Detailed HRM Task Report: Strategic Planning and HR Requirements

This report addresses a Human Resource Management (HRM) task for Ralph Transport Company, focusing on strategic planning and its impact on HR requirements. It analyzes the implications of technology and online functions on employee-employer relationships and consumer welfare. The report includes a service agreement outlining deliverables, performance standards, and a flowchart, along with monitoring and review processes. It also covers health and safety measures for dog grooming, emphasizing communication with internal stakeholders and the importance of vaccinations and friendly interactions. Furthermore, the report examines a case of unethical behavior involving confidentiality breaches, proposing a flowchart for handling such issues through rules, awareness, monitoring, risk mitigation, and employee motivation. References to relevant literature are also provided.

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Human Resource Management

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Task 1
(a) To: The Chief Executive Officer, Ralph Transport Company
From:
Date:
Subject: Findings upon the strategic plan and impacts upon the human resource
requirements.
The findings in relation to the human resource requirements with regard to the above
strategic plans include the welfare of the consumers. Since there is increasing
dependence upon the technology by the contemporary era, there is increase of
online functions. The impact upon the HR requirements include that the HR
should lay emphasis upon the functioning of the employer and employee
relationship so that there smooth functioning of the company as well as provision
of good services to the consumers.
Thanking you
(b)
1. This service agreement dated on 12th day of February, 2019
BETWEEN:
Human Resource Central
-AND-
Project Flitter
IN CONSIDERATION OF the matters which were discussed from before, the following
requirements are required for the establishment of a new social networking product:
For the Delivery of the HR client Services which include advising, managing and the
administrative work, Delivery of recruitment services which include preparing, checking and

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arranging and the Delivery of strategic planning services, the time frame should be between 6 to
12 months. The performance standards should be between grade 4 to 5.
2. The flowchart that sets out the service agreement includes:
Figure 1: Service Agreement
3.
To,
The Chief Executive Officer, Date: 12.02.2019
Ralph Transport Company.
Subject: Monitoring of breach of service agreement.
Dear Sir,
Delivery of services must be
created within a span of 3
months
Delivery of strategic
planning must be created
within a span of 1-2 months
Delivery of Human Resource
services must be created
within a span of 2 months

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This is to inform you that the service agreement which has been made has been breached as per
it’s terms and conditions. It is my humble request to you that you initiate strict monitoring
procedures, systems of regulation and checking upon the employees well. This would prevent
further violation of the service agreement.
Thanking You.
Your’s sincerely,
……………………..
4. To,
The Supervisor, Date: 12.02.2019
Ralph Transport Company.
Subject: Review of service agreement.
Dear Sir,
It is observed that the employees are not satisfied with the work process of the external
contractor. There is absence of professionalism amongst the staff.
It is my humble request to you that you review the service agreement again and do the needful to
improve the situation.
Thanking You.
Your’s sincerely,
……………………..
5.
Months Actions to be taken

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One and two
Making of recruitment advertisement
Handling the doubts of applicants
Preparation of offers
Coming to a conclusion as to the undeserved and deserved
candidates
Three, four and five Appointing of the selection committees
Obtaining approval for such appointments
Arrangement of interviews
Obtaining of visas for the people outside Australia
Six The finalizing of all the appointments
Consultation with the selection committee
Seven, eight, nine and Ten Becoming sure that the candidates and the selection committee do
their part of work with due diligence. It necessary for them to follow
the law.
Eleven and twelve Dealing with other issues that crop up
Task 5
(a) While dealing with the grooming of dogs, it is important that the internal stakeholders are
insured with the adequate health and safety measures. It is important to communicate the
same to the internal stakeholders of the company, about the essentials of the health and
safety training (Armstrong & Taylor, 2014).
The communication with the internal stakeholders should take place at such a forum
where all the stakeholders who deal with the grooming of dogs should be present. The
stakeholders include all the employees who work together. In this process of
communication, all the internal stakeholders should be made to understand that the
grooming dogs require health and safety measures for their personal protection. This is

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because sometimes, the dogs can become violent (Nankervis et al., 2016). There can be
both possibilities of the dog enjoying it as well as the dog not enjoying it. The internal
stakeholders should be vaccinated with strong anti-rabies dosage. To add to this, the
stakeholders should tie the mouth of the dogs to prevent them from biting. Another
measure that can be very effective is being friendly with the dogs. Dogs by nature are
friendly and loyal animals. They do not attack on the people they are usually aware of. In
this way, once a rapport is made between the dog and the groomer there would be lesser
probabilities of attacks and threats (Aguinis, 2011).
Thus, there lies every need to communicate with the internal stakeholders about their
health and safety during their work procedure of grooming the dogs.
(b) PAN ASIA PVT LTD
Human Resource Manager
Service Specifications:
 Accumulating Statistical data about the existing systems
 Developing appropriate records of the employees and their progress in work
 Welfare of the employees
 Initiating of all the human resource activities.
Performance Standards: The standards of performance of the HR manager are under a range of 1
to 5. It is expected that all the tasks under the duty of the manager should range 4 to 5. This
means very good to excellent.
Time frame of job: 5 years on a contract basis
Method of Communication: Face to face meetings, Mails, telephones, fax and video
conferencing.

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Task 6
(a) In this scenario, Bowen has committed many acts which has violated the confidentiality
of Huey Lockwood. He has involved third parties into his official task which is against
the job of an HR. Initially, he discussed all the details about archives department with
Joe, who belongs to a competitor company. To add to this, he discussed further
procedures with Joe. Secondly, he had fax the employment review of the employees to
the café. No other association, otherwise provided in the rules of the company, should be
aware of the information relating to the company. Thirdly, he left a valuable document of
the company at the train and took no steps of taking them back. Involvement of third
parties amount to a breach ( Wright, 2018).
Instead of involving third parties, Bowen could have discussed all these matters with the
management of the company. He could go back to his office and taken the copy of the
printout instead of faxing the same to the café.
(b) The flowchart depicts information as to how the employees of the other department
should deal with the unethical behavior:
Figure 2: Flowchart for dealing with unethical behavior

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All these measures would ensure that the employees of the other departments can promptly deal
with the unethical behavior of violation of confidentiality.
Rules and
Regulations
A list of rules and regulations associated with confidentiality
of the company should be prepared
Awareness
The employees should be made aware of the rules that are
prepared through proper induction program.
Monitoring
Extensive monitoring process should be prepared that
would aim at maintenance of the rules
Risk mitigation
strategies
strict action should be undertaken for non-maintenance of
the rules along with the process of moral suasion
Motivation and
rewards
The employees should be motivated and rewarded for
maintaining the framed rules

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References
Aguinis, H., Boyd, B. K., Pierce, C. A., & Short, J. C. (2011). Walking new avenues in
management research methods and theories: Bridging micro and macro domains.
Abingdon, UK: Routledge.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016). Human resource management:
strategy and practice. London, UK: Cengage AU.
Wright, P. (2018). Fundamentals of human resource management. Management, 5, 27.