BSBHRM602: Human Resource Strategic Planning Report and Analysis

This report, prepared for the Institute of Business and Management Australia, addresses key aspects of Human Resource Management (HRM) and strategic planning. It begins with an overview of HRM functions, including recruitment, training, and legal compliance. The report then delves into the importance of strategic planning, outlining objectives and the aim and scope of the Fair Work Act 2009. It covers employee entitlements, sourcing a workforce, and the impact of technology on HR. The report includes a briefing report analyzing the current state of King Edward College VII and a human resource strategic plan with priority areas, objectives, and targets. It also features a risk management plan identifying potential hazards and their effects, along with a work-life balance report and action plan. The assignment provides a comprehensive analysis of HRM principles and practices.

Running Head: HUMAN RESOURCE MANAGEMENT
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Human Resource Management

HUMAN RESOURCE MANAGEMENT 1
Table of Contents
Assessment 1..............................................................................................................................2
Assessment 2..............................................................................................................................8
Briefing report........................................................................................................................8
Human resource strategic plan...............................................................................................9
Risk management plan.........................................................................................................10
Assessment 3............................................................................................................................11
Work balance report and action plan....................................................................................11
Updated Health policies.......................................................................................................12
Report on implementation....................................................................................................12
Updated Human resource Plan.............................................................................................13
References................................................................................................................................14

HUMAN RESOURCE MANAGEMENT 2
Assessment 1
Describe five key functions of a Human Resources Manager
The five major tasks of the human resource manager is to initiate the recruitment process,
provide training to the employees working in the organisation, engagement in the
professional development, ensuring the legal compliance and maintain relations with the
employees (Day and Moore, 2018).
Explain the importance of the human resources strategic planning function and list
three objectives related to human resources strategic planning
One of the important components of HR management is the strategic planning. It creates a
direct link between HR and strategic plan. HR planning also deals with the proper planning
for employees and helps them in achieving the goals of organisation as well as the individual
goals.
The objectives related to human resource strategic planning are:
To ensure the human resources are sufficient enough to meet the strategic goals of the school.
To follow the trends such as the social, economic, technological and legislative that creates a
heavy impact on the human resource in the existing area or the sector.
To keep the flexibility in the organisation, as there is a possibility of the changed future rather
than as anticipated (Hrcouncil.ca 2018).
Explain the aim and scope of the Fair Work Act 2009 and its importance for the human
resources function.
The Fair Work Act 2009 is the primary piece of legislation which is entitles to govern the
Australia’s workplaces. The main aim and scope of this act is to provide a balanced and equal

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framework for the productive workplace stations in order to promote the national economic
prosperity and also to make aware about the social inclusion for all the Australians. It also
aims to provide the terms and conditions of the employment ad set out the rules and
responsibilities for the employees, employers and the organisation as a whole (Employsur,
2018).
Explain which employees are covered by the dismissal laws and which are not
Included
Employees of associated entities, including those based overseas
Fixed term employees
Not included
Casual employees unless they have been employed on a regular basis for at least six months
Shift workers and employees
Outline the 10 minimum workplace entitlements for a permanent employee of an
organisation outlined in the National Employment standards
The 10 minimum entitlements of NES are:
The weekly hours are maximum, the flexible working arrangements and the requests for the
same, parental leave, annual leave, long service leave, community service leave, public
holidays, compassionate leave and personal carers leave, fair work information statement and
notice of termination and redundancy pay.
Outline at least four examples of the information that must be kept for each employee
according to the Fair Work Regulations 2009.

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The four examples are as follows:
Employee resumes and job application details, Wage slip, performance records, trade
certification and registration certificates (Business 2018).
Explain each of the following options for sourcing a workforce:
Recruiting from outside of the company:
Advantages
It helps you acquire competitive intelligence about other firms
New hires can help you identify other potential candidates to “poach” from their firm
Disadvantages
The candidates are not worthy enough for the desired post
Disputes may occur due to high cultural diversity
Casual labour
Advantages:
The casual staff can support in times of the peak season
Casual workers are certainly not paid entitlements
Disadvantages:
They lack knowledge in terms of the expertise possessed by the employer
At times no entitlements can lower down the morale of the casual workers.
New graduates or trainees:

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Advantages
The graduates are the people who are enthusiast and they can nourish their potential.
They are just like the blank canvas that can be moulded and trained accordingly.
Disadvantages
Since they are freshers, they require training and therefore, it will cost huge amount.
They lack skills and experience so the employer need to invest time to make them
understand.
Offshore workers:
Advantages
Foreign workers are cheaper than the domestic ones
Foreign workers work for the benefit of the company which eventually enhances the
economy of the country
Disadvantages
Absence of the common language makes it difficult to communicate
The idea of hiring the foreign talent is directly related to the negligence of the local talent.
Contractors:
Advantages
Self-employed entities can be expedited as required—and when the undertaking is finished,
the self-employed entity proceeds onward.

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There is no compelling reason to flame somebody when workloads change (Miller, 2015).
Disadvantages
Contractual workers/subcontractors may cost your business more than the identical every day
rate for utilizing somebody.
By depending on contractual workers or potentially subcontractors, your business does not
get or create abilities in-house.

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Consultants:
Advantages
Consultants help organizations by bringing customized training which helps the staff for new
technologies that may be introduced in the near future
With the help of the consultants the waste can be eliminated in several areas and a proper
alignment can be created between the front office and the distribution office (Batyski, 2017).
Disadvantages
Knowledge, training and experience walk out the door when a consultant leaves
Often, HRMS consultants are brought in due to their years of experience and expertise
Outsourcing to recruitment consultants:
Advantages
Human resources staff helps in recruiting responsibilities and increase the volume and can
quickly focus on the core HR responsibilities
Companies can address high turnover problem when they outsource recruiting to get better
qualified candidates and a better recruiting process from experienced, dedicated recruiters
(Luthans and Doh,2018).
Disadvantages
The companies who want to keep the in house recruitment as using the outsourcing
recruitment can make the company loss their control over the primary assets.
It better not to outsource rather than to recruit a wrong person for the work and increase
tension among the business

HUMAN RESOURCE MANAGEMENT 8
Explain the impact of technology on the human resources function and how this has
benefited the recruiting function of human resources
The department of HR is of such a nature that the technology most affects it. The increasing
pace of the HR administration is being performed electronically to enhance the productivity
of the managers
The technology has enhanced the interface within the web to create a connection with
different experts and associations in the industry. The technologies have been helpful in
creating the awareness among the general public.

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Outline the four key steps in the human resources strategic planning process
The first step involves
Assess the HR capacity.
Forecast HR requirements (Bratton and Gold, 2017).
Develop the strategies and talent:
Describe three key areas that could be included in a Human Resources Strategic Plan
The three areas where human resource strategic plan is applicable are as follows
Education Sector
Heath sector
Transportation sector
Assessment 2
Briefing report
An overview
The report of the human resource strategic plan describes the current scenario of the King
College Edward VII. Currently the college is having a staff of the 24 members but in literal
sense it requires the team of 32 members. The top technologies that have been introduced in
the market are the block chain, intelligent analytics, internet of things; digital twins can
impact the human resource department of the college. Under the job analysis and design there
is a lack of formal system and the job roles are also not segregated properly. The legal and
the potential requirements are not changed and have been same. Currently the number of the
staff is 24, but the same will be required for the Sydney branch. The existing policies are

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basic in nature and there is no formal code or system to follow in staff retention and
succession planning (Bailey, Mankin, Kelliher and Garavan, 2018). The gaps are also found
in the induction policy which is for a limited period. Also the professional system of te staff
is not formalised. The human resource information system is managed through the basic
accounting software.
Conclusion
Overall the King Edward College VII needs to implement the new strategies to overcome the
gaps and variances. There are certain strategies and programs that need to be followed in
order to build the new system. The basic accounting software shall also be replaced with the
advanced technological software to make the transactions easy.
Human resource strategic plan
Priority Areas
The improvement shall be done in the priority areas which are
The retention of the staff is another priority (Green and Gouge, 2015).
The formal training and management of the employees
Equal opportunity and diversity for the employees
Objectives
The three major objectives of the school shall be
To improve the professional development and identify the gaps and variances
To recruit and select the staff which is highly qualified so that they can meet the targets and
increase the productivity and present the managers with support system (Nicholas and Steyn,
2017).

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To set up the competition among different schools in the same locality in order to create an
identity
Targets
To achieve the number of staff members till 32
To train the employees with latest technology and advancements
To allocate the resources to potential human resource so they can utilise to fund to gain the
knowledge and enhance the expertise (Beare, Caldwell and Millikan, 2018).
Risk management plan
The risk management plan is basically a method to cope up with the risk and to induce the
practices that can minimise the future possibility of risk.
Identification of the hazards
The hazards can be poor quality of building material used to construct the new building in the
Sydney, the furniture and the technology implemented in the school is out-dated, the food
services offered can possess risk of spoiled food and unhygienic resources (Sadgrove, 2016).
Harmful effects
The harmful effects of the above hazards can be drastic in nature such as it can affect the
lives of the students as well as the staff members.
Many other toxic environmental and chemical hazards can be found in schools. Some major
hazards may be a part of the school building itself. For example, asbestos, lead, mercury and
PCBs can be found in the building materials, paints, pipes, switches, and lights used in many
school buildings (Champy, 2018).
Evaluation of the risks