The five major tasks of the human resource manager is to initiate the recruitment process, provide training to the employees working in the organisation, engagement in the professional development, ensuring the legal compliance and maintain relations with the employees (Day and Moore, 2018).
Explain the importance of the human resources strategic planning function and list three objectives related to human resources strategic planning
One of the important components of HR management is the strategic planning. It creates a direct link between HR and strategic plan. HR planning also deals with the proper planning for employees and helps them in achieving the goals of organisation as well as the individual goals.
The objectives related to human resource strategic planning are:To ensure the human resources are sufficient enough to meet the strategic goals of the school.To follow the trends such as the social, economic, technological and legislative that creates a heavy impact on the human resource in the existing area or the sector.To keep the flexibility in the organisation, as there is a possibility of the changed future rather than as anticipated (Hrcouncil.ca 2018).
Explain the aim and scope of the Fair Work Act 2009 and its importance for the human resources function.
The Fair Work Act 2009 is the primary piece of legislation which is entitles to govern the Australia’s workplaces. The main aim and scope of this act is to provide a balanced and equal framework for the productive workplace stations in order to promote the national economic prosperity and also to make aware about the social inclusion for all the Australians. It also aims to provide the terms and conditions of the employment ad set out the rules and responsibilities for the employees, employers and the organisation as a whole (Employsur, 2018).
Explain which employees are covered by the dismissal laws and which are not
Casual employees unless they have been employed on a regular basis for at least six months Shift workers and employees
Outline the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards
The 10 minimum entitlements of NES are:
The weekly hours are maximum, the flexible working arrangements and the requests for the same, parental leave, annual leave, long service leave, community service leave, public holidays, compassionate leave and personal carers leave, fair work information statement and notice of termination and redundancy pay.
Outline at least four examples of the information that must be kept for each employee according to the Fair Work Regulations 2009.
The four examples are as follows:
Employee resumes and job application details, Wage slip, performance records, trade certification and registration certificates (Business 2018).
Explain each of the following options for sourcing a workforce:
Recruiting from outside of the company:
Advantages
It helps you acquire competitive intelligence about other firms New hires can help you identify other potential candidates to “poach” from their firm
Disadvantages
The candidates are not worthy enough for the desired post Disputes may occur due to high cultural diversity
Casual labour
Advantages:
The casual staff can support in times of the peak season Casual workers are certainly not paid entitlements
Disadvantages:
They lack knowledge in terms of the expertise possessed by the employer At times no entitlements can lower down the morale of the casual workers.
New graduates or trainees:
Advantages
The graduates are the people who are enthusiast and they can nourish their potential.They are just like the blank canvas that can be moulded and trained accordingly.
Disadvantages
Since they are freshers, they require training and therefore, it will cost huge amount.They lack skills and experience so the employer need to invest time to make them understand.
Offshore workers:
Advantages
Foreign workers are cheaper than the domestic ones Foreign workers work for the benefit of the company which eventually enhances the economy of the country
Disadvantages
Absence of the common language makes it difficult to communicate The idea of hiring the foreign talent is directly related to the negligence of the local talent.
Contractors:
Advantages
Self-employed entities can be expedited as required—and when the undertaking is finished, the self-employed entity proceeds onward.There is no compelling reason to flame somebody when workloads change (Miller, 2015).
Disadvantages
Contractual workers/subcontractors may cost your business more than the identical every day rate for utilizing somebody.By depending on contractual workers or potentially subcontractors, your business does not get or create abilities in-house.
Consultants:
Advantages
Consultants help organizations by bringing customized training which helps the staff for new technologies that may be introduced in the near future With the help of the consultants the waste can be eliminated in several areas and a proper alignment can be created between the front office and the distribution office (Batyski, 2017).
Disadvantages
Knowledge, training and experience walk out the door when a consultant leaves Often, HRMS consultants are brought in due to their years of experience and expertise
Outsourcing to recruitment consultants:
Advantages
Human resources staff helps in recruiting responsibilities and increase the volume and can quickly focus on the core HR responsibilities Companies can address high turnover problem when they outsource recruiting to get better qualified candidates and a better recruiting process from experienced, dedicated recruiters (Luthans and Doh,2018).
Disadvantages
The companies who want to keep the in house recruitment as using the outsourcing recruitment can make the company loss their control over the primary assets.It better not to outsource rather than to recruit a wrong person for the work and increase tension among the business
Explain the impact of technology on the human resources function and how this has benefited the recruiting function of human resources
The department of HR is of such a nature that the technology most affects it. The increasing pace of the HR administration is being performed electronically to enhance the productivity of the managers The technology has enhanced the interface within the web to create a connection with different experts and associations in the industry. The technologies have been helpful in creating the awareness among the general public.
Briefing report
An overview
The report of the human resource strategic plan describes the current scenario of the King College Edward VII. Currently the college is having a staff of the 24 members but in literal sense it requires the team of 32 members. The top technologies that have been introduced in the market are the block chain, intelligent analytics, internet of things; digital twins can impact the human resource department of the college. Under the job analysis and design there is a lack of formal system and the job roles are also not segregated properly. The legal and the potential requirements are not changed and have been same.
Currently the number of the staff is 24, but the same will be required for the Sydney branch. The existing policies are basic in nature and there is no formal code or system to follow in staff retention and succession planning (Bailey, Mankin, Kelliher and Garavan, 2018). The gaps are also found in the induction policy which is for a limited period. Also the professional system of te staff is not formalised. The human resource information system is managed through the basic accounting software.
Overall the King Edward College VII needs to implement the new strategies to overcome the gaps and variances. There are certain strategies and programs that need to be followed in order to build the new system. The basic accounting software shall also be replaced with the advanced technological software to make the transactions easy.
Human resource strategic plan
Priority Areas
The improvement shall be done in the priority areas which are The retention of the staff is another priority (Green and Gouge, 2015).The formal training and management of the employees Equal opportunity and diversity for the employees
Objectives
The three major objectives of the school shall be To improve the professional development and identify the gaps and variances To recruit and select the staff which is highly qualified so that they can meet the targets and increase the productivity and present the managers with support system (Nicholas and Steyn, 2017).To set up the competition among different schools in the same locality in order to create an identity
Targets
To achieve the number of staff members till 32 To train the employees with latest technology and advancements To allocate the resources to potential human resource so they can utilise to fund to gain the knowledge and enhance the expertise (Beare, Caldwell and Millikan, 2018).
Risk management plan
The risk management plan is basically a method to cope up with the risk and to induce the practices that can minimise the future possibility of risk.
Identification of the hazards
The hazards can be poor quality of building material used to construct the new building in the Sydney, the furniture and the technology implemented in the school is out-dated, the food services offered can possess risk of spoiled food and unhygienic resources (Sadgrove, 2016).
Harmful effects
The harmful effects of the above hazards can be drastic in nature such as it can affect the lives of the students as well as the staff members.Many other toxic environmental and chemical hazards can be found in schools. Some major hazards may be a part of the school building itself. For example, asbestos, lead, mercury and PCBs can be found in the building materials, paints, pipes, switches, and lights used in many school buildings (Champy, 2018).
Evaluation of the risks
The respective risk authority will deeply analyse the above hazards and evaluate the possible alternatives to avoid further misbalance.
Recording of the findings
Once the risks are evaluated from each possible area the risk manager shall record the findings and observations and the same shall be communicated to the CEO of the school.
Review and the assessment
Lastly as a Human Resource Manager there should be a proper review policy to assess the entire plan and to find out any kind of variances that fall outside the plan and which does not align or match with the plan.
Work balance report and action plan
After getting the feedback for the human resource strategic plan from staff and the Health and Safety Officer, a range of work/life balance programs can be implemented and recommended for the college. Some of them are:
Educate the employees
The college must make its staff aware about the concept of work/life balance. It should conduct seminars, webinar or hire a professional who will explains the ways in which such balance can be achieved.
Flexible timings
Making the working hours flexible will definitely contribute in the promotion of healthy work life at college. It will encourage the staff and motivate them at the same time.
Health and safety initiatives
The college can offer various health care facilities to its employees such as giving membership of a gym or fitness centre for a year. Conducting classes at work and organizing various sports activities for the staff will also help in maintain their health.
Updated Health policies
The health and safety policy statement states the aim of college is to offer a safe and healthy environment for learning and working to its staff and students. This can be achieved only by improving and implementing the mentioned action plans and programs. Following improvements can be made in this respect.
Provide proper training programs to the employees so that they can work safely and without any risk.The machines and equipment used in laboratory are kept safe so that no harm can be cause to the life of teachers and students.Appropriate health initiatives should be taken which give fruitful results to the college.
Report on implementation
This is to report to the CEO regarding the problems faced by people who are working from home. Due to connection problems, the college is not able to communicate with them properly which eventually hinder the work from both the ends. Although, the implementation was positive but technological limitations led to obscurity in conducting the meeting as the team cannot use tools like webcams. This has gone against the objectives of professional development and increasing the productivity as mentioned in the plan.
Updated Human resource Plan
In order to reduce or avoid the problems faced by the work from home team, the college should update the technology used so that connection problems can be minimized. The main issue is of communication only which can be solved by establishing better connectivity. The updated human resource plan also involves in addition of the new technological software to minimise the time for recording the transactions.
References
Hrcouncil.ca (2018) HR planning
Business (2018) Employees & record keeping
Miller, B. (2015) Benefits of Hiring Independent Contractors
Batyski, H. (2017) 4 Disadvantages of Hiring an HRMS Consultant
Employsur, (2018) Fair Work Act Summary
Sadgrove, K., (2016) The complete guide to business risk management. California: Routledge.
Nicholas, J.M. and Steyn, H., (2017) Project management for engineering, business and technology. California: Routledge.
Green, T.A. and Gouge, D.H., (2015) School IPM 2020: A Strategic Plan for Integrated Pest Management in Schools in the United States. Version, 3, p.325.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., (2018) Strategic human resource management. England: Oxford University Press.
Bratton, J. and Gold, J., (2017) Human resource management: theory and practice. Geramny: Palgrave.
Luthans, F. and Doh, J.P., (2018) International management: Culture, strategy, and behavior. London: McGraw-Hill.
Day, C. and Moore, R., (2018) Staff development in the secondary school: Management perspectives. California: Routledge.
Beare, H., Caldwell, B.J. and Millikan, R.H., (2018) Creating an excellent school: Some new management techniques. California: Routledge.
Champy, J., (2018) Reengineering Management The Mandate for new Leadership. Boston: Harper Collins.
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