BSBHRM602 - Work-Life Balance Report for King Edward VII College

This report, developed for King Edward VII College, addresses the critical issue of employee well-being and work-life balance. It begins by acknowledging the college's adoption of a Human Resources Strategic Plan, with a focus on creating a safe, healthy, and inclusive workplace culture, and the subsequent staff feedback indicating increased stress levels due to overwork. The report provides a comprehensive overview of potential work-life balance programs, drawing on research and best practices. It includes a detailed analysis of various strategies, such as flexible work arrangements, wellness initiatives, and employee assistance programs, with a discussion of their benefits and potential challenges. The report then offers specific recommendations tailored to the needs of King Edward VII College, considering the college's objectives and resources. Finally, the report concludes with a detailed action plan for implementing the recommended strategies, including timelines, responsible parties, and key performance indicators to ensure the effectiveness of the initiatives. The report aims to provide actionable insights and recommendations to improve employee well-being and foster a healthier and more supportive workplace environment.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author Note:

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Table of Contents
Task 1.........................................................................................................................................5
Key Functions of HR Manager..............................................................................................5
Importance of Human Resource Strategic Planning function and the Objectives.................5
Aim and Scope of the Fair Work Act 2009............................................................................6
Workplace entitlements for a permanent employee...............................................................6
Information for each employee according to fair work regulations act 2009........................7
Employees covered and not covered by unfair dismissal laws..............................................7
Explanation............................................................................................................................8
Impact of Technology on Human Resources Function and the benefits...............................9
Outline key steps in human resources strategic planning process.......................................10
Key areas that can be included in a Human Resources Strategic Plan................................10
Task 2.......................................................................................................................................11
Briefing Report.....................................................................................................................11
Overview of HR requirements for next three years.............................................................11
Emerging Trend and Practice...............................................................................................11
Review of recent and potential changes...............................................................................11
Review of the number of staff and the skills required.........................................................12
Philosophies and Values of the college................................................................................12
Recommendation of HR strategic direction.........................................................................12
E-Mail to CEO and Senior Managers..................................................................................12

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Development of Human Resources Strategic Planning...........................................................13
Introduction..........................................................................................................................13
Operational Priorities Plan...................................................................................................14
Recruitment, selection and induction...................................................................................14
Workforce development.......................................................................................................16
Supporting and valuing the workforce.................................................................................17
Workforce-Skills..................................................................................................................17
Human Resource Information Management........................................................................18
Overview of costs and benefits of human resources services indicated in operational
priorities plan.......................................................................................................................18
Development of the Risk Management Planning.................................................................18
E-Mail to Assessor...............................................................................................................19
Task 3.......................................................................................................................................21
Development of a Work Life Balance report...........................................................................21
Introduction..........................................................................................................................21
Work-Life Balance Strategies..............................................................................................21
Work-Life Balance Strategies Recommendations...............................................................21
Actions to achieve recommendations...................................................................................21
Action Plan...........................................................................................................................22
Health and Safety Policy and procedure..............................................................................23
E-Mail..................................................................................................................................23
Report on implementation of work life policies......................................................................24

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Work Life Policies...............................................................................................................24
Impact of Work Life Policies...............................................................................................24
Human Resource Strategic Planning....................................................................................24
E-Mail..................................................................................................................................25
References................................................................................................................................26

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Task 1
Key Functions of HR Manager
Each and every organization globally is made of people and the Human Resources
Management is present to recruit people and develop them according to the different needs of
the company (Kumar et al. 2017). Thus HRM department forms a key aspect to the
operations of the company. Therefore the HR Manager in this case has a great task to
complete as because he is the one who is bestowed with the responsibility to ensure that all
the tasks of the HR department are done properly and according to the schedule (keka.com,
2020). Some of the major functions of the HR manager are as follows;
a. Recruitment and Selection
b. Training
c. Maintenance of good workplace conditions
d. Management of the relations in between the employees
Importance of Human Resource Strategic Planning function and the Objectives
The human resource strategic planning is very important for an organization’s
operations. At the very beginning it helps to achieve the different objectives and the goals of
the business. Secondly the current state of affairs within the business can also be analysed
accordingly (Hossain 2019). The planning of the human resource functions also helps in the
selection of the exact process that is needed to outsource the business organization properly.
Some of the major strategic objectives of Human Resource planning process includes
the likes of the;
a. Mobility in workforce planning
b. Succession planning
c. Engagement of the employees

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d. Great leadership practices
Aim and Scope of the Fair Work Act 2009
The Fair Work Act 2009 is one of the most important acts that is applied in the
Australian workplaces. The major aim of the Fair Work Act 2009 is to provide protection to
the employees based on certain special rights like that of the rights that are enjoyed by the
employees in the workplace (alrc.gov.au 2020). The law saves the employees from any kind
of discrimination in the workplace.
The Fair Work Act 2009 has a great scope as it provides a strong approach to a
number of cases that may occur in the workplace of the organizations in Australia
(alrc.gov.au 2020). This includes the likes of;
a. Right to request flexible working conditions
b. Protection of the general provisions of the workplace
c. The different considerations and scope related to the termination of the employees
The Fair Work Act 2009 helps the management of the organizations in Australia to
formulate plans of actions by means of proper and efficient rights protection policies.
Workplace entitlements for a permanent employee
Some of the major workplace entitlements for a permanent employee are as follows;
a. Annual leaves
b. Parental leaves and other related entitlements
c. Request for the providence of flexible working arrangements
d. Community service leave
e. Information Statement on Fair work
f. Public holidays
g. Termination policy of the employees

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h. Long service leave
i. Other Kinds of leave process
j. Maximum weekly hours
Information for each employee according to fair work regulations act 2009
The employee information can be said to be employee records. The employee records
are provided specifically in Article 12 of the Privacy Act 1988 (mondaq.com 2020). The
purpose of the act and the regulations compels the management to maintain the records of the
employees in a much detailed manner. The information involves the records of the
employment policy, hours of employment and other different policies.
Employees covered and not covered by unfair dismissal laws
The employees covered under the unfair dismissal laws are a follows;
a. The employees who have completed a minimum period of employment
b. Earning less than the selected income threshold
c. The attachment of the employee agreement
d. The employees whose modern award applies to the employment process
On the other hand, the employees who are not covered under the act includes the likes of
the person who have no such contract of employment with the employer of the business
(fwc.gov.au 2020). In this particular cases the persons are not considered to be an employee
and thus are not considered to be part of the unfair dismissal laws.

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Explanation
Explanations ADVANTAGES DISADVANTAGES
Recruitment from outside the
company
The advantages of the external
recruitment process includes the
inputs of fresh and developed
skills and generation of new and
better ideas.
The disadvantages of the
recruitment from outside the
organizations includes the likes of
limited understanding of the
company, internal disputes with
old employees and some other
major issues.
Casual Labour The biggest advantage of the
employment process is that the
employees can easily use higher
hourly rates, On the other hand,
the increase and decrease in
hourly rates can is possible
The main disadvantage of the
process is the absence of proper
working hours and the absence of
any steady form of income
process.
New Graduates or Trainees The major advantages of new
graduates includes the likes of the
fresh ideas.
The absence of proper experience
is the major disadvantage
Offshore workers The offshore workers can surely
play a crucial role in the growth
and the development of the
business organization. On the
other hand it also helps the
business to expand in a flexible
and stable manner
There are major
disadvantages of the
offshore workers as
because they can lead to
expose different kinds of
the confidential data and
there is also a serious
lack of customer focus
and engagement.

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Contractors Contracting workers provides
much better flexibility and also
helps to develop much better and
larger scope for the process of
development
The level of uncertainty and
absence of proper responsibility
can hamper the growth of the
industry.
Consultants Consultant hiring helps the
organization to gain special
expertise and also ensure a healthy
savings on tax contributions
The appointment of
consultant generally ends
the proper relationship in
between the employee
and the employers and
also ensures a much little
control over the
consultants.
Outsourcing to recruitment
consultants
Outsourcing helps to make the HR
process much faster and also helps
to concentrate on different matters
The loss of control and
the presence of hidden
costs lads to hamper in
the total process.
Impact of Technology on Human Resources Function and the benefits
The Human Resource Activities involves different kinds of the activities like
recruitment, development of skills, training as well as rewarding and recognition. The
management of the business needs to ensure the success of the organization in the most
efficient manner as because the organization will help to ensure the success of the business in
a proper and efficient manner (profilesasiapacific.com 2020). The development of the
information technology can have an important role in the development of the HR department.

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The incorporation of the IT based strategic planning can help the management to ensure the
success of the business in the most appropriate manner.
Outline key steps in human resources strategic planning process
Some of the major steps in the human resource strategic planning includes the likes
of;
a. Analysis of the different kinds of the organizational objectives
b. Inventory of the present human resources
c. Forecasting the demand and the supply of the different kinds of the human resources
d. Estimation of the different kinds of the man power gaps
e. Monitoring, control and feedbacks of the organization
Key areas that can be included in a Human Resources Strategic Plan
The human resource strategic planning can be implemented in some important areas
of business operations. These includes the likes of;
1. Compensation and benefits
2. Recruitment and staffing
3. Development and training
4. On job training
5. Relations of the employee

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Task 2
Briefing Report
Overview of HR requirements for next three years
The major requirements of the Human resource department of King Edwards College
for the next three years are as follows;
a. To develop a leader in the training of the vocational education
b. Well led and high performing college
c. Development of the home grown talents as well as resources
d. Maintenance of high quality infrastructure to support the business
Emerging Trend and Practice
The emerging trends and practice of the college includes the;
a. Establishment of two new campuses in Brisbane and Sydney
b. Providing quality education through the new universities
c. Maintenance of effective communication in a proper manner
d. Offering attractive new structures of fees that is affordable enough and also
competitive
Review of recent and potential changes
There have been some major changes in the industry that can have an effect on the
growth of the King Edward College. The major changes have come in the form of threats as
well as opportunities for the college. The changes in the industry legislation can have an
effect on the students. The adverse effects of the Government policy can also have major
impact on the students. While on the other hand, the potential for targeting offshore markets
and application of the government funding can help in the positive development of the
industry.

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Review of the number of staff and the skills required
A total number of at least 6 staffs will be included in the new facilities among which
four will be expert trainers who will train the students and there will be a need for one student
service officer and a receptionist. Apart from the officials and staffs the college expects to
start its operations with 50 students.
Philosophies and Values of the college
The major values of the King Edward College includes the likes of;
a. Excellence in training and assessment
b. Transparency and total accountability
c. Embracing difference and diversity
d. Ensuring to be a collaborative college
Recommendation of HR strategic direction
Some of the major recommendations that can be provided in the report includes;
a. Improvement of web site information to attract more and more students
b. Conduction of annual internal audit system
c. Formulation and development of the workforce planning
d. Staff performance management system must be implemented
E-Mail to CEO and Senior Managers
To: [e-mail]
Cc: [e-mail]
From: [e-mail]