BSBHRM501: Manage Human Resource Services Assignment Sample

BSBHRM 501: Manage Human Resource Services

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Assessment Task 1: Develop HR delivery strategies – Report and action plan

Introduction

The idea behind presenting this report is to discuss the different HR needs and how they are important for short and long-term planning and arranging the HR activities. This report also contains the options to deliver the HR options. Later in this report, the action plan for delivering those services have been given in context of JKL Industries.

Human resources needs

HR needs should be identified in order to analyse the activities of the organisation. They give a direct signal about the employee skills and knowledge and help in removing the gap in the organisation structure. HR needs in context of JKL Industries have been explained briefly below:-

Business Documentation: It is the written record of the business events. It includes legally and government mandated features, practices, and documents. Apart from this, it is a formal recordkeeping about various employment events.

Employee Feedback: They are necessary for improving business activities and environment. It can be taken through surveys, interviews, etc.

Organisational Structure: It best defines the organisational needs and business planning, and is crucial for efficient business performance. It also helps in curbing the challenges from the market and competitors. In JKL Industries, as the leasing out business is not giving profits, the HR manager have to think about the delineation of the new work to the workers who are associated with the leasing on rent business.

Policies and Procedures: HRM needs a handbook consisting of legislative requirements, legal practices, company policies, etc. This is helpful in ensuring that the workers are treated fairly (Bryant& Allen, 2013, p. 174).

Options to Meet HR Needs

As given in the scenarios, JKL Industries is planning to join hands with some overseas suppliers in order to gain an advantage over its rivals. The company is repositioning its sales and services and transforming its organisational structure. This can be done using various options to meet HR needs:-

Labour Relations: HR managers of JKL industries should focus on union-management relationship. It is a good HR practice to include clear and comprehensive performance standards and certain specified elapsed-time measurements in the union contract.

Training and Development: Training helps in maintaining the performance standards, increasing the employee morale, and assists in achieving the targets. Training helps in improving the team work and helps in personal development of the JKL industries’ employees.

Develop options for delivery of HR services

• Automate Workflow: One can automate the work by making use of technology. This not only remove the chances of errors but it also speed up the work. This can lead to optimize use of HR resources.
• Efficient cross-departmental case management:This is the most efficient way to incorporate case management functions with effective workflow abilities. The problems are re-routed automatically to an apt team or person for response and follow-up.
• HR Technological advancements: For the efficient functioning of HR department, they must be armed with the most advance technology in order to curb any gap in service delivery.
• Developing an extensive HR knowledgebase: Employee empowerment by solving their issues without depending on HR is a part of a good service delivery strategy. Absence of a comprehensive knowledgebase will result in wastage of time of HR manager in answering simple problems(Bryant& Allen, 2013, p. 174).

Recommendations to meet HR needs

• Every business plan should be based on strategic planning
• Regular gap analysis will help in identifying the requirements of different department.
• Building HR strategies based on organisational strategies can really help in the management.
• Ensuring good labour relations can increase the productivity.

Conclusion

In this report, different HR needs and how they are important for short and long-term planning and arranging the HR activities were discussed. It also contains the options to deliver the HR options along with the recommendations to meet HR needs.

Action Plan for HR Strategic Planning

Assessment Task 2: Deliver HR services – Presentation and coaching/ performance management plan

In the following report, the HR strategy and its importance in business context have been discussed. In addition, the role of SLA in improving the business performance has been talked about. Apart from this, different human resource strategies are also discussed in here.

Developing a good HR strategy requires a deeper understanding and knowledge of organisation goals and business plans. HR strategy defines HRM policies that can assist in identifying the potential threats and opportunities in both quality and quantity of  human resource  required by any organisation. Apart from it should this, it must put some strategic  interventions (Festing & Schäfer, 2014, p. 121)

Some of the many benefits of a good HR strategies are that the process of integrating strategic goals of an organization with human resources, thereby improvising and strengthening the performance, flexibility, innovation, and gaining a competitive edge over others (Ulrich& Dulebohn, 2015, p. 189).

HR strategy not only provide competitive advantage over the rivals in the market but it also focus on areas, such as Talent management, overall Development of employees, personnel Management, reward management, and maintaining productivity.

SLA is a contract that states all the services an organisation is providing and is duly signed by the customers and service providers. It talks about various aspects of the business, such as response time, pace of the work, quality, efficiency, etc.

SLA establishes a mutual understanding between service provider and consumer. It is also required for HC management, employee relations, organization development, resourcing, high-performance management, corporate social responsibility, employees’ engagement, knowledge management, talent management, and learning and development.

Usually, HRM strategies are directed by the overall business strategies and help an organization in attaining its long-term goals. It is a revolutionary step in the field of HRM. The categories of HR strategy are:-

• High-performance management
• High-involvement management
• High-commitment management

This strategy is directly linked to organisational performance as it employs high performance work systems for different business aspects, such as Training and development, performance management, recruitment & selection, and reward management.

This strategy talks about self-regulating the business instead of controlling it. This strategy aims at forming a trusted relationship. It makes use of many approaches to achieve commitment:

• Career ladders and emphasis on trainability
• Functional flexibility
• Reduction of hierarchy, ending of status differentials
• Reliance on teams: dissemination, structuring work

This is a unique approach that treats workers as the business partners. It is helpful for the employees as they can control their work effectively. It assists in communication for mutual understanding.

In the course of the presentation, the importance of a good HR strategy was emphasized along with its uses. In addition, the role of SLA in business performance was elaborated. Different human resource strategies had been discussed in this section.

Action plan for delivery of SLA

Assessment Task 3: Evaluate HR service delivery – Report and Client Survey

Action plan for monitoring of HR service delivery performance

Executive Summary-Recommendations

• Restructuring the strategic policies, functions, planning tools in order to achieve the organisational goals.
• Ensuring that an organisation is staffed by the highly skilled individuals in order to benchmark the operations of the organisation.
• Allowing the managers to suggest changes in the existing organisational structure.
• Establishing the channels of communication to report the organisational issues directly to the management.
• Planning division should contain highly qualified individuals in order to measure, analyse, and identify the demand of services.
• Implementing a framework both internally and externally that develops guidelines for varieties of service delivery response.

Introduction

This report highlights the proposed recommendation for HR service delivery. Along with this, an analysis of the organisational policy, legal requirements, and performance data has been done. Later on, recommendations for service improvements has been proposed.

Performance, Ethics, values, and code of conduct

Ethics are directly related to management. An ethical business reflects the values, language, beliefs, attitudes, behavioural pattern. These characteristics of an organisation define its operating culture. HR managers who are unable to provide effective leadership and set up systems that ensure ethical conduct are similar to those who execute, conceive, and benefit from organisation misdeeds. Nowadays, companies are making policies for SLA. Customer-based SLA are being made to provide services to the customers based on their personal needs. This kind of SLA is made between a particular consumers groups that covers all the services the consumer are using. It details out the quality and nature of the service.

Usually, code of conduct serves numerous essential purposes:-

Compliance: It obligates the workers and organisational leaders to implement legislations within the work premises and summons them if they don’t follow the code.

Marketing:A code act as a statement of company’s vision, commitments, standards and ethical performance of an organisation in the market.

Recommendations for Service Improvement

• Improving the mentoring process in order to set goals, plan, and monitor the results.
• Taking measures to increase the staff retention.
• Rigorous assessment of the education climate within the organisation
• Emphasizing performance management, knowledge management, and competence Management.

Conclusion

In this report, the proposed recommendations for HR service delivery was highlighted. Along with this, an analysis of the organisational policy, legal requirements, and performance data was done. Later on, recommendations for service improvements had been proposed.

Action plan to support communication of changes and implementation of changes

Assessment Task 4: Integrate business ethics in HR practices – written questions

1. What are two pieces of legislation that may apply to managing human resources?

2. How do human resource strategies and planning processes relate to business and operational plans?

3. What is performance management for the delivery of HR services in your own words?

4. What is contract management for HR service delivery in your own words?

5. How is feedback used to modify the delivery of human resources?

6. Use JKL Industries’ code of conduct to answer the following questions.
   1. What are the requirements of the organisation’s code of conduct?

1. How would you communicate the code of conduct? Discuss:
   • activities
   • strategies to achieve the aims of the communication activities
   • technologies and media to achieve the aims of the communication strategies. Note: you may wish to submit an action plan as an alternative way of answering this question.

1. Who would you consult and why?

1. How would you monitor employee adherence to the code of conduct?

1. How would you incorporate the code of conduct into HR policies and practices?

First step is to identify and control the risk as this is the prime responsibility of every HR manager. They are required to make every employee aware and adhere to the established internal controls within the organisation. It is their responsibility to eliminate all risk, ensure employee’s compliance with all the regulatory information.

1. How would you incorporate the code of conduct into service level agreements?

1. How can the effective implementation by HR of a code of conduct contribute to business and operational success?

1. How would you personally ensure that you adhered to (and were seen to adhere to) the organisation’s code of conduct?

7. You have had a complaint from one of the senior managers that information relating to a sexual harassment investigation was being discussed amongst his team members. He believes the human resources officer may have discussed the case with a friend (uninvolved in the case) who works in the manager’s department.
   1. What action would you take as the human resources manager?

1. What could be the consequences of failing to act promptly and appropriately?

1. What could be the business impact of failing to act promptly and appropriately?

1. How can you ensure all human resources staff are clear about ethical expectations and behaviours?

8. Your recruitment service provider has advised you that on an employee recruitment request form submitted to the provider, the manager specifically requested he preferred older women who won’t ‘run off and get pregnant’.
   1. What legislation is this in breach of?

1. What action would you take to deal promptly with the matter?

When you discussed the situation with the manager, he stated, ‘how am I supposed to know this that it’s not ok to make that request? Is it written down anywhere? I’m a mechanic not an

HR expert. Why don’t you do this from now on?’

1. What documentation within the organisation would identify that his request is inappropriate?

1. What would you do to ensure that all personnel in the organisation are aware of their obligations, the company’s policies, procedures and expectations and the consequences of unethical behaviour?

1. What would you do to ensure the matter was handled in accordance with confidentiality requirements and the policy-related requirements of the organisation?

9. How would you use digital technologies and systems safely, legally and ethically when gathering, storing and accessing information?

References

• Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent.  Compensation & Benefits Review,  45(3), 171-175.
• Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective.  Journal of World Business,  49(2), 262-271.
• Gilbert, Y. S., Medney, H. R., Mazzotta, S. G., Wu, C., & Drake, W. (2015).  S. Patent No. 9,189,756. Washington, DC: U.S. Patent and Trademark Office.
• Hartman, L. P., DesJardins, J. R., & MacDonald, C. (2014).  Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill.
• Lang, P. T., Loarte, A., Saibene, G., Baylor, L. R., Becoulet, M., Cavinato, M., ... & Gribov, Y. (2013). ELM control strategies and tools: status and potential for ITER.  Nuclear Fusion,  53(4), 043004.
• Macías, M., & Guitart, J. (2014). SLA negotiation and enforcement policies for revenue maximization and client classification in cloud providers.  Future Generation Computer Systems,  41, 19-31.
• Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management.  Human Resource Management Review,  25(2), 216-231.
• Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR?.  Human Resource Management Review,  25(2), 188-204.