Strategic HR Planning: Enhancing Productivity at Eastbaker Retail

This report outlines a strategic human resource plan for Eastbaker, an Australian retail organization, aimed at maximizing organizational productivity through effective workforce practices. The plan focuses on engaging skilled labor, integrating technical expertise, and aligning HR strategies with business objectives. Key components include assessing current HR capacity, forecasting future requirements, conducting gap analysis, and formulating training and restructuring strategies. The report emphasizes the importance of workforce security, selective hiring, and self-managed teams. It also addresses the implementation and review of HR strategies, highlighting the alignment of HR needs with business practices, regular monitoring, and open communication. The plan aims to create a transparent and direct relationship between employees and employers, ensuring compliance with labor laws and fostering a productive workplace. The report concludes that a well-executed human resource plan is crucial for organizational success, enabling Eastbaker to achieve its goals and objectives through a skilled and engaged workforce. Desklib provides a platform to access this and many other solved assignments.

Human Resources Plan

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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY ................................................................................................................................3
Strategic Human-resource plan...................................................................................................3
Human resources strategic plan will be implemented and reviewed..........................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
The term strategic HR Planning is identified as an essential component of HR
management and almost each organisation perform their work with induce of strategic plan
which guide organisation for successfully meet with the mission and objectives. In simple terms,
strategic human resource plan is to integrate human-resource management strategies as well as
systems for achieve the organisational goals, mission and objectives while achieving the needs of
workforce and stakeholders (Adel and et. al., 2021). This report is written from perspective of
Eastbaker which work as a retail organisation in Australia and they also engage large number of
workforce in company business. Moreover, this report highlights on formulation of strategic
human-resource plan which include relevant data and research factors. Business objectives and
the essential skill with knowledge as well as end-products which are useful to use in the
workplace will also included in this report.
MAIN BODY
Strategic Human-resource plan
Research perform an important role and this helps to perform work in an organised
manner by engage of skilled and capable human workforce. On the other side, objective of
Eastbaker is to maximise organisational productivity through complete all work with decided
plans.
OBJECTIVES
 To engage and induce effective workforce practices for improve labour productivity.

 To recruit the labour who is more skilled and perform work with more efficiency.
 To engage individuals who belongs to technical backgrounds within the project for
implement modern technology in organisation.
HUMAN-RESOURCE PLAN
HRM strategic plan is based on the strategic plan which is based on different strategies
related with organisation. The main role of respective organisation HR department is to recruit
professional and skilled individuals in order to match with company requirements. In context of
this report, this is understand that labour supply is one of the most important function which
increase overall productivity of business (Agarwal, 2021). Strategic planning leads an
organisation to assesses all those skills that aids labour to perform work with more efficiency.
Some of the effective HR practices used for recruit the labour are mention as follow:Providing security to workforce- One of the best practice of human-resource is workforce
security. Market conditions are unpredictable and workforce is a stable factor so this is important
for the Eastbaker to generate reasons which increase number of individuals to perform work.Selective Hiring- Another important perspective for engage the effective labour with in the
organisation operations and functions is to utilise selective hiring practices (Akhtar, 2021).
Companies add and engage better values in business and this helps to perform all work with
induce of structured practices that helps to perform work as per the needs of customers.Self-managed and effective teams- Team work is one of the crucial factor for business and
this aids management to achieve goals in a high-performed manner. Team provide the values
and it consists of all those factors which act differently but this aids towards accomplish of
common goal.
The main focus of all three practices is to engage labour which provide better ideas and thoughts
to individuals. It means that the different area is engaged and most of them generate ideas which
engage the workforce for complete of all work in a more proper manner. Creation and nurturing
perform an important role and this work as key responsibilities. HRM include directly support
strategic environment which aids to develop cooperation and creation among persons.
Steps related with human-resource strategic plan
 To assessing the current HR capacity- Based on the current organisation strategic plan
this is understand that management utilise strategic HR planning process for access and

recruit skilled staff. Knowledge, skills and abilities of current staff are identified and this
helps to develop inventory for each employees that maximise their productivity.
 Forecasting HR requirements- HR needs is forecast by the management which is based
on future perspective and this helps to accomplish strategic goals. In context of the
respective retail business realistic forecasting system is used by management because it
helps to analyse the technology and technical factors which are required by individuals.
 Gap analysis- The next step is to identify the gap between where and organisation wants
to reach and where they are. This steps helps management for analyse the number of
technical recruitments and management employees both which are required for manage
and control retail organisation.
 Formulation of HR strategies- Training and development strategies is used by the
organisation for fulfil and met their needs with various ways. One of the main role of
training strategy is to providing knowledge to the current staff for accomplishing new
opportunities in the market. Specific strategies is used because it helps to engage
technical persons among business.
 Restructuring strategies- Termination of workers provide immediate results to the
organisation and generally it is used by management for perform the work with more
efficiency. Existing workers also reduce the hours and this creates problems for
management because of temporary job sharing situation.
Functions of human-resources
With related all functions of human-resources, this is understand labour laws is at the top
priority because this aids to perform all work with more efficiency. The current market scenario
consider towards engage of all those matters that make employee and employer relationship
transparent and direct. Management and planning is one of the most important function and this
relates with strategic decision-making process and envision of future planning that helps to
achieve future needs (Carden, Kovach and Flores, 2021). The current factors considered towards
formulation of all those perspectives such as technical skills analysis, induce appropriate HR
policy, recruitment of staff, etc. which is used to bridge gap between vacancy and applicant.
With estimate the number of workforce requirement that is followed by strategic recruitment
plan leads to complete all work with decided plans. In the last, recruitment agencies for faster
process and it leads to companies for manage work according to clear expectations. Recruitment

also results that management attract right candidates and recruit them for complete all work in a
proper manner specifically, that improve company performance.
lHuman resources strategic plan will be implemented and reviewed
Human-resource strategies perform an important role because this helps to formulate
plans which aids management to handle and control most valuable asset for organisation that is
workforce. HR strategy of Eastbaker formulate aim and objectives to integrate the workforce
according to organisation culture. Some steps followed by human-resource for implement
strategic plan are mention as follow:Aligning HR Needs with business practices- The first aspect of an effective HR strategy
consists of all those factors which is required by management to complete their work as per
factors through which organisation needs and employee satisfaction both are fulfilled (Hota and
Mitra, 2021). Along with this experts are engaged by management and this helps to hire
competent labour especially, those who understand the technical aspects of business. It
determines that HR plan is induce by professional and also they are review by them on constant
basis to engage technical individuals.Monitor regular check-ins- To utilise all the factors related with Human-resource practices
this is important for management that they consists and involve the regular base. With constant
monitoring Eastbaker constantly look on HR strategy in order to match them with company

goals and human strategic plan. Also, same policies leads to relate the company culture. In
context of retail store this is understand that workforce and labour seems to manage all work as
per decided rules. With this steps management ensure that small steps are implemented to
perform all work in an organised manner.HR Strategy Development- With induce of open-communication factors among the
organisation this is understand that management alert business about different problems that
raise during the human strategic plan. Along with this by induce of competent human-resource
strategy this is understand that employee management generate frequent factors which helps to
keep update the workforce about the current requirements of HR professionals and job
requirements.Organisation and the workforce- The main purpose of an organisation is to induce and
optimise smooth factors and this helps to complete work as per decided information (James-
Springer and Cennamo, 2021). With formulate of an effective human strategic plan this is easy
for respective organisation to increase their productivity by engage skilled workforce. The best
way aids towards complete of work according to staff requirements.
CONCLUSION
From the basis of above report, this is concluded that human-resource perform an
important role for an organisation and they aids the management to complete their work with
more efficiency and effectiveness through completing all work according to decided goals and
objectives. With conduct the research an enterprise formulate an effective plan that aids
management to develop better workforce services and practices that leads to generate better
workplace for business. In the last, essential skill and knowledge such as to focus on technical
perspectives and knowledge is also engaged which helps for complete all work according to
decided information. Further, report conclude all steps that leads to induce the human-strategic
plan in business to monitor and review company activities and actions.

REFERENCES
Books and Journals
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Akhtar, Z., 2021. Effect of Entrepreneurial Training for Human Resource Management of
Prisoners: A Framework. International Journal of Criminal Justice Sciences, 16(1),
pp.217-235.
Carden, L., Kovach, J.V. and Flores, M., 2021. Enhancing human resource management in
process improvement projects. Organizational Dynamics, 50(2), p.100776.
Hota, P.K. and Mitra, S., 2021. Leveraging the power of sharing: The case of a social enterprise
at the base of the pyramid. In Sharing Economy at the Base of the Pyramid (pp. 149-
171). Springer, Singapore.
James-Springer, C. and Cennamo, K., 2021. Human Resource and Capacity Readiness. In A Tool
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McCann, R. and Allen, S., 2021. A case study of strategic human resource management:
implementation levels and communication. International Journal of Human Resources
Development and Management, 21(1), pp.1-19.
Rees, G. and Smith, P. eds., 2021. Strategic human resource management: An international
perspective. Sage.
Reina, R. and Scarozza, D., 2021. Human Resource Management in the Public Administration.
In Organizational Development in Public Administration (pp. 61-101). Palgrave
Macmillan, Cham.
Romasanta, A., 2021. Employee Satisfaction and Job Performance in the Accommodation
Sector: Basis for Human Resource Plans. European Journal of Management
Issues, 29(3).