Human Resource Strategic Planning Report: King Edward VII College

This report provides a comprehensive analysis of human resource strategic planning, focusing on its importance within an organization and its alignment with overall business goals. Part A of the report outlines the core functions of an HR manager, including recruitment, training and development, compensation and benefits, ensuring legal compliance, and employee relations. It emphasizes the significance of strategic planning in identifying current and future HR needs, and achieving organizational objectives. The report then delves into the Fair Work Act 2009, examining its aim, scope, and implications for HR functions, including minimum workplace entitlements and the information that must be maintained for each employee. Furthermore, the report explores various workforce sourcing options, detailing the advantages and disadvantages of each, such as recruiting from outside the company, utilizing casual labor, and employing new graduates or trainees. Part B of the report is based upon a case study that briefly describes the HR strategic planning for establishing a new campus for King Edward VII College.

Manage Human Resource
Strategic Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
PART B............................................................................................................................................9
A. An overview of King Edward VII college's HR requirements..............................................9
B. A review and analysis of emerging trends and practices that may impact on human
resources management..............................................................................................................10
C. Review of any recent and potential changes to industrial and legal requirements that will
impact college...........................................................................................................................11
D. Review of the number and type that will be needed to meet the company's strategic
direction ...................................................................................................................................11
E. Identifying the gaps in existing policies, procedures and information.................................12
F. Recommendation human resource strategic direction..........................................................12
G. Human Resource strategic planning.....................................................................................13
H. Risk management plan.........................................................................................................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource is the most important function of an organization which directly deals
with company's people and their issues such as compensation and benefits, recruiting and hiring
employees, provide training sessions and performance management. While on the other side,
human resource strategic planning is that process that identifies the current and future human
resources which are needed by the firm in order to achieve company's goals. Even it also serve as
a link between HRM and overall strategic plan of a firm. In the same way, the current report
helps to determine the importance of HRM in a company and its strategic planning as well.
The report s divided into two parts, such that in Part A, it describe main functions of HR
manager and the importance of a strategic planning functions with three objectives. Further it
also describe the aim and scope of Fair work Act and then explain the impact of technology on
HR functions for recruiting the new candidates. Part B of the report is based upon a case study
based upon King Edward VII College's that briefly describe the HR strategic planning for
establishing new campus.
PART A
1. Describe five function of HR Manager?
Recruitment and On boarding process: One of the most important function of HR Manager
and in this, there are several element which are also involved such as Interviewing candidates,
making offer and negotiating the salaries and benefits. So that an effective recruitment
procedure will helps to select the best candidate for a company (Main function of HR manager,
2019).
Training and development: HR Manager also provides training and development sessions to
their employees in order to make them comfortable in the company and also raise their working
efficiency as well. Such that they also examine the employee performance and then identify the
areas of development, then through effective training like seminars or workshops will help to
increases the efficiency.
Benefits and Compensation: Balancing compensation and benefits of a firm is major function
of HR Manager such that they also provide the traditional and non- traditional benefits to their
employees such as flexible working hours, paternity leave etc (De Sisto and et.al., 2019).
Further, they also provides monetary and non- monetary form of rewards to their employees for
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performing extra ordinary.
Ensuring Legal Compliance: It has been analysed that ensuring legal compliance with the
labour and tax law is another important part for running company in an effective way.
Therefore, it is the responsibility of HR manager that they should make sure that company
comply with all the laws, such that tax allowance, minimum working hours etc.
Employee- Employer relations: The HR Manager also makes sure that all the employees of a
firm will maintain strong relationships and function of HR manager is to gain the trust and
confidence of an employee and for that they also make daily interaction with their employees as
well. Through this, they are easily solve the issues and maintain good employee relation too.
2. Explain the importance of the human resources strategic planning function and list
three objectives related to human resources strategic planning.
Human Resource strategic planning is that process which identifies current and future needs for
a firm that helps to achieve goals. It has been analysed that it is the best practice which should
be adopted by a firm to achieve the goals with a given time frame.
Importance: An effective strategic HR planning will help a firm to run smoothly so that it can
easily achieve the success. Further through strategic planning, HR manager also ensures proper
career planning for their employees that helps them to achieve the organization's goals (Barbery
and Torres, 2019). Further, it is also analysed that the planning should be implemented because
budget forms an integral part of every business and through strategic planning, HR manager
also make sure the provision cost is related to HR. It is further evaluated that strategic planning
not only helps for a firm but it also enhance the productivity and employee wellness as well.
Such that as productivity in the working area is measured by managers but HR planning
directly influence performance through some wellness programs that creates happy workplace
and positive attitude which required to be succeed.
Objectives:
 To establish best working culture for the employees.
 To develop and maintain high quality of infrastructure that support the clients and staff
and increases their performance.
 To be high profitable and accountable company in this competitive era.
3. Explain the aim and scope of the Fair Work Act 2009 and its importance for the human
2

resources function.
Fair Work Act, 2009 is the Australian law which is passed by the government after coming into
power in 2007 which also reform the industrial law system in Australia as well. This law is also
replaced previous Howard Government work choice legislation. The main aim of this act is to
provides the terms and condition of an employment and also set out some rights and
responsibility of the employees, employers and a firm with relation to an employment (Noe and
et.al., 2017). In addition to this, the fair work commission of Australia which is an independent
body that also provides safety to the employees and also monitor that the company provides a
minimum wages to their employees and also facilitating the good faith bargaining and making
better enterprise agreements as well.
The main scope of fair work act is such that it govern the employee/ employer relations in
Australia so that the company will run in an effective way. As the law also provides minimum
entitlements with some flexible working hours arrangements, also prevents from discrimination
against the employees which help a maintain long term relationship between them. Through the
act, the government of Australia ensures that the company will not do any wrong deeds and
provide an equal opportunities to them, so that they feel comfortable at working area (Cascio,
2015). Even some leaves are also allowed to the employees that make sure the safety net which
cannot be altered too the disadvantages of an employee.
4. Outline the 5 minimum workplace entitlements for a permanent employee of an
organisation outlined in the National Employment standards.
 Maximum Weekly hours: as prescribe in National Standards, for a permanent
employee, it is quite necessary to have minimum 38 hours of weekly ordinary hours of
work in Australia.
 Annual leave: Another important entitlements as describe in national standards such
that when an employee is permanent, then all full time workers are guaranteed a
minimum 4 weeks paid annual leave and on the other side, if there is a shift worker then
they are entitled to a 5 weeks as well (McLean, 2018.).
 Public holidays: it is another entitlements that is describe in National Employment
Standards in Australia in which it is compulsory for a company to provide public
holidays to a permanent employee.
 Personal carers leave and compassionate leave: In Australia, as per National
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Employment Standards, it is another minimum entitlements where an employee is
entitled to a 2 days of unpaid carer's leave for each occasion when a member is belongs
to a family and they requires a home care because of personal illness, some injury and
an unexpected emergency as well.
 Paternal leave and related entitlements: One of the most important entitlements or
authority that is also prescribe by the National Employment Standards of Australia, that
a permanent employee also uses paternal and maternal leave (Bryson, 2018). Such that
Australian father and mother are also now access to government funded paid paternal
leave from 2011 onwards.
5. Outline at least 3 examples of the information that must be kept for each employee
according to the Fair Work Regulations 2009.
 The organization should kept all the personal information of their employees with them
in confidential so that no third party can misuse those personal data. It is quite essential
for the firm to maintain the law of Privacy act so that it will also make the private
information confidential and secret form others.
 The company in Australia should not share the information of employee's salaries to
other and thus, it is also necessary to make it confidential and did not share it with third
parties. It is so because it helps to maintain the working environments and reduces the
chances of personal and professional conflicts as well (Brewster, 2017).
 The HR of the firm should also keep the information of contracts and commercial
documents with them and do not share it with anyone. It has been analysed that every
details of an arrangements should be treated with a confidential way for both an
organization as well as for an employee. It has been analysed that contracts are full of
commercially sensitive information that contain much details of each party that need not
be shared by anyone.
6. Explain each of the following options for sourcing a workforce:
Workforce Option Advantages Disadvantages
Recruiting
from outside
of the
For HR, it is the way of
looking outside in an existing
company in order to fill the
 Helps to open
up large pool
of an
 This takes long
and cost more
than hiring an
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company job position. Therefore, it is
the assessment of an available
pool of job candidates other
than existing staff so that
skilled and qualified people
perform in vacant positions
(Taylor, Doherty and
McGraw, 2015).
applicants that
increases
chances of
finding right
people.
 It also provides
an
opportunities
for a fresh
outlook for an
industry so that
it helps to be
competitive in
market.
external
candidates.
 Sometimes is
also leads to
decreases the
moral of an
employee. As
a result, when
morale
decreases it
affect the
productivity.
Casual labour They are hired by the hour or a
day in order to perform a
specific task. On the other
side, a part time labour is also
typically scheduled for a
minimum number of hours per
week.
 They do not
perform the
work full time
and they are
also employed
on higher
hourly rates as
compared to
other staff.
 Using casual
labours, the
firm or HR
have a unique
ability to raise
or decreases
the hours.
 There is no
guarantee to
regular hours
of work that
means there is
no regular
income.
 There is no
leave
entitlements
which means
no leave and
no claim for
holidays or
paid time.
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New
graduates or
trainees
A trainee is a person that
taking part in a trainee
program and they are an
official employee of a firm
which is being trained for their
job in which they are hired for.
Even they are also received a
salary for this as well.
 It helps to
increases the
employee base
and this also
leads to
internal
promotion as
well (Pros and
cons of hiring
new graduate
employee,
2018).
 They have an
eagerness to do
a job and this
helps to
achieve the
goals for a
firm.
 They did not
have any
working
experience.
 They also lack
some skills
sets as well.
Offshore
workers
They are the workers who are
work in other country but the
main branch is in other
country.
 It is a cost
saving job and
also helps to
manage the
risk as well
 There is a
chances of
breaching the
data and a
cyber attack as
well.
Contractors They are the person who are
bind from a contract that also
provides information and
human resource to perform the
job role.
 The cost is
quite low for
hiring a
contractors and
employees are
 Retaining a
great level of
talent is tough.
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hire for short
time
Consultants They are the person who gave
advice professionally.
 Helps to
provide some
growth
strategies to
HR and also
develop a
workforce.
 Sometimes it
missing
important
points and
provide wrong
information
that affect
company's s
growth
(Kavanagh and
McRae, 2017).
Outsourcing
to recruitment
consultants
It mainly involves an
employer to transfer all parts
of a firm through recruitment
process by an external partner.
 Helps to fill
the vacancies
fast and
increases
productivity as
well.
 It leads to
waste money
and lose
control.
7. Explain the impact of technology on the human resources function and how this has
benefited the recruiting function of human resources.
The technology on the human resource functions creates positive impact upon a business. Such
that by adopting the cloud technology, it helps to reduces the cost and also ease scalability,
further it also improves business continuity and also provides a team with greater flexibility as
well. Overall, it also improve the productivity and it reduces the manual data which helps to
enhance the collaboration and communication as well (Power, 2017). Further, using advance
technologies into work place will also help to reduces the security issues and the firm will also
be now going paperless. Further, another positive impact is such that there is an ease of
communication and all the roles and responsibility are delegated in better way.
7

Benefits of using technology in recruitment process:
 Using advance technologies while recruitment procedure will help to improve the
recruiter's productivity.
 Further it also improve the communication time and efficiency. Such that using online
recruitment process, candidate will quickly response and they even communicate in an
effective manner as well (de Flamingh and Bell, 2018).
 By using Artificial Intelligence as a advance technology tool will also help to improve
the internal process and manages the day to day task and it has been analysed that
through AI, which has the capacity to screen candidates and also select the best
interviewees with any bias.
8. Outline the four key steps in the human resources strategic planning process.
Strategic planning of Human Resource mainly identifies the current and future needs of a
business in order to achieve the goals and it should also serve as a link between a human
resource management and the overall strategic plan of an organization. The four step of
strategic planning is as mentioned:
 Assess the current HR capacity: it is the first step in human resource planning process
that helps to understand the talent which the manager and employees already have and
through self evaluation methods, the capacity of HR is easily identified and can make
planning for the future needs as well (Forsyth and et.al., 2017).
 Forecast HR requirements: It is the next step in which future needs for HR are
identified and it is also quite important to determine both company's demand for
qualified employees and supply of the employees which are fit for an organization. Thus
by matching the demand and supply helps to fulfil the future needs and it can be further
achieve training and providing seminars as well.
 Develop talent strategies: After determining the future needs, in next step, there is a
need to develop a talent strategy that forecasting the supply and demand. Talent
development is a crucial part of a strategic human resource management process. Such
that through effective recruitment and selection procedure, the candidate are easily
qualified as well.
 Review and Evaluation: it is the last stage in which the entire process is reviewed and
evaluated by HR manager of the company such that whether this plan helps to achieve
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the goals such as helps to increases in profit and employee retention and evaluate that
whether the business runs smoothly or not. By continue reviewing and monitoring the
company will achieve the goals in defined time (Taylor, Doherty and McGraw, 2015).
9. Describe three key areas that could be included in a Human Resources Strategic Plan.
 Forecasting the staff needs: It is the main area of focus for HR of the company such
that there are several ways to forecast the needs of a business in order to predict the
quantity of employees to run a business or fill the vacant positions. Therefore, to
forecast the needs of staff, evaluate the existing staff and then consider how many
employee leave the seats which needs to be fulfilled.
 Evaluating the supply: It means evaluating internal and external staff and to fulfil the
vacant position, the company needs to includes the factors such as education, mobility
and some laws and regulations. Thus, by evaluating all the factors helps HR to access
number and types of employees which need to fulfil the staffing forecast (Brewster,
2017).
 Balance supply and demand: It is another area which needs to be review by HR such
that it helps to determine that how HR manager are going to balance the demand that
employees have with the supply of employees who are available. Further the business
should also make efforts and force employees to participate so that it will help to attract
the employees which a business needs to fill the position within an organization.
PART B
A. An overview of King Edward VII college's HR requirements
As College wants to establish its 2 unit at different location and thus, it also require some
HR requirements, which are as mentioned below:
The HR should mainly focus on the induction which is quite necessary when new campus
is established such that it is the process that helps to make new employee comfortable in the
working area. Further, induction is the process which is done for a limited to a couple of hours at
the beginning of an employee's employment in which HR of the college provides an overview of
a company and some information that is essential for a candidate to know (Bryson, 2018).
9

Further, training and professional management is another HR requirements which is also
essential such that it helps to raise the employee performance and through an online system for
recording professional development and this is also linked to a human resource information
system as well. Further, it has been analysed that through effective recruitment and selection
procedures, the HR of the firm will easily make sure the recruitment of a quality staff. Lastly,
staff retention and succession planning is another HR requirements which needs to reviewed so
that it will help to holding the existing staff for achieving the goals for future.
B. A review and analysis of emerging trends and practices that may impact on human resources
management
There are so many new trends that creates positive impact on HRM, some of them are as
mentioned below:
 Learning Management System: Constant learning and expected one of the most
important emerging trend that creates positive impact upon HRM, such that it is quite
essential for every firm to provide learning opportunities to all the employees. Further,
through learning, the employees are able to improve the skills and also gives best
performance at the time of working (Power, 2017).
 Use of online skill assessment: It is become one of the popular and effective talent
management tool and it is an integral part of a management strategy as well. Therefore,
this assessment generally includes test, surveys, quiz and exams that helps to mitigate the
risk and also rely on self assessment as well.
 Use of advance technology: This new trends creates a positive impact upon HR and
among all, Artificial Intelligence helps to eliminate the use of human H. this technology
also helps to access the candidates which a firm needs to fill the vacant position. Further,
this technology also helps to let the team to focus on employee relation instead of caught
up in unexciting task. Apart from this, Cloud based software and mobile application also
helps HR to find the new candidates and manage the entire departments as well. In
addition to this, the recent trend in new technology is the use of web- based HR system
which also helps to manage the multiple worksites from a single location. This further
reduces the cost and save time as well (Cascio, 2015). Thus, it shows that using advance
technology into work place will creates positive impact upon HRM.
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C. Review of any recent and potential changes to industrial and legal requirements that will
impact college
For establishing new campus, there is a need to follow all the legal requirements by King
Edward VII College, these are as mentioned below:
Work Health and safety Act, 2011: this act mainly outlines the steps which needs to be
taken to make sure that workers are work in safety and it also protect the health and safety of all
other people who may be affected by work. In addition to this, by compliance with such law,
King Edward VII College, creates positive impact upon employees (Bryson, 2018). Such that
regulations are also formulated under some occupational health and safety status which set the
standards that needs to be achieved by management for a particular hazard such that noise,
chemicals, machinery etc.
Fair Act Law, 2009: There is a need to be adhere with such law and it is so because it
governs an employment and workplace relation in Australia and provides a safety net of
minimum entitlements which further enables the flexible working arrangements and fairness of a
work. Further, this law also help to prevent the employees from discrimination such that the
company should not discriminate employees on the basis of race, caste and gender (Kennedy,
2016).
D. Review of the number and type that will be needed to meet the company's strategic direction
As the King Edward collage is going to establish its new addition branch one in Brisbane
and one in Sydney. For operating its new campus need different staff that can help the King
Edward to operate successful and smoothly. This will require a receptionist, a student service
officers and 4 trainers that can train the employees, and the Melbourn staff will fulfil the need of
the rest staff functions in the location.
As the college currently employs 24 staff member in their new campus in which include
the CEO, a marketing manager, a marketing assistant, human resource manager, finance
manager, administration manager, office assistant, receptionist, academic manager, student
services officer and about 14 trainers. All these staff will help the King Edward college to begin
its new campus in two different location (Bryson, 2018).
Marketing manager will help the college to its promotion and marketing of the its new
branch in different location as well they decide the marketing budget and other activity. Finance
manager will help to maintain its all the capital and inflow and out flow of the capital in the
11

college and also help to maintain the college fees by the students. Human resource management
help the college in bring all these staff through requirement and selection that they can help the
college in their different activities.
E. Identifying the gaps in existing policies, procedures and information
As the King Edward develop the different strategic plan for operation new campus in two
location. This also make some policies and procedures that help the college to smooth running
and operating. But there some gaps in their policies and procedure which are as follows:
Performance management – Performance management is the tool that indicate the strategic
plan of the Kings Edward college. This is mainly depends on the manager. As the performance
management is the process to create the work environment in the college and establish that
settings for the employees that are enable to perform their best with ability (Jacobson and
Lambright, 2018).
But there is no such plan and policies made by the King Edward college to manage the
work of the employees of the College that can help to appraisal the employees. This can use the
different approaches like comparative approaches, quality approaches etc.
Professional development – for the professional development for the staff the college do not
have such formal system in place. And no any other professional plan and trainer tat can provide
the ongoing professional development to their employees so that they can grow more and train
their academic staff that teach students (Noe and et.al., 2017).
Staff retention and succession planning – In Kings Edward also do not have such formal
system are placed to retain their staff and employees in the college. There is no such plans,
facilities and promotional offers provided by the College that help the college to retain for a
longer time and also help to succession planning. To retain the employees in college college can
offer other facilities like bonus, incentives, rewards, promotional offer that help kings Edward
college.
F. Recommendation human resource strategic direction
Performance management – For the performance management, Edward college can use the
different approach. Like comparative approach – in this they can compare the work performance
of the staff and make the appraisal. If there is such weakness in the or the need any improvement
can be made (Deery and Jago, 2015).
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Other can use the quality approach to help the performance management of the staff of
the King Edward. This is being used as based on the quality of the staff performance as by taking
reviews, feedback or from the end result. This help the college to measure the performance and
can easily manage their work performance.
Professional development - For the professional development college employees can be use the
on going professional development plan or the on going professional training that help the
college to provide the better understanding and also help the employees to continuous learning
and improvement in their previous strategies and planning to operate the different activities in
the college as well as can also help the academic staff to teach the students in effective way
(DeNisi and Murphy, 2017).
Staff retention and succession planning – To retain the employees in the college, they can use
different methods like, mentoring, training, rewards, and the promotional event that retain their
staff in the college. These all methods and the approaches will motivate the employees and also
influence them top work effectively in the college.
Training help the employees to work effectively and to better understanding of their job
role, and also train hem how to handle the students.
Rewards and promotion also motivate them to work well and also influence their work by
seeing others and get better under standing of the job and objective of the college in different
location (Pedrini, 2016).
G. Human Resource strategic planning
Human Resources Strategic Plan
Introduction
This strategic plan will be made by the Human resource manager of the Kings Edward college to
make strategies top ensure the recruitment and retentions of first class employees.
Priorities
 Staff performance reviews
 Conduct internal annual audit
 Identify on line learning platform
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Operational Priorities Plan
Purpose of the operational priorities plan is to ensure and pursuit the strategic planning
objectives.
Recruitment, selection and induction
Objective: To ensure the recruitment and retentions of first class employees.
Actions Responsibility Budget
implications
Performance
Indicators
Target
date
On going training Trainee manager £3.40 Through
assessment test
1 month
Provide
opportunities for
career progression
Management team £5.50 Through
performance
appraisal
6 months
Recruiting through
job portals
Human resource
recruiter
£4.40 By number of job
application and
resume
2 months
Workforce development
Objective: To drive individual and team performance
Actions Responsibility Budget
implications
Performance
Indicators
Target date
Work force
analysis
Human
resource
management
£2.20 Team performance 1 week
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Actions Responsibility Budget
implications
Performance
Indicators
Target date
Determining
current
workforce
Human
resource
management
£3.00 Team and individual
performance
2 weeks
Determining
future
workforce
Human
resource
management
£4.40 Team performance 5 days
Conduct gap
analysis
Human
resource
management
£3.00 Team and individual
performance
7 days
Workforce Skilling
Objectives:
 Develop and implement more effective performance management for staff
 Expand employee development
Actions Responsibility Resource
Requirements,
Performance
Indicators
Target date
Comparative
approach
Management
trainee
Performance
results
Management trainee 4 days
Qualitative
approaches
Management
trainee
Review or
feedback from
others
Management trainee 1 week
Human Resource Information Management
Objectives:
 Develop and implement more effective performance management for staff
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 Expand employee development
Actions Responsibility Resource Requirements, Performance
Indicators
Comparative
approach
Management
trainee
Performance results Human resource
management
Qualitative
approaches
Management
trainee
Review or feedback from
others
Management trainee
H. Risk management plan
Risk Management Plan
Risk description Likelihood
of risk
Impact of
risk
Prior
ity of
risk
Preventative Action and/or Contingency
Plan
Australian
government
changing policy
High Diversific
ation of
source
market
High  Accept the changing policy
 Develop the product range
Significance drop
in cash flow
Low Impact the
close
monitorin
g of
expenditu
re
Low  Arrange the over draft facility
 Identify the available finance that can
help at the time of cash flow
Failure to recruit
planned number of
clients
Low Lack of
skilled,
motivated
staff
Low  Make attractive fee structure
 Allocate finance from each market
The world
recession and the
domino effect
Low Impact the
target
market
and
strategies
Low  React quickly on the change and
make new planning strategies
 Develop the economic trend
Over committing Medium Monitorin Medi  Assessing the financial advice
16

resources g and cash
flow of
the
college
um  Reviewing the invoice and debt
recovery system
CONCLUSION
From the above study it has been concluded that there are different functions of the
human resource manager that help to operational strategies of the organisation. Like selection
recruitment, management planning, performance appraisal and many more. This also been
concluded that importance of the human resource strategic planning functions and their
objective, how this help to mange all the activities in the organisation. This file described the fair
act that has importance of the human resource functions. There is work place entitlements that
set the national employment standards that set the working criteria of the human managers. This
file also concluded that the different sourcing a workforce like contractors, consultants, casual
labour, requirement from outside the company these all have the different advantages in the
company. This also concluded the importance of the technology in the human resource that
brings ease in the function of the human resource. This also been analysed that the Kings Edward
wants to open new campus in two different location, for this this they have to plan some policies
and procedures that affect the functions of the Kings Edward.
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