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BSBHRM602 Manage Human resource strategic planning BSBHRM604 Manage Employee Relations Student Name: Student ID: Assessment Type: Assessment 1 Other: Assessor’s Name: Assessment Outcome: ☐...

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BSBHRM602 Manage Human resource strategic planning
BSBHRM604 Manage Employee Relations
    Student Name:
    
    Student ID:
    
    Assessment Type:
    Assessment 1    Other:
    Assessor’s Name:
    
    Assessment Outcome:
     ☐ Satisfactory ☐ Not Yet Satisfactory
    Student Declaration:
    By submitting this assessment via Moodle, I declare that this is my own work and had not been copied or plagiarised from any other source. Please refer to the Student Handbook for more information.
    Assessment Conditions:
    Each assessment criteria is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve a ‘Satisfactory’ Assessment Outcome for the entire assessment when all assessment Criteria listed below are ‘Satisfactory’. A student who is assessed as ‘Not Yet Satisfactory’ is eligible for re-assessment with their trainer.
All assessment answers must be typed, include this assessment cover sheet and uploaded in ‘WORD’ version to moodle.
    Assessment Criteria
    Element
    Performance Criteria
    S
    NYS
    1 Research planning requirements
    1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets
    ☐    ☐
    
    1.2 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource management in the organisation
    ☐    ☐
    
    1.3 Identify future labour needs, skill requirements and options for sourcing labour supply
    ☐    ☐
    
    1.4 Consider new technology and its impact on job roles and job design
    ☐    ☐
    
    1.5 Review recent and potential changes to industrial and legal requirements
    ☐    ☐
    2 Develop human resource strategic plan
    2.1 Consult relevant managers about their human resource preferences
    ☐    ☐
    
    2.2 Agree on human resource philosophies, values and policies with relevant managers
    ☐    ☐
    
    2.3 Develop strategic objectives and targets for human resource services
    ☐    ☐
    
    2.4 Examine options for the provision of human resource services and analyse costs and benefits
    ☐    ☐
    
    2.5 Identify appropriate technology and systems to support agreed human resource programs and practices
    ☐    ☐
    
    2.6 Write a strategic human resource plan and obtain senior management support for the plan
    ☐    ☐
    
    2.7 Develop risk management plans to support the strategic human resource plan
    ☐    ☐
    3 Implement human resource strategic plan
    3.1 Work with others to see that the plan is implemented
    ☐    ☐
    
    3.2 Monitor and review the plan
    ☐    ☐
    
    3.3 Adapt plan should circumstances change
    ☐    ☐
    
    3.4 Evaluate and review performance against plan objectives
    ☐    ☐
    
    
    ☐    ☐
    1 Implement employee relations strategy and policies for own work area
    1.1 Ensure employee relations strategy is consistent with organisational strategic objectives
    ☐    ☐
    
    1.2 Develop strategies and policies through the application of a risk management approach and extensive consultation and participation by relevant groups and individuals
    ☐    ☐
    
    1.3 Ensure strategy and policies take account of equal opportunity, family/work relationships and promote the absence of discrimination and/or harassment
    ☐    ☐
    
    1.4 Develop risk management strategies which take account of the withdrawal of labour and other potential outcomes of disputes
    ☐    ☐
    
    1.5 Identify any potential areas of conflict and ensure strategies and policies take account of the objectives of relevant groups and individuals
    ☐    ☐
    2 Build and maintain a productive culture
    2.1 Negotiate awards, agreements, and contracts which balance organisational objectives and employee rights and obligations
    ☐    ☐
    
    2.2 Identify and meet all legal and organisational requirements within the conditions of employment
    ☐    ☐
    
    2.3 Undertake regular and timely consultation and communication with individuals and relevant groups
    ☐    ☐
    
    2.4 Develop policies and practices to facilitate employee recruitment, retention and satisfaction
    ☐    ☐
    
    2.5 Provide induction programs and training to develop competence and confidence and to ensure work is performed safely and effectively
    ☐    ☐
    
    2.6 Provide opportunities for employees to understand their role and how it contributes to the achievement of organisational objectives
    ☐    ☐
    
    2.7 Develop, regularly review and update individual and team development plans
    ☐    ☐
    
    2.8 Evaluate and revise employee relations policies regularly
    ☐    ☐
    3 Resolve employee relations problems
    3.1 Establish processes for early intervention to identify and minimise problems or grievances
    ☐    ☐
    
    3.2 Communicate problem solving processes to, and obtain support from, all relevant groups and individuals
    ☐    ☐
    
    3.3 Provide training to develop competence in conflict management, negotiation and dispute resolution
    ☐    ☐
    
    3.4 Obtain specialist advice where appropriate or where formal hearings are required
    ☐    ☐
    
    3.5 Ensure processes are fair, equitable and consistent with all relevant awards agreements and legislation
    ☐    ☐
    
    3.6 Ensure problem solving processes provide for external mediation and conciliation, and a
itration where appropriate
    ☐    ☐
    4 Manage diversity
    4.1 Develop plans for the promotion of diversity within the organisation
    ☐    ☐
    
    4.2 Openly promote diversity and its benefits within the organisation
    ☐    ☐
    
    4.3 Develop education and communication plans to promote and encourage diversity
    ☐    ☐
    
    4.4 Develop and implement processes to deal with events which inhibit the organisation from meeting its diversity objectives
    ☐    ☐
HR STRATEGIC PLAN FOR A SMALL BUSINESS
BRIEF
Develop a Human Resource’s Strategic plan for an enterprise or small business of your choice. Examples of small business could be but not limited to:
· A café or a restaurant
· A retail store (such as IT, books, furniture, clothing, etc)
· An automobile workshop
· A catering warehouse
· A technology store selling IT products
· A ba
ershop or beauty saloon
· A printing factory
· A packaging factory
A sample HR strategic plan template is uploaded in eLearning for your reference. File name is Sample HR Strategic Plan Template.

ASSESSMENT INSTUCTIONS
The plan could follow the structure below (although some sections may not be applicable and others, such as operational details, may need to be
oken down into further sections):
1. Provides a Company introduction, overview and description
1. Company’s mission statement
1. A definitive aim of the HR Strategic Plan
1. Stakeholders involved in the planning process
1. Overview of the Internal and external business environment (rationale for the Strategic plan)
1. Brief overview of the cu
ent Human resource functions and polices used
1. Legal issues applicable for your HR strategic plan
1. Strategic operational details including new systems, processes, procedures and policies for human resources
1. Human resources/labour requirements and how to source people for the business
1. Performance development plans
1. KPIs for HR
1. Financial requirements for implementing the HR strategic plan
1. Technological requirements for implementation of the strategy
1. Monitoring and evaluation of the HR plan
When considering the internal and external environmental factors that may support or limit the concept and operational implementation, the following should be taken into account:
1. Legal and ethical issues in HR in country
1. Comparative analysis (SWOT ANALYSIS)
While the task is fairly
oad, it is also important to keep it within reasonable parameters.
You may choose any HR Strategic Plan for review and/improvement. Other suggestions include:
1. Hour-by-hour analysis of customer numbers and orders in order to review staffing levels
1. Planning on a setup of a new service team for the workplace
1. Planning a new sales item (cost, waste, profitability)
1. Developing a training program for improved new and cu
ent staff members
1. Developing a new electronic payroll and database system for HR
REPORTING INSTRUCTIONS
1. The planning report should follow the structure as stated in instructions
1. The plan must provide a clear explanation of each of the items above in relation to any given enterprise, workplace or industry sector.
1. The report is to be approximately 2,000 words in length however this benchmark is only a guide and is not mandatory in the overall context of the assessment
1. The analysis and strategy demonstrates a knowledge and understanding of relevant Human Resource Management principles, Risk Management, business, management or industry theory.
1. Evidence of critical thinking in preparing the responses for the strategy
1. The strategy critically discusses and analyses the topic and the assessment criteria
1. All sources are referenced consistently and comprehensively using the recommended referencing system as prescribed in the subject description/outline.
1. Overall presentation is professional including spell and grammar checked judicious use of headings, font size, layout etc.
ASSESSMENT CRTIERIA (For Trainer use only)
    Assessment Criteria
    Competent (C)
    Not Yet Competent (NYC)
    analyse information from a range of internal and external sources to determine human resource strategic direction such as objectives and targets
trends and emerging practices that may have an impact on human resource management, future labour needs and skills requirements, options for sourcing labour, organisation’s preferences regarding human resources
    
    
    consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan
    
    
    Describe human resource practices and functions
    
    
    Explain the potential changes to industrial and legal requirements for the business
    
    
    Outline common options for sourcing labour such recruitment options, casual labour, contractors, etc
    
    
    Technology required and explain the impact of technology on job roles
    
    
    Describe the requirements of a strategic plan
    
    
    Assessor comments
    
VC003 College of Sports & Fitness – Assessment 1 - BSBHRM602 Manage Human resource strategic planning
BSBHRM604 Manage Employee Relations
International College of Capoeira Pty Ltd trading as ’College of Sports & Fitness’ ABN XXXXXXXXXX/ Registered Training Organisation 91345/ CRICOS Provider Code 03057C

    BSBHRM602 Manage Human resource strategic planning
BSBHRM604 Manage Employee Relations
    Student Name:
    
    Student ID:
    
    Assessment Type:
    Assessment 2    Other:
    Assessor’s Name:
    
    Assessment Outcome:
     ☐ Satisfactory ☐ Not Yet Satisfactory
    Student Declaration:
    By submitting this assessment via Moodle, I declare that this is my own work and had not been copied or plagiarised from any other source. Please refer to the Student Handbook for more information.
    Assessment Conditions:
    Each assessment criteria is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve a ‘Satisfactory’ Assessment Outcome for the entire assessment when all assessment Criteria listed below are ‘Satisfactory’. A student who is assessed as ‘Not Yet Satisfactory’ is eligible for re-assessment with their trainer.
All assessment answers must be typed, include this assessment cover sheet and uploaded in ‘WORD’ version to moodle.
    Assessment Criteria
    Element
    Performance Criteria
    S
    NYS
    1 Research planning requirements
    1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets
    ☐    ☐
    
    1.2 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource management in the organisation
    ☐    ☐
    
    1.3 Identify future labour needs, skill requirements and options for sourcing labour supply
    ☐    ☐
    
    1.4 Consider new technology and its impact on job roles and job design
    ☐    ☐
    
    1.5
Answered Same Day Jul 24, 2020 BSB61015

Solution

Sarabjeet answered on Jul 31 2020
139 Votes
HR strategic planning
BSBHRM604
HR strategic planning
Student Name
University Name
Contents
1 Research planning requirements    4
1.1    Strategic plans    4
3.1    Additional environmental analysis    4
3.2    Future labour needs    4
3.3    New technology and its impact    5
1.5 Recent and potential changes    5
2 Develop human resource strategic plan    5
2.1 Human resource preferences    5
2.2 Human resource philosophies    5
2.3 Develop strategic objectives    5
2.4 Options for the provision of human resource    6
2.5 Appropriate technology    6
2.6    Strategic human resource plan    6
2.7 Risk management plans    7
3    Implement human resource strategic plan    8
3.1    Plan is implemented    8
3.2    Monitor and review the plan    9
3.3    Adapt plan    9
3.4 Performance against plan objectives    10
1 Employee relations strategy    11
1.1 Employee Relations plan or Strategy    11
1.2 Flexibility and work/life Balance    12
1.3 Anti- discrimination and Harassment    13
1.4 Risk Management Strategy    13
1.5 Potential conflict areas    14
2 Build & maintain productive culture    15
2.1 Employee rights and obligations (full-time waitress)    15
2.2 Terms and conditions of the organisation    16
2.3 Regular & timely consultation & communication with all individuals and with relevant groups    16
2.4 Policies & practices    17
2.5 Induction programs    18
2.7 Individual and team development plans    19
2.8 Policy review and update    19
3 Resolve employee relations problems    21
3.1 Process to intervene employee disputes    21
3.2 Communicate problem solving processes    21
3.3 Training to develop competence    21
3.4 Formal hearings are required    22
3.5 Processes are equitable, fair, and consistent    22
3.6 Problem solving processes    23
4 Manage diversity    23
4.1 Plans for diversity promotion    23
4.2 Promote diversity and its benefits    24
4.3 Education and communication plans    24
4.4    Processes to deal with events    25
References    27
1 Research planning requirements
1.1 Strategic plans
Organizational strategies
a) Corporate growth
) Corporate stability
c) Corporate renewal
d) Generic competitive
2 Competitive advantage
a) Rivalry
) Supplier powe
c) Buyer powe
d) New entrants
e) Substitutes
3 Roles and responsibilities
a) Innovation
) Quality enhancement
c) Cost reduction
3.1 Additional environmental analysis
1) Understand labor markets
2) Review the internal environment
3) Gap analysis
3.2 Future labour needs
· Forecasting future labor demand
· Labor supply forecast
· Labor demand forecast
· Qualitative prediction method
· Statistical or mathematical prediction methods
3.3 New technology and its impact
In 2014, most of the survey internet expects the robot and artificial intelligence to enter every aspect of everyday life and by 2025, there will be major impact on industries like healthcare, transportation as well as logistics, and consumers related services. Home care and maintenance Even though their estimates of technology development are basically similar, they are dissatisfied with the progress of artificial intelligence and robotics, which will affect the economic and employment conditions in the next decade.
1.5 Recent and potential changes
Key legislation to monito
· Work relation
· Work Health and Safety
· Against discrimination
· Privacy
2 Develop human resource strategic plan
2.1 Human resource preferences
1) Human resource philosophies
2) HR policies
3) Human resource values
2.2 Human resource philosophies
1. Design as well as deliver a questionnaire.
2. Run focus on the groups & sessions.
3. Analyse responses as well as develop philosophy, policies and values.
2.3 Develop strategic objectives
· Consider:
i. Ask managers and others about their human resource needs
ii. Compare cu
ent HR system to user requirements
iii. Determine how to design employment opportunities to achieve results
iv. Develop appropriate recruitment/selection plans
v. Introduce performance management and system rewards.
Performance measures include:
· HR scorecards
· HR metrics.
2.4 Options for the provision of human resource
The main types of HR service delivery methods are:
• Traditional mode
• HR Business Partne
• Self-service mode.
Organization can also use cost-benefit analysis to:
• Determine costs
• Determine benefits.
2.5 Appropriate technology
· HR management systems
· Self-service delivery
· Web services (Alserhan, 2013)
2.6 Strategic human resource plan
i. Gather information
ii. Assemble information
iii. Present data clearly
2.7 Risk management plans
Risk management process:
Treat risks:
· Avoid
· Change likelihood
· Change consequences
· Share the risk
a) Recognize: Identify the risk programs that may prevent or delay the success of organizational strategic objectives.
) Analysis: An overview of the causes, effects and cu
ent therapies to assess the probability and probability of the risk outcomes and determining risk ratings.
c) Treatment: Implement existing and future treatments to prevent and / or reduce risk.
d) Monitoring: Risk and continuous monitoring and evaluation of procedures to maintain the effectiveness and accuracy of organizational risk management (Arora, 2016).
e) Report: Reports and updates are regularly provided to ensure that universities and homeowners are properly management and addressed risks.
3 Implement human resource strategic plan
3.1 Plan is implemented
The implementation of a strategic program is a unique process of change. Treat it in a similar way as the change in the organization. Senior management needs to demonstrate support for HR strategies as well as services; their management or leadership is critical to the project success.
• Discuss the concept of implementation and change
• Identify change management resources
• Discuss implementation plan
Plan development process
• Identify implementation activities.
• Identify and analyze resources.
• Develop a communication strategy.
• Develop risk control and emergency measures.
• Assign responsibility.
• Prepare the timetable.
• Develop performance indicators.
• Develop a monitoring and evaluation strategy.
Plan elements
· Explain resources
· Activities to be implemented
· Applying time lines
· Resources
· Communication activities
· Risk factors
· Monitor changes
3.2 Monitor and review the plan
· How to collect feedback and feedback?
· How do you know when a milestone is reached?
· What activities are required to be recorded?
· Which reports have to be prepared? When was it ever ready? Who will be responsible for everyone?
· How to communicate progress: forum, conference, email, internet or social media?
· What process have you seen to review and review the progress of key strategic deliverables? (Açıkgöz and Günsel, 2016)
· Do enough information to explain policy enforcement and its implementation?
· Do senior management and stakeholders understand progress?
· Is there a report of risk handling and management of identity?
· Is there a risk registration report for risk development?
· Is there a process to implement the implementation plan change?
· Do the care and lessons are addressed and documented?
· Do teams wanting to take co
ective actions when determining risk?
· Is the reporting process being used? Who is responsible person?
· How have feedback technology been activated?
3.3 Adapt plan
Brainstorm: Changes and Impacts
3.4 Performance against plan objectives
Review the efficiency of the services and strategies, systematically to collect and to analyse data in areas for example:
· Employee Skills growth
· Employee Solutions
· Productivity and Sales
· Budget performance
· Increase productivity
· Restructure the organization
· Reduce absenteeism
· Offer flexible work hours
· Decrease staff
· Offer voluntary redundancies
· Increase diversity
· Ensure recruitment advertising emphasizes diversity of the workplace
· Incentive scheme
· Implement a reward and recognition program
1 Employee relations strategy
1.1 Employee Relations plan or Strategy
Equal Employment Opportunities
My organization respects and respects the difference between all employees because these differences only affect company culture (Beer, 2017) . The Equal Employee Communication Strategy ensures that every employee is treated fairly, harassment is avoided and without equal discrimination, training, advertising, and equal opportunities are available. To the end, the company compromised:
i. Generating policies and procedures for equal recruitment and selection
ii. Develop a system of planning and performance to achieve the goal of equal opportunities
iii. Equal opportunity strategy interaction for each employee
iv. Give equal training and development opportunities for each employee
v. Ensure that there is a proper communication channel between the company and its staff to make possible complaints about harassment.
vi. Regular repetition of the policies
Engage the team members: it must be important and inevitable for that organization. A person must be assigned responsibility based on your interests and responsibilities. Do not affect them. Let them accept the challenge voluntarily. They will make fun of what they do, or they will eventually fight with their colleagues.
Encourage people to share work with everyone: People can talk to everyone and discuss their issues to improve their comfort (Boutilier, 2016). Work together and make your own decisions. Team leaders will only intervene in extremely controversial and serious wrong confusion issues.
Set goals and all team members need to make equal contributions and achieve goals within the expected time limits: motivate them to group work. In this way, workers do not have the option to faith their colleagues and help each other. Employees must be free to express their ideas, and to decide what is best for everyone and for everyone
Try to maintain the best level. All...
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