King Edward VII College: Human Resource Assessment Tasks

This document presents a comprehensive human resource assessment, addressing various critical aspects of HR management. It begins by listing and discussing the key functions of a Human Resources Manager, emphasizing the importance of a well-defined HR strategy for organizational success, including improved employee motivation, streamlined problem-solving, and increased competitive advantage. The assignment explores the aims of strategic planning, information areas for inclusion in an HR plan, and the strategic planning process steps. It analyzes the impact of technology on recruitment, compares the advantages and disadvantages of different HR service provision options, and delves into the Fair Work Act 2009, covering strikes, employee grievances, and unfair dismissal claims. The second part of the assignment involves analyzing the HR requirements for King Edward VII College, considering staffing, training, and legal compliance. Finally, the document presents an improved HR strategic plan for the college, outlining priorities, operational plans for recruitment, workforce development, and employee motivation, alongside a risk management plan. The plan includes detailed actions, responsibilities, budget implications, performance indicators, and target dates for each priority.

HUMAN RESOURCE ASSESMENT TASKS 1
Human resource assessment tasks
Students’ name
Tutor
Course
Date

HUMAN RESOURCE ASSESMENT TASKS 2
Human resource assessment tasks
Assessment task 1
1. List five key functions of a Human Resources Manager.
Conflict resolution
Ensure employee satisfaction
Training and development
Management of employee turn over
Improvement of employees’ performance
2. In one paragraph discuss the importance of a human resources strategy.
Human resource strategy provides numerous benefits to the organization. For instance, when
properly designed it results in employee motivation. The strategy also informs on action to be
taken in different situations making problem-solving easier. There is also the benefit of
reduced employee turnover and increased loyalty as well as production within an
organization (Lim, et al., 2016). A human resource strategy also helps reduce confusion
within an organization making management of operations easier. A well-developed strategy
also gives the organization a high competitive advantage over other organizations.
3. Discuss three aims of human resources strategic planning.
The three aims of the human resource strategy are to ensure that the organizations meet their
goals at present and future through coordination of various human resources and properly
allocating them positions in the organization (Lussier & Hendon, 2016). The strategy should
also be aimed at improving mobility and encouraging the motivation of the employees to
work towards the organizational goals as well as ensuring employees engagement in the
relevant positions.

HUMAN RESOURCE ASSESMENT TASKS 3
4. Identify at least five information areas that should be included in a Human Resources
Strategic Plan.
Information areas to be included in the human resource planning include the number of
employees as well as additional human resource needs. The current compensation and
benefits programs as well as the resource availability in the organization to help determine
future needs. The company goals and objectives as well as the mission and vision of the
organization (Sistare, et al., 2015). In other cases, it's also necessary to incorporate the skills
and knowledge available in the organization as well as future needs.
5. Discuss the four key steps in the human resources strategic planning process. Discuss
each step in at least two to three sentences.
Assessing the current HR capacity: the process involves looking into the current employee's
knowledge skills and abilities (Lussier & Hendon, 2013). Identifying the competent skills that
the employee has portrayed during their work and assessing whether the employee is willing
to take more tasks based on the performance.
Forecasting HR requirements: involves looking into the organization's strategic plan and
estimating the human resource requirements in future. The process further scrutinizes the
skills and abilities needed to arrive at a definite conclusion (Tyson, 2015). The needs are
arrived upon after the analysis of the ability of current resources to suit the needs in future
Gap analysis: forecasting the future image of the organization. this is done regarding the
needs and resources as well as expansion needs in different sectors
Developing HR strategies to support organizational strategies: involves employing the human
resource function in practice (Pashchuk, 2016). Aims at matching the human resource
functions to the needs identified in the gap analysis section.

HUMAN RESOURCE ASSESMENT TASKS 4
6. In one paragraph discuss how the introduction of technology benefited the recruiting
function of human resources.
Technology benefits to human resource recruiting function are significant. Technology has
enabled human resource personnel to reach out to more potential employees faster and at
their convenience. Advertisement of positions has been made easier and more people can be
reached within a short time (Robert N Lussier, 2013). Evaluation of skills is also possible at
this stage, therefore, reducing the pool of applicants.
7. Discuss the advantages and disadvantages of using each of the following options for
the provision of human resource services.
8. In
at
least two sentences, discuss the aim and scope of the Fair Work Act 2009.
The fair work act aims to manage the collective agreements in the organizations. The
agreements are there to ensure that employees in Australia get a better offer that is suitable to
them and their employers (Fink, et al., 2014)
Options Advantages Disadvantages
External provision by a
consultant or contractor
In most cases the work
is perfect
It is costly
Outsourcing the work to
an external service
provider
Eliminates companies
liability
Costly, and lacks
uniformity
Allocating the work to
existing staff
Cheap and easy to
procure
Could lead to conflict in the
organization

HUMAN RESOURCE ASSESMENT TASKS 5
9. What roles do Employee Relations policies play in an organisation’s ability to achieve its
goals and how do they set the tone for employee engagement, morale, productivity and
loyalty?
Employee relations policies govern the relationship between the employer the employee and
their colleagues. They have a significant role in the productivity of an organization in the
sense that when the relations are positive, they increase employees’ morale and encourage
them to work (Robert N Lussier, 2012). They are motivated to perform their duties, and this
has a positive effect on the organization.
10. in Australia:
a. Under what circumstances can a strike be called? .
Employees can go on strike either at the beginning of a new agreement when an agreement
period has ended, when the fair work commission approves the strike with a majority vote or
when those involved in bargaining are willing to bargain on a new agreement (McCrystal,
2010). The industrial action should however not related to unlawful acts and in such
circumstance its termed illegal.
b. Under what circumstances can employers take industrial action?
Employers can go on strike under the same conditions as the ones stated for employees.
However, for their strike need to be informed by the good faith in collective bargaining
(Byrd, 2007).
11. Why is it important to have a clear and understood mechanism for dealing with
grievances?
Having a defined mechanism for dealing with grievances is important to avoid favoritism and
biased in some cases. It also helps in maintaining equity and uniformity among the employee
(Reed, 2017).

HUMAN RESOURCE ASSESMENT TASKS 6
12. How does the size of an organization influence how it can terminate an employee’s
employment?
The larger the size of the organization the more difficult it becomes to terminate the
employee. This is due to the expanded decision-making process.
13. Explain the requirements for upholding an unfair dismissal claim.
Requirements for upholding an unfair dismissal claim states that the claim should be
presented within 21 days of the dismissal, it should be covered within the workplace relations
system, and the employee should have been dismissed and meet eligibility criteria including
the minimum employment period (DeCenzo, et al., 2015).
14. Research Fair Work Action 2009 and prepare a short report summarizing its main
provisions.
The act provides for the terms and conditions of employment, rights, and responsibilities for
employees to employers and organizations related to employment (Stone, 2017). Moreover, it
gives details about compliance and enforcement as well as administration act through
ensuring fair work ombudsman

HUMAN RESOURCE ASSESMENT TASKS 7
Assessment task 2
The projected human resource requirement for King Edward VII College is expected to be 50
staff members. The all-time staff members required is 36 employees in total. However, the
turnover rate for the lower level employees is high at above 50% and is expected to have a
reducing trend over the years.
The college is expanding to incorporate two extra units in which human resource requirement
will be substantially high. There is also a bid to expand technology in different sectors
especially computer-related areas that will alter the method of operation of all departments.
This will call for training and development of employees on the new developments.
An industrial and legal requirement that can impact on the college includes a change in the
employment policy of an amendment of the rules governing the educational sector.
Amendment of the relations act can result in a significant adjustment in the plan to
accommodate the new proposed changes.
The human resource requirement comprises of 12 new members that cut across all sectors in
the organization. The human resource person will be found in different places including
online recruitment that reaches more people in a short time but lacks physical contact,
recruitment agencies who reduce the hustle for employees but are not conversant with
organization culture as well as universities where one gets new brains and ideas but lack
experience.
The philosophies and values that should underpin the human resource management at the
college include competence, qualification and ability to achieve goals. Human resource
should be goal oriented. To achieve this, there is need to ensure employees are aware of the
goals and have a concrete recruitment and selection procedure.

HUMAN RESOURCE ASSESMENT TASKS 8
The direction of human resources development should focus on the expansion of the
organization and human resource needs. Improving motivation of employees in the
organization and have an effective employee training and development program.
part B
Human resource strategic planning is an important undertaking in every business. This
document presents a brief report f the strategic human resource strategy proposed for King
Edwards VII College.
Base on a critical analysis it is clear that the college requires a minimum of 36 employees to
meet its needs. The employees will need training since the organization plans to invest in new
technology. Moreover, the requirement for compliance with legal provisions in education is
mandatory. To fill the position of the extra human resource requirement needs competent and
qualified staff who can work and help the organization meet its target objective which is an
expansion of activities in different sectors.
Human resource strategy should focus on addressing three important areas which include
staffing, motivation, and employee development. This report is based on my findings and
feedback or comments on the strategy or an addition to the content will be highly appreciated

HUMAN RESOURCE ASSESMENT TASKS 9
Assessment task 3
Human Resources Strategic Plan 2016 – 2017
INTRODUCTION
Human resource strategic planning is an important undertaking in every business. This document
presents a brief report of the improved strategic human resource strategy proposed for King Edwards
VII College based on the findings of the research and the comments made after the presentation.
PRIORITIES
Organizational development
Employee satisfaction
Employee motivation
Expansion of the organization
Training and development of employees
OPERATIONAL PRIORITIES PLAN
The prioritize listed in this report are aimed at ensuring that the development project for this
period is met. The main idea is employee motivation based on proper terms and reduced workload to
ensure their welfare and encourage productivity

HUMAN RESOURCE ASSESMENT TASKS 10

HUMAN RESOURCE ASSESMENT TASKS 11
A. RECRUITMENT, SELECTION, AND INDUCTION
Actions Responsibility Budget
implications
Performance
Indicators
Target date
Need
identification
Human resource
department and line
managers
N/A Mid-January
2016
Forecast skill
needed
Human resource
department
N/A Gaps in skills Mid-January
2016
Vacancy
advertisement
Human resource A pool of job
applicants
End of January
Interviews and
recruitment
HR department and
managers
Selected
employees
End of January
Selection and
induction training
HR department and
managers
training Understanding
of organization
objectives
February
Placement HR department and
managers
N/A Commencement
of duties
February 2016
B. WORKFORCE DEVELOPMENT

HUMAN RESOURCE ASSESMENT TASKS 12
Actions Responsibility Budget
implications
Performance
Indicators
Target
date
Online work training External
trainers
Cost of
training
Understanding
of the online
education
March
2016
Technology training External
trainers
cost Interaction
with the
technology
April
2016
Actions Responsibility Budget implications Performanc
e Indicators
Target
date
Employee
motivation
HR department Additional wages Improved
productivity
June 2016
Performance
review
HR department Performance report
development
Information
on all
employees
July 2016
Award
performers
HR department Motivational budget Happy
performers
August
2016
Valuation of
goals and
objectives
Entire management Profits or
loss
December
2016
C. SUPPORTING AND VALUING THE WORKFORCE