Human Resource Strategic Planning: King Edward Business College

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MANAGE HUMAN RESOURCES STRATEGIC PLANNING
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Table of Contents
Assessment 1...................................................................................................................................3
Assessment 2...................................................................................................................................7
Assessment 3.................................................................................................................................16
References......................................................................................................................................22
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Assessment 1
Based on this assessment there are numbers of changes which can be implemented according to
the changes mentioned underneath:
1. Five key functions of Human resource manager:
a. Employee recruitment and selection
b. Employee orientation and motivation
c. Training & development
d. Management of employee relations
e. Ensuring sound working conditions
2. Importance of human resource strategic planning
a. Helps in identifying the existing and future needs of human resources
b. Ensuring the elimination of resistance to change
c. Helps in bringing talented employees
Three practices of human resource strategic planning
a. Integration of diversified human resource team
b. Performance-based employee management
c. Identification of effective section methods
3. Fair work Act 2009
a. The aim of this act is to facilitate a balanced framework to achieve effectiveness
in workplace relations having a capability of promoting social inclusion and
economic prosperity of the nation.
b. The scope of this act includes employment rights and responsibilities, terms and
conditions; and compliance of Act.
c. It provides guidelines for the best practices in human resource functions that
ensure the compliance of statutory regulations regarding employment.
4. Ten workplace entitlements for a permanent employee of an organization outlined in the
National Employment standards
a. Work hours
b. Leave of community service
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c. Public holidays
d. Statement of fair work
e. Parental leave
f. Right for requesting arrangements of flexible work hours
g. Compassionate or personal leave
h. Termination notice and redundancy pay
i. Leave for long service
j. Annual leave
5. Information on employee Fair Working Regulations 2009
a. Employee name
b. Date of employment of joining
c. Whether full-time or part-time
d. Payslip
6. Unfair dismissal laws under Fair working Regulations 2009
a. Employees covered
i. Employee completed a minimum employment period
ii. An employee whose employment covers under modern award
iii. Employee whose employment application for an enterprise agreement
iv. An employee earning income lesser than the high-income threshold
b. Employees not covered
i. Employees having no employment contract
7. Workforce sourcing
a. External recruitment: It indicates looking for employees outside the organization
that is the existing pool of personnel.
b. Casual labours: The labours who are appointed for short-term jobs or temporary
basis.
c. New graduates or trainees: The potential employees who have completed their
graduation or training programs and are currently looking for jobs.
d. Offshore workers: It refers to the group of employees working for another
company situated outside their domestic country and assigned by own company
through outsourcing (Brewster, 2017).
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e. Contractors: Individuals or organizations engaged in providing labour or other
resources to companies on contract basis.
f. Consultants: Individuals who provide their guidance or advice to the companies
or individual regarding a specific area or subject.
g. Outsourcing to recruitment consultants: It indicates the source in which
companies provide their labour force to recruitment consultants for reference.
Workplace option Advantages Disadvantages
External recruitment It can become a larger pool
for the applicant.
It is an expensive process as
it requires extra cost for
vacancy announcement.
Casual labour These are helpful to earn a
steady income.
They are not full-time
worker
New graduates or trainees The law range of salary
could be provided to them
There could a level of bad
communication in them.
Offshore workers Decreases the cost of
operations
Social and cultural
differences
Contractors Helpful for involving the
flexibility
No direct control of the
quality of subcontractor’s
work
Consultants Tax contribution could be
saved
The consultants can charge
a higher level of fee
Outsourcing to recruitment
consultants
Things could be done
quickly
The focus could be to
reduce
8. Impact of technology on HR functions and benefits to recruiting functions
a. Impact of technology on HR functions
i. It makes communication easier and more effective.
ii. Recruitment function has started undertaking using internet
iii. Storage of big data about employees for measuring employee performance
b. Benefits of technology on recruitment
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i. It provides huge employee data for recruitment
ii. It enhances recruiter’s productivity
iii. It helps in time and cost-saving and widens social reach
iv. Automation of recruitment process leads to error minimization
9. Four key steps of HR strategic planning process
a. Assessment of existing HR capacity
b. Predicting HR requirements
c. Formulating strategies for talent development
d. HR plan review and evaluation
10. Three key areas of Strategic human resource plan
a. Prediction of HR needs
b. Evaluating supply
c. Balancing the HR demand and supply
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Assessment 2
Human Resources Briefing Report
Introduction
King Edwards is focusing on enlarging their educational practices in Brisbane and Sydney but
there is a requirement of adding new employees for making this process more efficient and
profitable. They are planning to adopt a better human resource strategic plan for the upcoming
three years. In their human resource strategic direction, they want to include the factors like
equal opportunity and diversity policy, job analysis and design, HR information system and
many more. The below report will admire the need for their strategic human resource design or
planning (Taylor, et. al, 2015). They want to use the professional development plans in their
future strategy and the management is trying to include the factors that can positively maintain
the performance of their employees.
Emerging trends and practices
There is a different kind of emerging trends which are affecting the overall HRM practices and
King Edwards could be affected by this kind of trends. Here are some emerging trends of HRM:
 Speeding up of performance management: The satisfaction of job and performance
works together. Both can be achieved when the management provides better
opportunities to its employees for exploring their creativity. The organization King
Edward need to provide equal opportunity to their employees for the better execution of
their performances. By using this technique the management can easily track the level of
performances and they can see the significant transformation in their employees.
 Online skill assessment: It is an effective talent management tool. King Edward need to
use online skill tools in their management strategies. King Edward need to use this tool in
the current highly competitive global economy. By using the tool the management can
know about the level of knowledge of their employees. The online skill tools include
Surveys, Quizzes, tests and exams.
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Changes to industrial and legal requirements
King Edward’s management is trying to launch their two additional branches in Sydney and
Brisbane and there will be some legal requirements which they need to follow. As per the
employment and labour law 2019, the common issues of their employees must be included in
their strategies (Taylor, et. al, 2015). The management should try to make better industrial
relationships with their competitors also.
Staffing
The organization is required the exact number of staff which is 24 for their further enlargement.
By involving these people the strategic goals of this organization could be achieved. The
management needs to include new staff that is having better skills and knowledge and can
provide better outcomes. The skills which are required in their new staff are decision making
power, innovation, creativity, leadership qualities and many more.
Philosophies and values
King Edward can use the following philosophies and values in their HRM practices:
Quality services: They need to provide better services to the students and they should hire a
higher range of professors to provide better knowledge to the students (Papke-Shields & Boyer-
Wright, 2017).
Respect, trust and fairness: The management must try to improve the mutual respect and
understanding between their employees. It will gain the overall operations of their human
resource strategies.
Recommended human resources strategic directions
The risk management strategic directions could be used by the management of King Edward.
They need to provide better training to their staff to reduce the level of risk from the
organization. The strategy can become helpful to remove the potential risk from the organization.
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Technology and systems
The management should try to involve the technical factors in their human resource practises.
For recruiting the best people for the organization they can use the online recruitment websites
and portals because it will help them to provide better options making the organizational target
done.
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2. Send an email to the CEO and Senior Managers (your assessor).
To,
CEO, King Edward,
CC
BCC
Subject: For the regulation of new HRM practices
Dear Sir,
As the organization is deciding to open their new branches in Sydney and Brisbane there will be
some requirements of profitable human resources practises (Abu-Naser, et. al, 2016). I have
attached a copy of my planning for the organizational HRM practises that can be used in our
further HRM strategies regarding the involvement of new employees in the organization.
Kindly see the attach file and provide me with your appropriate time and date for the further
discussion on it.
Thanks and Regards!
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3. Conduct Meeting
Introduction
The meeting will be conducted for the better human resource strategic planning of King Edward.
It will provide better options to the management for the involvement of new characteristics in
their human resource planning.
Purpose of meeting
The major purpose is to recognize the better human resource strategic practise which can provide
the organization with better outcomes (El Mansour, & Dean, 2016). There are some philosophies
and values that were recognized in King Edward and the brief information about that will be
provided in the meeting. The targets of strategic management planning would be recognized in
the conducted meeting. In the meeting the beneficial technological factors will be analysed. The
better communication skill is required and the management will get different opinions of people
in the meeting. The better level of questionnaire will be included in the meeting for knowing the
potential knowledge of participants.
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4. Develop a Human resource strategic plan
King Edward Business College
Human Resources Strategic Plan
Introduction
The human resource strategic planning would become helpful for King Edward to know about
their present and future human resource requirements. It will help them to achieve organizational
goals. There should be a link between the human resource management and overall strategy of
their organization.
Priorities
 influencing new talent
 employee engagement
 improving employee wellbeing
 making important data
Operational Priorities Plan
The important purpose of priority planning is to recognizing the important abstracts that are
related to the human resource practises of this organization (Nankervis, et. al, 2016).
Recruitment, selection and induction
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