HR Report: HR Department Strategy, Activities, and Budget Analysis

This report, prepared for a Certificate in HR and People Management, outlines a strategic plan for an HR department over three years. It begins with an introduction emphasizing the HR manager's role in implementing policies and contributing to corporate objectives. The main body details the HR department's strategic objectives, including implementing HR policies, building workforce mobility, and succession planning, all aligned with the organization's goals. It defines the objectives of three core HR activities: staffing, development, and safety and health, including flow charts for each. The report also lists non-core HR activities like addressing HR challenges, inadequate infrastructure, and insufficient personnel, along with objectives for each. An HR department organization chart is presented, followed by role profiles of process owners and an estimated annual financial budget. The report concludes by summarizing the key findings and recommendations for achieving the strategic objectives. References to relevant books and journals are provided.

HR MANAGER

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
HR Department strategic objectives............................................................................................3
Objectives of 3 core activities to consider key attainment of department strategic objectives.. .4
Flow charts of 3 core activities identified....................................................................................4
List of HR activities (Non-core) and at least 3 objectives for each.............................................6
HR department organisation chart...............................................................................................7
Roles profile of core activities of process owners. .....................................................................7
Estimated annual financial budget...............................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
HR managers to enterprise enables to manage, create, implement and supervise
regulation and policies that are mandatory for each employee to undertake appropriate
functioning (Bhingardive and Deshmukh, 2020). This department plays the vital role in terms to
attending the corporate objectives that sets by enterprise.
The present report is based on to propose the steps that will be undertake over 3 years to
build strong HR functions that contribute effective to attend corporate objectives. Furthermore,
report will cover HR department strategic objectives. Additionally, objective of three core
activities of HR will defined as to consider as attainment of department strategic objectives. List
of HR non core activities will be defined with at-least 3 objectives. Lastky, estimated financial
budget will be given that aids to attend HR core objectives.
MAIN BODY
HR Department strategic objectives.
Strategic human resource goals are aligned with organisational objectives. Thus, HR
objective in terms to organisational goals as are-
Implementation of HR policies- To many employers, human resource management objective is
to ensure the enterprise workforce is capable of meeting the future needs of enterprise. In order
to accomplish it, human resource staff and line managers work together. In the forthcoming 3
years, the HR needs to framed out the planning that aids to become leader in offering quality
commodities (Ribeiro, Gomes and Caria, 2020). This can automatically attract and develop best
talent so this can be renowned as effective employer in market. By framing out the HR policies
as per the set objective that needs to be accomplish in upcoming 3 years. The workforce needs to
be 100% legally compliant with managerial working.
Build workforce mobility- In order to support to attend human resource strategic objectives,
this is crucial to build the long range of planning. To accomplish the goal HR needs to offer the
effective training facilities that aids to perform the job duties. However, the expansion of
business can be possible if entity has wide range of new business opportunities that works as to
provide value to shareholders (Biswas, Boyle and Mitchell, 2020). It also aids to be socially
responsible to create the effective workforce environment. Henceforth, it can be stated that
workforce entity can aids to enhance the profitability and productivity within enterprise.

Succession planning- To conduct the work as per human resource strategic objectives means to
ensure the organisation workforce that is capable of meeting the future needs. In order to full-fill
the set objectives of enterprise, the entity needs to undertake the steps that can be as succession
towards the planning (Van Gramberg, Teicher and O'Rourke, 2014). It aids to determine the best
course of action to undertake the human resource activities to build succession planning within
enterprise.
Objectives of 3 core activities to consider key attainment of department strategic objectives.
The core activities of HR are outlined as-:
Staffing- It is inclusive of those activities that aids to hire the staff in terms to undertake the
business activities for full-time and part time activities. In order to accomplish the future goals,
HR needs to recruit the staff that aids to contribute in the success of the enterprise. Therefore,
effective and skilled staff brings maximum to the enterprise (Nehles, van Riemsdijk Kok and ).
To have successful recruitment they can use the techniques that acquire the high volume of
applicants. With the help of maintaining the ethical hiring practices and by aligning with
regulatory environment the organisational objective can accomplished.
Development- With the use of on-boarding new employees and by offering the resources, it can
be possible to bringing up continued development and this key investment to enterprise (Looise,
2006). HR to the enterprise is charged with maintaining development approach to the existing
human resources. In order to accomplish organisational objectives in forthcoming 3 years, the
HR managers must take steps to train and prepare new employees to undertake their role
appropriately. In this, there is needs to prepare the management prospects and to offer the
feedback to employees and managers to undertake the business activities effectively.
Safety and health- in order to accomplish the best practices the HR needs to have careful
consideration on health and safety concern of employees. With help of execution of effective
safety measures the entity can undertake working proficiently. Effective policies of HR leads to
become the leaders in offering the good governance throughout the organisation. This also helps
to accomplish the goal as to be socially responsible and also adds value to society and
environment in which business functions are carried out.
Flow charts of 3 core activities identified.
Thus, flow chart of three activities identified as are-:

Staffing-:
2. Development-:
Illustration 1: process of staffing
Illustration 2: Human resource development

3. Health and safety process flow chart-:
List of HR activities (Non-core) and at least 3 objectives for each.
The three HR non core business function are outlined as-:
HR challenges- The current Human resource department might not have the capacity to assist
the resourcing activities of the enterprise. HR has varied other roles as recruit, hire, manage and
train to employees (Looise, 2006). Thus, human resource is quite responsible to comply with
foreign labour laws, financial regulations and practices of hiring. This will aids to attend the
corporate goals in forthcoming 3 years to 100% legally complain with all prescribed polices.
Inadequate infrastructure-
Budget constraints- The process of budgeting is quite typical. In order to bring up the quality
improvement in the product and services the HR needs to implement the technical advancement
Illustration 3: Health and safety flow chart

that leads to undertake business process systematically. Thus, estimation of budget must be
conducted in terms to expand the business opportunities successfully.
Insufficient personnel- It is can be defined as the non-core business functions. In order to attend
the set organisational goal entity needs to have project managers, process managers and
technologist that aids to undertake the business functions effectively. Without the effective use of
individual, the activities of HR cannot be accomplished.
HR department organisation chart.
Human resource managers enables the business functions that deals with people issues in
terms with compensation and benefits, recruiting, performance management and to bringing
effective level of organisational development and culture. Thus, Flow chart of Human resource
organisation is outlined as-:
Roles profile of core activities of process owners.
Managers of the entity plays the effective role in terms to provide proper guideline in
activities of Human resource personal. Thus, manager needs to oversees the working of human
resource department to comply with effective business practices.
Illustration 4: Human resource organisation chart

 In the activity of staffing, the manager must set the direction on the basis of requirement
of employees to carried out activities. So, HR can successfully undertake the process to
hire the workforce effectively.
 To undertake the activities of development, the manager must set the criteria that needs to
be develop by overseeing the overall activities of company (Looise, 2006). Thus, human
resource become liable to undertake the course of action as per the direction set by
managers.
 In terms to carry out the activities of health and safety, manger must set the process under
the exemption avail to carry proper strategy procedure. Henceforth, HR managers
become liable to build the health and safety guidelines within enterprise to carry out the
business activities in proper manner.
Estimated annual financial budget.
The estimated budget plan to undertake the overall activities are outlined as-:
Particulars Janua
ry
Febru
ary
Marc
h
April May June July Augu
st
Septe
mber
Octo
ber
Nove
mber
Dece
mber
Cash inflows
Opening cash
inflow
7000 8300 1068
2
1314
5.88
1569
1.45
1831
8.43
2102
6.48
2381
5.16
2668
3.94
2963
2.19
3265
9.19
3576
4.11
Sales revenue 1000
0
1020
0
1040
4
1061
2
1082
4
1104
1
1126
1.62
1148
6.86
1171
7
1195
1
1219
0
1243
4
Other income 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000
Total cash inflows 1900
0
2050
0
2308
6
2575
7.96
2851
5.77
3135
9.24
3428
8.11
3730
2.02
4040
0.53
4358
3.12
4684
9.14
5019
7.85
Cash outflows
Material 2500 1530 1560.
6
1591.
812
1623.
648
1656.
121
1689.
244
1723.
029
1757.
489
1792.
639
1828.
492
1865.
061
Labour 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000 2000

Other expenses 2200 2288 2380 2475 2574 2677 2783.
702
2895 3011 3131 3257 3387
Administration
expenses
4000 4000 4000 4000 4000 4000 4000 4000 4000 4000 4000 4000
Total cash
outflows
1070
0
9818 9940.
12
1006
6.51
1019
7.34
1033
2.76
1047
2.95
1061
8.08
1076
8.34
1092
3.92
1108
5.03
1125
1.86
Cash deficit /
surplus or closing
cash balance
8300 1068
2
1314
6
1569
1
1831
8
2102
6
2381
5.16
2668
4
2963
2
3265
9
3576
4
3894
6
CONCLUSION
Hereby, this can be summarized that HR manager defined an individual who is liable to
oversees the business activities. The report has covered the activities that needs to be undertaken
over 3 years to build strong HR functions to attend corporate objectives. Morover, stuidy has
focused on HR core and non core activities in terms successfully accomplished the corporate
objectives in forthcoming 3 years.

REFERENCES
Books and journals
Bhingardive, S.H. and Deshmukh, P.G., 2020. A Study of HR Managers’ approach towards
Workers Participation in Management. Our Heritage. 68(27). pp.893-903.
Ribeiro, J.L., Gomes, D. and Caria, A., 2020. The Utility of Human Resource Managers’ Action:
A Self-centred Perception by Different Organizational Actors. In Entrepreneurship and
Organizational Innovation (pp. 67-92). Springer, Cham.
Biswas, K., Boyle, B. and Mitchell, R., 2020. International experience, attitudes toward women
and the adoption of supportive HR practices. Asia Pacific Journal of Human Resources.
58(1). pp.66-84.
Van Gramberg, B., Teicher, J. and O'Rourke, A., 2014. Managing electronic communications: a
new challenge for human resource managers. The International Journal of Human
Resource Management. 25(16). pp.2234-2252.
Nehles, A.C., van Riemsdijk, M., Kok, I. and Looise, J.K., 2006. Implementing human resource
management successfully: A first-line management challenge. management revue. pp.256-
273.
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