Human Resource Strategic Planning: A Comprehensive Report

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MANAGE HUMAN RESOURCES STRATEGIC PLANNING
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Contents
Task 1 Written question............................................................................................................................ 3
Task 2 human resource strategic plan.................................................................................................... 9
Task 3 Implementation project............................................................................................................... 14
References............................................................................................................................................... 18
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Task 1 Written question
QUESTION 1 Outline five key functions of a Human Resources Manager,
including a short description of each function.
The five key functions of a human resource manager are:
 Workforce Planning: The human resource manager conduct workforce planning to
identify how many workers are required for present and future to increase the efficiency
of the company. The manager also has to make sure that the workforce must be
qualified.
 Recruitment and selection: The main function of the human resource manager is to
recruit and select the staff. Recruitment and selection have some certain processes and
the human resource manager have to follow that process (Aswathappa, 2013).
Recruitment and selection depend upon the size of the organisation.
 Training and development: human resource manager plans a training section for the
employees so that they can develop their skills and can perform their work effectively.
The manager will provide training to both individuals as well as for the group.
 Industrial relations: the function of the human resource manager is to sort out the
issues that are going in the organisation regarding the terms and conditions of the
organisation. Sometimes the manager has to negotiate with the other parties.
 Employee welfare: the human resource manager is responsible for the welfare of the
employees. The human resource manager provides services and facilities for the
comfort of the employees.
QUESTION 2 Discuss three aims of human resources strategic planning.
Planning and development is part of the HR process. The three aims of human resource
strategic planning are:
 The main aim of the human resource strategy is planning to recruit the right person for
the job. While recruiting the manager have to make sure that the person whom the
manager is recruiting is a talented and qualified person and can fit for the job.
 The human resource strategic planning aims to make the planning so that the
uncertainty can be reduced.
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 The human resource strategic planning aims to remain flexible so that in case of any
change the organisation can easily manage
QUESTION 3 Identify at least five information areas that should be included in a
Human Resources Strategic Plan.
The five information areas that should be included in a human resource strategic plan are:
 Key performance indicators
 Values
 Goals
 Aims
 Strategic direction(Bryson, 2018)
QUESTION 4 Discuss the four key steps in the human resources strategic
planning process.
The four key steps in the human resources strategic planning process are:
 Assessing current HR capacity: the first step of the human strategic planning is to
calculate the current ability of HR in the organisation. Identification of the knowledge,
skills, and the abilities of the current staff is done in this process.
 Forecasting HR requirements: the second step of the process is to forecast the need
of the HR to meet the future organizational goals and objectives.
 Gap analysis: the next step is to analyse the gap between the current goals and the
future goals of the organisation.
 Developing HR strategies to support organisational strategies: the next step is to
develop the HR strategies that are requiring meeting future organisational goals.
QUESTION 5 Discuss how technology has benefited the recruitment and
selection function of human resources.
With the help of technology, the human resource manager can do the recruitment and selection
process. Social media recruiting like advertising can also do video screening, considering social
media profiles in the application. Applicant Tracking Databases like this is the system that helps
the HR to a short list by tracking the PDF of the recruiters.
QUESTION 6 Explain each of the following options for sourcing a workforce:
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sourcing a workforce Definition Advantages Disadvantages
1. Recruiting from
outside of the
company
Recruiting applicants
from outside the
company with the
help of recruiting
options like
advertising or
newspaper.
 It helps in
providing a
large amount of
applicants.
 It helps in
getting fresh
talent.
 It is an
expensive
process.
 It takes a long
time to hire the
staff.
2. Casual labour Hiring the employees
for a short period
when there is a
shortage of
employees for a
specific time.
 A rapid key for
fulfilling the
workforce
requirement.
 There is no
responsibility
for keeping the
employee.
 Casual
labours are
costly.
 They don’t
know the
ethics and the
rules and
regulation of
the company.
3. New graduates or
trainees
The new graduate or
trainees work to gain
experiences.
 They are hired
at a low price
rate.
 The
government
can also
provide the
fund.
 They need
more attention
as they are
inexperienced.
 They may also
leave when
they get full
training.
4. Offshore workers The workers who are
recruited
internationally are
known as offshore
workers.
 They help in
increasing the
variety to the
staff.
 Provide new
talent.
 There may be
social issues.
 There may an
issue of
language.
5. Contractors The contractor is the
one who is hired for a
specific time and
 They are
experts to
execute
 There may be
loyalty issues.
 There is a
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amount. functions.
 There is no
responsibility
for keeping the
member
continuously.
limited chance
of internal
expertise.
6. Consultants The person who is
hired for specialist
advice and services.
 Helps in
resolving the
issues.
 Professional to
complete the
functions.
 They are too
expensive
 There are
limited
opportunities
to build the
organisation
internally.
7. Outsourcing to
recruitment
consultants
The recruitment
process and the
functions of HR done
by the agency are
known as
outsourcing to
recruitment
consultant.
 There is a fixed
cost.
 The options are
flexible.
 Knowledge
exists outside
the
organisation.
 There are
limited
opportunities
to build them
internally.
QUESTION 7 Outline the aim and scope of the Fair Work Act 2009
Fair work act 2009 is an act launched in Australia who rules the employees and employer
relationship. It helps in stopping the discrimination between the employees and also provides
flexible working arrangements. This act is implemented in every organisation of Australia.
QUESTION 8 Outline the 10 minimum workplace entitlements for a permanent
employee of an organisation outlined in the National Employment Standards.
The 10 workplace entitlements for a permanent employee of an organisation which is outlined in
the national employment standards are:
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 The maximum working hours for the employees in a week will be 38 hours.
 Employees have a right to ask for flexible working arrangements.
 Parental and adoption leave can be given unpaid 12 months leaves to the employees.
 Termination notice can be given to the employees.
 Public holidays are to be paid.
 Long leave for the service can be provided.
 The new employee has a right to receive the full information regarding the work.
 Paid four weeks annual leave (pro rata)
 The leave which is to be taken due to a natural disaster will be unpaid.
 10 days of personal leave each year(pro rata)
QUESTION 9 Outline which organisations are required to report against the
gender equality indicators (GEIs)
The employees who are working in the corporations and non-public sector and have 100 and
more than 100 employees (temporary, part-time, casual, and full-time) for and 6 months of the
annual reporting period
QUESTION 10 Identify and briefly summarise the objectives of the five laws (Acts)
that The Australian Human Rights Commission has statutory authority under.
The objectives of five law (acts) that the Australian human rights commission has statutory
authority under are:
 Australian Human Rights Commission Act 1986: the objective of this law is to stop
the discrimination.
 Age Discrimination Act 2004: the objective of this act is to stop discrimination between
the age groups like education, employment.
 Disability Discrimination Act 1992: the objective of this act is to eliminate the
discrimination against the people who have any kind of disability and provide equal
rights to them also.
 Racial Discrimination Act 1975: the objective is to eliminate the discrimination, which
the people do on the bases of colour, race, and nationality (Pedreschi, at.al, 2013)
 Sex Discrimination Act 1984: the objective of this act is to remove the discrimination
between male and female.
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Task 2 human resource strategic plan
In human resource planning, there should be an equal opportunity of recruiting some staff.
There should be a proper working arrangement in human resource planning. Edward king vii
should have a proper structure to evaluate to a working requirement of the organization. A
company should not involve discrimination during the recruitment process. Equal opportunity
has to be availed in the age, sex, cast, religion. No one of the employees is discriminated and
harassed by the employers. In recruiting the number of staff, there is a criterion of selection of
candidate which has to be based on knowledge, skills, ability. For the development of the
employee opportunity following point is included-
 A fair opportunity to the candidate who is applying for hr, analyst etc. according to his
skills.
 To generate a fair industrial environment and welfare of the society
 To give motivation and encouragement to the less capable employee to enhance
company growth.
SWOT analysis
Strength- in collecting the big data sources, it becomes more crucial to develop the strategy
related to the growth of the environment. It shows the assets evaluation of the company. Mobile
advance technology is reducing the time to complete a task and improving business growth.
Weaknesses- human resource management is for short term goals and not for the long term.
Sometimes a company would have to face a bad situation in marketing. The company suffers
from employees left their jobs. There is a lack of diversity in the workforces.
Opportunity- In human resources, the Opportunity of the company use new technology. There
is a possibility of better workforce growth for organisation growth. When the company grew the
higher level department thing increase the rate of wages.
Threats- during the SWOT analysis company should always ready for possible threats. Low
price competitors and employees laws of that country are the threat of that country. When any
other company hiring the staff of similar profiles that are available in the organization (Yuan,
2013)
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Review of the number and type of staff that will be needed in the company strategic direction
and skill requirement of the new staff that is helpful for the organisation are as follows.
Causal labour- Casual labour are hired for the day to day performance of the assignment,
whereas, part-time employees are hired by the company to work on an hourly basis (Kezar,
2013).
New graduate or trainee-in the developing the human resource there is always a chance of
new graduates and fresher’s to get the new opportunity towards to the employment.
Offshore worker –this is for the purpose of good understanding of the decision of the offshore
hr activity.
Contract and consultant- consultant is the role of what is the need of client need and actually
develop the work is to perform. And the contractor will get the job according to the consumer
needs and wants. A consultant is the independent based service for the actual need of the
department (Yan, et. al., 2015).
Our operational priorities- Edward king vii adopt the following operational activities-
Date Priorities Key performance indicator
September 2017 Develop yearly audit by
management
Audit started and discover the
improvement
October 2017 Develop and execute various
awareness program for the
growth of staff
All staff must be fully trained
November 2017 Start the new investigation at
his office of Brisbane
The lease will be finalised on
the basis for the location
December 2017 Analyse the staff
performance
There should be a review of
staff performance
Jan 2018 Discover the new campus for
the institute
Employees recruited
Feb 2018 Start investigation for the new
location of Sydney
A lease should be taken out
March 2018 Develop an online program
for all courses
Every course are offered in
end of2019
April 2018 Fix the Sydney campus and It is ready of Sydney campus
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the commence operation
July 2018 Start audit done by
management
Audit started and
improvement discovered
November 2018 Start performance review All employees performance
should be reviewed
December 2018 The scope of the offshore
campus is to understand
The scope of the study is
finished in 2017 and the
decision made to proceed
January 2019 Commence management
audit
Continuous improvement of
an audit must be analysed
February 2019 Commence employees
performance review
All employees performance to
be reviews
Risk assessment plan-
Following point is Associate in the context of the strategic development of human resources
(Bromiley, et. al., 2015).
Strategic objective
 To be a leader in good training and education.
 Establishment of a high-quality standard of infrastructure in client and staff
Develop the profitable, accountable and
Risk
description
Likelihood
of risk
Impact of
risk
Priority
of risk
Preventative Action/Contingency
Plan
A significant
drop in cash flow
Significant Medium 2 Analyse factor related to the
efficient cash flow from investor
Failure to recruit
the planned
number of staff
Frequently Low 3 Recruiting staff properly
The word
rescission and
Not High 1 Improving the economy
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the domino
effect
Probable
Overcommitting
resources
occasionally Moderate 4 Proper utilisation of resources
Human resource strategic planning
Objectives
Actions Responsibilit
y
Budget
implication
s
Performanc
e Indicators
Target
date
1.recruitment,
selection, and
induction
Identify the
candidate for a
job
Scrutiny of the
employee
50000 It should be
a good and
highly
qualitative
employee
20 July
2019
Finalise the
application
Taking
interview and
finalise the
candidate
2 workforce
development
By taking
individual help
Analyse the
whole object
30000 It should be
proper and
adequate
work and
qualitative
work
20 August
2019
Assign the
work in the
team
Improving
teamwork
3. supporting
the value of
Develop the Encourage
staff for the
40000 A proper
framework in
20
Septembe
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Objectives
Actions Responsibilit
y
Budget
implication
s
Performanc
e Indicators
Target
date
workforce staff workforce development
of the work
the
development
of the
workforce
r 2019
Implement
more effective
performance
Analyse the
performance
of the team
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