BSBHRM 602

TASK 1
1.
The strategic HRM is targeting to select the right person in right field,
human resource systems and organisational culture are to be finding the
right candidate to implement corporate strategies and give the best to the
organisation. Based on the organisations strategic plan, you can develop
a strategic human resources management plan that will enable the
organisation to make decisions to support its future direction.

 Developing accountability systems.

 Causalnumber of staff and the skill sets required to meet
organisational objectives.
 Categorize effective methods for recruiting new staff.
 Defining how to best use employees skill sets.
 Motivating employees to reach productivity target.
 Confirming compliance with legal requirements.

2. 2

 Job analysis, evaluation and classification:To identify necessary

skills: when selecting the candidate the best tools to identify their
skills is to be a Resume which shows the person skills.

 Job and work design to clarify work performance, scheduling and

relations: the job description shows the type of job and
responsibility.

 Recruitment and selection: This tool is helpful to find and hire the
right candidate for the right job.
 Induction, training and development: It makes obedient, punctual,
socialise staff and update their skills and careers in every step of

1
 their life.

 The HR strategic direction, objectives and targets provide micro

information that shows the idea that human resources help the
organisation and achieve its goal and objectives.
 A strategic HR plan helps to establish the set of rules and
objectives and set goals for human resources.

 Workplace flexibility: The flexibility or comfortable the workplace or

work environment makes the employee to finish their job in time
and achieve the goal.
 Globalisation: It helps to HR find the right people through any other
sources such as Internet, mail, live interview which is necessary in
present days.
 Social media: It plays the vital role in organisation or HRM to
circulate their message and engage with community.

5. To identify an organisation’s strategic human resource objectives, what

sources would you consult within the organisation?

 The organisation’s strategic plan.

 Senior management.

6. Explain how you keep up-to-date with changes in workplace legislation

and regulations.

You can keep up to date with changes by joining industry/professional

networks, new rules notice from organisation, subscribing to fair work

2
Australia newsletters and emails, industry bodies and unions for their
regular updates.

7. Explain how you will consult with relevant managers to identify their
human resource needs and preferences.
Consult could be via feedback, complain form a survey or questionnaire,
focus groups, team meetings and individual meetings focused on
discussion of requirements.

8. How will you gain agreement from managers for the strategic human
resources plan?
The best way to gain agreement form mangers is Communication and
consultation, with the objectives for the strategic human resource plan
being clearly expressed.

9. What potential costs and benefits are associated with the provision of
an internet – based recruitment system?

 Costs: It might include the cost of making website, Put in Domain

and advertisements for the web page; and costs associated with
fielding enquiries and sorting through applications.
 Benefits: It may include the marketing and receiving applications,
the ability to build a poolof potential candidates, and the ability
advertise internally and externally as required.

10. How can you ensure the strategic plan’s style of writing matchers its
purpose and audience?

Ensure the simple language used helps to communicate the information

clearly and brieflyto the audience, taking into justification their different
skills and knowledge. Use simple English; provide briefly with examples
for complex ideas or financials.

3
11. Organisations need to have a ready supply of labour to ensure it can meet its
objectives –outline three possible options for sourcing labour.

 Graduates and interns

 Recruitment agencies.
 Outsourcing functions.

12. Describe at least two systems, devices or applications of technology that may
affect job roles in an organisation. Explain the possible impact.

 Mobile ordering systems:it might require training for employees who

has a good knowledge in information technology. The impact is to
be achieving the organisational goal.
 The automation of production lines can affect the need for labour
(both numbers and skill levels). This will impact to reduce the staff
from organisation.

13. Company B is a large national confectionary manufacturer and its

headquarters are in Melbourne. It has previously been the market leader,
but over the last few years its market share has been declining due to
overseas competition. Company B plans to relocate its head office to
Brisbane to take advantage of less expensive overheads, and perhaps to
reduce its manufacturing operations in Sydney and Melbourne. There are
rumours that it may be taken over by a UK-based multinational. Some
staff have already been offered redundancies, especially in middle
management positions.
a. Define the company’s corporate strategy.

Cost reduction strategy: The company strategy is to reduce the cost

and make more profitable by moving their office to cheaper area.

b. What potential issues and/or problems might the company face in the
near future?

4
 Company B’s main problem will be finding suitable staff in their new
location- many staff may not want to relocate, and the cost of
redundancies and relocations could be prohibitive. Closingits
manufacturing locations may lead to a lack of product and therefore
sales, rumours about what is doing ay mean of loses its best staff to
other organisations.

c. Prepare an appropriate HR strategy for the organisation for the next

one to two years.

 Priories an employee commitment and reduce the loss of the

right people.
 Emphasising the success of performance goals.
 Inviting and holding the right people.

TASK 2
Explain how you will identify appropriate people to work with you on the strategic HR plan’s
implementation.

By doing the interviewing among the candidates and consult with senior management to identify the right
people to work on the implementation, such as managers directly affected by the changes to be
implemented, specialist HR people, consultants and those with expertise in HR service delivery and plan
implementation.

1. Identify four types of data needed to develop a new HR budget. Why is it necessary to collect this
data?

 Projected labour figures for period of the budget.

 Actual costs incurred in the current year.

 New benefits/programs planned.

 Changes to policy, strategy, laws or business regulations.

2. Identify and explain one of the hurdles to effective monitoring and review.

5
One hurdle could be a lack of resources, such as mangers being unable to get the expert help needed at the
right tie, relevanttool is not available when needed, technology is out of date, and less team members to
deal with risks or communication.

3. Provide two examples of how government policy impacts HR strategies.

 Changes to competition legislation may affect business and reduce opportunities, which
reduce access to funds to complete a project.

 Changes to taxation and superannuation may impact payroll costs, thus increasing overall
costs for the organisation.

4. What changes to internal and external factors could result in the need to modify or refine an HR
plan? Provide an example of each.

 New legislation could make an HR strategy can affect.

 Lack of skilled people to resource a new project may require HR to redirect resources
away from the project to recruit new employees.

5. Develop a process for evaluating the overall effectiveness of HR strategies and services.

 Gather data (use a survey of managers and employees, focus groups, request feedback
from managers, etc.)

 Review the strategic to identify objectives, proposed outcomes and deliverables.

 Analyse the data to determine how HR has contributed to organisational performance.

 Review the implementation plan to identify time lines for the introduction of strategies.

 Review performance measures applied to HR strategies and services.

6. Explain how you will monitor the progress of the strategic HR plan’s implementation.

 Reports from HR systems on usage, error rates in documentation.

 Feedback from those involved in the implementation, asking questions like; Are the plan
and its HR strategies accepted? Is there resistance to the change and what does this look
like? Are employees unsure of what to do?

6
  Costs associated with delivering the HR strategies/services.

7. Identify and explain two reasons why you might need to adapt the strategic HR plan.

 A new strategy: such as a merger, may mean new HR strategies must be developed to
accommodate the organisational strategy.

 Updating Legislation: such as workplace relations legislation could require changes to

training and development services.

8. Identify at least three pieces of legislation relevant to the operations of an organisation you are
familiar with. Explain the relevance of the legislation to human resources.

 Fair work Act 2009 (cth).

 Work Health and Safety Act 2011 (cth) or existing state./territory WHS legislative
requirements.

 Privacy Act 1988 (cth).

All legislation is relevance to HR because they bounded by those Rules and legislation.

9. Identify the steps required to undertake a cost-benefit analysis of these options. Explain the
concept of a cost-benefit analysis as part of the effective provision or HR services.

 Identify costs.

 Identify benefits.

 Compare costs and benefits.

 Determine break-even point.

A cost – benefit analysis is required to begin the evaluation of HR service provision requirements
or opportunities.

10. Consider an organisation you are familiar with. Assume you are the HR manager and you have
been asked by one of the organisation’s manages to provide advice on how to evaluate the
performance of a plan against the plan’s stated objectives. Develop a checklist of action the
manager can use to effectively undertake this task.

 Develop a time line for your evaluation.

7
  Identify who will use the evaluation and review of the plan.

 Collect the data you need including interviews, surveys, reports and focus groups.

 Identify why the evaluation needs to be undertaken.

 Identify the performance measures.

 Clearly articulate the plan you will evaluate, including its outcomes and deliverables.

 Seek clarification from the project manager as to what stage/phase the project is up to.

 Develop a set of evaluation questions.

 Identify the stakeholders you will interview for feedback.

 Identify the reports and other information you will need for your evaluation.

 Consider how you will maintain the integrity of the data you gather.

 Consider how you will collate and present the data.

 Analyse the data.

 Write your evaluation and review.

 Disseminate the review to relevant stakeholders.

 12. the performance can be evalated by doing the following

12 a. Define and Communicate Company Goals and Performance

Objectives

b. Utilize Performance Management Software

c. Offer Frequent Performance Feedback

d, Use Peer Reviews

e. Preemptive Management and Recognition

TASK 2 BSBHRM 602

Question 1: Explain how you will identify appropriate people to work with you on the
strategic HR plan’s implementation.

8
Successful strategic planning implementation requires a large commitment from
executives and senior managers, whether the strategic planning is occurring in a
department or in a complete organization.

Executives must lead, support, follow-up, and live the results of the strategic planning
implementation process. Or, the strategic planning implementation process will fail. It’s
as simple as that.

Without the full commitment of the organization’s senior executives, don’t even start
strategic planning. Participants will feel fooled and misled. A vision statement and a
mission statement, along with this year’s goals, filed, unimplemented in a cabinet or
computer, is a serious source of negativity and poor employee morale

Question 2: identify four types of data needed to develop a new HR budget. Why is it
necessary to collect this data?

- Link cost management efforts to budgeting: By linking cost management efforts

to budgeting, companies improve the quality of information available for
managers to use in developing their budgets. Accurate cost information is
fundamental to budgeting. Companies that use accurate cost management
techniques and provide budget developers with ready access to cost information
improve both the accuracy and the speed of their budget process.
- Reduce budget complexity and cycle time: Best practice companies strive to
reduce budget complexity and streamline budgeting procedures. Such
streamlining allows management to collect budget information, make allocation
decisions, and communicate final targets in less time, at lower cost, and with less
disruption to the company's core activities.
- Develop budgets that accommodate change: By developing budgets that
accommodate change, companies can respond to competitive threats or
opportunities more quickly and with greater precision. They can use resources
efficiently to take advantage of the most promising opportunities. Furthermore,
knowing that budgets have some flexibility frees budget developers from the need
to "pad" budgets to cover a wide variety of possible developments. This leads to
leaner, more realistic budgets.
- Design procedures that allocate resources strategically: Within any company,
competition for resources is inevitable. Every function and business unit needs
funding for both capital and operating expenses - usually in excess of the actual
resources available. This makes it critically important for companies to design
procedures so that resources are allocated to support key strategies.

9
 Question 3: identify and explain one of the hurdles to effective monitoring and
review.

- Inadequate resourcing: Successful monitoring, review and evaluation activities

require adequate resourcing and early planning. Resources to establish a
methodology for collecting and maintaining data, conducting the reviews and
evaluations and engaging stakeholders will need to be addressed in the
implementation plan. The more complex and higher risk the initiative the more
upfront planning will be required. Resourcing must take into account the full costs
of activities to all participants for the full duration of the initiative. Resist the
temptation to use money set aside for review and evaluation to fill emerging
resource gaps during implementation. While independent reviews and evaluations
can enhance credibility, adequate resourcing must also be allocated to ensure
correct and consistent data is collected to support quality findings.

Question 4: Provide two examples of how government policy impacts HR strategies.

- Wage and Hour: The Fair Labor Standards Act (FLSA) establishes the amount of
the federal minimum wage, which is revised on a periodic basis. Because several
states have legislation establishing a minimum wage higher than the federal
minimum, HR professionals should continuously verify the accuracy of the
amount paid to employees. In addition to extensive child labor regulations, FLSA
regulations also require all covered employees to be paid overtime for any hours
worked over 40 in a workweek. Several exemptions to the FLSA exist, and HR
managers should ensure employees are classified appropriately for their job
duties. Failure to comply with the FLSA can lead to penalties and back pay for up
to two years or three, if the violation is deemed to be willful. Don't assume that
your business is too small to be covered the FLSA does not specify a minimum
number of employees.
- Medical and Disability: Various federal laws dictate how the employer must treat
an employee with a disability or medical condition. The Americans with
Disabilities Act prohibits an employer from discriminating against employees on
the basis of a disability or perceived disability. The Act also requires employers to
make reasonable accommodations to allow employees to perform their job duties
and provide accommodations like interpreters to enable disabled customers to
access the goods or services the company provides. The Act also requires
companies to modify the premises to allow customers to access the facility. Other
medical legislation includes the Genetic Information and Nondiscrimination Act
which prohibits discrimination on the basis of genetic information, such as a
family history of a disorder. The Health Insurance Portability and Accountability

10
 Act protects an employee's privacy regarding medical information and means HR
must train managers on what information they should, or should not, require
regarding an employee's medical situation.

Question 5: What changes to internal and external factors could result in the need
to modify or refine an HR plan? Provide an example of each.

- Skilled workers: for example, Workforce planning can assist TAFE Institutes
anticipate the staffing and skill requirements of the changing VET environment.
This is essential if the TAFE sector is to adequately meet the changing demands
of its operating environment and specific markets. Some Institutes are already
taking action to shape their future workforces, thus ensuring their continued
ability to deal with business challenges in the medium to longer-term.
- Environmental issues and trends: Factors that may impact the organization and the
way it conducts business. Internal issues include staff, services, skills, resources,
and needs. External factors include such things as threats of outsourcing. A
strategic planning committee compiles an environmental scan, a body of
information about the environment. Broad issues, singled out as potentially
having significant effect on the facilities planning and management industry, are
referred to as mega issues.
- Economic downfall: it could strongly affect the business. Business will hardly
have benefit and run the company well such as it could lead to the decrease of the
supply and demand or reduce incomes and increase costs.
- New legislations: Government provides legislations to protect workers and
businesses. However, there is much legislation that could only benefits employees
and brings more difficulty to business. It will influence the development of
business.

Question 6: Develop a process for evaluating the overall effectiveness of HR

strategies and services.

Evaluation approaches and many of the associated tools may be broadly placed in
two groups, quantitative or qualitative evaluation.
- Quantitative evaluation: These allow you to objectively measure HR activities
using numbers. HRMIS may often be used to collect and analyse this information.
- Qualitative evaluation: This allows you to measure HR activities using
judgement or opinion such as:
• Focus groups
• Records of performance appraisal

11
 • Questionnaires that allow open-ended responses (eg to gather information on
values or attitudes)
• Consultative groups.

Question 7: Explain how you will monitor the process of the strategic HR plan’s
implementation.

- Documents review
- Surveys
- Discussions with individuals, groups.
- Interviews
- Informal conversations
- Observations
- Problem tree
- Listening to people

Question 8: Identify and explain two reasons why you might need to adapt the strategic
HR plan.

- HR is responsible for a series of functions like succession planning, performance

assessments, and career pathing, as well as identifying talent acquisition software
that will lead the company to success. HR also plays a major role in employee
engagement and satisfaction, which is crucial to developing a productive
workforce with low turnover.
- HR in annual business planning will help create work environments and
companies focused on cultures, values, and goals. HR manages the most
important assets at the company such as the people and aligning their plans with
your business strategies helps to strengthen the overall success and profitability of
business.

Question 9: Identify at least three pieces of legislation relevant to the operations of an

organization you are familiar with. Explain the relevance of the legislation to human
resources.

- Privacy: Protecting privacy is about safeguarding your customer relationships.

Customers will quickly move to competitors who look after their data if they don't
believe you can protect their personal information. Be aware of state and national
privacy laws, which govern how your business should record, store and dispose of

12
 information. And educating your staff about privacy issues will also ensure a
culture of security throughout your business.

- Work Health and Safety Act 2011: a duty of care to the health and safety of your
staff, customers and the general public as per the Work Health and Safety Act
2011.
- Anti-Discrimination Act 1991: which aims to protect people from unfair
discrimination, sexual harassment and other objectionable conduct and provides a
means to bring a complaint and have it resolved.

Question 10: Identify the steps required to undertake a cost-benefit analysis of these
options. Explain the concept of a cost- benefit analysis as part of the effective provision
of HR services.

Cost-benefit analysis is a decision-making technique that involves explicitly

considering the position outcomes (benefits) as well as the negative outcomes
(costs) of different decision alternatives. It is used to make decisions more
consistently, systematically and correctly. It is also useful in communicating about
decisions with others. Traditionally, such analysis has been used in many areas of
management (such as Marketing, Finance and Operations), but has received much
less attention in Human Resource Management (HRM). Often, this means that
decisions about HRM programs are presented in less quantitative terms than
decisions in other management areas. Faced with limited resources, top managers
may allocate resources to the management functions that can "come up with the
numbers." This may mean that resources are not allocated to HRM programs even
when they offer very attractive organizational payoffs. Recently, Human Resource
Management professionals and scholars have begun to develop approaches for
evaluating the payoff or usefulness of human resource management programs and
decisions. Though many of these techniques focus on dollar values, the main
purpose of cost benefit analysis is to improve decisions and to use information
more effectively. Thus, cost-benefit analysis is simply any technique that helps to
identify the positive as well as negative outcomes of decision options to improve
decision quality, efficiency and communicability.

Question 11: Explain three changes in circumstances that might prompt you to adapt
your human resources strategic plan.

- Recruiting could be greatly simplified, the major obstacle being the current focus
on “fit”, even for regular process type positions. This may have less relevance in
the future in a more adult environment and a different style of supervision. Our

13
 new age efficient organization should be structured to accommodate all
employees and focus more on job commitment than job engagement.
- We must be supremely flexible and structure our various HR functions as simply
as possible, almost like modules that holistically are integrated but separable for
any necessary updating and adaptation to changing circumstances
- Our data source and measurable activity data should flow from and into the main
companywide system and be manipulated in conjunction with other data to
provide consolidated intelligence on many aspects of the business, for example
product costs and costs of sales.
Question 12:
A HR manager needs to measures the progress being made towards the achievement of
the organisation's business objectives. It does so by planning, establishing, monitoring,
reviewing and evaluating organisational, functional, team and individual performance.
The components of the performance management system provide the framework within
which managers and employees operate. A successful performance management system
should:
- Know and understand what is expected of them in their job role (such as
performance objectives and performance standards)
- Have the skills and knowledge required to deliver on these expectations through
implementing development plans and learning and development activities
- Are given feedback and an opportunity to discuss their work performance
- Are rewarded for their performance through a reward and remuneration strategy
- Are counseled for underperformance and/or behaviour which is out of alignment
with organisational values and/or inconsistent with achievement of organisational
goals
- Are supported by the organisation to achieve optimum performance.

TASK 3 BSBHRM 602

Introduction

The report would look into the Human Resource strategic planning of the BizOp's from various angle. The
first part will identify the organizational structure of the firm to create a communication plan. The
researcher would act as an external HR consultant for the firm where the management structure is
elaborating the issues of communication of values, objectives, philosophies and policies of the business.

14
The support gained for such a plan is also elaborated in the study. Using the structures provided for the
plans and its implementation the support system needed is also elaborated. Further, in the second part, with
ten different subheads of assessment, the strategic direction, its objectives and purpose are elaborated. The
risk management plan is elaborated using the format provided. Nevertheless, the need for training and
development along with its needs for better operations are also justified in here.

All issues about the training and development are done along with three strategic guidelines to monitor and
review the process so that the needed changes can be accommodated in the plan for training for best results.
The performance evaluation against the set objectives would give space for improvements, which is being
discussed in this part.

Stakeholder’s Communication Plans

Considering the stakeholders as in the provided the chart a communication plan is being laid down to build
their HR preferences and reach an agreement on policies, values, and philosophies of the business.

Manager Message
Director Communication Method to obtain
Responsibility
Financial (what requirement method support for plan
Operations of support)

The managing The best mode of All the managing A system runs
directors need the communication is directors are with the
Purpose: information via electronic mail giving their field coordination and
relevant to stir the methods which may of business involvement of all
business towards a have context along operations. Each the other
better direction. with pictures to change in the departments. The
Hence, current support the process makes operational
· Identify business reports evidence of their way for new changes affect the
their HR with competitor’s findings. This is a adaptations for budget, manpower
preferences policies and reports fast and real-time all as and how requirements,
are given to have method that helps needed. To keep retails operations.
clarity upon the in getting prompt each of the Thus on an overall
operations. Hence results to counter stakeholders view, the team as
they would need any external threat (here the under the CEO
the relevant of business. managing gets the plan
information. directors) such is which the further
needed. The implement with
support plan is their departmental
also drawn out hierarchy and may
by them and if give responsible
needed be one managers to look

15
 may take the into their area of
assistance of operations and
others like the make necessary
operations for amendments as
some change per the need of the
may request the business
MD of HR to operations. The
make suitable changes made for
changes in the the new operation
operations of style is
manpower. Such communicated
way the support back to the needed
system works personnel to
explain it to their
team in regards to
the new job
The agreement
responsibility and
on a plan or
outcomes
process which is
expected.
new or needs to
be implemented
for better
business
outcome needs
all departmental
support. The
agreement needs
to be reached The responsibility
where all knows of each of the
what their role is managers is being
in the manner discussed where
and who are the each one has to
closest that agree and access if
needs to be kept the manpower is
informed and the efficient enough to
steps needed to carry out the given
be carried out. task. The values
An agreement of and philosophies
operating of the business
Each of the
procedure is being prime for
stakeholders in
The Information being met with execution of the
decision making
technology has to keep the rest steps, so the
may put forth their

16
 been of great use in
modern-day
business where all
point in such HODs gives the
the needed Head of
communication for right man with the
the departments
the group. The right skill the job
can assemble for a
brand's growth to commence.
group chat without
story kept in mind They can make a
moving from their
where the green and plan to standardize
office via Video
unique product is it in among the
Callings. The CEO
the source of its others with special
is the one who may
differentiating training and
monitor the
attribute has to be learning classes to
conversations and
kept intact where bring the people
the style of
the future goals nearer to the
operations to be as per the plan.
have to be kept in targeted changes
adopted which
mind. Keeping this and virtues for
have adherence to
in mind the best outcomes3.
the company's
stakeholders are to All are given
overall goal of
be made the responsibility in
values,
achievement accordance which
responsibilities,
leaders where their makes the job
impact study, etc.
say is also much more shared
communicated back and the team come
in real time via such togethe in
communication performing it with
· Reach
platform2. ease.
agreement on
philosophies
Values and
policies.

17
Manager Message
Director Communication Method to obtain
Responsibility
Business (what requirement method support for plan
Operations of support)

The need for a The method of A clear-cut The responsibility

certain style of communication objective of the new
Purpose: operations with the can be written, description is good introduction is
changing times spoken or via the enough for good shared among all
makes the business conference that the professionals to as the need of
competent in the business may use get why and what manpower to the
Competitive to get all the major is expected of technology to be
· Identify Market operational them. Thus the used; training
their HR managers in one support plan needed to achieve
preferences[6 platform. For would include the it; technology
] The people who special cases limits and costs, etc. are to
are much more where the MD boundaries of each be considered. The
aware of what is needs to of the operative or departmental
happening and the perpetuate their executioner which heads have to be
ways to counter
perspectives, they would need aware of their
them are given
them a patient may use the special supervision responsibilities as
hearing. Thus communication for the change to departments to
communicating the discreetly with be shown and make the changes
need along with departments which seen. When each happen as per the
the wants of the needs special of the managers is need of the
departmental instruction clear about their business. The MD
heads are essential
depending on the objectives, the may put forth one
for this phase so
situation and need. plan may Training to supervise the
far as the MD is
concerned. to work where the entire change
details of the activities taking
responsibilities are place across the
clear and firm while may
achievable with also put in some
time bound needed changes
fashion. communication to
the departmental
heads. The people
as per the
hierarchy are
responsible for
making the needed

18
 changes and
reporting back the
success of extent
of the changes
made back to the
CEO.

The agreement of
reaching the five
years plan from All from top to the
2015 to 2020 down line staffs
suggests an has to part of this
increment of 15% project else it
of revenue to its won’t succeed.
The method of previous year's The business gets
communication as figure. This simple 75% of its profit
suggested above target based to business and
Reaching an diverts the rest for
can be direct or via achievements are
agreement is as employee growth
group conference key to making
aspect which the development for
where the long term plans
CEO is best sustainable
direction gets the and guides where
responsible for efforts which
final seal for the the ethics serve as
being given the include
process ahead. the guide in each
direct role to do so technological
This gives the step.
by the board of innovations and
team a shared
directors. The use of it for the
intent to do what is
message of best results. The
needed to be done
support to be way the business
as per the firm’s
· Reach received from each drives its
rules and needs.
agreement on department is manpower is the
philosophies. made clear which key to it.
Values and are the targets they
policies. are expected to
achieve is.

19
 Message
Manager
Communication Method to obtain
Human Responsibility
(what requirement method support for plan
Resources
of support)

The requirement The HRD may call The people have to The responsibility
of support is in the up the supervisor’s be very closely of the division of
Purpose: recruitment of the meet or get this associated with the the task is an HR
best talents as well announcement in business which the activity which
as develops the in- informal get HR may develop encompasses all
house talents in the together where the through an the departmental
process of people who have integrated chiefs for such
· Identify expansion. questions may be communication activity. The
their HR Training and asked to get in network and supervisors are
preferences development touch with the grievance best suited to
issues along with respective management suggest who is
reward and supervisors or objective which good at what and
recognition would managers. would let the what can be done
be primary process get easier. with a particular
message of the A simple talent. HR too
HRD. management Once the keeps a file of
agreement won’t agreement is success and skill
The department as help the cause as it reached the records for the
to take up the job needs to be process of people working.
of making people communicated implementation
aware of the downwards. The becomes easy. But
needed changes managers are to get people on
and the benefits it given a proper the same platform The people in the
would give to the briefing to let the is difficult where a business are the
business. The people know what lot of ground work key as on this age
people should find is expected out of needs to be done. as they are key to
a space in such them as well as the The business the excellence of
growth and reward schemes should build up a the business along
development plan and growth related situation where all with its expansion
to give their best issues5. expects to see the plans.
· Reach to achieve the change and be a
agreement on CEO expressed part of it.
philosophies. desires.
Values and
policies.

20
 Message
Manager
Communication Method to obtain
Retail Responsibility
(what requirement of method support for plan
Operations
support)

The business of The informal The support for The

BizOp is dependent communication is such plan comes responsibility of
Purpose: on its retails and its a great way to go with an intent the Managing
excellence being a deep into the next discussion with Director retails is
fashion retail brand. issue of the people to make all the
Therefore, when the operations. The associated with stakeholders
business goes retail manager retails and all aware and make
· Identify multinational, it has position is such such the intent clear
their HR to have the idea of the that encourage stakeholders. The where all finds a
preferences styles prevalent and is new designs and support for such piece of gain for
accepted across the product variations a system them as well.
globe. The for best market encompass all Hence getting all
multiculturalism is outcomes. [10] other on the same
existent in the departments in board and
business which can various ways striving to
further be broadened, along with the achieve is the
and the preference of retails itself as it key.
a particular market sets for best
can also be studied in outcomes People has to
the process. through the agree with it and
people’s support the grievances if
in the any needs to be
department . 5 sorted out by the
top management.
This gives the
faith to the
workers to
· Reach
proceed with the
agreement on
management’s
philosophies.
intents.
Values and

21
 policies.

Draft Of Strategic HR Plan

The business with to grow at a pace of 15% increase in revenue in the coming years from the previous year
and also get 75% of that into the business for further development. The business has planned well where
the strategic plan for the HR should be to communicate the intent of the management so that the planning
of manpower is done with suitable efficiency. The training and development step those needs to be obtained
also have to be made clear. The objective of getting new people in, growing larger, the career path for good
performers are all part of the strategic HR policy. Therefore, once this process is concluded the gaps of
manpower are clear, and thus the training or recruitment issues become prominent.

B. The HR needs to provide the best of technologies that are available or is planned to be used in the line
production training for the business targets. Once that is achieved, the strategic objective has to be made
clear to all so that they not only participate but also give feedbacks for better inputs and improvement.

The cost incurred for the training (Suppose x) is meant to generate the business the needed 15% revenue
growth each year which should be a figure much greater than the cost X incurred for training. Thus the cost
of training is more compared to the benefits received.

D. The training those can be given in-house has to be done in-house where the supervisors with a good deal
of experience may come in to develop the new joiners on the job training to develop and grow fast. The
new additions like technology needs external consultants who would give an hands-on experience of using
such a technology to the users and for them who are not in the room or are in various other branches may
have a direct video session which would be interactive and each may get a hands-on operational ability to
make the session fruitful and objective

E. Risk Categorization Table

Priority Risk Likelihood Impact Level of risk

Safety and The risk may be Post training the The impact would Depends on the
security while to the likelihood is be great as the new usage

22
 instrument and technology may
methodologies
handling new the personnel give itself a bad
lesser. which may vary
technology too if not used mane among the
from high to low.
properly users.

The impact may be

huge if the incident
The likelihood
The risk of has caused a major The level of risk
during the start
mishandling loss in terms is part of
To make people is a bit high
like workers health and determining the
aware of the risks however with
electrocution, wellbeing but the efficiency of the
associated with daily use of new
harm to the HR has to be clear people in the
mishandling technology and
machinery, about the level of handling of new
its mishandling
physical injury. damage it may technology.
dangers
cause and inform
the people likewise

To make the
accident or usage The likelihood
manuals available of the
The risk levels
to all in occurrence
need to be Should be less if
operations and should be Depends on how
clearly proper training if
also keep people minimal as the it is handled.
mentioned to imparted
not adequately precautions are
handle it.
trained from part of buying a
handling them new product.
directly

Should be low if
Signboards of Has to be there
proper care is
what to done case No risk in such as part of
taking while Lesser.
of accident should a step operational
installing and given
be visible policy
proper training.

Risk Control

Activity: Unauthorized use of machinery by untrained personnel

23
Risks: May is risky to the machinery as well as the personnel.

Control measure Strength Weakness

Control measures People may get less

/ treatments Keep the untrained people out of Creates lesser exposure to the new
that zone or allow them in with chance of technology giving them
special supervision. accident a grievance of not
being allowed

No risk within the business should

Impact of risk /s This would May deter people from
be treated as outside
on areas outside prevent the using such instrument
responsibility. A detailed note of
your occurrence from due to fear of
investigation has to be made and 7
responsibility happening again accidents .
circulated

This gives the

Chaos in one part may
occurrence a
Personnel All in the shift along with HR let another part of
greater look to
involved staffs production go
get things sorted
standstill.
out

The industry should have in-house The accident may

Expected
first aid worker at all times as well generate fear among
outcomes of risk
as a local hospital with its The accident is others who may be
treatment plan
ambulance facility being fast sorted out unwilling to use the
associated with the business to machinery in fear of the
deal with such incidents. same fate8.

1. Prepare a schedule for implementation

Responsible
Task / Activity Priority Action Timelines
person

A good training To keep people Training with The first few The
activity that aware of dangers and hands-on weeks or till then departmental
gives the pros avoid them and experience till up till when the supervisor, the

24
 they are affluent management HR, and the
and cons of adopt the best safe
enough with the finds it safe and Operations
operations process.
technology suitable. Chief

Make a good
working manual Get it to the workers Circulate through Before and after
which describes for their reading and the mail and keep the process starts HR should be
all aspects and understanding as a hard copy on the as well as all the responsible
get them to the well as referencing supervisor's desk along for the new department
users or from time to time. at all times. joiners
workers

Keep the The supervisor's

The visibility of such
warning signs training and the
numbers for help or All throughout
and safety application of HR along with
gadgets to stop the when the
measures on such signboards in Operations
machine as and when technology is
hand to control all visible and Chief
needed to prevent being used
any adverse public places in
further damage.
situation. the plant.

G: Training And Development

Project Name : Introduction of Painted T-shirts for Specific Festivals via Online

Income Incl. GST Excl. GST

AUD 2,20,000 AUD 2,20,000 AUD 2,00,000

Total income AUD 2,20,000 AUD 2,00,000

Expense Incl. GST Excl. GST

25
AUD 1,80,000 AUD 1,80,000 AUD 1,60,000

Subtotal AUD 1,80,000 AUD 1,60,000

Contingency (+10%) AUD 2,00,000 AUD 1,80,000

Total AUD 2,40,000 AUD 2,20,000

(Income-Expense)+ Contingency

Signature: Date

Who
participates
Specific ? Who leads?
hen When
General and activity (who is For whom?
activity reported?
Specific (what is responsible
occurs?
activity assessed or for (report to.)
(schedule) (schedule)
being done) (data reporting?)
collect,
analysis)

Monitoring

During
The
HR joining
Induction At the supervisor For the
New joiners inducted before
training joining and the joiners
trainers getting into
new joiner
the job

26
 Supervision As and
All For best
and The when the
Old workers through The trainers output from
developmen workers supervisors
the career workers
t of skills needs

Make the The

As and
Skill gap skill gap As and The people departmenta To get the
when the
measuremen reduced when with skill l heads or best from
supervisors
t with best of needed gaps external workers
needs
programs trainer

Evaluation

The
needed
The names
The joiners
department and job
The and their For the
and their roles are During the
induction is supervisors business
activities, described The trainer time of
completed meant to and the
his job role along leads joining for
with supervise fresher
and with the freshers
efficiency their both
supervisor, regulation
activities
etc s of the
working
policy[17]

The new
technolog
y training The When the
The new For the
is employees technology
technology better
The conducted who are The trainer is decided
inputs to performanc
workers by the already in leads to be
current e of the
trainer the fold are implemente
workers business
who is into it. d
external
in nature

H. The shopping application strategies can be reviewed by the following:

27
Making a guess with the number of clicks the brand is obtaining from its markets and its consumers

The regularity of visit on the shopping sites[18]

The sales to visit ratio which gives an idea of how many visits makes a sale via online shopping.

The HR process would undertake planned steps to evaluate the performance which can be linked with the
productivity to cost ratio or performance improved regarding quality and quantity of production after
training was given. These are two most prominent facet of performance measurement and based on it the
next level of performance for improvements.

Subject of PEST analysis:

Political Economical
These are all approximately how and to what Economic elements have a considerable
diploma a government intervenes inside the impact on how an corporation does business
financial system. This can include - and also how profitable they are. Factors
government policy, political stability or include - financial growth, interest fees,
instability in foreign places markets, foreign alternate charges, inflation, disposable
change policy, tax coverage, labour regulation, earnings of purchasers and corporations and
environmental regulation, trade restrictions so forth.
and so forth.
These elements can be in addition damaged
It is obvious from the listing above that down into macro-in your price range and
political elements frequently have an impact micro-not pricey elements. Macro-economic
on establishments and the way they do elements address the management of demand
enterprise. Organisations need so that you can in any given economic system. Governments
respond to the contemporary and anticipated use interest rate manage, taxation coverage
destiny legislation, and regulate their and government expenditure as their essential
advertising and marketing coverage as a mechanisms for handling macro-monetary
consequence. factors.

Micro-financial elements are all about the

manner human beings spend their incomes.

28
 This has a large effect on B2C businesses
particularly
Social Technological
Also known as socio-cultural elements, social We all know how fast the technological
factors are the regions that contain the panorama modifications and the way this
shared belief and attitudes of the populace. affects the manner we market our products.
These elements consist of - population Technological factors affect advertising and
growth, age distribution, fitness focus, the control thereof in 3 distinct methods:
profession attitudes and so on. These factors
New ways of producing items and services
are of precise interest as they have got a right
away impact on how marketers understand New methods of distributing items and
customers and what drives them. offerings

New ways of speaking with target markets

Analyzing these factors will help you and your

group benefit a comprehensive information
of the outside (macro environmental) factors
which could definitely or negatively have an
effect on your employer's strategic making
plans procedure. With get entry to to such
know-how, you can quick come up with
strategies that would put the company on the
fast track to achieving its goals.

29