Developing HR Strategic Plan for Edward King VII College Expansion

This report details the development of a Human Resource (HR) Strategic Plan for Edward King VII College, focusing on its expansion into Brisbane and Sydney. The report begins with an introduction highlighting the crucial role of HR in business expansion, followed by a brief report outlining workforce requirements, technological impacts, and legal considerations influencing HR practices. It includes an email to senior management summarizing the report and a meeting agenda for discussing the strategic plan. A detailed HR strategic plan is presented, including objectives, responsibilities, budgets, timelines, and performance indicators. The report also encompasses a risk management plan, identifying potential risks and strategies for mitigation. Key aspects covered include recruitment strategies (internal and external), training and development programs, the impact of employment laws, and the importance of work-life balance. The report concludes with recommendations for improving HR policies and practices to support the college's expansion, emphasizing the need for technological integration, flexible working systems, and employee engagement.

BUSINESS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 2............................................................................................................................................1
1. Brief report.........................................................................................................................1
2. Sending Email....................................................................................................................2
3. Conducting meeting............................................................................................................3
4. Developing Human Resource Strategic Plan.................................................................4
5. Developing risk management plan.....................................................................................7
6. Sending Email....................................................................................................................8
TASK 3............................................................................................................................................9
1. Developing work life balance report and action plan.........................................................9
2. Updating health and safety procedure..............................................................................12
3. Sending email...................................................................................................................13
4. Report on implementation of work life policies and procedures.....................................13
5. Updated Human Resource Strategic plan.........................................................................14
6. Sending email...................................................................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resources of any organisation play a crucial role in expanding its business. HR
forms 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 King
VII college in Melbourne wanting its operations to be spread in Brisbane and Sydney. The report
will discuss a brief reporting which will contain college's human resource requirements for three
years, a review of industrial and legal requirements that have impacted the workforce. A human
resource strategic plan will also be developed along with risk a management plan.
TASK 2
1. Brief report
Report on
Human resources strategic plan
Edward King VII is going to expand its college in Brisbane and Sydney for which it requires
workforce. Each proposal will require a receptionist, a student service officers and four trainers
for at least three years.
There have been some recent developments in technology and different trends are emerging that
are significantly impacting HRM in Edward King VII. Use of technology such as social media
and online job portals for recruiting people in college is impacting its HRM and making more
effective. A well-defined human resource information system like online system of recording
professional development and record of employees is also the latest trend which will be used by
organizations for maintaining database of employees and for effective integration with other
functions of management. Continuous training and improvement programs are affecting
college's HRM which could efficiently be applied by establishing policies for employees
training and development programs (Brewster, 2017).
Employment laws largely affects HR policies of college. The potential changes in workforce
law is constantly fluctuating after Brexit. Equal pay, reporting of gender discrimination, civil
rights acts, health and safety measures for employees, etc, are some laws and regulations that
will impact HR decisions while formulating a strategic plan. Equality Act 2010, Occupational
Safety and Health Act 1970, Human Rights Act 1998 are major laws that needs to be considered
by college.
The proposed project of college will require a receptionist, a student service officers and four
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trainers for each place on fifty students. The existing and new staff will be required to possess
excellent communication skills, adaptability skills in existing staff for moving to different
locations, sound technical knowledge of related areas for new staff. External methods such as
employee 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 sourcing
staff in new locations (Collings, Wood and Szamosi, 2018).
Benefit: External methods such as hiring by using job portals are used for bringing fresh talent
from outside the organization.
Cost: It is costlier than internal method as it involves recruitment costs of searching and placing
employee.
In Internal methods, vacancies are filled by existing employees through promotions and
transfers.
Benefit: Applying of this method motivates existing employees which leads to employee
retention 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 and
philosophies that must be used by HR of college. Proper training and development, motivation
and efficient integration of employees needs with organizational objectives is the way of
achieving this.
College has no information system, no defined system of job designing, no formal training
programs, no effective employee retention policies, no formal arrangement of flexible working
hours and work from home facilities for which corrective measures will be considered like
Work life balance.
Edward King VII needs to use more technology in its HR operations, job must be designed
more specifically and use of social media for better recruitment of people. It needs to have more
flexibility in its working system (Gavidia, 2017).
2. Sending Email
To: CEO
To: Senior manager
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Subject: A brief report on human strategic plan
Dear Sir/Ma'am,
Hope this email finds you well.
This is to inform all senior official of Edward college about the review of proposed projects of
starting colleges in Brisbane and Sydney. A report is attached in which brief discussion of HR
practices are given. It includes shortcomings in current HRM, impact of legal changes on HR
practices, sources of recruitment, recommendation for improving shortcomings in HRM
policies and practices.
Kindly, find the attachment.
A meeting is also to be conducted on Monday in which your presence is required. In meeting,
topics related to strategic human resources plan will be discussed. The purpose is to provide
information regarding strategic human resource planning and seek ideas, suggestions, feed-
backs from senior managers and CEO.
The meeting is supposed to start on 10.00 am till 10.30 am.
Thanking You,
Regards,
Joseph Rolling
HR Executive
3. Conducting meeting
Meeting Agenda: Human Resource Strategic plan
Presenter: Joseph Rolling, HR executive in Edward King VII
This meeting is held for the purpose of providing information about Strategic human
resource plan of organisation for opening new campuses and about the factors that needs to be
considered for opening up of campuses in Brisbane and Sydney.
A brief report was prepared by me before formulating a suitable strategic human resourced plan.
The report discussed some key areas:
 Requirement of workforce in proposed campuses. A receptionist, a student service
officers and four trainers are required for starting three years.
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 Recent trends such as continuous training and development programs, use of social media
in recruitment process, HR information system etc. impacts HRM of college. Use of these
practises will make human resource policies and practises more effective.
 Employment laws such equal pay, no gender discrimination, health and safety measures
for employees, employee protection laws etc. have to carefully considered while planning
workforce requirement in new campuses.
 Strong communication, interpersonal skills, technical knowledge is required in existing
and new staff (WAHEED and et.al., 2017).
 Flexible working hours can be provided for enhancing job satisfaction amongst
employees.
 Sources of recruitment are external which fills gap by bringing people from outside
organisation such as employee referrals, advertisements. Internal method by which gaps
are filled by existing employees such promoting to them higher places and transferring
them.
Any questions regarding any point that have been discussed above?
Inputs and suggestions are welcomed by senior managers and CEO for preparing a solid
HR plan.
Every departmental manager is requested to tell their preferences regarding type of
workforce needed in their respective departments. For instance, Finance department demanded
employees having sound accounting knowledge, similarly marketing, administrative are
requested to put up their specifications.
The report discussed values and philosophies such as employee enhancement, trust,
honesty, team wok employee retention for college's HRM. Employee enhancement can be done
by providing effective training and development opportunities. Retention can be done by
providing great working environment, motivation, appropriates salaries and perks, job
satisfaction, recognition, enrichment of jobs, work life balance, etc (Martínez-Vivar and et.al.,
2016).
4. Developing Human Resource Strategic Plan
Objective
s
Responsi
bility
Budget Time
frame
Priorit
ies
Actions Performance
indicator
Filling gaps HR 1000 (€) in 1 month high Using internal Benchmarking
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with highly
talented
and skilled
people
manager recruiting
and
placing
employees
in new
campuses
sources of
recruitment for
meeting the
requirements of
new campuses.
External
sources for
bringing fresh
talent in
organisation.
Advertising the
post on social
media,
websites,
newspaper.
Building
and
maintaining
safe and
healthy
working
environmen
t
The
responsibili
ty is of
senior
managemen
t and HR
manager
for
achieving
this.
1500 (€) 2
months
high Preparing health
and safety
standards,
providing
flexibility in
working system,
in working
hours, asking
what
employee’s
needs.
Compliance
with
Occupational
Safety and
Health
Meeting
standards of
Occupational
Safety and
Health
Act,1970,
Equality Act
2010.
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Act,1970,
Equality Act
2010.
Introductio
n of
technology
in HRM
such as
online
system for
recording
professiona
l
developme
nt,
integrated
information
system, use
of social
platforms
for hiring
and
promoting
college.
This will
make
operations
cost
effective.
Senior
managemen
t of college
and IT
sector of
organisatio
n.
1500 (€)
for
installation
of
informatio
n system
1 month modera
te
Identifying the
cost and
effectiveness of
integrated
working system,
hiring specialist
who can
optimally use
the system,
professional for
digital
marketing.
Cost efficiency
in operations
Establishm
ent of
HR
department
2000 (€)
for
1.5
months
Low. Conducting
regular
Checklists
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Continuous
training
and
developme
nt
programs.
enhancing
skills and
abilities of
existing
and new
staff.
conferences and
training
programs.
Delegating
authority to
juniors for self-
development.
An online
system could be
established for
recording
professional
development.
5. Developing risk management plan
Potential
risks
Risk impact Risk frequency Strategies to control
the risk
Using of
external
sources for
filling gaps
It can lead to
dissatisfaction amongst
current staff
Moderate Existing staff could be
promoted and
transferred to new
campuses in Brisbane
and Sydney.
Excessive
efforts on
Training &
Development
programs and
strategies for
enhancement
of employees
can cost
Trained employees
leaving organisation in
short duration, leading
loss of resources for
college (Tian and Xu,
2015).
high It can be mitigated by
deducting a value out of
their salaries in form of
security deposit,
imposing them an
implied condition that is
working for long term
with college.
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college in a
dramatic way.
Too much
reliance on
technology can
lead to frauds
in
recruitments,
stoppage in
operations due
to system
failure.
Unskilled employees
not being too able to
fully utilise HR
information system and
low servers can lead to
disturbance in
operations, relying
excessively on social
media can lead to
fraudulent acts and can
get the employer in
trouble (Olszewski and
Rytelewska, 2017).
moderate A rational and optimum
use of man and machine
is the way of avoiding
these risks.
Failing in
implementing
employee
retention
strategies
Dissatisfied employees,
high employee
turnover, affecting the
reputation of college in
society (Manning and
et.al., 2015).
high This risk can be avoided
by providing
appropriate rewards,
recognition, healthy &
stress-free working
environment, increased
job responsibilities.
6. Sending Email
To: Management team
Subject: Seeking approval for Strategic HR plan and Management risk plan
Dear Sir/Ma/am,
This mail request for the final approval on strategic Human Resource plan and Risk
Management plan for implementation.
Specifically, HR plan involves four objectives that are filling gaps, supporting healthy and safe
work culture, continuous training and development programs, flexible working, introduction
8

technology in HR operations. It also includes time period within which objectives are to be
achieved along with its budget. Risk management plan involves potential risks and strategies for
mitigating those risks.
Hope to get your attention on the subject matter as soon as possible.
Thanking You,
Regards,
Joseph Rolling
HR executive
TASK 3
1. Developing work life balance report and action plan
A report on
Work life balance
Work life balance is one of the strategic objectives of Edward King VII. It states that a working
environment must be created by organisations for enhancing the performances of employees. A
range of safety and health measures are applied for achieving this objective.
A wide range of health and safety work life balance programs are available with college that
could be implemented for establishing a suitable working environment for employees. These
are: Introducing more specific health measures such as insurance covers for employees and
their dependants, compensation to every employee for any injury caused at the time of
performing duties, giving perks such as gym facilities, meditation etc. Providing flexible
working system such as flexible working hours, work from home facilities, promoting the
culture where efficiency is encouraged rather than more work, avoiding dirty politics and
promoting environment that considers only result and performances of employees and creating
Team working exercises.
Recommendations: A work from home facility and health covering programs are best suited
for the employees in college. These programs would enhance the working conditions in
organisation. Flexibility will provide employees satisfaction from their job and health and
safety measures will fulfil their basic needs of safety of themselves and their family. These
measures will ultimately result into retaining employees for long time in Edward College.
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Action plan
Strategies Actions Priority Time
Frames
Responsibility performance
indicator
Work from
home
strategy
 Providing
laptops
and other
infrastruct
ure for
performin
g duties at
home.
 Providing
net
connectio
n to
employee
s
 Proper
communi
cation
infrastruct
ure.
Moderate 1.5
months
IT manger and
administrative
manager
Benchmarking,
Productivity and
efficiency of
employees.
Health and
safety
measures
 Providing
employee
s medical
insurance
policy
High 2 months Top
management
and HR
department
% completion of
planned activities
such as worksite
safety measures.
% of
10