BSBHRM602 Task 2.4 - Human Resources Strategic Plan
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Information Technology and Business University of Indonesia *
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Nov 24, 2024
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This document is Human Resources Strategic Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBHRM602.
King Edward Business College Human Resources Strategic Plan
Introduction
It is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, (talent management) strategy, (recruitment) and selection strategy.
Human resource planning is the ongoing process of systematic planning to achieve the best
use of an organisation's most valuable asset – its human resources. The objective of human
resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding
workforce shortages or spares.
The following are benefits of strategic human resource management:
●
Increased job satisfaction.
●
Better work culture.
●
Improved rates of customer satisfaction.
●
Efficient resource management.
●
A proactive approach to managing employees.
●
Boost productivity.
Priorities
●
Workforce Planning
●
Recruitment and selection
●
Training and retention
●
Reducing staff turnover
●
Compensation
●
Performance appraisal and evaluation
●
Industrial Relation
1
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-
BSBHRM602
-SRT-V2019.1.2
This document is Human Resources Strategic Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBHRM602.
Operational Priorities Plan
Operational Plan does present highly detailed information specifically to direct people to perform the day-to-day tasks required in running the organisation. Organisation management and staff should frequently refer to the operational plan in carrying out their everyday work. The Operational Plan provides the what, who, when and how much:
What - the strategies and tasks that must be undertaken
Who - the persons who have responsibility of each of the strategies/tasks
When - the timelines in which strategies/tasks must be completed
How much - the amount of financial resources provided to complete each strategy/target
The purpose of the Operational Plan is to provide organisation personnel with a clear picture of their tasks and responsibilities in line with the goals and objectives contained within the Strategic Plan.
Recruitment, selection and induction
Objective: To ensure the recruitment and retention of first class employees. Actions
Responsibility
Budget
implications
Performance
Indicators
Target date
Introduction of
flexible and good
working conditions HR officer or
Administrative officer Allocate staff
time Employee
satisfaction rate After
recruitment Development of
retention plan HR officer or
Administrative officer Allocate staff time Retention rate After recruitment Introduction of
formal training and
continual learning
HR officer or
Administrative officer Allocate staff
time Knowledge
achieved with
training After recruitment Introduction of revised pay scale and benefits HR officer or
Administrative officer Allocate staff time Employees happiness In the process of working smart and hard 2
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-
BSBHRM602
-SRT-V2019.1.2
This document is Human Resources Strategic Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBHRM602.
Workforce development
Objective: To drive individual and team performance Actions
Responsibility
Budget
implications
Performance
Indicators
Target date
Develop an effective vision and
mission
CEO
Allocate staff
time
Effective planning
Prior to the
start up
Create comfortable
office space
Administrative
Officer
Allocate staff
time
Conducive environment
In the process
of work
Conduction of
Monthly evaluation Administrative
Officer
Allocate staff
time
Staff
feedback/suggestions
monthly
Organizing and
coordination of
informal event or
programs
Administrative
Officer
Allocate staff
time
Event
As and when
necessary
Supporting and valuing the workforce
Objective: Develop and implement more effective performance management for staff Actions
Responsibility
Resource
Requirements,
Performance
Indicators
Target date
Monthly conduction
of meeting to discuss
outcomes and results
HRO or ADM
Employees
Hall
Projectors
Feedback/suggestion
turnover rate
Monthly
Recognition, reward
and award for the staff HRO or ADM or CEO
Certificates
Gifts
Recognition
turnover rate
Annually
Evaluation of the staff
HRO or ADM
Target achievement
rate
Annually
Introduction o incentives and increment HRO or ADM or CEO
Budget
Staff satisfaction
turn over
Annually
Workforce Skilling
Objectives:
●
Develop and implement more effective performance management for staff 3
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-
BSBHRM602
-SRT-V2019.1.2
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This document is Human Resources Strategic Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBHRM602.
●
Expand employee development
Actions
Responsibility
Resource
Requirements,
Performance
Indicators
Target date
Providing training and attachments
HRO
ICT
Tutorials
Expertise
Resource person
Skills achieved with
training
As and when
required
Introduction of
online learning
ICT
HRO
Tutorials
Expertise
Resource person
Skills achieved with
training
As and when
required
Use peer reviews
HRO
Reviews
Turnover rate of peer
As and when
required
Set regular
meetings to discuss result and outcomes
HRO or ADM
Employee
Hall
Staff turnover
feedback/suggestions
Monthly
Human Resource Information Management
Objectives:
●
Develop and implement more effective performance management for staff ●
Expand employee development
4
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-
BSBHRM602
-SRT-V2019.1.2
This document is Human Resources Strategic Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBHRM602.
Actions
Responsibility
Resource
Requirements,
Performance Indicators
Reduction of paper and related materials and storage HRO
ADM
Computers
Internet
Cost cutting
Improved time and attendance tracking abilities and accuracy
HRO
Computers
Internet
Efficiency and punctuality Reduction of errors within payroll
systems and employee information databases
FO
HRO
Computers
Internet
Software
Efficiency and punctuality Providing training and online course
HRO
ADM
Lectures
Online training
The productivity of the
staff
Overview of costs and benefits of human resources services indicated in operational priorities
plan
●
40% the budget to be allocated towards workforce planning, recruitment, selection and inductions process
●
35% of the budget to be allocated towards professional development program
●
25% of the budget to be allocated towards staff welfare/work life balance and compensation packages 5
© RTO Works 2019 SELC Career College Australia RTO: 91721 SELC-
BSBHRM602
-SRT-V2019.1.2