BSBHRM602: Manage Human Resources Strategic Planning Assessment

This document serves as a learner workbook and assessment guide for the BSBHRM602 unit, focusing on managing human resources strategic planning. It outlines the elements for competency demonstration, including researching planning requirements, developing and implementing a human resource strategic plan. The document details foundation skills, assessment requirements, and various assessment tools such as learner guides, workbooks, observation checklists, and major activities. It emphasizes the importance of analyzing internal and external information, consulting with stakeholders, and developing plans that consider budget, timeframes, and risk management. The assessment includes practical observations and demonstrations to evaluate the learner's ability to analyze strategic plans, identify labor needs, and develop risk management plans. The document also covers knowledge evidence, assessment conditions, and links to companion volumes, ensuring a comprehensive approach to HR strategic planning.

Teacher Remarks:
BSBHRM602

Manage Human
Resources Strategic
Planning

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Learner Workbook
1. Assessment criteria for BSBHRM602
Manage Human Resources Strategic Planning
In this document, you will find the foundation of what is required to become
satisfactory in this unit. For further information on each element, you can refer to the
Assessment Matrix. Included in this document are the elements for the unit,
foundation skills, assessment requirements as well as an assessment tool definition
list and the crucial observation and third-party check lists. As well as all the areas
covered here, each student must also complete all workbook activities, case studies
and major activities, where stated, to become satisfactory within this unit.
NOTE – Re-assessment:
Students will have maximum of two (2) reassessments attempts if competency is
not achieved in the first instance.
Elements for Competency Demonstration
Elements for Competency Assessment:
1. Research planning requirements
2. Develop human resource strategic plan
3. Implement human resource strategic plan
Performance Evidence:
Evidence of the ability to:
Analyse information from a range of internal and external sources to determine:
1. human resource strategic direction, objectives and targets
2. trends and emerging practices that may have an impact on human
resource management
3. relevant technology
4. recent and potential changes to industrial and legal requirements

5. future labour needs and skills requirements
6. options for sourcing labour
7. organisation’s preferences regarding human resources
Consult and communicate effectively with relevant stakeholders to develop,
implement, monitor and review a strategic human resource plan including:
8. budget
9. priorities
10. agreed objectives, targets, programs and practices based on cost-benefit
analysis
11. timeframes
12. risk management
13. evaluation against objectives.
Foundation Skills:
Reading
Organises, evaluates and applies content from a range of structurally complex texts
relating to human resource strategic planning
Writing
Communicates complex ideas relating to strategic objectives, matching style of
writing to purpose and audience
Oral communication
Establishes and maintains complex and effective spoken communications in a broad
range of contexts with relevant managers to determine resources preferences,
philosophies and values
Numeracy
Selects and interprets mathematical information that may be embedded in a range of tasks
and texts to analyse costs and benefits as well as dealing with budgets and risk management
plans
Navigate the world of work
Ensures knowledge of legislative requirements and products is kept up to date to
provide accurate information
Develops and implements strategies that ensure organisational policies, procedures
and regulatory requirements are being met
Interact with others

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Selects and uses appropriate conventions and protocols when communicating with
managers at various levels
Participates in conversations relevant to role responding, explaining, negotiating and
persuading as required
Get the work done
Sequences and schedules complex activities, monitors implementation and
manages relevant communication when developing the strategic plan
Makes a range of critical and non-critical decisions in relatively complex situations,
analysing data and taking a range of factors into account when researching planning
requirements and developing the plan
Gathers and analyses data and seeks feedback to improve plans and processes
Uses digital technologies to manage business operations and actively investigates
new technologies for strategic and operational purposes
Knowledge Evidence:
To complete the unit requirements safely and effectively, the individual must:
Describe human resource practices and functions
Explain the relevant legislative, regulatory and industrial requirements for the
business
Outline common options for sourcing labour including:
14. recruitment options
15. casual labour
16. new graduates or trainees
17. off shore workers
18. outsourcing
19. contractors
20. consultants
Explain the impact of technology on job roles
Outline labour market options for sourcing labour supply
Describe the requirements of a strategic plan.

Assessment Conditions:
Assessment must be conducted in a safe environment where evidence gathered
demonstrates consistent performance of typical activities experienced in the
workforce development – human resource development field of work and include
access to:
Relevant legislation, regulations and codes of practice
The business strategic and operational plan
Workplace policies and procedures
Interaction with others.
Assessors must satisfy NVR/AQTF assessor requirements.
Links:
Companion volumes available from the IBSA website:
http://www.ibsa.org.au/companion_volumes
Any observations and practical assessments must be recorded in the observation
checklist. All practical tasks should be demonstrated during the length of the course.
As the instructor, you must maintain a record demonstrating the date of the practical
activities and any comments relevant to the performance of each student. Where a
student is not able to demonstrate competence in a practical observation activity,
further questioning should be put in its place.
As the instructor, you could be assessing the student’s literacy, numeracy and
language skills, as well as the content and context of his/her answers.
In some cases, you will have to adjust and amend the assessment tools, using
different and varied methods (such as oral assessment), to allow students to be
assessed according to their needs and abilities.

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Assessment Tool Definitions:
Assessment Tool How is it used? What is it?
Learner Guide
(To be used as an informational guide)
The Learner Guide links with the Learner Workbook
as it provides the information given during sessions
and more. It can help students to further their
knowledge and to also complete the activities.
Learner Workbook Activities
(Entire completion is required)
Each student should be given a Learner Workbook
which will hold many activities, both formative and
summative, that all need to be completed in
conjunction with the appropriate sessions. The
PowerPoint, Learner Guide and instructor should
provide further information to help with the activities.
Observation/Demonstration
(To be completed for each numbered
point as stated on the checklist)
An observation should be completed for each of the
students by the instructor. If the tasks aren’t
everyday actions, a simulated environment is
acceptable, or a demonstration can be set up. An
observation checklist can be found at the end of this
document.
Skills and Knowledge Activity
(Entire completion is required)
A Skills and Knowledge Activity is a summative
assessment and is found before the Major Activity in
the Learner Workbook. This should take between 1-2
hours and every student should complete this work.
It is a requirement for each unit to check knowledge
and understanding of the foundation skills and
knowledge evidence.
Major Activity
(Entire completion is required)
A Major Activity is a summative assessment and can
be found in the Learner Workbook, after all the
activities are completed. This is an extended piece of
summative assessment which should take anywhere
between 1-2 hours and every student should
complete this work. It is a requirement for each unit
to check knowledge and understanding.

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Observation/Demonstration:
Throughout this unit, the learner will be expected to show their competency of the
elements through observations or demonstrations. The observations and
demonstrations will be completed as well as the formative and summative
assessments found in the Learner Workbook. An explanation of demonstrations and
observations:
Demonstration is off-the-job
A demonstrationwill require:
Performing a skill or task that is asked of you
Undertakinga simulation exercise
Observation is on-the-job
The observation will usually require:
Performing a work-based skill or task
Interaction with colleagues and/or customers
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Each task must be observed. You will need to ensure
you provide the learner with the correct equipment and/or materials to complete the
task. You will also need to inform the learner of the time they have to complete the
task; this will once again vary, depending on the task.
Learner should be able to demonstrate they can:
1. Research planning requirements
2. Develop human resource strategic plan
3. Implement human resource strategic plan
Learners should also demonstrate the following skills:
Reading
Writing
Oral communication
Numeracy
Navigate the world of work
Interact with others
Get the work done.

Observation/Demonstration Checklist:
Candidate’s Name
Assessor or Observer’s
Name Syed Saqib
Hussain
Unit of Competence
(Code and Title)
BSBHRM60
2 Manage
Human
Resources
Strategic
Planning
Date of Assessment 26/05/2019
Location
75 Gozzard
Street,
Gungahlin,
2913
Demonstration Tasks Completed
Materials and Equipment Provided
Tasks to be observed, demonstrated or
simulated if appropriate
Yes No Comment
1. Research planning requirements:
Did the learner demonstrate that they could
analyze strategic plans to determine human
resource strategic direction, objectives and
targets?
2. Research planning requirements:
Did the learner demonstrate that they
could undertake additional environmental
analysis to identify emerging practices and
trends that may impact on human resource
management in the organisation?
3. Research planning requirements:
Did the learner demonstrate that they
could identify future labour needs, skill
requirements and options for sourcing
labour supply?
4. Research planning requirements:
Did the learner demonstrate that they
could consider new technology and its
impact on job roles and job design?

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5. Research planning requirements:
Did the learner demonstrate that they
could review recent and potential changes
to industrial and legal requirements?
6. Develop human resource strategic plan:
Did the learner demonstrate that they
couldconsult relevant managers about their
human resource preferences?
7. Develop human resource strategic
plan:
Did the learner demonstrate that they
could agree on human resource
philosophies, values and policies with
relevant managers?
8. Develop human resource strategic
plan:
Did the learner demonstrate that they
coulddevelop strategic objectives and
targets for human resource services?
9. Develop human resource strategic
plan:
Did the learner demonstrate that they
couldexamine options for the provision of
human resource services and analyse costs
and benefits?
10. Develop human resource strategic
plan:
Did the learner demonstrate that they
couldidentify appropriate technology and
systems to support agreed human resource
programs and practices?
11. Develop human resource strategic
plan:
Did the learner demonstrate that they
couldwrite a strategic human resource plan
and obtain senior management support for
the plan?
12. Develop human resource strategic
plan:
Did the learner demonstrate that they
coulddevelop risk management plans to
support the strategic human resource plan?

13. Implement human resource strategic plan:
Did the learner demonstrate that they
couldwork with others to see that the plan
is implemented?
14. Implement human resource strategic
plan:
Did the learner demonstrate that they
couldmonitor and review the plan?
15. Implement human resource strategic
plan: Did the learner demonstrate that
they couldadapt plan should circumstances
change?
16. Implement human resource strategic
plan:
Did the learner demonstrate that they
couldevaluate and review performance
against plan objectives?
The candidate’s
performance was: Not Yet Satisfactory Satisfactory
Further Comments:

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Candidate’s
Signature
Assessor/
Observer’s
Signature
Saqib

Table of Contents
1.Assessment criteria for BSBHRM602....................................................................2
Observation/Demonstration Checklist:...................................................................9
Activity 1A.............................................................................................................19
Activity 1B.............................................................................................................21
Activity 1C............................................................................................................22
Activity 1D............................................................................................................23
Activity 1E.............................................................................................................24
Activity 2A.............................................................................................................25
Activity 2B.............................................................................................................26
Activity 2C............................................................................................................27
Activity 2D............................................................................................................28
Activity 2E.............................................................................................................30
Activity 2F.............................................................................................................31
Activity 2G............................................................................................................32
Activity 3A.............................................................................................................33
Activity 3B.............................................................................................................34
Activity 3C............................................................................................................35
Activity 3D............................................................................................................36
Skills and Knowledge Activity..............................................................................37
Major Activity ................................................................................................39

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Assessment – BSBHRM602: Manage Human Resources Strategic Planning.
Please complete the following activities and hand in to your trainer for marking. This
forms part of your assessment for BSBHRM602: Manage human resources strategic
planning.
Name:
_____________________________________________________________
Address:
_____________________________________________________________
_____________________________________________________________
Email:
_____________________________________________________________
Mobile:
_____________________________________________________________
Declaration
I declare that no part of this assessment has been copied from another person’s
work except for where I have listed or referenced documents or work and that no
part of this assessment has been written for me by another person.
Signed:
____________________________________________________________
Date:
_________26/05/2019__________________________________________
If activities have been completed as part of a small group or in pairs, details of
the learners involved should be provided below:
This activity workbook has been completed by the following persons and we
acknowledge that it was a fair team effort where everyone contributed equally to the
work completed. We declare that no part of this assessment has been copied from
another person’s work except for where we have listed or referenced documents or
work and that no part of this assessment has been written for us by another person.
Learner 1:
____________________________________________________________
Signed:
____________________________________________________________
Learner 2:
____________________________________________________________

Signed:
____________________________________________________________
Learner 3:
____________________________________________________________
Signed:
____________________________________________________________

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Competency Record to be completed
Learner Name:
_______________________________________________________
Date of Assessment:
______26/05/2019_______________________________________
The learner has been assessed against assessmentcriteria and the evidence
has been presented as:
Assessor
Initials
Authenti
c
S
Valid S
Reliable S
Current S
Sufficie
nt
S
Learner is deemed: NOT YET SATISFACTORY (NYS)
SATISFACTORY
Comments from Trainer / Assessor:
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
__
Assessor Signature: Saqib

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Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements
through observations or demonstrations. Your instructor will have a list of
demonstrations you must complete or tasks to be observed. The observations and
demonstrations will be completed as well as the activities found in this workbook. An
explanation of demonstrations and observations:
Demonstration is off-the-job
A demonstrationwill require:
Performing a skill or task that is asked of you
Undertakinga simulation exercise
Observation is on-the-job
The observation will usually require:
Performing a work-based skill or task
Interaction with colleagues and/or customers
Your instructor will inform you of which one of the above they would like you to do.
The demonstration/observation will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training
environment, depending on the task to be undertaken and whether it is an
observation or demonstration. Your instructor will ensure you are provided with the
correct equipment and/or materials to complete the task. They will also inform you of
how long you must complete the task.
You should be able to demonstrate you can:
Research planning requirements
Develop human resource strategic plan
Implement human resource strategic plan.
You should also demonstrate the following skills:
Reading
Writing
Oral communication
Numeracy
Navigate the world of work

Interact with others
Get the work done.
Activities
Activity 1A
Estimated
Time
30 Minutes
Objective To provide you with an opportunity analyses strategic plans to determine
human resource strategic direction, objectives and targets.
Activity Why is it important to have a human resource (HR) strategic
plan?
Human resource strategic planning helps to enable the organisation to meet
its future demand of human resource. It also ensures that right type of
employees are available to fill the vacant job position of the company.
Strategic plan helps Human Resource Department of the organization to
take appropriate decisions regarding the human resource of the firm.
It also helps in developing budgets regarding the future cost related with
training and development facilities for the employees of the company
(Brewster and Hegewisch, 2017).
Another reasons of having human resource plan is that it helps to forecast
the need of human resource in the organisation. It also helps to achieve the
goals of the organisation. Also plays an important role in identifying the
requirement of number of employees required. Strategic human resource
plan helps the company to identify the strategies for retaining the human
resource in the company. Strategic plan helps to evaluate the number of job
positions that are vacant in the company, and type of grievances of the
workers that may leads to job dissatisfaction of the employees of the firm.
What information do you need to determine the HR strategic
plan?
To develop strategic plan related with human resource of the organisation
there are different types of information required by human resource
department of the company. These are as follows
 Requirement of skills and competencies,
 information regarding job description,
 information regarding compensation level for workers,
 information related with benefits to be provided to HR
 New trend that must be comply
 Assessing HR capacity
 forecasting HR requirement

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Human Resource department must have information regarding current
trends etc.
Why is it important to have clear and specific HR strategic
objectives?
It is very important that, HR must have clear objectives for
perform HR strategic planning because it will help to contribute
more efforts for achieving the vision and mission of the
company as well as it will help to determine the priorities of the
activities to be perform, helps in developing budgets. Objectives
include recruitment, training of employees. The knowledge
regarding objectives is essential to determine direction related
with HR aspects of the firm.
Give an example of a clear and specific HR strategic objective.
There are various examples of HR strategic objective such as-
 To recruit the best candidate for the company so that it will help to
improve the performance of company (Cascio and Boudreau, 2016).
 To provide training session that enhance employee performance
For developing tools, strategies for job enrichment of employees. So that,
they will get new opportunities.

Activity 1B
Estimated
Time
30 Minutes
Objective To provide you with an opportunity toundertake additional
environmental analysis to identify emerging practices and trends that
may impact on human resource management in the organisation.
Activity Why is it important to undertake additional environmental
analysis when developing the HR strategic plan?
It is very important to consider factors that are existing in external
environment outside the organisation. HR department should perform
PESTLE analysis it will help to focus more on the issues that are
related with Human Resource of the company. Such as factors
related with social issues etc. This will help the HR department to
modify their practises and philosophies related with Human Resource
of the firm.
Identify an organisation with which you are familiar. This may be
your own organisation or another that you and the group are
familiar with. Conduct a short PESTLE analysis, identifying at
least five relevant factors in each of the PESTLE categories.
Organization- Tesco
There are various factors that can impact the working of Tesco such
as-
Political-
 tax
 Employment laws
 Trade restriction
 Tariffs
 Political stability
Economic-
 Interest rates
 Minimum Wage
 Working hours
 Unemployment
 Cost of living
Social-
 Changes in trends
 preferences of the customers
 Age distribution
 Career attitudes
 Global warming
Technological-
 Changes in technology of production
 distribution of goods.

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 Mobile Phone technology
 Social networking website
 Web 2.0
Legal-
 Employment
 Legal laws related with safety of employees,
 data protection Act,
 Intellectual property rights
 Taxation
 Resources
Environmental:
 Sustainability
 Prevent environment from harmful rays
Activity 1C
Estimated
Time
30 Minutes
Objective To provide you with an opportunity toidentify future labour needs,
skill requirements and options for sourcing labour supply.
Activity What are the key questions you need to consider when
assessing the organisation’s future labour needs?
Company will have to consider various things while determining the need
of labour in future. Such as -
Firstly, employer will have to determine present workforce of the firm
then, employer will have to determine data related with labour, then it will
consider data related with supply of employees. After considering this,
HR department will have to compare demand and supply, implementing
the plan and finally evaluating it.
The key question are :
 competency
 Number
 Quality
 Type
What are the possible sources of labour supply?
There are various sources of fulfilling the requirement of labour in the
organisation. Such as-
 hiring casual labour :is through employment agencies to fulfil the
requirement of specific skills for a short period of time (Dévény,
2016), labour contractors will directly supply the labour, it can hire
casual labour.
 hiring graduates or trainees is through Campus placement.
 Outsourcing: Company can also recruit employees from another
country.
 Using contractor or consultant: It increases the quantity of
training in a firm and consider viable option to be hire full time

consultant who provide training.
Activity 1D
Estimated
Time
20 Minutes
Objective To provide you with an opportunity toconsider new technology and
its impact on job roles and job design.
Activity What potential impact could new technology have on
job roles and job design?
It is very essential for HR department of the firm to consider the emerging
trends in the technology of performing the activities. Because, changes in
technology will impact the number of employees that will be required for
performing the task, to determine the procedures of performing the work
etc. Company should consider technological changes because, it will
require new skills and abilities of employees to perform the work.
By introducing new technology, the organization strategic objectives are
easily meet and it also creates direct positive impact upon the job roles,
saves extra time and money of a firm. That is why there is a need to use
advance technology.
Think about a technological change that has taken
place in your organisation or sector in the past. From
an HR strategic planning point of view, what worked
well and what were the lessons learned from this
experience? How does this inform your current
strategic planning activity?
The technological change that was happened in past is that, advanced
technology has replaced the traditional technology of performing the task.
Advance techniques has been implemented for manufacturing the products
in less time. Due to such change, company has required employees that
are having advance skills. It has also impact the workers that are
responsible for maintaining the machines. HR department will consider the
requirement while performing strategic planning.

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Activity 1E
Estimated
Time
15 Minutes
Objective To provide you with an opportunity toreview recent and potential
changes to industrial and legal requirements.
Activity Identify a forthcoming change in employment
legislation. What are the implications of this for an
organisation?
One of the forthcoming change in employment legislation is Zero Hour
Contracts. Under such contracts, employees are required to be presented
in the organisation but they are not actually working. Work of employees on
Zero Hour Contract basis will be permitted only in case of emergency
situation in the company. This will impact the employer as they will have to
determine whether it is justified to continue the use of contracts related with
Zero Hour.
Activity 2A
Estimated
Time
15 Minutes
Objective To provide you with an opportunity to consult relevant managers
about their human resource preferences.
Activity Why is it important to engage managers in discussions
about their HR preferences, philosophies, values and
policies?
There is a need to consult with the managers because it is a part of
strategic planning process and by engaging managers in a firm are at the
sharp end of the operations, they are the person who help in recruitment
and provide training to their employees and their insights into how the future
should look are invaluable (Kuo and et.al., 2015). Therefore, it is quite

necessary to keep engage them in all HR preference, values and policies in
order to get their advice and then make decision for the welfare of the
company.
The Managers also have their own views about the human resource
preferences such as number of workers required, working hours, location of
worker, job roles and responsibility.
What methods can be used to consult with managers?
 Through questionnaire
 Meetings
 Video conferencing
 Group presentations
Activity 2B
Estimated
Time
15 Minutes
Objective To provide you with an opportunity toagree on human resource
philosophies, values and policies with relevant managers.
Activity Imagine that you are planning a consultation meeting
with a group of managers in your organisation, the
purpose of which is to establish their views about the
organisation’s values and HR philosophy. Create an
outline agenda for this meeting.
 Meeting is about the organization’s values
 HR philosophy
 Recruitment and selection
 Remuneration
 Communication
Activity 2C
Estimated
Time
30 Minutes
Objective To provide you with an opportunity todevelop strategic objectives
and targets for human resource services.
Activity What is the purpose of strategic objectives and
targets for HR services?
Main purpose of strategic objectives is to fulfil the aim and objectives of
company and to ensure the organization’s workforce is capable in order
to meet the future needs. In the same way, these objectives must relate
to HR information system, induction. Industrial relation, job analysis,

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performance management and Recruitment and selection.
Imagine that you are the HR Manager of a small
manufacturing organisation which employs 55
employees in a variety of production, warehousing,
administration, sales and management roles. The
organisation has ambitious plans for expansion,
aiming to double its turnover within the next five
years. What would be the key HR priorities for this
organisation? For one of the priorities, draft a
potential strategic objective.
Priority:
 Recruit the best candidate
 Develop best strategy to fulfil the aim
 Provide training session to employees
 Motivate them
Objective for strategy
 Staff retention and succession planning
Activity 2D
Estimated
Time
30 Minutes
Objective To provide you with an opportunity toexamine options for the
provision of human resource services and analyse costs and benefits.

Activity Why is it important to examine options for the
provision of HR services?
 To ensure that the management help to run the business n well
manner
 Maintain employee relation
What are the advantages and disadvantages associated with
each of the following options?
Activity 2E
Estimated
Time
15 Minutes
Objective To provide you with an opportunity toidentify appropriate
technology and systems to support agreed human resource programs and
Advantages Disadvantages
External
consultant
 Cost effective
method
 provide expert
candidate
 Leads to risk
 sometimes
leads to
creates
problem for a
firm.
Outsourcing  Access to a
larger talent pool
 Lack of
flexibility
 Management
difficulties
Internal HR
service
 Its quicker and
cheaper in
service
 Cause internal
conflict
Internal non-
human HR
service
 Simple hiring and
management
process (Macke
and Genari 2019)
 Lack of
employee
relation
Merging
business units
 It helps to add
more values to
the combine
entity and then
produces the
same
 Creates
distress within
employee
base
 Increases the
amount of
debt as well.

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practices.
Activity Give three examples of technology and systems which
can be used to support HR programs and practices.
What are the advantages and disadvantages of each?
Techniques Advantages Disadvantages
Learning
Management
system
Helps to organize
information in
comprehensive way
Security breach
Employee
Record system
Helps to manage the
personal information of
every employee.
Costly methods
Payroll
Administration
Helps to save money and
time.
Costly method and
company has to comply
different laws
Activity 2F
Estimated
Time
15 Minutes
Objective To provide you with an opportunity towrite a strategic human
resourceplan and obtain senior management support for the plan.
Activity Why is it important to obtain senior management
support for the strategic HR plan?
It is necessary to get senior management support in order to overcome any
obstacles while implementing a plan. But on the other side, if there is no
obstacles found then by obtaining senior management support, the plan is
successfully implement. In addition to this, it is also analysed that involving
senior management in strategic planning will help to make the plan
successful, even through their advice, the system can be easily implement
and success as well (Noe and et.al., 2017).
What steps can be taken to get senior management
support for the strategic HR plan?
 Working with senior manager to attract an intimate and proper
understanding of corporate goals
 HR preference should be listen
 Listening their HR viewpoint and ethics of a firm
 Senior manager preference should be incorporates with HR plan
 Keep them informed about any change in HR strategic plan
 Request them to share their opinions and advice on HR strategic

plan.
Activity 2G
Estimated
Time
10 Minutes
Objective To provide you with an opportunity todevelop risk management
plans to support the strategic human resource plan.
Activity What factors might pose a risk to the strategic HR
plan?
 Sudden change in sales
 Instability in financial performance
 Threat of new entrance
 Legal difficulties
 Suppliers problem
 Issue with the not supply with an equipment.
How can “risk to the implementation of the HR plan” be
minimised?
 Through selection process
 By specific service level agreement
 Through regular monitoring in order to make sure that service level
agreement is being met
 Organising the use of monetary and some other incentives for
satisfactory level.
Activity 3A
Estimated
Time
20 Minutes
Objective To provide you with an opportunity towork with others to see that
the plan is implemented.
Activity Who may be involved in the implementation of the
strategic HR plan?
There are various peoples that are working in the organisation and they
plays an important role in contributing their efforts for implementing the
strategic human resource plan. Implementing the plan is not a responsibility
of a single person. Many others are involved these are as follows-
Personnels working in Human Resource department (Rakowska 2019).
Representative groups that represents the employees.
Agencies that supply labour.
Suppliers that supplies raw material to the company etc.

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Imagine that your strategic HR plan includes an action
for a manager to lead a working party to explore
different options for employee benefits. They have
volunteered for this as part of their ongoing
professional development. You are meeting with them
to brief them on their role. Draft an outline agenda for
this meeting, highlighting the key items that you would
want to discuss with this person.
Developing the agenda of the meeting-
To develop the Agenda, firstly it has to be decided that what to achieve by
conducting the meeting. And it is essential to develop goals for the meeting.
Items to be discuss in meeting with employees are-
What task they are required to perform.
Budget will have to be consider.
Time line etc.
Activity 3B
Estimated
Time
10 Minutes

Objective To provide you with an opportunity tomonitor and review the plan.
Activity Why is it important to monitor and review the implementation of
the strategic HR plan?
It is very essential to review and monitor the performance of strategic
human resource plan because, it will ensure the organisation that progress
has been made, it is also helpful to determine the problems that are
happening and to develop the solution for these problems to resolve them.
Monitoring the strategic human resource plan will help to communicate the
progress of the plan to senior person of leadership team. Reviewing
strategic plan will help to provide feedback regarding the progress to the
team members as well as to employees of the company (Stewart and
Brown, 2019).
What steps can you take to monitor and review the plan?
HR department should ensure that the activities must be according with the
strategic objectives. They should ensure that, the activities of the firm will
be integrated with vision and mission of the organisation. Company should
review the changes that are happening in internal and external environment
that may require to make changes in strategy of the company. Employer
should track the performance of plan on regular basis. This will help the
company to make required changes in implementation of strategic plan
Activity 3C
Estimated
Time
10 Minutes

P a g e | 33
Objective To provide you with an opportunity toadapt plan should
circumstances change.
Activity What changes in circumstances have you encountered which
have affected the implementation of strategic HR plans?
Various types of changes may happen that can affect the implementation of
plan related with human resource of the organisation. Such as changes in
the laws, legislations or change in the requirements of the industry can
happen which was not expected by the employer. It may be possible that
there will be changes in technology of production or distribution. There may
be changes in the procedure of performing the work (Dévényi, 2016).
What action can be taken if circumstances change during the
implementation of the plan?
When, certain changes happens during the stage of implementation of
strategic human resource plan, in that case Human Resource Department
of the organisation should review and monitor the plan because, this will
help the company to take decision regarding development of the plan again.
Company should ensure that, the changes in the situations must be
identified in less time because this will help to take the actions in less time
for making the changes in the plan.
Activity 3D
Estimated
Time
15 Minutes
Objective To provide you with an opportunity toevaluate and review
performance against plan objectives.
Activity Why is it important to evaluate and review performance against
the plan objectives?
It is very essential for the organisation to review and monitor the
performance of strategic human resource plan in comparison with the
objectives of the plan because, it will help to determine the extent to which
the objectives of the plan are right as well as feasible. It also helps to
evaluate the extent to which these objectives are being achieved. It will help
to communicate the report of progress of the plan to various stakeholders.
What types of data might you review to evaluate performance
against objectives?
The organisation will use different types of data for monitoring and

reviewing the performance of strategic human resource plan against
the objectives. Such as -
Employer will consider the data related with training and
development of the workers of the company. They will also take into
account the number of new employees, data related with promotion
at higher post of the existing employees, various problems and
grievances of the workers related with different aspects in the
organisation etc (Armstrong, 2016).
Skills and Knowledge Activity
Estimated
Time
1 Hour
Objective To provide you with an opportunity to demonstrate your knowledge of the
foundation skills, knowledge evidence and performance evidence.
Activity The answers to the following questions will enable you to demonstrate
your knowledge of:
 Analyse information from a range of internal and external
sources
 Consult and communicate effectively with relevant
stakeholders to develop, implement, monitor and review a
strategic human resource plan
 Reading skills
 Writing skills
 Oral communication skills
 Numeracy skills
 Navigate the world of work
 Interact with others
 Get the work done
 Describe human resource practices and functions
 Explain the relevant legislative, regulatory and industrial
requirements for the business
 Outline common options for sourcing labour explain the impact
of technology on job roles
 Outline labour market options for sourcing labour supply
 Describe the requirements of a strategic plan.
Answer each question in as much detail as possible,
considering your organisational requirements for each one.
Your task is to manage human resource strategic planning
within your organisation.

P a g e | 35
11 Research the planning requirements. Put your findings
into a report.
Think about:
 The direction, objectives and targets: Strategic Human Resource
Management Planning should involve best plan and this should also
involve the SMART objectives. Further, the objectives should also
be related to recruitment, retention and training and career
development. Further, through good understanding, an organization
should involve those aim which are helpful to achieve the aim in
defined time and this can be possible only when the management of
the company will easily analyse the strategic direction for the firm.
 Emerging practices and trends: By conducting PESTLE Analysis,
the new trend and practice can be analysed and this also help to
analyse different factors that also creates impact upon the strategic
HR plan. Some of them are, aging workforce, change in customer
pattern and community expectation, economic trend, New product
and services, threat of new substitute, some changes in political and
legislative services, working internationally, team with multi-
generations and changes in education and political system of a
country. Thus, this trend and practice affect the entire HR strategic
management system of the company.
 Labour needs: It is another important key aspect of HR strategic
planning in which there is a need to identify the future labour needs
and skills requirement so that it will make sure that the management
have the sufficient people and also recruit the best skills people as
well. For instance, if a firm wants to introduce new product and it
needs to use any new advance technology. At that time, there is a
need to have skilled and best employees who easily work and adapt
new techniques into the working area.
 New technology: It creates positive impact upon the working area
and that is why it is quite important to consider this as a important
part for the job roles (Armstrong, 2016). It is also analysed that by
introducing new HR system into the working place will be more
helpful for the firm to saves time and money. This also creates
positive impact upon customers as well. Even most f the company
are also used this technique in order to adapt new changes and
introduce new ways of working as well.
 Changes to industrial and legal requirements: It is quite
important to analyse the legal aspect of external environment and it
is also important for the firm to comply with all laws and legislation
because it ensure the smooth functioning of a business. There are
many policies which are changes such as zero hours contract and
workplace intimidation, adoption leave, paternal leave etc.11 Develop a human resource strategic plan. Make sure you
consult with the relevant managers.
Human resource strategic planning consist of four step such as:
 Assesing current HR capacity: It is the first step in which the HR
cam identify the current staff and it is also essential for
understanding the talent pool because it helps them to attain the

defined goals.
 Forecast HR requirement: After identifying the availability of
resource, it is essential for the firm to determine the HR requirement
and demanding and supplying the forecasting is an essential aspect
that helps to meet the demands. In this way, both supply and
demand are meet .
 Develop talent strategies: After determining the HR requirement
and capacity, the process develop talent because it is a crucial part
of a strategic human resource management planning. Thus, the
organization done this through effective recruitment and selection
procedure.
 Review and evaluation: once the plan is done, its time to review
and evaluation so that it assist a management to determine the
progress of a plan. If the plan is meet out the defined aims and
objectives then it can be said that progress of plan is running
smoothly such that plan is done in set time, then company can
achieve its goals factor such as production. Profit, employee
satisfaction.
Further, by consulting with senior managers, the plan review and evaluation
can be done in better manner.11 How will you implement the human resource strategic
plan?
Consider how you will:
For implementing the plan, there are some key aspects that needs to be
consider. Some of them are as mention below:
 Work with others: by working with others, and involving others in a
plan will also help to make the plan successful and on the other
side, taking advice from others such as senior management, HR
personnel and line manager will also help to run a strategic human
resource plan in better way.
 Monitor the plan: When a plan is implementing, it is quite essential
for a manager to monitoring the plan and for that reason, they also
use advance technology into the working area so that it can save
time and also make changes as per requirements. Even some key
performance indicators are also used by the firm in order to
measure the plan and keep monitoring as well.
 Review the plan: This stage helps to determine the progress of the
plan in which, manager of the firm can easily determine the
progress. In this, they can also take feedback from the peers and
customers so that it will help to determine the exact progress of
strategic human resource plan.
 Adapt the plan: This stage tells some modification which needs to
be adopted in order to implement the plan in more effective way. For
that reason, there are some important tools and techniques which
may be used by the firm in order to complete the project in better
way. Apart from this, it has been analysed that adapting the plan
and then executing them in better way, so that it will help a manager
to take a strategic plan in better way.
 Evaluate performance: It is also important for a business, to
evaluate the performance of every employee and this can be done
by using some key performance indicators and on the other side, it
has been analysed that if the performance is as per the requirement
then the manager should provide them training sessions so that it

P a g e | 37
will hep them to enhance their performance level and attain the
defined aims and objectives in better manner.
Major Activity
Estimated
Time
1 Hour
Objective To provide you with an opportunity to demonstrate your knowledge of the
entire unit.
Activity You must individually, answer the following questions in full to show
your competency of each element:
11 Research planning requirements11 Develop human resource strategic plan11 Implement human resource strategic plan
11 What is human resource strategic planning? What may the
objectives and targets of the plan relate to?
It is the process which determine the current and future resource that are
needed by a firm to attain the goals. Therefore, it is also serve as a link
between HRM and strategic planning.
These objectives and target should relate to recruitment, retention, training,
succession planning, career development, pay and reward etc.11 To identify emerging practices and trends, you may need to
undertake environmental analysis. How can you do this?
What is involved in the process?
It can be done by PESTLE analysis and it helps to identify the external
environment of the company. It includes :
Political factor: it includes tax policy, tariffs, trade restriction etc.

Economic factor: it includes currency and unemployment.
Social Factor: it deals with cultural norms and expectation and population
growth rate
Technological Factor: It deals with technology and social networking
websites.
Legal Factor: it include the factor of laws and regulation
Environmental factor: it deals with the environmental issues.11 Give examples of the different options for sourcing labour
supply.
 Lacking staff if some workers will move to other site
 If staff are not properly train then it may lead to production errors
 Not achieving the production targets
 Fail to achieve organizational goals.11 When considering the impact of new technology, what
should you think about?
 Investment
 Working practice and procedures
 Working people.11 You should be aware of recent and potential changes to
industrial and legal requirements. Give examples of changes
that you are aware of.
 Small business and enterprise
 Employment bill
 Zero hour contract
 Parental leave
 Acceptance leave11 When consulting with relevant managers, what methods can
be used? What should you inform them about?
Managers should consult through face to face meeting, group presentation
and telephone. They should be inform about HR strategic plan.

P a g e | 3911 What are human resource philosophies and values?
Philosophies and the values are the guiding principles that states how the
business perform things and it is not just a HR function but it also tells the
leadership style to the senior management team to corporate cultures and
values.
Though philosophies and values of a firm is quite complex process and as
the value are identify by the management and then pushed down through
ranks then at that time values are lost. Therefore, philosophies are formal
an it is not written down but only followed.11 What should the objectives and targets of your plan set out?
What will this enable?
The objectives and target should relate to HR information system, relations,
Performance management, R&S, staff retention and succession planning.
These will enable to run the business in effective manner and through
strategic planning, management of the company are easily attain the
defined goals in prescribe time.11 Give examples of the different options for the provisions of
human resource services.
 External consultant
 Internal HR service
 Internal non- HR service
 Merger of business
 Outsourcing
111 What may technology be used to support?
These technology will support to many non-human HR service such as e-
learning, further it also help to performance management process which
assist a business to using automated reminders and easy documentation
that creates interaction between managers and employees.
In addition to this, technology also help in training and development which
assist business to manage training records as well as activities.
111 What are the key ingredients of a strategic HR plan?

 Budget
 Primacies
 Purposes
 Timeframes
111 When developing a risk management plan, what should you
ask yourself?
 Event: what may happen?
 What is the probability of a risk management plan?
 While developing the risk management plan, what would it may
impact?
 How to reduce the problems face while implementing risk
management plan?
 How can I minimize the impact of this happening?
111 To see that the plan is implemented, you will need to work
with others. Who may those be?
 Senior manager
 HR personnel
 Line Manager
 Employees illustrative group
 External contractors
 Outsourcing agencies
 ‘Suppliers
111 Why should you monitor and review the plan? What
questions will you need to answer to this?
It is quite necessary to monitor or review the plan in order to assure the
progress of a plan and by taking proper feedback the management come to
know regarding progress being made.
Question:
 Did you have proper action to complete the plan?
 Have you a proper budget that adhere to?
 What risk you might face?
 What are the implication of progress that helps to delivered the
overall strategic plan?
111 Give examples of changes in circumstances that may result

P a g e | 41
in your plan needing to be adapted.
 Sudden change in direction of a strategic plan
 Sudden change in legislation of an industry
 Third party service closure
 Something happen to external contractor
111 What does an evaluation of performance enable you to do?
 It helps to assess up to what extent the objectives were accurate
 Identify the objectives are achieve and their impact as well
 What has work well and not
 Progress report to the neutral

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