University Project: Managing Human Resources Services at GSE

This project analyzes the management of human resources services within Global Star Enterprises (GSE), a manufacturer and distributor in Australia. The project covers various aspects of HR, including service agreements, disciplinary processes, and a PEST analysis of the Australian market. It examines GSE's strategic and operational plans, emphasizing its expansion strategies and commitment to environmental and social responsibility. A detailed stakeholder analysis is provided, outlining both internal and external stakeholders and a communication plan. The project also addresses workplace diversity policies, HRM roles, and service level targets with an action plan. It further explores implementation strategies, resource requirements, and communication plans. Finally, dispute resolution processes are considered.

Running head: MANAGE HUMAN RESOURCES SERVICES
Manage Human Resources Services
Name of the Student:
Name of the University:
Author note:

1MANAGE HUMAN RESOURCES SERVICES
Table of Contents
Assessment 2-Project.......................................................................................................................2
Option two: Stimulated Workplace (GSE)..................................................................................2
Task 1.......................................................................................................................................2
Task 2.......................................................................................................................................9
Task 3.....................................................................................................................................13
Assessment 3-Scenario..................................................................................................................17
Question 1..................................................................................................................................17
Question 2..................................................................................................................................17
Question 3..................................................................................................................................18
Question 4..................................................................................................................................18
Question 5..................................................................................................................................18
Question 6..................................................................................................................................19
References......................................................................................................................................20

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Assessment 2-Project
Option two: Stimulated Workplace (GSE)
Task 1
Summary of the Service agreement
GSE organization’s strategic and operational plans
Global Star Enterprises, often abbreviated as GSE, has seven different departments, of
which, each and every department has some particular role. All the departments work together in
order to achieve a common goal, that is, being the leading manufacturer of Australia, distributor
and designer of residential as well as commercial doors, shower screens and windows. The
mission of the organization is to be environmentally aware, economically viable and socially
responsible, while providing the customers with new and innovative products as well as services
and satisfying their demands and desires. Their vision is to become the leading company of
choice, by creation of sustainable value for the employees, suppliers, business partners,
shareholders and contractors. Their goal is to cause zero harm to the environment as well as the
people (Barrick et al., 2015).
Global Star Enterprises is a successful and one of the leading manufacturers of good
quality products. However, the company has earned recognition in the Australian market only.
Therefore, the company’s new strategic plan includes the expansion into the new areas as well as
markets. The strategic plan is broken into several success factors; firstly the company is planning
to expand into the markets of South East Asia, secondly the company will undertake policies of
expanding their products by selling and manufacturing awnings. Thirdly, the product expansion

3MANAGE HUMAN RESOURCES SERVICES
will be associated with full installation services. Fourthly, the company’s strategies include,
increase in the market share as well as establishing the customer base for the showrooms all
across Australia. Fifthly, it will open a department of hospitality; sixthly it will start staff
training, recruitment and development. Lastly, the company will start spending on international
marketing (Armstrong & Taylor, 2014).
Disciplinary process in accordance with GSE policy and procedure
A disciplinary process refers to the procedure of dealing with employee misconduct.
Global Star Enterprises have a wide variety of the disciplinary procedures depending on the
severity of the situation. The procedure, however, vary between the formal and informal
processes. The employees are required to accept diversity inside the organization. In addition to
this, the human resource managers of the company play an inevitable role in ensuring the
workplace health and safety. Moreover, equal opportunities are given to male and female
workers and the Equal Employee Opportunity covers all sorts of discrimination and other
associated topics like bullying, victimization and harassment. However, the Global Star
Enterprises’ values should additionally cover compliance with legislation, employment of staff,
client service, receiving gifts from clients and suppliers, giving gifts to the clients, employee
integrity and privacy and quality standards of the products and services (Beardwell & Thompson,
2014).
PEST Analysis
Australia is the most important market for the multi-national companies as it has a stable
political as well as business environment. Global Star Enterprises believe that the excellence in
their environmental performances is crucial for the success of their business. They use materials

4MANAGE HUMAN RESOURCES SERVICES
responsibly, taking full care of the environment and causing less harm. Their aim is to create a
safe and secured work environment for the staff members. Moreover, the company also balances
the social, economic and technical needs for sustainable development. Global Star Enterprises
have achieved various objectives, which are;
 Complying with relevant laws, standards and regulations by applying responsible
working standards.
 Minimizing pollution.
 Reducing waste materials as well as improving the resource efficiency.
Political Factors Economic Factors Social Factors Technological
Factors
Australia’s political
factors are stable now.
However, Global Star
Enterprises have been
facing many issues in
the political aspect.
The company is
planning to expand its
market in many
countries. Therefore,
the company may face
different situations in
terms of politics in
In Australia, the
property prices are high,
which is creating a great
demand of housing
appliances. However,
the organization is a
leading manufacturer of
doors, windows as well
as shower screens.
Moreover, the industry
is considered as one of
the primary industries
responsible for
economic development
The society plays a
crucial role in the
company’s overall
development. The
organization provides
the people of different
society with
employment.
Therefore, the
industry assists in
improving the level of
the society and makes
the organization
Furthermore, the
technological factors
also have a major part in
the company’s overall
development. Australia
is a technologically
developed country,
which have successfully
created new products
and processes. The
technology used by the
company is innovative
and well appreciated.
The company offers

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various countries. It is
true that political
situations of various
countries are not at all
same and thus, the
organization has to
make the some
strategies accordingly.
For example;
government policies
of the Asian countries
differ from that of
Western countries.
of the country, as it
contributes a huge
chunk to the national
income. On considering
the case of Global Star,
it is found that the
organization marks its
contribution to the
country’s GDP. This is
a huge benefit of the
company, as it proves
beneficial for
developing the overall
economy of the nation
(Beardwell &
Thompson, 2014).
adaptive to the
societal changes.
better after sales
services. Along with
innovative technology,
the company has
successful implemented
their strategies and
managed to win the
hearts of many people
(Boussebaa, 2015).
Figure: PEST Analysis
(Source: Created by Author)
Scope of services
Stakeholder Communication Plan

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Global Star Enterprises
Internal Stakeholders
Employees.
Managers.
Owners.
Human Resource Staff.
External Stakeholders
Suppliers.
Society.
Clients
Government and its
agencies.
Creditors.
Shareholders.
Customers.
The stakeholders as well as clients form an integral part of Global Star Enterprises’
business. The stakeholders’ agenda can significantly influence the operations, effort and
priorities of the company. The company’s internal stakeholders are its employees, human
resource staffs, managers, the board of directors, investors as well as the community from
where the business is drawing its resources. The external stakeholders are consumers, investors,
suppliers, regulators, clients and others. Stakeholder analysis refers to the stakeholder mapping
that helps in understanding the stakeholders’ role in decision making and formulation of
innovative and new strategies.
Figure: Stakeholder Analysis
(Source: Created by Author)
In accordance with that, the organization must prepare certain strategies, for convincing
the stakeholders for the new strategic implementation. The stakeholder’s behavior analysis is
highly crucial for the formulation of new strategies. Global Star needs to gain an understanding

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of stakeholders’ satisfaction as well as their consensus for the formulation of new actions. Thus,
the primary impact of the stakeholders’ analysis is that it proves to be beneficial in expanding the
satisfaction level among them (Kirchmer, 2012).
Workplace Diversity policies and requirements
In addition to this, the organization also encourages diverse workforce, which in turn,
inspire all the employees to work better and give their best. They motivate their employees to
develop a team spirit and work together to achieve the common organizational goal. However,
more and more diversity trainings must be conducted in order to ensure a safe and secured
workplace (Wachs, 2017).
Roles and responsibilities of HRM
Moreover, the Human Resource department also has some roles and responsibilities in
dealing with the stakeholders. They perform their activities towards the stakeholders by framing
a clear organizational objective. HR managers provide the stakeholders with the budget and
manpower planning for the upcoming projects (Bratton & Gold, 2012).
Service level targets
Return on Investment
Expenses $ Income $
Training expenses 10000 Revenue from services 32000
Implementation expenses 10000 Support services 10000
On-going support 500
Total expenses 20500
Net profit 21500
42000 42000
Return on investment 5%

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Action Plan
Particulars Time Frame
Complying with relevant laws, standards and regulations by applying
responsible working standards.
One month
Minimizing pollution. Two months
Reducing waste materials as well as improving the resource efficiency. One month
Promoting team work. Three weeks
Ensuring improvement in quality and fostering growth. Six months-One year
Implementing quality awareness events via regular trainings and
developmental procedure.
One month-Two months
Implementing reward and recognition systems. Three weeks
Implementing new policies for growth opportunities for the employees. Three-Four months
Monitoring and Reporting
The organizational audit or monitoring is considered to be an exceptional technique of
assessing the company, internally. The strengths, weaknesses, opportunities, threats along with
competitive advantages available in the current markets are taken under consideration. The
company takes into account several factors in order to keep a track of their employees and staff
members, changing consumer behavior and others.
Dispute resolution processes
Effective as well as proper communication disseminates the actual or revised mission or
the vision of the organization. It is the core responsibility of the personnel to ensure that the

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maximum number of staff members is involved towards a common process of strategic
implementation. Apart than these, the effective communication process within the personnel can
prove to be beneficial as well as helpful.
Task 2
The Global Star Enterprises’ aim is to become the leading manufacturer of Australia. Its
objectives are to be socially responsible, economically viable and environmentally aware. The
company has seven different departments and all the departments have a common goal. The
organization’s mission is to provide the customers with new as well as innovative services and
products. Their aim is to cause zero harm to the environment and people as well (Pearce &
Robinson, 2013).
Objectives and Implementation strategies
In addition to this, the company’s new strategic plan includes the expansion into the new
areas as well as markets. The company is planning to expand into the markets of South East Asia
and undertake policies of expanding their products by selling and manufacturing awnings. The
product expansion will be associated with full installation services. The company is applying
new strategies and will start spending on international marketing (Brewster & Hegewisch, 2017).
Resources required
Several resources are needed for implementing new strategies in the case of product as
well as market development, which will maintain the continuity of all the business activities. If
the availability of resources is inadequate, then the organization will not be able to focus on their
implementation processes’ effectiveness. The raw materials are the most important resources for
the service agreement; therefore, it must be available in ample amount. Moreover, the

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organization needs to stress on their raw materials’ quality. Furthermore, the technological
resources, such as machineries, equipments as well as others are included in this aspect. For
implementing all the new strategies, a proper investment should be done updated technology. In
addition to this, the financial and human resources are also required for new strategic
implementation (Chun et al., 2013).
Stakeholder identification and communication plan
Stakeholder identification and communication plan analysis helps in knowing about the
competencies of the employees. The overall success of the new strategies is totally dependent on
the potential as well as capacity of the workers. Therefore, along with the support of
stakeholders’ analysis, the organization can successfully gain adequate knowledge about the
associates’ skill set and abilities, against the newly modified strategies. The procedure of
decision making can be improved on a large scale, on the basis of that. Moreover, the overall
study of the consumers’ mindset comes into play in such context. Through this analysis, one can
gain an understanding of the recent trends of marketing as well as assess the demands of the
consumers. Most importantly, it assists in receiving positive responses from shareholders as well
as investors. The financial requirements of the company can also be met after successfully
finding out the new plans, those are lucrative and beneficial for the overall business. With
reference to this, the analysis can develop the confidence of the managers and directors as well.
Thus, stakeholders’ support plays a major role in this, which Global Star should avail (Davidson
& Stevens, 2012).
Roles and responsibilities of stakeholders

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The primary roles as well as responsibilities of the stakeholders are highly related to the
strategies of communication, which needs to be directed towards the management team for
taking proper measures. The internal stakeholders like employees, managers and owners need
to understand the business rationale as well as ensure that the particular project fits with
strategy for the business area. They must commit to the necessary resources in order to ensure
that the projects are successful. In addition to this, the human resource staffs (internal
stakeholders) need to establish the training as well as development requirements, by approving
the deliverables of the key project. Furthermore, the external stakeholders like creditors,
investors and others should have a crystal clear explanation behind such strategic
implementation. This will prove to be advantageous for the company as it can convince the staff
members to perform their activities in an appropriate manner (Doyle & Locke, 2014).
Service-level agreement
A service-level agreement refers to an official commitment which prevails between the
client and the service provider. However, Global Star Enterprises has developed a service-level
agreement which identifies the following key terms;
 Start as well as end date of agreement.
 Scope of the human resource services provided.
 Timeframes for the milestones.
 How the services are being provided.
 Payment terms and fees for services.
 Service-level target.
 Reporting and monitoring processes.