Manage Human Resources Strategic Planning
This unit describes the skills and knowledge required to develop, implement and maintain a strategic approach to managing human resources in an organisation ensuring that the organisation has the structure and staff to meet current and foreseeable business and performance objectives
It applies to individuals employed as human resource managers after a firm grounding has been established in a range of human resource activities.
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
1. 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
Evidence of the ability to:
- analyse information from a range of internal and external sources to determine:
o human resource strategic direction, objectives and targets
o trends and emerging practices that may have an impact on human resource management
o relevant technology
o recent and potential changes to industrial and legal requirements
o future labour needs and skills requirements
o options for sourcing labour
o organisation's preferences regarding human resources
- consult and communicate effectively with relevant stakeholders to develop, implement, monitor and review a strategic human resource plan including:
o budget
o priorities
o agreed objectives, targets, programs and practices based on cost-benefit analysis
o timeframes
o risk management
o evaluation against objectives.
Knowledge Evidence
- describe human resource practices and functions
- explain the relevant legislative, regulatory and industrial requirements for the business
- outline common options for sourcing labour including:
o recruitment options
o casual labour
o new graduates or trainees
o off shore workers
o outsourcing
o contractors
o consultants
- explain the impact of technology on job roles
- outline labour market options for sourcing labour supply
- describe the requirements of a strategic plan
Foundation skills
Reading - Organises, evaluates and applies content from a range of structurally complex texts relating to human resource strategic planning
Writing - Communicates complex ideas relating to strategic objectives, matching style of writing to purpose and audience
Oral Communication - Establishes and maintains complex and effective spoken communications in a broad range of contexts with relevant managers to determine resources preferences, philosophies and values
Numeracy - Selects and interprets mathematical information that may be embedded in a range of tasks and texts to analyse costs and benefits as well as dealing with budgets and risk management plans
Navigate the world of work - Ensures knowledge of legislative requirements and products is kept up to date in order to provide accurate information
- Develops and implements strategies that ensure organisational policies, procedures and regulatory requirements are being met
Interact with others - Selects and uses appropriate conventions and protocols when communicating with managers at various levels
- Participates in conversations relevant to role responding, explaining, negotiating and persuading as required
Get the work done - Sequences and schedules complex activities, monitors implementation and manages relevant communication when developing the strategic plan
- Makes a range of critical and non-critical decisions in relatively complex situations, analysing data and taking a range of factors into account when researching planning requirements and developing the plan
- Gathers and analyses data and seeks feedback to improve plans and processes
- Uses digital technologies to manage business operations and actively investigates new technologies for strategic and operational purposes
CASE STUDY:
C Design is a design & communications consultancy established in 1983 by Francis Greenaway, an English national who perfected his design skills at the City of London Polytechnic. C Design almost immediately positioned itself as Sydney's market leader in design services, and was responsible for some of the most recognizable brands and identity systems in Australian business and the public sector.
Greenaway's ability and track record as one of the country's most capable creative directors, possessing the rare ability to translate the values and the language of business and institutions into quality visual systems and effective design, held the business in good stead for many years. This was proven by the enduring nature of C Design's work for institutions such as the National Library of Australia, Australia Heritage Commission, National Museum of Australia, Art Gallery of NSW, and the NSW Parliament. C Design has also maintained an impressive publishing portfolio for leading arts and cultural institutions as well as prestige projects for top tier professional firms and major corporations.
Task 1: Executive summary:
A. In your executive summary, make sure that you include details about the following:
1. What is this report about?
2. What is the current situation of company (from case-study)?
3. What is the strategic requirement of C-Design?
4. How HR planning would support the strategic growth of C-Design?
5. What are the long-term and short-term objectives you want to achieve for C-Design?
6. How would you monitor the Strategic and HR plans?
B. Create a Vision statement (corporate strategy) for C-Design.
7. What image of C-Design do you want to establish in future?
C. Define the Mission (Business strategy)
8. Determine operational areas you need to focus on in order to achieve C-Design's vision (e.g. Workforce planning, updated technology etc.)
Task 2: Marketing strategies:
For this task you are required to provide a detailed description (using your own words) of the marketing strategies used by C-Design. Be sure to give examples and clear explanations to support your key points.
Task 3: Organisational hierarchy of C-Design
A. Create an organisational structure for C-Design based on the case study.
1. Define managements (Top, middle, Bottom management)
2. Type of employment (Full time, part-time, casual etc.)
B. Complete an environmental analysis to establish strategies for C-Design
C. For this task, you need to complete a full, detailed SWOT analysis.
For your analysis, be sure to identify as many strengths& weaknesses of C-Design to generate opportunities and minimize threats:
Task 4: Develop HR strategies
After analysing the Vision, mission statement, marketing strategies and completing a SWOT analysis to align with Strategic planning of C-design (choose from workforce planning, training & development, recruitment & selection, succession planning etc.), for this task, you will need to create:
1. Long-term and
2. Short-term HR goals
3. Cost-benefit analysis
Be sure to include reasoning and ensure that it is clear WHY these are essential goals
Task 5: Job description
For this task:
In order to align with the marketing strategies and fulfil an immediate vacancy for the position of Digital Producer in C-Design, you need to create a detailed Job description. Use the template below to help you create your own job description for this particular role:
Task 6: HR Gap analysis
For this task, you are required to consult with your classmates (simulated workplace managers) in order to complete an HR Gap Analysis. Use the table below to help you do this task, and ensure that you include as much information as you can (to get more marks!).
Task 7: Conclusion
Based on the Gap analysis you completed in Task 7, for this task you will need to provide a clear summary of the information presented in this report.
Here, you will also need to make clear recommendations, indicating what needs to be modified or rectified in C-design in order for it to achieve its HR strategies and ultimately the strategic objectives as well.