BSBHRM602: Strategic Planning in Human Resource Management Project

This document presents a comprehensive solution to the BSBHRM602 Manage Human Resources Strategic Planning assignment. It covers learning checkpoints focusing on research planning requirements, developing and implementing a human resource strategic plan. The assignment includes questions on strategic HRM drivers, HR objectives, sources of labor, and the impact of technology. A case study on Company B is analyzed, defining its corporate strategy, potential issues, and an HR strategy for the next two years. The document also includes final assessment tasks, a self-assessment checklist, and a project on managing HR strategic planning at BizOps Enterprises, demonstrating a sound understanding of the unit requirements and providing a detailed analysis of various HR strategies.

BSBHRM602MANAGE HUMAN RESOURCES
STRATEGIC PLANNING
STUDENT
ASSESSMENT PACK
Student number:
Student name:

BSBHRM602MANAGE HUMAN RESOURCES
STRATEGIC PLANNING
STUDENT
ASSESSMENT PACK
1. CONTENTS
Learning checkpoint 1 – Research planning requirements
Learning checkpoint 2 –Develop human resource strategic plan
Learning checkpoint 3 – Implement human resource strategic plan
Final Assessments
SELF ASSESSMENT CHECKLIST
ASSESSMENT TASK - PART A – QUESTIONING
Question 1:
Question 2:
Question 3:
Question 4:
Question 5:
Question 6:
Question 7:
Question 8:
ASSESSMENT TASK - PART B –PROJECT: Managing human resources strategic planning at BizOps
Enterprises
FINAL ASSESSOR RECORD OF ASSESSMENT
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 2 (updated Sep 2017)
©Shafston House College Ltd trading as Shafston International College Page 3 of 39

STUDENT DECLARATION FOR SUBMISSION
The student will, affirm the following facts regarding this assessment they are submitting
under their name:
1. I declare that, to the best of my knowledge and belief, this assessment is my work, all
sources have been properly acknowledged and the assessment contains no plagiarism.
2. I declare that the following assignment has a backup copy held with me.
3. I declare that I will seek feedback from my Trainer on the result of this Assessment Item
4. I understand that I may be requested to answers questions about the content of this
Assessment Item to determine my Competency.
**WHAT IS PLAGIARISM AND CHEATING?
Plagiarism is when a student uses other writers’ ideas or words as their own. The most
common forms are:
 Directly copying word for word from another person’s work without proper acknowledgment,
 Using or developing another person’s ideas without acknowledging them,
 Using the work of other students (with or without their permission) and claiming it as your
own.
STUDENT DECLARATION
Student has read and understood the information on sheet relating to cheating and plagiarism.
They certify that the work submitted is completely their own, except where they have
referenced it correctly. They understand that if their work is plagiarised they will be deemed
not yet competent.
ASSESSMENT INSTRUCTIONS
The assessor will mark student’s against a competency checklist to ensure that they have met
the requirements of each of all the relevant unit competencies. Each assessment task has
been developed to make judgement on whether the unit of competency has been achieved.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 2 (updated Sep 2017)
©Shafston House College Ltd trading as Shafston International College Page 4 of 39

THE ASSESSMENT RESULTS WILL BE BASED ON:
S – Satisfactory
US – Unsatisfactory
Students are to gain ‘satisfactory’ results in all assessment tasks to be deemed ‘Competent’ in this unit
of competency. For the student to be able to achieve academic success in the complete unit of
competency they MUST achieve a ‘satisfactory’ result in all assessment tasks associated with this unit of
competency
Should a student be deemed unsatisfactory in an assessment task by the assessor, they will be informed
by their assessor of the process for re-assessment.
FINAL UNIT RESULTS:
Final assessment results will be recorded as ‘Competent’ or ‘Not Yet Competent’. Students failing to
achieve ‘Competent’ in the unit of competency will be subject to the course progress policy.
FINAL ASSESSMENT TASKS
Self-Assessment Checklist 
Part A - Questioning 
[You will demonstrate a sound knowledge of the unit requirements in your
responses.]
Part B – Project 
[Managing human resources strategic planning at BizOps Enterprises]
REASONABLE ADJUSTMENT
Each unit is delivered and assessed based on a student’s individual needs. If a student requires
assistance, or modifications, or has a disability and requires “reasonable adjustments” necessary to
perform the required assessment tasks, they will need to inform the Assessor.
APPEALS
If the student is not satisfied with the decision made by the assessor the Shafston appeals policy and
process for Academic decisions will apply (refer student handbook)
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 2 (updated Sep 2017)
©Shafston House College Ltd trading as Shafston International College Page 5 of 39

Inntellectual property statement
Aspire Training & Consulting (ABN 51 054 306 428).
The intellectual property of the assessment resources reproduced here remains
with Aspire Training & Consulting.
Purchasers may customise, contextualise or adapt the assessment resources, and
copy them as required. Purchasers may make the assessments available to staff
members within their organisation or campus, and to relevant students.
The following statement must accompany any instance of a customised,
contextualised or adapted assessment resource:
“This assessment is based on assessment activity [number] / final assessment from
the assessment resource for [unit code and title] provided by Aspire Training &
Consulting. The intellectual property of this assessment remains with Aspire
Training & Consulting.”
Purchasers must not on-sell the assessment resources, or make the resources
available to other organisations.
Aspire Training & Consulting invests significant time and resources in creating its
original products, and reserves its legal rights to claim its loss and damage or an
account of profits made resulting from infringements of its intellectual property.
Aspire is committed to developing quality resources that meet the needs of our customers. However,
occasionally Aspire finds, or is notified of, errors. Please refer to our website at
www.aspirelearningresources.com.au to see if there are any updates that may be relevant to you.
Every effort has been made to ensure the information in this resource is accurate; however, the author and
publisher accept no responsibility for any loss, damage or injury arising from such information.
Except where an information source is acknowledged, the names and details of individuals and
organisations used in examples are fictitious and have been devised for learning purposes only. Any
similarity to actual people or organisations is unintentional.
All websites referred to in this resource were accessed and deemed appropriate at time of publication.
Aspire Training & Consulting apologises unreservedly for any copyright infringement that may have
occurred and invites copyright owners to contact Aspire so any violation may be rectified.
BSBHRM602 Manage human resources strategic planning, Release 1 – Assessments
© 2015 Aspire Training & Consulting
Level 8, 409 St Kilda Road
MELBOURNE VIC 3004 AUSTRALIA
Phone: [phone]
First published July 2015
ISBN 978 1 74349 973 3
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 2 (updated Sep 2017)
©Shafston House College Ltd trading as Shafston International College Page 6 of 39

LEARNING CHECKPOINT 1 –RESEARCH PLANNING REQUIREMENTS
This learning checkpoint allows you to review your skills and knowledge in
researching planning requirements.
Part A
1. What drives strategic human resource management and what activities
might need to be undertaken as part of strategic human resource
management?
Making HRM more focused on making existing HR services to be
more efficient, compliant and effective is what drivers strategic HRM.
The organization needs to consider their place along the HR
transformation journey in focusing as well as honing the HR
capabilities which are beyond supporting the business strategy. there
are various activities which are undertaken as part of the strategic
HRM these are as follows; strategic recruitment and selection,
training and development, performance management, compensation
and reward of the employees. When the organization executes these
strategies it would enable them to address the business imperatives
of today as well as the future aspects.
2. To identify an organisation’s strategic human resource objectives, what
sources would you consult within the organisation?
There are various HRM objectives which exist with an organization;
these objectives are as follows, succession planning, workforce
mobility, engagement of the workers, and executive leadership.
These objectives are aligned with the organization goal. One
could consult the Human resource department get information in
relation to the HRM objectives. The director of the Human
resource ensures that the managers adhere to the employment as
well as the labor regulations. Additionally, it is the HRM
professionals who help the organization in meeting the multitude
objectives in the HRM strategic objectives.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 7 of 39

3. Use the internet to identify three potential sources of labour for an
organisation you are familiar with.
One of the sources of the labor is the educational institutions.
Sometimes the
recruiters within an organization are sent to education institutions
where they
meet the members of the faculty as well as the individuals who are in
charge of the
placement services who could recommend to them candidates who
are suitable. An
example like future first organization usually sends representative to
the professional
meetings and conventions in order to recruit the workers. Other
sources are
employment agency, who are specialized in maintaining up to date
data of the job
seekers. Another source is through referrals. This is where the
organization is referred
to by their existing workers, clients or even the associates. They
could be used for skills
which are in short supply.
4. List four impacts of new and emerging technology on job roles and job
design.
1. The new and emerging technologies could displace a given
number of the workforce from the active employment.
Nonetheless, historically these innovations they are able to
generate many job opportunities.
2. The technology would reduce the drudgery hence allowing the
development of the families as well as the social networking.
3. There would be new adaptations to these kinds of changes via
inventing of the new job types along with taking advantage of
the unique individual talents.
4. A given proportion of the highly skilled employees would
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 8 of 39

succeed in the emerging technological environment.
5. The coming wave of the innovation would threaten the white
collar jobs since some would be replaced from the employment
especially in areas where technology would be used rather
than humans.
5. Explain how you can keep up-to-date with changes in workplace
legislation and regulations.
There are various way to stay up to date with the changes in the
workplace legislation and regulations these are as follows;
One way is to have an employment law attorney on the contract and
to have his office send any legislative updates for anything related to
the legislations and regulations. Another way is to subscribe to the
email updates from the department of labor. Each and every state
has an equivalent organization which deals with the employment law
as well as rules and regulation for a given state. Another way is
through browsing the online forums or even the discussion boards.
Through this discussion boards they could be tailored around given
topics. One could find them overwhelming and find new information
related to the new regulation and legislation and this could be helpful
to the organization in the future.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 9 of 39

Part B
Read the case study, and then answer the questions that follow.
Case study
Company B is a large national confectionary manufacturer and its headquarters are in Melbourne. It has
previously been the market leader, but over the last few years its market share has been declining due to
overseas competition. Company B plans to relocate its head office to Brisbane to take advantage of less
expensive overheads, and perhaps to reduce its manufacturing operations in Sydney and Melbourne.
There are rumours that it may be taken over by a UK-based multinational. Some staff have already been
offered redundancies, especially in middle management positions.
1. Define the company’s corporate strategy
This company corporate strategy is diversification. The organization
is moving to a new market due to the increased competition from the
overseas organization. Moving to new area will enable it to take
advantage of the less expensive overheads and be able to reduce
their manufacturing operations which they are encountering
previously.
2. What potential issues and/or problems might the company face in the
near future?
One of the issues is the loss of the customers. It might be possible
that some of their current customer the company had would not
follow them across the new location. Another issue is that of cost of
business interruption. Any kind of business would suffer the loss of
productivity in the days prior to and following the move of relocating.
Other issues are insignificant tax incentives. They might not take
advantage of the same tax break they enjoyed previously. There
could be also issues related to the staff recruitment difficulties. There
has been rumours that the UK based multinational have offered the
middle management individuals some redundancies and when this
happen and they accept it would be difficult to get such dedicated
workers again.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 10 of 39

3. Prepare an appropriate HR strategy for the organisation for the next one
to two years.
The HR strategy to implement for the next two years for the
organization is as follows.
Establishment and implement market based system which has a wide
compensation programs and practices. This will ensure that the
workers are able to respond to the relevant market, and they can
drive consistency of the practices which are set appropriate in order
to review and monitor on the system. The future implementation of
this strategy is to help the organization to move towards the
alignment in the market which allows us to make competitive talent
choices and at the same time make a sustainable excellent
workforce.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 11 of 39

LEARNING CHECKPOINT 2–DEVELOP HUMAN RESOURCE STRETGIC PLAN
RNING CHECKPOINT 2–INFLUENCE GROUPS AND INDIVIDUALS
This learning checkpoint allows you to review your skills and knowledge in
developing the human resources strategic plan.
Part A
1. Explain how you will consult with relevant managers to identify their
human resource needs and preferences.
The consultation with the relevant manager in order to identify HR need
and preferences entails some process. One is to get all the data in
relation to the employees at all the levels. This way it would help to
know what each like, the issues which are happening and the
recommendations they would like implemented. The next step is
analysis. This entails the biggest issues related to the need of the
workers and the solutions and the best practices to implement. The next
stage entails strategizing to determine the recommendations to
implement. When these aspects are put into perspective one can now
consult the managers and discuss the issues which are affecting the
workers and provide relevant recommendations.
2. How will you gain agreement from managers for the strategic human
resources plan?
I would gain agreement from the manager for strategic HR plan trough
providing them step by step of the implementation of the plan. Going
through each component of a plan and laying evidence on how it would
be implemented would help gain confidence from the managers. A good
plan of action that has long term benefit to the organization cannot be
shun away from the implementation.
Subject:This document is uncontrolled when printed
Assessment BSBHRM602 – Manage human resources strategic planning Version 1.1 –Sept 2017
©Shafston House College Ltd trading as Shafston International College Page 12 of 39