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Learning checkpoint 1 –research planning requirements
This learning checkpoint allows you to review your skills and knowledge in researching planning requirements.
Part A
1.What drives strategic human resource management and what activities might need to be undertaken as part of strategic human resource management?
Making HRM more focused on making existing HR services to be more efficient, compliant and effective is what drivers strategic HRM. The organization needs to consider their place along the HR transformation journey in focusing as well as honing the HR capabilities which are beyond supporting the business strategy. there are various activities which are undertaken as part of the strategic HRM these are as follows; strategic recruitment and selection, training and development, performance management, compensation and reward of the employees. When the organization executes these strategies it would enable them to address the business imperatives of today as well as the future aspects.
2.To identify an organisation’s strategic human resource objectives, what sources would you consult within the organisation?
There are various HRM objectives which exist with an organization; these objectives are as follows, succession planning, workforce mobility, engagement of the workers, and executive leadership. These objectives are aligned with the organization goal. One could consult the Human resource department get information in relation to the HRM objectives. The director of the Human resource ensures that the managers adhere to the employment as well as the labor regulations. Additionally, it is the HRM professionals who help the organization in meeting the multitude objectives in the HRM strategic objectives.
3.Use the internet to identify three potential sources of labour for an organisation you are familiar with. One of the sources of the labor is the educational institutions. Sometimes the recruiters within an organization are sent to education institutions where they meet the members of the faculty as well as the individuals who are in charge of the placement services who could recommend to them candidates who are suitable. An example like future first organization usually sends representative to the professional meetings and conventions in order to recruit the workers. Other sources are employment agency, who are specialized in maintaining up to date data of the job seekers. Another source is through referrals. This is where the organization is referred to by their existing workers, clients or even the associates. They could be used for skills which are in short supply.
4.List four impacts of new and emerging technology on job roles and job design.
1.The new and emerging technologies could displace a given number of the workforce from the active employment. Nonetheless, historically these innovations they are able to generate many job opportunities.
2.The technology would reduce the drudgery hence allowing the development of the families as well as the social networking.
3.There would be new adaptations to these kinds of changes via inventing of the new job types along with taking advantage of the unique individual talents.
4.A given proportion of the highly skilled employees would succeed in the emerging technological environment.
5.The coming wave of the innovation would threaten the white collar jobs since some would be replaced from the employment especially in areas where technology would be used rather than humans.
5.Explain how you can keep up-to-date with changes in workplace legislation and regulations.
There are various way to stay up to date with the changes in the workplace legislation and regulations these are as follows;
One way is to have an employment law attorney on the contract and to have his office send any legislative updates for anything related to the legislations and regulations. Another way is to subscribe to the email updates from the department of labor. Each and every state has an equivalent organization which deals with the employment law as well as rules and regulation for a given state. Another way is through browsing the online forums or even the discussion boards. Through this discussion boards they could be tailored around given topics. One could find them overwhelming and find new information related to the new regulation and legislation and this could be helpful to the organization in the future
Read the case study, and then answer the questions that follow.
Case study
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.
1.Define the company’s corporate strategy
This company corporate strategy is diversification. The organization is moving to a new market due to the increased competition from the overseas organization. Moving to new area will enable it to take advantage of the less expensive overheads and be able to reduce their manufacturing operations which they are encountering previously.
2.What potential issues and/or problems might the company face in the near future?
One of the issues is the loss of the customers. It might be possible that some of their current customer the company had would not follow them across the new location. Another issue is that of cost of business interruption. Any kind of business would suffer the loss of productivity in the days prior to and following the move of relocating. Other issues are insignificant tax incentives. They might not take advantage of the same tax break they enjoyed previously. There could be also issues related to the staff recruitment difficulties. There has been rumours that the UK based multinational have offered the middle management individuals some redundancies and when this happen and they accept it would be difficult to get such dedicated workers again.
3.Prepare an appropriate HR strategy for the organisation for the next one to two years.
The HR strategy to implement for the next two years for the organization is as follows.
Establishment and implement market based system which has a wide compensation programs and practices. This will ensure that the workers are able to respond to the relevant market, and they can drive consistency of the practices which are set appropriate in order to review and monitor on the system. The future implementation of this strategy is to help the organization to move towards the alignment in the market which allows us to make competitive talent choices and at the same time make a sustainable excellent workforce.
learning checkpoint 2–develop human resource stretgic plan rning checkpoint 2–Influence Groups and Individuals
This learning checkpoint allows you to review your skills and knowledge in developing the human resources strategic plan.
Part A
1.Explain how you will consult with relevant managers to identify their human resource needs and preferences.
The consultation with the relevant manager in order to identify HR need and preferences entails some process. One is to get all the data in relation to the employees at all the levels. This way it would help to know what each like, the issues which are happening and the recommendations they would like implemented. The next step is analysis. This entails the biggest issues related to the need of the workers and the solutions and the best practices to implement. The next stage entails strategizing to determine the recommendations to implement. When these aspects are put into perspective one can now consult the managers and discuss the issues which are affecting the workers and provide relevant recommendations.
2.How will you gain agreement from managers for the strategic human resources plan?
I would gain agreement from the manager for strategic HR plan trough providing them step by step of the implementation of the plan. Going through each component of a plan and laying evidence on how it would be implemented would help gain confidence from the managers. A good plan of action that has long term benefit to the organization cannot be shun away from the implementation.
3.What potential costs and benefits are associated with the provision of an internet-based recruitment system?
1.The online recruitment system is time saving. The recruiters and the employers could easily access the job seekers and the job seekers could access jobs.
2.Reach a bigger audience. It is possible to target a wider audience without having to pay an extra or alter the strategy for recruitment.
3.Easy access to the employers.
4.It helps broaden on the scope of the candidates.
5.It has a state of the art tools for the filtration. The employers are able to filter CVs which are available in huge bulk.
1.It is very expensive to acquire and also maintain for many organizations.
2.It is difficult to measure its effectiveness.
3.There could be a large response rate.
4.Lost labour hours. It could be complicated or technical when posting job on the system and there is need for someone to manage the recruitment campaign.
5.There may be some fraudulent applications.
4.How can you ensure the strategic plan’s style of writing matches its purpose and audience?
The style or the tone in writing the strategic plan has an impact to the audiences just as the tone of the voices influences the listeners in face to face conversation. There are various aspect to consider when it comes to strategic plan writing these are; for what the reason is one writing the plan and what message does it convey. One should adopt a courteous style. When one is writing they need to establish the goodwill as well as the interpersonal connection with the reader through use of polite tone. The next thing would use of appropriate emphasis. It is important to help the audience in understanding the point or even the ideas they believe to be significant through use of a given emphasis.
1.Identify two technology options, either in your organisation or one you are familiar with, that are available to support their human resource programs and practices.
Electronic Human resource Management- This is an IT application which is used to support or connect individuals to participate the HR activities.
Human Resource Information system. It is an integrated system which is useful for acquiring as well as storing data that is used to make analysis, make decisions particularly in the field of the Human Resource.
2.Your organisation is testing the idea of adding new features to the existing suite of HR services. Conduct a risk analysis of this idea. Identify the risks. For one of the risks, evaluate the likelihood and impact of the risk occurring, and identify treatment strategies.
Intellectual property loss risk: This risk occurs when the organization deals with the customer data, loses it or defraud by staff. There is high likelihood of the risk occurring especially when they hire fraudsters in the organization. The treatment strategy would be to reassess the hiring vetting processes and consider re-vetting workers after set periods of time. Another risk is the compliance and regulation, the organization might not comply to the new regulation related to the additional features, and breaking the regulation could cost the business. The organization can work with the compliance team to make sure that the workers are aware of the risks.
3.Assume that you are the HR manager for an organisation. Develop a strategic objective for the organisation in the areas of recruitment and selection.
The recruitment and selection process would be aligned to the business strategy, since the organization is in the business of offering services and market position as the leader with the differentiations. The selection process would entail selecting individuals who has the right set of capabilities and attitude. An example when hiring the customer care the following would be looked at: The individual should have soft skills, empathic attitude and should not be aggressive. They should have good analytical skills along with the flare with the leadership. The first step would be to apply, then the organization takes those aggressive steps of interview process, meet with the various managers, and then the offer is given. When they accept the offer an appointment letter will be given and the various training offered when they commence the job.
This learning checkpoint allows you to review your skills and knowledge in implementing the human resources strategic plan.
1.Explain how you will identify appropriate people to work with you on the strategic HR plan’s implementation.
I would identify individual to work with by looking at individual specialization and skills they have; I would look at various skills their strengths and weaknesses and identify those that have the skills that are aligned to what I require for the process of implementation.
2.Explain how you will monitor the progress of the strategic HR plan’s implementation. To ensure that their progress in the strategic HR plan implementation, in the monitoring process the following should be done; one is to ensure that the activities are consistent with the organization mission, values and vision. There is also need to keep under the review on the internal and the external changes that may require any adjustments based on the organization strategy which impacts the ability to achieve the plan.
3.Identify and explain two reasons why you might need to adapt the strategic HR plan.
1.Helps to monitor the progress: the strategic plan helps the organization to achieve their stated goals and objectives in the strategic plan. The plan could rely on the cooperation as well as the support of the workers and the personal department or function that are within the organization.
2.Helps in evaluating the HR policies: the premise to the HRM to the organization policies and the procedures which are related to the workers fit into the organization strategic plan. Establishment of this link between the HR and strategy could help the organization to evaluate on their current HR policies and at the same time replace on the outdated policies.
Assume you are the HR manager and you have been asked by one of the organisation’s managers to provide advice on how to evaluate the performance of a plan against the plan’s stated objectives. Develop a checklist of actions the manager can use to effectively undertake this task.
The performance evaluation plan helps the managers to provide an equitable measurement to the
Contribution of the workers to the workforce on the stated objectives. The managers could use
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