BSBHRM501 Manage Human Resource Services: Strategy, Delivery & Ethics

This BSBHRM501 report provides a comprehensive analysis of human resource service management within the context of JKL, an Australian-owned company. It covers key areas such as developing HR delivery strategies, delivering HR services, evaluating HR service delivery performance, and integrating business ethics into HR practices. The report includes recommendations for improving HR functions, action plans for implementation, amended service level agreements, and strategies to address underperformance. It also incorporates a client survey and presentation materials to illustrate effective HR practices and skills. The analysis emphasizes the importance of aligning HR strategies with business objectives, engaging stakeholders, and adapting to the external business environment to enhance organizational productivity and growth.

BSBHRM501 Manage Human Resource Services
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Table of Contents
Assessment Task 1: Develop HR delivery strategies – Report and action plan..........................................3
HR requirements and recommendations................................................................................................. 3
Prepare an action plan to communicate and implement recommendations over the next four weeks.....6
Assessment Task 2: Deliver HR services – Presentation and coaching/ performance management plan. .7
Amended Service level agreement.......................................................................................................... 7
Amended action plan for delivery of SLA................................................................................................. 8
Action plan to address and rectify HR delivery underperformance in two of the three scenarios.............9
Presentation........................................................................................................................................... 10
Assessment Task 3: Evaluate HR service delivery – Report and Client Survey........................................16
Service delivery performance................................................................................................................ 16
Amended action plan/s for monitoring of service delivery performance.................................................16
HR Service Delivery............................................................................................................................... 17
Service delivery performance................................................................................................................ 18
Recommendation................................................................................................................................... 18
Action plan for communication and implementation of service delivery.................................................18
Assessment Task 4: Integrate business ethics in HR practices – written questions..................................20
References................................................................................................................................................ 25
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Assessment Task 1: Develop HR delivery strategies – Report and action plan
HR requirements and recommendations
The scenario information provided in the appendices explains the case study of JKL which is an
Australian owned company selling small trucks and spare parts to the industry. HR
management is very important for any organization. Organization’s success totally depends
upon the peoples working in it. The strategy of HR management should be integrated with the
strategy of the organization. The report is focused on the HR requirements and
Recommendations. For better determination different parts are described under following
headings:
1. Human resource requirement – In JKL there is no feasible strategy for managing
human resource functions. Hence all the functions are performing by the human
resource managers of division that is outsourced by JKL. JKL is going to expand their
business and sale by producing trucks that means they will need more staff in the sales
department. But JKL doesn't have the feasible strategy and they are renting for the
human resource services. In future, they have to develop their own human resource
department by hiring experts in the HR management field. And they need to develop HR
development strategy and skilling their workers for filling the place in the sales division.
The human resource requirement is to provide a training session to the employees so
that they will be able to improve the skills and abilities for attaining the stated goal and
objective of the organization (Brooks, 2017).
2. Consultation with internal stakeholders – Stakeholders are important in every
organization so the consultation with them is important. There are various methods to
engage with them as a functional manager can be asked anytime to evaluate their HR
requirements and the skills which are required for the completed particular task. It is
important that the human resource manager needs to consult with the internal
stakeholders. This will be helpful in analyzing the market needs effectively. The internal
stakeholders such as employees and others can also provide ideas and funds for the
development of the organization (Riordan, 2017).
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Figure: HR strategy
(Source: strategichrinc.com, 2017)
3. The external business environment - External business environments are consisting
factors that are beyond the control of any organization such as competitors, government,
political parties etc. factors that can influence business indirectly those are customers,
suppliers, financers, political and legal factors. Beyond the control, there are two types of
external environments: Micro and Macro environments. The organization also needs to
look over the external business environment so that any changes will not affect the
development of the organization. The external environment can either foster or hinder
the production and development of the organization (Dayyani, 2015).
Other factors are organizational culture, employee feedback, policies and other HR needs of
the JKL Industries (Henderson, 2017).
Recommendation:
The human resource department of JKL group also needs to communicate with other
companies for knowing their tricks for improving the skill and demand of the customer. This
will be helpful in improving the development and growth rate of the firm. For meeting the
stated goals and objective of the organization, the HR manager needs to focus on the
demand and desire of employees. The human resource department of JKL needs to
communicate with the stakeholders and other external members for knowing the current
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trends. Through this, the organization will be able to produce by gathering the collected
idea. The human resource department can also provide benefit and compensation for
motivating the employees in the production of the product. They also need to provide
training to the employees so the production and another process of the organization will be
increased effectively. Proper compensation and benefit need to be provided to the
employees whenever required. This will motivate the employees in improving the working
and production of services and products effectively (Dayyani, 2015).
The human resource department of JKL also needs to focus on the strategic vision of the
organization before developing strategies. This will be helpful in making ideas for the
development of the organization. Human resource department of JKL provides two kinds of
services which are administrative and strategic. This makes the human resource more
effective and efficient in attaining the goal and objective of the organization. The human
resource management of JKL needs to understand the whole business and deliver
approaches on retention to meet to meet the business needs (Secretariat, 2012). They can
also hire new and skilled employees who can be able to produce the product in an
innovative way. The human resource department of JKL can also do a market analysis for
collecting the market and customer needs. Through this, the organization will be able to
produce product effectively and actively. By collecting the idea and knowledge of employees
the human resource manager will be able to develop strategies and plan for the
development and growth of the organization (Lo, et. al., 2015).
Therefore, it is required to develop an extensive knowledge base and facilitates effective
labor relation with intention to enhance productivity.
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Prepare an action plan to communicate and implement recommendations over
the next four weeks.
Activity Timeline Strategy Resources Person Policy
Implementation
of strategy
10 days Collecting
ideas from
experts
Internet Professional
experts
Strategic
policy
The hiring of
skilled
employees
15 days Recruitment Online and
offline
recruitment
HR
managers
Workplace
diversity
Changes in
business
structure
20 days Collecting
new and
innovative
information
from
employees
Within the
business
environment
Department
manager
Human
resource
research
Training 30 days Compensation
and benefit
Online
resources
HR manager Employment
practices
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Assessment Task 2: Deliver HR services – Presentation and coaching/
performance management plan
Amended Service level agreement
Purpose- The main purpose of this SLA is to define what the customer will receive from the
organization.
Vision- The vision of this agreement is to provide a wide range of services to the customers
effectively.
Mission- The mission of this SLA is to produce effective services and products for satisfying the
needs and demand of the customer.
Scope- The scope of this SLA is wide. This agreement can also be used for the further
development of the product.
Hour of operations
Service
process/area
Expectation Performance
metrics
Performance
monitoring schedule
Maintenance Effective production Review of customer 10 days
Repair service Improve the unused
product
Improvement in the
production
15 days
Remote system
update
Enhance the
production level
Review from
employees
20 days
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Amended action plan for delivery of SLA
Action plan
Activity Timeline Strategy Resources Person Policy
Identification of
area for
recovery
5 days Recognising
area
Internet Professional
experts
Strategic
policy
Planning 5 days Making blue
print
Technology HR
managers
Workplace
diversity
Collection of
data
6 days Qualitative
and
quantitative
technique
Within and
outside the
business
environment
HR
managers
Human
resource
research
Implementation 9 days Tools and
techniques
Online
resources
HR manager Employment
practices
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Action plan to address and rectify HR delivery underperformance in two of the three
scenarios
Activity Timeline Strategy Resources Person Policy
Monitoring 10 days Reference
checks
Employees Professional
experts
Compensation
Evaluation 20 days Cross check
of the final list
HR manager HR manager Employment
practices
Reviewing 15 days Reviewing
operational
capabilities
Line manager Sales
manager
Employment
condition
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Presentation
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In this presentation, the brief discussion on the skills required for human resource
services, the necessity of their skills and role of human resources (Dun and Bradstreet,
2017).
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This slide consists of human resource services meaning and what are the services like
employee benefit, salary administration, policies and procedures for the growth of the
organisation. These all are launched under the name of human resource services and
for the growth of the company.
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