BSBHRM614 Human Resources Strategic Plan

 Summary

As it has been observed that the college has gained success and there are two more additional campuses are going to be situated in Sydney and Canberra. There is a need for a human resource strategic plan and the following things are needed in it which are as -Equal Employment opportunity and diversity at the workplace, a System for human resource information, Induction, Staff selection and succession planning, Recruitment and selection, Professional development, Performance management, Occupational health and safety management plan, Job analysis and design. It includes some of the basic steps which must be followed to get the desired employee such as knowing the actual and correct aim of the firm, Strategies that it involves are recruitment, performance appraisal, and success plans, and the most important of all is to learn and develop from them.

INTRODUCTION

A strategic plan for human resources means to manage the human resource for the accomplishment of the firm’s desired goal, the base of this plan includes the vision and mission, values, and goals, of a company on behalf of that recruitment of human resource are gather so that they can contribute in the growth of the companies growth and get benefit by that this is the summary of a strategic plan for human resource and what it means.

This plan includes some of the basic steps which must be followed to get the desired employee such as knowing the actual and correct aim of the firm, knowing what the firms demand which suit the best organization, knowing the gaps which have had to be filled and the most important among all is to monitor which also include the control and feedback based on it.

Strategies that it involves are recruitment, performance appraisal, and success plans, and the most important of all is to learn and develop from them.

Basically, a strategic plan for human resources is a plan which helps in recruiting the best candidates for the needed job profile and also enhances the skill of the current staff which leads to completing the future need of the firm which results in maintaining the growth of the firm (Bryson, et al., 2018).

PRIORITIES

The topmost priority of the human resource strategic plan is as follows:

1 To know what could be the human resource that is going to be needed for the firm in near future, this can be done by observing the following things such as work nature, type of support needed in work, a skill which is needed from the employee, what is the capacity of the firm, etc.

2 To know what the human resource skills are presently are, thinking from the perspective of the future and capabilities that present employees possess, the strength and the weaknesses that they have, current risk or potential risk.

3 To know the gap which is between future requirements and the capabilities of present staff, what the skill required, and what can be done to make sure that this gap is fulfilled before they actually are required.

4 Strategies for filling the gap. It includes the knowledge about the workplace so that the right human resource can be recruited to deliver the purpose, selection method as per the need of the firm, and a design training program for the staff member to enhance their current skill level (Stewart, & Brown, 2019).

OPERATIONAL PRIORITIES PLAN

The role that an operational priorities plan deliver is that it acts as the guide for the task and responsibilities in such a way that helps in achieving the goal or the objective of the firm as soon as possible and in a sustainable manner.

In short, it is a way or the implementation procedure for the task, goals, and objectives which are present in the strategic plan based on the priority and result, the goal which is easy to achieve and provides a high result must be done first to get the pace and so on.

Some of the basic things which the operational plan include in it are clearly defined objectives, particular task to achieve, management to make sure the staff is doing the right thing and solving the issue if any occur in the process (Greer, 2021).

conclusion

All the basic requirements of the human resource plan management are being discussed above along with the important priorities and operational plan. The major things which are being included in it are as follows, to know what could be the human resource that is going to be needed, know what the human resource skills are present, know the gap which is between future requirements, Strategies for filling the gap this are the major priorities which are been needed as the work plan.

The major operational plan for the work which is important are as follows role that an operational priorities plan deliver is that it acts as the guide for the task and responsibilities, implementation procedure for the task, goals, and objectives which are present in the strategic plan, basic things which the operational plan include in it are clearly defined objectives, particular task to achieve

A.  RECRUITMENT, SELECTION, AND INDUCTION

Objective

• To ensure the recruitment and retentions of first-class employees.

Actions	Responsibility	Budget implications	Performance Indicators	Target date
Application	Human resource		Answers to the question asked	17 / 08 / 2022
Resume screening	Operational manager	$ 6	Positive track record	17 / 08 / 2022
Screening call	Project manager		Meeting performance	17 / 08 / 2022
Assessment test (Stone, et al., 2020).	supervisor	$ 3	Result of the test	17 / 08 / 2022
In-person interview	Stakeholders		Answers to the questions asked	17 / 08 / 2022
Background check	Department head	$ 5	There positive record	17 / 08 / 2022
Reference check	Human resource manager		Skills and knowledge that it possesses	17 / 08 / 2022
Decision and job offer	Director	$ 7	Its decision for the offer	17 / 08 / 2022

B. Workforce development

Objectives:

• To drive individual and team performance

Actions	Responsibility	Budget implications	Performance Indicators	Target date
Team culture	Team leaders		Result of the team assignment goal	17 / 08 / 2022
Align roles and duties	Department head	$ 7	The quality of duty they have delivered	17 / 08 / 2022
Clarity of objectives	Team heads		Making fewer errors at workplace	17 / 08 / 2022
Motivation	Team leaders	$ 8	Positive attitude toward the work and related problems	17 / 08 / 2022
Knowing and fulfilling the needs (Mathis, et al., 2016).	Human resource	$ 4	Enhanced work efficiency is the major indicator of it.	17 / 08 / 2022

c.  Supporting and valuing the workforce

Objectives:

• Develop and implement more effective performance management for staff

Actions	Responsibility	Budget implications	Performance Indicators	Target date
More communication	Communication department		Their satisfaction with work	17 / 08 / 2022
Always available to answer their queries	Human resrouce	$ 7	Fewer queries and free mind at work	17 / 08 / 2022
Be open-minded	leaderse		Appreciating their point of view and their satisfaction with the solution	17 / 08 / 2022
Encourage staff	Heads	$ 6	There motivated will power to do better at work	17 / 08 / 2022
Giving staff freedom for showing their views	Department head	$ 6	They are expressing there ideas more easily and confidently	17 / 08 / 2022

Risk management

The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance.

Definitions

Definitions are based on the Australian and New Zealand Risk Management Standard AS/NZS 4360:2004.

Risk

The chance of something happening which will have an impact upon objectives. It is measured in terms of consequence and likelihood.

Likelihood

A qualitative description or synonym for probability or frequency.

Consequence

The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain. There may be a range of possible outcomes associated with an event.

Risk assessment

The overall process of risk analysis and risk evaluation.

Risk treatment/control methods

Selection and implementation of appropriate options for dealing with risk. Conceptually, treatment options will involve one or a combination of the following five strategies:

• Avoid the risk.
• Reduce the likelihood of occurrence.
• Reduce the consequences of occurrence.
• Transfer the risk.
• Retain/accept the risk.

Risk management process

The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk.

Risk assessment legend

Risk Management Plan

Risk description	Likelihood of risk	Impact of risk	Priority of risk	Preventative Action/Contingency Plan
Employee injury	3	4	Action	Making sure that the training provide to employee is of good quality and training certificates for accomplishing the training in the right manner
Employees performance issue	2	3	Monitor	Checking the issue provides the necessary help and support and encouragement to boost its morale and will for work
Incomplete background check	1	3	No action	Making sure each and every candidate had a thorough background check process
Employee data leak	1	5	Monitor	Make sure that there is high security for the valuable information of employee data
Employee unnecessary over time	2	3	Monitor	Checking the issue and solving it after knowing the complete information on the issue and making changes if possible and allowed by the firm’s procedure and policies
Employee feeling isolated	1	3	No action	Identifying the cause and acting accordingly to make sure no kind of harassment can occur and the employee doesn’t feel isolated from their surrounding in any way
Employees not getting benefits that are promised	2	4	action	Looking into the matter and checking the authenticity of the issue and solving it according to the procedures.

References

Bryson, J. M., Edwards, L. H., & Van Slyke, D. M. (2018). Getting strategic about strategic planning research. Public management review, 20(3), 317-339.

Greer, C. R. (2021). Strategic human resource management. Pearson Custom Publishing.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management. Cengage Learning.

Stewart, G. L., & Brown, K. G. (2019). Human resource management. John Wiley & Sons.

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.