BSB60215: Advanced Diploma of Business - HRM Strategic Planning Report

This report addresses key aspects of human resource management (HRM) strategic planning, focusing on the context of King Edward VII College. It begins by outlining the key functions of an HR manager, the importance of HR strategies, and the aims of strategic planning. The report then details important information areas in HR plans, key steps in the strategic planning process, and the use of technology in HRM practices. It further analyzes the advantages and disadvantages of external HR provisions, outsourcing, and allocating work to existing staff. The report also discusses the aim and scope of the Fair Work Act of 2009. In the second part, the report analyzes the strategic objectives and operational priorities of King Edward VII College. It also covers human resource requirements over the next three years, emerging trends, and the philosophies and values that should underpin HRM. The report then presents a strategic plan with recommendations such as hiring based on experience, transparency in compensation, and recruiting from diverse backgrounds. It suggests regular assessments and incentives. A risk management plan is also proposed, which includes timely payments, paid leaves, and a regular system of appraisals. Finally, the report recommends work-life balance programs, including family days and movie nights, and provides an action plan for implementation. The report concludes with recommendations on programs that are most appropriate for King Edward VII College and an action plan for implementing work-life balance programs.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Task 1
1. Key Functions of a Human Resource Manager
The key functions of a human resource manager at any organization includes
dealing with payrolls and benefits pertaining to employees, record keeping as well as
tax compliance, ensuring good relations and communication between employers and
employees and ensuring adequate compliance on the part of the organization with all
labor laws (Albrecht et al. 2015).
2. Importance of Human Resource Strategies
The human resource strategies in an organization are seen to play a vital role when it
comes to managing all the people who have been employed at the workplace as well as in
making sure that the culture and the environment at the workplace is one that is
harmonious in nature (Ahmad 2015).
3. 3 Aims of Human Resources Strategic Planning
The three aims of human resources strategic planning are to make optimum use of the
most valuable assets of an organization, ensuring the best kind of fit between jobs and
employees and finally to avoid manpower surplus or shortage at any point of time, as both
of these can prove to be detrimental for the growth and development of a business
organization (Brewster 2017).
4. 5 Important Information Areas in Human Resource Plans
The five important information areas that need to form a vital part of a human
resource plan in an organization are organizational culture, the process of planning for

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change, training and development, health and safety, and of course the process of
recruitment as well as the retention of employees (Cascio 2015).
5. 4 Key Steps in the Process of Human Resources Strategic Planning
The four important steps that need to be taken in the process of human resource
strategic planning are the analysis of organizational objectives, creating an inventory of
all existing human resources, estimating gaps in manpower, formulating an action plan
for human resource management and engaging in monitoring, control as well as feedback
(Chelladurai and Kerwin 2018).
6. Usefulness of Technology in HRM Practices
The introduction of technology has changed the manner by which an HR department
of an organization is able to store files, contact employees as well as analyze the
performance of employees (Dhar 2015).
7. Understanding the advantages and disadvantages of the following for human
resource activities
a) External Provision by a Consultant or Contractor – This is advantageous in
the sense that it entails the provision of expert services but disadvantageous in the
sense that this is service that is temporary in nature (Gutierrez et al. 2017).
b) Outsourcing the work to external providers – This can prevent an enterprise
from the expense of hiring full time employees.
c) Allocating the work to existing staff – Existing staff is made to do work for an
organization will have to be paid for on a full time basis (Ibid).
8. Aim and Scope of Fair Work Act of 2009

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The aim and scope of the Fair Work Act of 2009 instrument is to provide for
the terms as well as conditions of employment and to set out the rights and
responsibilities of all employers, organizations and the employees of such
organizations (Joo et al. 2018).

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Assessment Task 2
1. Strategic Objectives and Operational Priorities of King Edward VII College
Strategic Plan
The strategic objectives and operational priorities of King Edward VII College
Strategic Plan include recruiting as well as selecting quality staff to the organization, set up a
budget for the purpose of professional development, putting a formal system in place for staff
retention as well as succession planning and also establishing formal systems for job analysis
and job design. The college also has to focus on areas such as performance management,
ensure diversity within the organization and especially at the time of recruiting employees to
the organization, create a human resource information system, which is more than just basic
by setting up accounting software and through the identification of costs (Lai et al. 2017).
Human Resource Requirements at King Edward VII College over the Next Three Years
– An Overview
 One of the major human resource requirements at King Edward VII College over the
next three years is to make sure that the people who are employed to serve at the
college are from diverse backgrounds.
 Several standards need to be established when it comes to the performance of
employees.
 Professional development courses must be designed for existing and new employees.
 Employee turnover has to be prevented by putting strategies and plans in place that
look into the wellbeing of employees.
Review and Analysis of Emerging Trends and Practices that can Impact Human
Resource Management at King Edward VII College

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One of the emerging trends and practices that can impact human resource
management at King Edward College is the introduction of technology (Lai et al. 2017).
Philosophies and Values that should Underpin Human Resource Management at King
Edward College
The philosophies and values that should underpin Human Resource Management at
King Edward VII College is the value of respecting human beings for who they are rather
than their sexual orientation or economic background (Madison et al. 2018).
Human Resources Strategic Directions
Some of the strategic directions that can be taken by the human resource management
at King Edward VII College entails the recruitment of employees based on high merit, and
regardless of sex, creed, caste and religion (Albrecht et al. 2015). Recruiting employees of
high merit is something that is needed if an organization wants to offer quality services. The
same holds true for King Edward VII College. If the college intends on imparting quality
education then it needs to pay special attention to the type of teachers that it recruits into the
payroll of the college. The teachers of the college need to be sufficiently qualified and trained
in order to provide students with a global and inclusive education. The college also needs to
pay attention to the fact that people from diverse economic backgrounds should be recruited
into the college. Additionally attention needs to be paid to recruiting people from different
types of religion and gender to the college so that students from different religions and
genders feel encouraged to attend this college.

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Task 3
Human Resources Strategic Plan
Hire Employees Based on Experience and Not Just Credentials
One of the most important strategic steps that the human resource management at
King Edward VII College should take in order to hire the right peoples for various positions
that are offered in the college, is to select experienced employees rather than fresher only
(Nankervis et al. 2016).
Be Transparent about Remuneration/Compensation
The second step that needs to be taken by the HR management at King Edward VII
College when recruiting employees is to be transparent about the remuneration that is on
offer (Ahmad 2015).
Recruit People from Diverse Backgrounds
A third crucial step that needs to be taken as a part of a human resources strategic plan
is to make an effort to recruit people from diverse ethnic backgrounds (Mostafa et al. 2015).
Be Transparent about Job Roles and Responsibilities
Fourthly, the human resource management at the King Edward VII College must
provide potential employees with a proper heads up as to the exact duties and responsibilities
that they are expected to fulfill in the course of their tenure.
Take Regularly Assessments for Newly Recruited Employees

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The human resource management at King Edward VII College needs to subject the
employees who are freshly recruited to frequent tests and assessments to determine how good
they are at fulfilling their job roles.
Offer Additional Incentives/Rewards
The human resource management at King Edward College also needs to provide a
number of incentives over and above the basic pay that is mandatory for recruiting people to
job positions in a college.
Risk Management Plan
A major risk management initiative that can be taken by the college in order to retain
employees and avoid high employee turnover is to get the HR professionals to speak to
employees on a regular basis to find out about their needs, concerns and requirements.
Timely Payments
Another important risk management initiative that may be taken by the HR
management at King Edward VII college is to make sure that the employees of the college
are paid in a timely manner.
Granting of Paid Leaves
When it comes to avoiding employee turnover, the issue of leaves and paid leaves at
that is something that becomes very important.
Regular System of Appraisals
Appraisals need to form a part of the remuneration process at the King Edward VII
College.
Release of Salary on a Monthly Basis

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The salaries of employees who are newly recruited should be released only after they
have served at the college for one whole month.
Signing of Contracts by Employees
All employees of the college need to be made to sign a contract wherein they state
that they adhere to all the rules and regulations of the college that includes the terms and
conditions of their appointment. This is very important as employees of the college need to be
made to agree to the fact that the rules and regulations of the college is something that they
are aware of and that agree to the fact that violating such rules and regulations will invite
penal or punitive action if necessary.

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Task 4
Implementation of Programs for Work Life Balance
The HRM at King Edward VII College can consider implementing a number of
programs for the purpose of work life balance. A pot luck dinner can be held at the college in
every three months that gives the employees of the college not only the opportunity to
showcase their culinary skills but also the scope of mingling with each other in person.
Family day can also be held at the college every once in a while in order to give employees
the opportunity to bring their children to college. These are programs that will by and large
not only help employees of the college to relax and unwind within the college premises, but
will also give them the chance to value the institution that has employed them in the first
place. It will give them the scope to socialize with fellow colleagues in the college premises,
thus getting to know one another.
1. Recommendations on Programs that are Most Appropriate for King Edward
VII College
Programs that are likely to be most valid for the college include the family day
program that allows employees to visit the college with their near and dear ones. A movie
night can also be organized by the college authorities for the employees of the college, as this
gives everyone the perfect occasion to socialize with one another and have a good time, apart
from occasions such as a potluck lunch or dinner that is held in every three months.
2. Action Plan for the Implementation of Work Life Balance Programs
a) Incorporation of Programs into College Annual Calendar/ Schedule of Events
The work life balance programs should be those that are incorporated into the college
schedule for the whole year right at the start of the year. By doing so, the human resource

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management of the college will ensure that these programs will at some point of time be
implemented, in the course of the calendar year.
b) Regular Notifications
Posters, social media notifications and verbal or in person awareness needs to be
generated within the college campus about occurrence of the work life balance programs so
that each and every person at the college is aware of such programs and makes an effort to be
a part of them. The word of mouth notifications in particular are likely to go a long way, in
addition to social media notifications, in getting people to know about these programs and
attend them to make them a success.
c) Email Notifications
The human resource management authorities of King Edward VII College can also
consider sending out email notifications via list serves, in order to make a large number of
people become aware of the work life balance programs offered by the college, in a short
period of time. Sending out notifications via email will prove to be both inexpensive and
convenient at the same time while also giving the HR authorities the scope to elaborate on
these events in terms of details as much as they wish to while sending out such emails.

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Task 5
Short Report
The work from home arrangements will likely benefit the employees of the King
Edward VII College especially those who are married, and who have children to attend to
most of the time. The work from home arrangements tend to offer plenty of flexibility for
employees enabling them to perform teaching and administrative duties from the comfort of
the home via video call or through email. Employees of the college can save a sufficient
amount of money, which they would otherwise have spent on transportation costs when they
avail the work from home arrangements as made available by the HR of the college. A lot of
energy that would have been spent in going and forth from college is also something that
employees get to save when they decide to work from home. Employees of the college who
have families at home can tend to the needs and requirements of their family members while
doing their professional duties at the same time, using the work from home facilities provided
by the college. If employees happen to be performing against the objectives of the college,
then it will be the duty of the HR department at the college to get in touch with these
employees on a personal basis to find out what it is that is keeping them from performing up
to the mark. Issues if any will have to be taken note of and identified immediately by the HR
management after which solutions have to be drawn up in order to address the same.
Additional Actions that need to be taken to Support the Work from Home
Arrangements and Performance against Objectives Issues
Some of the additional measures that need to be undertaken by the HR administration
of King Edward VII College in order to support the work from arrangements that are made
available by the college, include making it clear to employees that there are specific duties
that they need to perform in the entire day for which they avail a work from home facility,
and that they need to keep a record of such work in order for them to be paid for that