Summary BSBHRM602 MANAGE HUMAN RESOURCE STRATEGIC PLANNING Task 1

BSBHRM602 MANAGE HUMAN RESOURCE STRATEGIC PLANNING Task 1 Question 1 Outline five key functions of a Human Resources Manager, including a short description of each function. Possible responses may include: 1. Workforce Planning - a Human Resources Manager conducts workforce planning to identify workforce needs and to ensure that a sufficiently qualified workforce is available. 2.Recruitment and selection – Human Resources Managers manage the recruitment and selection of staff which may include establishing processes, as well as overseeing staff conducting recruitment and selection. Depending on the size of the organisation, they may also be involved in interviewing staff. 3. Performance appraisal – Human Resources Managers may be involved in setting up performance appraisal systems, as well as conducting performance reviews of employees to keep track of their progress and plan professional development. 4. Employee welfare – Human Resources Managers may be responsible for setting up systems to ensure employee welfare, as well as providing direct advice and assistance to staff to assist them both at work and outside of work. 5. Industrial relations – Human Resources Managers may need to sort out issues within the workplace regarding terms and conditions and sometimes may need to negotiate with other parties such as unions. Question 2 Discuss three aims of human resources strategic planning (Firstly, explain why it critical and important, then list and discuss each aim. 1.Ensure adequate human resources to meet the strategic goals and operational plans of the organisation – the right people with the right skills at the right time. 2. Remain flexible so that the organisation can manage change if the future is different than anticipated. 3. Ensure the recruitment of talented personnel. Question 3 Identify at least five information areas that should be included in a Human Resources Strategic Plan. Possible responses may include: 1 BSBHRM602 Manage Human Resource Strategic Plan Pamela Lucarini AIBL. Values 2. Strategic directions 3. Targets 4. Objectives 5. Priorities 6. Key performance indicators. Question 4 Discuss the four key steps in the human resources strategic planning process. 1. Assessing current HR capacity: Based on the organisation's strategic plan, the first step in the strategic HR planning process is to assess the current HR capacity of the organisation. The knowledge, skills and abilities of your current staff need to be identified. This can be done by developing a skills inventory for each employee. An employee's performance assessment form can be reviewed to determine if the person is ready and willing to take on more responsibility and to look at the employee's current development plans. 2. Forecasting HR requirements The next step is to forecast HR needs for the future based on the strategic goals of the organisation. Realistic forecasting of human resources involves estimating both demand and supply. Questions to be answered include: How many staff will be required to achieve the strategic goals of the organisation? What jobs will need to be filled? What skill sets will people need? When forecasting demands for HR, you must also assess the challenges that you will have in meeting your staffing need based on the external environment. 3. Gap analysis The next step is to determine the gap between where the organisation wants to be in the future and where you are now. The gap analysis includes identifying the number of staff and the skills and abilities required in the future in comparison to the current situation. You should also look at all your organisation's HR management practices to identify practices that could be improved or new practices needed to support the organisation's capacity to move forward. Questions to be answered include: What new jobs will we need? 2 BSBHRM602 Manage Human Resource Strategic Plan Pamela Lucarini AIBL