BSBHRM501 Manage HR Services: Strategies, Delivery, Ethics Report

This assignment solution for BSBHRM501 covers various aspects of managing human resource services. It includes a report on HR requirements and recommendations, an action plan for HR delivery strategies, a presentation and coaching/performance management plan for delivering HR services, an evaluation of HR service delivery with an amended action plan and client survey, and written questions addressing the integration of business ethics in HR practices. The report analyzes business documentation, internal stakeholder consultations, and external business environment factors to recommend HR strategies. It also addresses topics such as service level agreements, performance management, ethical considerations in recruitment and information handling, and compliance with relevant legislation. This document provides a comprehensive overview of key concepts and practical applications in HR management.

BSBHRM501 Manage human
resource services
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Table of Contents
Assessment Task 1: Develop HR delivery strategies – report and action plan...........3
Report on HR requirement and recommendation.....................................................3
Action Plan....................................................................................................................6
Assessment Task 2: Deliver HR services – Presentation and coaching/ performance
management plan.........................................................................................................7
Part A.........................................................................................................................7
Part B.......................................................................................................................15
Assessment Task 3: Evaluate HR service delivery – Report and Client Survey.......16
Amended action plan for monitoring of the performance of the service delivery....16
Survey on HR service delivery................................................................................16
Report on service delivery performance.................................................................16
Action plan for communication................................................................................18
Assessment Task 4: Integrate business ethics in HR practices – written questions. 19
1. What are two pieces of legislation that may apply to manage human
resources?...............................................................................................................19
2. How do human resource strategies and planning processes relate to business
and operational plans?............................................................................................19
3. What is performance management for the delivery of HR services in your own
words?.....................................................................................................................19
4. What is contract management for HR service delivery in your own words?....19
5. How is feedback used to modify the delivery of human resources?................19
6. Use JKL Industries’ code of conduct to answer the following questions.........19
a. What are the requirements of the organization's code of conduct?.................19
b. How would you communicate the code of conduct? Discuss:.........................20
c. Who would you consult and why?....................................................................20
d. How would you monitor employee adherence to the code of conduct?..........20
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e. How would you incorporate the code of conduct into HR policies and
practices?................................................................................................................20
f. How would you incorporate the code of conduct into service level agreements?
20
g. How can the effective implementation by HR of a code of conduct contribute to
business and operational success?........................................................................20
h. How would you personally ensure that you adhered to (and were seen to
adhere to) the organisation’s code of conduct?......................................................20
7. You have had a complaint from one of the senior managers that information
relating to a sexual harassment investigation was being discussed amongst his
team members. He believes the human resources officer may have discussed the
case with a friend (uninvolved in the case) who works in the manager’s
department..............................................................................................................20
a. What action would you take as the human resources manager?....................20
b. What could be the consequences of failing to act promptly and appropriately?
20
c. What could be the business impact of failing to act promptly and
appropriately?..........................................................................................................21
d. How can you ensure all human resources staff is clear about ethical
expectations and behaviours?................................................................................21
8. Your recruitment service provider has advised you that on an employee
recruitment request form submitted to the provider, the manager specifically
requested he preferred older women who won’t ‘run off and get pregnant’...........21
a. What legislation is this in breach of?................................................................21
b. What action would you take to deal promptly with the matter?........................21
c. What would documentation within the organisation identify that his request is
inappropriate?.........................................................................................................21
d. What would you do to ensure that all personnel in the organisation are aware
of their obligations, the company’s policies, procedures and expectations and the
consequences of unethical behaviour?...................................................................21
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9. How would you use digital technologies and systems safely, legally and
ethically when gathering, storing and accessing information?...............................21
References.................................................................................................................22
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Assessment Task 1: Develop HR delivery strategies – report and action plan
Report on HR requirement and recommendation
Business Documentation analysis
JKL industries are one of the famous Australian companies who make sales of spare
parts, small trucks, and forklifts. They are also having a division which leases small
trucks and forklifts. The head office of an organisation is situated in Sydney but they
are making operations in Canberra, Melbourne, Perth, Brisbane, and Adelaide. After
the 12 years of the services in the business, sales rights have been offered by JKL to
the large as well as medium range trucks from the suppliers of overseas. With the
support of this opportunity, JKL will be having the advantage to fight with its
competitors.
From the sales results of the five years, it has been analysed that there is 10%
growth in the average sales of truck and forklift. There is a decline in the rental
market from the last three years because of the reduction in the cost of such vehicles
and advantage of taxation to such industries that make a purchase of these vehicles.
The vision of the company is to unlock and develop the potential of an individual so
that the company can become a leading supplier of large, medium and small trucks
and forklifts in Australia.
Consultation with internal stakeholder
For the implementation of the various procedures in JKL industries, there is a
significant requirement of the stakeholders. HR will play a main role in the
implementation of the operational and strategic changes. The important alterations in
an organisation provided with an opportunity for the HR to rethink and restructure
how services will be delivered to the internal clients (Armstrong & Taylor, 2014).
There is a requirement for an HR to consider strategic directions of the company in
addition with requirements of managers and employees and external environment of
business to make effective implementation of the strategy.
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JKL needs around 13 million dollars in the working capital for the sustainability of the
business and to make sure it meets all the ongoing as well as opening financial
obligations.
External business environment
Political factors: These are such factors with the support of which economy or the
specific industry can be influenced by the government. Changes in the policies of the
government, make an impact on the requirements of human resources in a company
(Kehoe & Wright, 2013). Political decisions can influence different areas of business
like workforce education, infrastructure quality of an economy, it defines the policy of
the government like:
 Intervention degree in the economy
 Types of services and goods, the government needs to provide
 Priorities regarding support of the business
Economic factors: Such kinds of factors are considered as determinant regarding
the performance of an economy that makes an impact on the company. Economic
factors can be like, system and conditions of the economy, industrial and
government policies in addition with policies of import-export.
Social factors: These factors can be defined as the set of customs, beliefs,
behaviour as well as policies that are there in the population. Change in the social
trends on the demand for the company's products as well as the willingness and
ability of a person to work (Bratton & Gold, 2017).
Technological factors: These kinds of factors make the involvement of
technological incentives, automation, the rate of technological changes and R&D
activities. With the support of the new technologies, new products and new
processes are developed. Technology makes a reduction in cost and improves the
product's quality. Due to the advancement of technology, there are fewer
requirements of human resources in an organisation as the implementation of the
latest system reduces manpower.
Labour market skills shortage
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Skills shortages in the labour market are becoming evident in Australia. The skills
shortage is a situation when enough people are no there with the specific skills which
are needed to do a task. Skill shortage in the labour market impacts on the
requirement of human resources in an organisation (Flamholtz, 2012). There are
many reasons why there is the demand for skilled people in an association. These
reasons can be defined as:
 Lack of skilled individual at a specific place
 Lack of investment in the training
 Alterations in the market of labour due to changes in economy or technology.
Slow growth of the economy
Human resources in an organisation play an important role in the organisation in the
development of overall profit and growth. Increased profit in an association plays an
important role in the growth of an economy. They make a full contribution to the
economic development of the nation and for this, there is the huge requirement of
human resources who make the task successful (Bratton & Gold, 2017).
Return on Investment
Return on investment is being defined as the ratio of the profit or loss that is being
generated in the fiscal year and is expressed in the investment terms and is shown
as a decrease or increase percentage in the investment's value in a year (Myers et.
al., 2015). Calculation of ROI can be done with the support of the formula which is
termed as:
ROI= Net Profit/ Total Investment *100
Recommendations to meet needs of HR
In order to meet the requirements and needs of HR, several recommendations have
been made which can be defined as:
 There must be a proper determination regarding needs of HR
 The best person must be selected for a job as per their skills and capabilities
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 Proper training and orientation programs must be there
 Performance of the employees must be evaluated from time to time
 Staffing must be considered as the significant function of management
 Appropriate compensation must be given to each and every employee
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Action Plan
Activity Timelin
e
Strategy/
application of
policy (if
relevant)
Resources Person Policy
Beat
breakdown
of
communicati
on
2 days By arranging
formal and
informal meetings
Technologic
al
resources
HR
team
Policy for
communicati
on
Maintain
personal
relation
4 days Interacting
regularly with
employees
Human
resources
Line
manage
rs
Policy for
Healthy
Relationship
Planning of
an action
2 days By having a
meeting with
senior and
considering all the
factors
Financial
resources
Senior
manage
rs
Growth
policy
Selling
change
5 days By promoting
strategies to
customers and
stakeholders
Financial
resources
External
parties
Change
policy
Smart
collaboration
6 days Meeting with
competitors and
stakeholders
Technologic
al
resources
External
parties
Development
policy
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Assessment Task 2: Deliver HR services – Presentation and coaching/
performance management plan
Part A
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JKL is an Australian industry which is making dealing in the selling of small trucks as
well as forklifts in addition to spare parts. After few years, they are given an
opportunity to have a business in large and medium trucks as well. With the support
of this opportunity, JKL will have the advantage to have a win over their competitors.
There is the increase in the sales from last few years and by taking this opportunity,
they want to have some changes. In this main role will be played by an HR in
operational and strategic changes.
It is very necessary for an organization to make the development of strategies which
will be needed for the proper development of the company. These strategies play a
significant role in making proper delivery of the services. The developed strategies
also support in the smooth flow of activities as well as the implementation of the
action plan is also done in an appropriate manner.
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In this slide, there is an explanation in regards with the service level agreement
which is a contract among end user as well as the service provider and whose core
aim is to define what the client will receive. Mission and vision of SLA are also
defined here that describes the potential of the company to be on top and the
effectiveness of the workforce to make delivery of values.
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