associated with the
Human Resource Department of the company as it is responsible for managing the workforce
of the company and encouraging them to contribute better, which can result in increased
revenue, market share and expansion of the business. For instance, if the HR department is
able to recruit highly skilled and professional employees in different fields, it will increase
the performance and productivity of the company result in higher revenue (Noe et al, 2017).
For the company to expand business in other markets, it is necessary for them to develop
strategies to attract and hire employees in that market and also encourage the workforce to
use sustainable and eco-friendly method for performing business operation such as using
sustainable building materials including glass and steel, bamboo and Rubber, lower volatile
organic compound paint and send stains, etc (Deery et al, 2018). And in order to become an
employer of choice, it is necessary for the Human Resource Department of body build to
provide workplace awards and incentive, look after the requirement of the employees and
make them feel valued (Slavić et al, 2017).
Pestle analysis that identifies and analyses external factors that affect are likely to
affect the human resource of boutique build
Pestle analysis
Political factors: The main political factors which influence the human resource requirements
of the company include changes in the rules and regulations relevant to the construction
industry by the government, level of corruption in the industrial goods sector and regulation,
legal Framework for the contract enforcement, taxation rate, minimum wages act, etc (Noe et
al, 2017).
Economic factors: The economic factors which can influence the human resource activities of
boutique build Australia include a drop in the cash flow, failure to recruit the expected

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 7
numbers of client, economic recession, changes in the market condition, shortage of skilled
staff, inability to control expenditure, ineffective planning and competition in the market
(Slavić et al, 2017).
Social factor: The demographics of the employees such as gender, age, religion, etc are social
factors which can influence the human resource requirement along with leisure interest,
culture, entrepreneurial spirit and attitude towards the company.
Technological factors: The human resource requirements can also be affected by
technological factors including failure in construction equipments, rate of technological
diffusion, cost structure in the heavy construction industry, etc.
Environmental factors: Certainly there are various environmental factors which can impact
the functionalities and requirement of boutique build Australia which include using eco-
friendly construction materials, waste management in the industrial goods sector, weather and
climate change, air pollution and water pollution, recycling and supporting renewable energy
(Noe et al, 2017).
Legal factors: The legal factor such as unethical and unprofessional practices of the staff,
discrimination, failure to comply with legislation, failure to manage the Expectations of the
client, etc can impact human resource requirements.
Potential Strategies for increasing female representation
In order to increase the female employees in boutique build Australia, the company can
utilize effective human resource strategies which include development formalized leadership
development plan for the women, promoting reverse mentoring, ensuring harassment-free
and discrimination-free environment at the workplace based on gender, offer equal wages to

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 8
the Employees regardless of the gender and develop a culture that supports Motherhood at the
workplace (Deery et al, 2018).

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 9
1. Meet with boutique build Australia management and contractors
and discuss review on human resource requirements (Noe et al, 2017).
The main purpose of the meeting is to discuss the requirements of human resource in the
company. Based on the discussion with the management and contractors, it has been found
that most of the attendees agreed in changing the current human resource strategy in order to
fulfil the requirements of HR which also includes increasing the number of female employees
in the workplace (Bratton, 2017). It has been suggested that recruitment and selection
strategy should be upgraded where utilization of psychometric test before conducting
interviews and further rounds of the recruitment process (Noe et al, 2017). Apart from that,
the management also agreed on implementing new rules and regulations regarding
discrimination, harassment and bullying at the workplace to improve retention of female
employees.
Develop a 12 month human resource Action Plan for boutique build
Australia
Boutique Build Australia
Human Resources Action Plan
Strategie
s
(what)
Actions
(how)
Pri
ori
ty
(L/
M/
H)
Time frames
(when)
Responsibility
(who)
Performance
Indicators
Policies 1. Implementation of legal H June 2017 Human Resource Enhanced

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 10
and
procedur
e
requirements in in
diversity, sexual
harassment and equal pay
Management retention rate
2. Developing an effective
strategy to maximize staff
performance
June 2017
3. Providing necessary
training and development
programs to the
Employees to enhance
their skills
Jan 2018
Recruitm
ent and
selection
strategies
1. Development of excellent
and profile centric job
description
M Oct 2017 Hiring Manager Reduced
employee
turnover
2. Using adequate job portal
in order to target skilled
candidate and fix
interview.
Oct 2018
3. Development of
psychometric tests based
on the job requirement
and profile
Nov 2018
4. Shortlisting the
candidates by reviewing
the application and
Nov 2018

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 11
conducting interviews
5. Selecting the right
candidate for the job
profile by determining
whether he or she will be
able to fulfill the job
requirement.
Jan 2018
Employe
e training
and
develop
ment
strategy
1. Identify the
requirement for
training and
development within
the employee in the
boutique build
Australia.
H June 2018 HR Training and
Development Mana
ger
Increased
performance
and growth
rate of the
company
2. Identify the training
process which should
be used to deliver
professional
development program
September
2018
3. Monitoring the
training process by
tracking the
effectiveness of the
Oct 2018

BSBHRM501 MANAGE HUMAN RESOURCES SERVICES 12
employees
4. Assigning duties and
responsibilities to the
trained employees
after completion and
evaluation of the
results
Jan 2019
2.