Human Resources Strategic Plan For BizOps Enterprises

Direction, objective and targets

The aim of the report is to prepare a comprehensive draft of the human resources strategic plan. This report is based on the BizOps Enterprises scenarios as the managing director of the company are in process of developing the organization’s five-year strategic plan. The report will include the review of the current business plan and consider the information that is essential to relate to the innovation strategy for determining the HR direction. Moreover, the report will include the objective, direction, and mission of the company that is linked with 2015-2020 plans along with PEST analysis. Along with this, the report identifies some potential risks, ideas, and objectives to enhance productivity and efficiency through internal control, risk management, and training program.

The company is a well known retail company that offer green products and innovative strategic solutions to their clients. The company has decided to assign a new HR manager who is going to take place for a former manager. It is essential for the company to develop strategic plan to achieve the competitive advantage. Directors of the company are pursuing an innovative strategy with the aim to develop a range of tools that are essential to improve the customer’s online shopping experience. The organization wants to get ensure those organization workforces are able to implement this strategy.

The company offers the exclusive range of the products and business also ensure that they are offering the high quality and innovative products and services to their customers. Considering the large number of retail stores in Australia, the business targets quality, high-end, advances and exclusive consumer products. The company ensures that they maintain valued customers for which they emphasize on reward program for customer’s loyalty (Farhangi, 2014).

The objective of the BizOps is related to the five-year strategic plan that brings the change of current business situation that company is facing. The company is focusing on consolidating its position in the market.

• Increase in revenue by 15% by end of the year
• To maintain the profit level of 15% revenue for all the products and services by end of financial year (BizOps Enterprises Operational Plan, 2018).
• Reinvest of the profit of approx. 75% back into the business.
• Maintain leading position in annual national industry customer service awards.
• Introduction of new high-quality consumer products that leads to satisfaction.  
• Providing induction training to new employees.
• Offering the physical, financial, human and time resources to assist an annual professional development program for employees (BizOps Enterprises Business Plan (extract) 2015–2020, 2018).

PEST analysis is the assessment of the market factors that can affect the working of the company (Alkhafaji & Nelson, 2013).

Political	Economical
· Current legislation (including international and local) · Regulatory policies · Government policies · Change in the government of country through elections. · Introduction of GST · Changes in the laws like minimum wage law	· Rise in unemployment in the nation · The decrease in the interest rate · The decrease in the value of the Australian Dollar · Industry trends · Environmental factors · Growing and declining markets
Social	Technological
· Change in the behavior and attitudes of the customers · Brand image and advertising · A rise in the population · The emergence of fashion trends · An aging population of a country	· Innovation in products and services · A rate of technological changes · Online shopping · Barriers to entry (Kotler, 2015) · Computer-aided design technology

There is need of the labors that are skilled because the company found the risk with the use of technology by the untrained employees (Daley, 2012). The company needs to increase the number of employees for achieving their objectives and goals for the year 2015-2020. BizOps Enterprise needs to perform the activity of the recruitment and selection. Moreover, the company is required to be focused towards the training of the employees. The company has decided to offer the additional training resources.

HR training and development services

The engagement and communication plan is formed considering the organization chart of the company (Armstrong & Taylor, 2014). An organization chart is a diagram that reflects the structure of the organization and the relationships. (Refer Appendix 1) The structure of the company helps in deciding the communication and engagement plan which is a roadmap for getting your message across to your audience.

Manager Director And Financial operations	Message	Engagement and communication Method	Method to obtain support for a plan	Responsibility
Purpose: The director needs the details for the stir of the business towards the correct direction.
Identifying HR preferences	The sharing of current business reports with the competitor’s policies for the clarity on the operations.	Communication through electronic media like e-mail, chat, video calling and others.	The change in the business process leads to change in new adoptions. Therefore, the managers of BizOps Enterprise should corporate with each other to get support. The Managing director of HR should contribute to engage the departments.	All the department heads will communicate to a supervisor of a particular department and then they will work on the report of operations of a business.
Reach agreement on philosophies Values and policies	The communication style of the directors reflect the goals, values, and responsibility			This makes the job shared with the team and they can together to work.

Managing director business operations	Message	Engagement and communication Method	Method to obtain support for a plan	Responsibility
Purpose: The requirement of the different styles of the business makes the operation competent in competitive.
Identifying HR preferences	Communication takes place according to the needs of the departmental heads that are important until the time when MD is concerned.	The communication can be done through one-on-one or by conference	A clear description related to the objective, plans, and policies to the supervisor as this will contribute to the communication.	The responsibility is shared with all the employees who make use of technology or not.
Reach agreement on philosophies Values and policies	Support from each department	Shared intend		Improvement for the suitable development

Manager Human Resource	Message	Engagement and communication Method	Method to obtain support for a plan	Responsibility
Purpose: Support for training and development for talented employees
Identifying HR preferences	Training and development issues along with the rewards and recognitions	Informal announcement	Development of integrated communication network	Manager HR
Reach agreement on philosophies Values and policies	Providing awards to the people	Reward schemes		People are key to business growth and expansion

Manager Retail Operations	Message	Engagement and communication Method	Method to obtain support for a plan	Responsibility
Purpose: BizOp is depended on retails
Identifying HR preferences	The idea of style and prevalent and is accepted worldwide	Informal communication	Discussion with the people linked with the retails	Managing Director retails
Reach agreement on philosophies Values and policies	Multiculturalism	Encourage design and product innovation

Introduction

This is HR strategic plan for the BizOps Enterprise considering their new strategy for the business.

Direction, objective and targets

The objective of the business is to increase 15% of the revenue in the next coming years. This plan is formed with the direction to communicate the intent of manager so that planning manpower gets done with efficiency.

HR training and development services

The training and development of the employees are essential for the company to achieve the objective. Moreover, the aim of the HR is to involve new employees in the organization. The aim behind the hiring new employees is to achieve the growth and to offer them a career path for the good performers as this is the part of strategic HR policy. The major issue that is still there with the HR is training and recruitment of employees (Bryson & Alston, 2011).

The cost that the HR will be incurred for the training is meant so that they can achieve their aim that is to generate the 15% additional revenue for the years which should be higher than the cost incurred by the company for the training. Therefore, it is found that the cost of training to the employees is more comparing it with the benefits received (Boardman, et.al, 2017).

The human resource needs effective and updated technologies that are available or is expected to be used in the line production training for accomplishing the business targets. Once the company will get the updated technology than they can achieve the strategic objectives clearly and will also be able to provide the feedback for the improvement and inputs (Al-Turki, 2011).

Risk analysis refers to as the determination of quantitative or qualitative prediction of the risk factor related to a well-defined situation along with a recognized threat (Aven, 2012). Below given is the risk assessment of the BizOps Enterprise.

Risk identification is a process which helps the company to list the potential project risks and their characteristics. The safety of the employees is one of the most important aspects of the company (Risk management procedures, 2018). Therefore, the major risk that the company is facing is related to the safety of employees which is given below with the help of the risk categorization matrix.

Risk analysis

Moreover, the rating related to the risk factor is given below: –

Risk likelihood legend	Grade	Level of likelihood
A	Expected (will occur regularly)
B	Probable (will occur at some stage)
C	Possible (could occur)
D	Improbable (could occur but unlikely)
E	Rare (may occur but in limited situations)

Risk impact/ consequence legend	Grade	Level of impact
1	Insignificant
2	Minor
3	Moderate
4	Major
5	Catastrophic

Level of likelihood	Level of impact
1 (Insignificant)	2 (Minor)	3 (Moderate)	4 (Major)	5 (Catastrophic)
An (Expected)	Medium	Medium	High	Extreme	Extreme
B (Probable)	Medium	Medium	Medium	High	Extreme
C (Possible)	Low	Medium	Medium	High	High
D (Improbable)	Low	Low	Medium	Medium	High
E (Rare)	Low	Low	Low	High	Medium

Priority	Risk	Likelihood	Impact	Level of risk
Safety and security with new technology	The improper use of technology by personnel is a risk to the company	Lesser	Huge impact	Depends on the usage which varies from high to low
Generating awareness for risk related to mishandling	A risk of mishandling include: – Physical injury and Electrocution harm to machinery	A bit high in starting might decline	Huge as it might impact the health and social well-being of employees	It can be determined on the basis of efficiency of people in handling new technology
Signboards of what to do an event of an accident should be visible	No risk	Has to be there considering the part of operation policy of the company	Low, if proper care is done by employees	Low
Usage manuals availability	The risk levels are specifically mentioned for the use of it (	Minimal Because the company take precautions while buying new products	Less, if proper training is given to them	Depends on employees how they handle (Esteve-Pérez, Sanchis-Llopis, & Sanchis-Llopis, 2010)

Activity: Unauthorised use of the machinery in the company by an untrained employee.
Risks	It is more risky to the personnel as well as to the machinery
Control measures/ treatments	Control measure	Strength	Weakness
Always keep the untrained employees out of the zone or permit them with the specialized only.	Reduce the changes of incident	Employees will get less opportunity to explore the new technology when the company will not permit them.
Impact of risk/s on areas outside your responsibility	BizOps should never treat the risk within the business as an outside risk. Moreover, a detailed note of the investigation needs to be circulated and made by the company. The strength provides an advantage as they will prevent the occurrence from happening again. Though, this might deter the employees of the company from using the new technology due to the fear of accidents (Kalyani, & Sahoo, 2011).
Personnel involved	This activity will include all the employees present at the shift time along with the HR staff of the company.  This will provide an insight into the event a bigger look to get the risk sorted out. The changes in the one part of the production will affect the other parts of the production.
Expected outcomes of risk treatment plan	The company should have the in-house first aid worker with them all the times and local hospital with ambulance services as this will help to deal with such incidents that took place in business. This will sort out the incident immediately. Though this might affect the other works and they might deny using the machinery with new technology.

Type of Incident	Consequence	Likelihood	Risk Score
Minor Incident	Minor injury to employees due to the minor incidence Consequence – Minor	Rare	Low
Serious incident	Unauthorised use of the machinery in the company by an untrained employee Consequence – Major	Possible	High
Fatality	Accident as a result of the use of machinery Consequence- Moderate	Rare	Low

Action/implementation plan 

Task/Activity	Priority	Action	Timelines	Responsible person
Effective training action that provides the pro and cons of operations	To make the people alert about the dangers so that they can take the best and safe process.	Training with hands-on capability till they are comfortable enough with the use of technology.	First few weeks	Supervisor department, HR, Operations Chief
Preparing a good working manual that provides all aspects and gets them to employees	Providing the manual to the employees for their reading and understanding along with the referencing time to time (Risk management policy, 2018).	The company can offer it through the mail or hard copy	Before and after the process starts	HR department
Keeping the warning signs and safety measures	The visibility of the warning signs and gadgets to stop the harsh and improper use of the machines. It is essential to safeguard the danger.	The training by the supervisor and the application of the signboards in all the areas.	At the time of use of technology	HR and operation chief

• The HR of the company should offer the in-house training to the employees with a good deal to improve the new employees on the job training so that they can learn better and faster.
• The new additions such as involvement of the external consultant for the training on new technology machine will give a relaxation to the employees.
• Direct video session will resolve the issues related to communication and engagement which leads to the achievement of goals effectively.

Budget for training and development

Income	Incl. GST	Excl. GST
AUD 2,00,000	AUD 2,00,000	AUD 1,80,000
Total income                                 AUD 2,00,000                   AUD 1,80,000
Expense	Incl. GST	Excl. GST
AUD 1,60,000	AUD 1,60,000	AUD 1,40,000
Subtotal                                        AUD 1,60,000                       AUD 1,40,000
Contingency (+10%)	AUD 1,80,000	AUD 1,60,000
Total                                           AUD 2,20,000                       AUD 2,00,000 (Income-Expense)+ Contingency

Monitoring and review include the assessment of the plan that is formed with the aim to achieve the new strategic goals of the company. The human resource manager will evaluate the activities related to HR such as induction and new technology inputs. Along with this, they will monitor the skills gap between the new and old employees.

Milestone review

• Preparing a guess with the number of clicks on the website that the brand is getting from customers.
• Consistency in visits of customers on sites

HR performance measure

The HR of the company can evaluate the performance by linking the productivity to cost ratio or the enhancement in the performance of the new employees in the organization after completing the training.

It is recommended to the BizOps enterprise to make sure that they implement the policies step by step as this is the only way through which they can get the accurate details or facts. Along with it is suggested to the HR of the company to reduce the cost so that they can get the benefit because currently, they are not able to achieve benefit.

Conclusion 

In the end, it can be said that the objective of the company is accurate for the business as this will contribute to improve the position of a company in the market. The report includes the risk factor which will be taken care of the company. Considering the same, the company has introduced a draft of the strategic human resource plan. 

References 

Alkhafaji, A., & Nelson, R. A. (2013). Strategic management: formulation, implementation, and control in a dynamic environment. New York: Routledge.

Al-Turki, U. (2011). A framework for strategic planning in maintenance. Journal of Quality in Maintenance Engineering, 17(2), 150-162.

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Aven, T. (2012). Foundations of risk analysis. New Jersey: John Wiley & Sons.

BizOps Enterprises Business Plan (extract) 2015–2020. (2018). Business Plan summary. Retrieved from: https://aspire-bizops-docs.s3.amazonaws.com/info/company-business-plan.pdf

BizOps Enterprises Operational Plan. (2018). Overview. Retrieved from: https://aspire-bizops-docs.s3.amazonaws.com/info/organisation-operational-plan.pdf

BizOps Enterprises organizational charts. (2018). Organization. Retrieved from: https://aspire-bizops-docs.s3.amazonaws.com/info/organisational-charts.pdf

Boardman, A. E., Greenberg, D. H., Vining, A. R., & Weimer, D. L. (2017). Cost-benefit analysis: concepts and practice. Cambridge University Press.

Bryson, J. M., & Alston, F. K. (2011). Creating your strategic plan: A workbook for public and nonprofit organizations. New Jersey; John Wiley & Sons.

Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.

Esteve-Pérez, S., Sanchis-Llopis, A., & Sanchis-Llopis, J. A. (2010). A competing risks analysis of firms’ exit. Empirical Economics, 38(2), 281-304.

Farhangi, H. (2014). A road map to integration: Perspectives on smart grid development. IEEE Power and Energy Magazine, 12(3), 52-66.

Kalyani, M., & Sahoo, M. P. (2011). Human resource strategy: A tool of managing change for organizational excellence. International Journal of Business and Management, 6(8), 280.

Kotler, P. (2015). Framework for marketing management. India; Pearson Education.

Risk management policy. (2018). Risk management policy. Retrieved from: https://aspire-bizops-docs.s3.amazonaws.com/policies-and-procedures/risk-management-policy.pdf

Risk management procedures. (2018). Risk management procedures. Retrieved from: https://aspire-bizops-docs.s3.amazonaws.com/policies-and-procedures/risk-management-procedures.pdf