BSBHRM602 Manage Human Resources Strategic Planning 17367 Andy Tandian

Brief Report
King Edward VII College currently employs 24 staff members including the CEO, a Marketing Manager
and Marketing Assistant, Human Resources Manager, Finance Manager, Administration Manager, Office
Assistant, Receptionist, Academic Manager, Student Services Officer, and approximately 14 trainers.
Because of the great achievement and success, two new campuses are going to be established, one in
Sydney and one in Brisbane. Therefore, fresh and new human resources are needed to fill that space. No
staff have been employed as yet, but it is anticipated that each campus will need a receptionist, student
services officer, and 4 trainers minimum. However, lack of skilled trainers and assessors is a key issue.
Key skills required are high level knowledge and skills in adult learning and the design and development
of assessment tools.

The current condition being faced by King Edward VII College is the emergence of new technologies
related to human resources in an organization. A company must be innovative and always be reactive to
changes, especially when it is an opportunity to grow. Nowadays, almost all organizations and companies
use fingerprint or ID card tapping for attendance, and the data is automatically stored in the system.
Australian companies also have used less paper and migrate on electronically stored data. Implementation
of Human Resource Information Systems (HRIS) is getting more common and massive because in the
long run it will help the company to be sustainable and operate more effectively. Human Resource
Information Systems or HRIS offer a lot of benefits, some of them are,
● Record-keeping. An HRIS is a record-keeping system that keeps track of changes to anything
related to employees. The HRIS can be seen as the one source of truth when it comes to personnel
data.
● Compliance. Some data is collected and stored for compliance reasons. This includes material for
identification for employees in case of theft, fraud, or other misbehaviors, first contact
information in case of accidents, citizens identification information for the tax office, and
expiration dates for mandatory certification. All this information can be stored in the HRIS.
● Efficiency. Having all this information in one place not only benefits accuracy but also saves
time.
● HR strategy. The HRIS enables the tracking of data required to advance the HR and business
strategy. Depending on the priorities of the organization, different data will be essential to track.
This is where the HRIS comes in.
● Self-Service HR. A final benefit is the ability to offer self-service HR to employees and
managers. This enables employees to manage their own affairs. When done right, the HRIS can
offer a good employee experience.

King Edward VII College could implement the payroll systems, performance management, and also time
and attendance. Even though initially a large amount of cost is required, in the end it will create benefit
and a more effective working procedure.

Every year, there are both major and minor changes to Australia’s employment regulatory landscape.
Some changes only affect certain businesses and industries, and there are others that affect every
workplace regardless of the industry. The minimum wage is also reviewed and updated every year.
Moreover, there are also several regulations that force the organization to shift and change the reporting
scheme. These regulation changes both could benefit and become disadvantages for the company. It will
impact the workforce’s daily job, appraisal system, and also the need for a new workforce.

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It is anticipated that each campus will have 50 students. So, two training and assessment staff and one
administration and support staff is needed to fill the space. The method of recruiting trainees and/or
graduates and recruitment consultants could be implemented. Recruiting trainees or graduates have
several downsides, but it is one of the best methods because someone who has a sense of belonging
towards the university is needed to make the university grow faster. The potential candidates should be
marked by the trainer. Moreover, using a recruitment consultant is costly, but the end result would be
satisfying.

Sustainability is needed not just in the business aspect, the workforce needs to be sustainable, the process,
the external parts of the company also have to be sustainable. Sustainability is needed in almost all
business phases and stages. The value of continuous innovation and workforce diversity that has been
implemented by the organization is a good start. The values to deliver the best education for giving back
to the community is also great to be implemented, because education is really important and the
organization needs to strive for the best and offer the best education system. Continuous innovation is not
enough, continuous learning and improvement is also important. Learning and improvement is important
for the workforce, the aspects of who is physically contacting the customers, student.

Strategies have to be aligned with the company's main objectives. Therefore, the strategic plan for the
company are,
● Conducting recruitment and retention of high quality staff. Recruitment needs to be stricter to
eliminate candidates that are not suitable for the company. Moreover, the best human resource
which contributes for growth in the company needs to be retained. The objective is of course to
find the best person to do the job, and also to keep the best person’s working motivation and
welfare.
● Working on and developing people. Finding someone with the highest intellectual level, and the
highest skill is hard. Rather than finding that someone, it is better to train and develop the ones
with great attitude and willingness to learn. Training and development will boost workforce’s
skill and knowledge, or even managerial skills. In the end, the return will be earned by the
company because of the increasing performance.
● Creating a healthy, safe, and supportive workplace culture. Healthy and safe workplace should
follow the Australian WHS law. Safe, healthy, and supportive workplace will lift up the working
environment and employee’s mood. By having a better working environment and mood, the
workplace will become more harmonic and effortlessly performance will be affected.

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Human Resources Strategic Plan

Introduction
A strategic plan is a document used to communicate with the organization the organization's goals, the
actions needed to achieve those goals and all of the other critical elements developed during the planning
exercise. Strategic plan outlines a clear path for the company. Also, by having a strategic plan, the
company and all of its stakeholders have a certain thing to be focused on. Strategic plan will sharpen the
focus to achieve the company’s objectives. Constructing a strategic plan also means reflecting and being
aware of the company’s internal and external condition. Strengths, weaknesses, opportunities, and threats
will be readdressed and the next step could be further constructed.

Priorities
The strategic directions are,
1. To be a leader in vocational education and training
2. To establish and maintain high quality infrastructure supporting clients and staff
3. To be well led, high performing, profitable and accountable
4. To develop our people and resources

Operational Priorities Plan

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. Basically, the
Operational Plan is a plan for the implementation of strategies contained within the Strategic Plan.

Recruitment, Selection and Induction

Actions Responsibility Budget Performance Target date
Implications Indicators
Constructing and HRM Time spent by Turnover rate of March 2020
implementing an employees staff is reduced
Equal Employment and the right
Policy in a formal person to be
way. assigned for the
job is recruited.
Review the HRM and Outside Turnover rate off May 2020
information stated Marketing consultants and staff is reduced as
in the job Manager time spent by applicants with
advertisement to employees shared values are
ensure a more attracted to our
accurate organization.
information that
could reflect King
Edward VII
College’s value
and vision and job
requirements.
Expand the use of HRM and Time spent by Creating June 2020
social media to Marketing employees transparency of
increase visibility Manager information even

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of opportunities in recruitment
with King Edward advertisements so
VII College. that all employees
know the benefits.

Workforce Development
Actions Responsibility Budget Performance Target date
Implications Indicators
Constructing HRM Time spent by Achievement of August 2020
development employees each member in
method and every ending of the
provide staff with session.
opportunity to
acquire new
Introduce a system HRM Time spent by Record and review January 2020
of performance employees each session
conversations and monthly program
capability of professional
development development

Supporting and Valuing the Workforce

Actions Responsibility Budget Performance Target date
Implications Indicators
Identify and have HRM and Agreement letter Acquire 1 year October 2020
an agreement Operations agreement letter by
toward flexible law
working system
Identify and HRM and Finance Bonuses Doing a review of June 2020
develop a better the system
reward and monthly
recognition system
Develop HRM Computers, time Doing gathering to May 2020
workplace spent by staff increase colleagues
diversity action relationship
plan that clarifies
the responsibilities
of each staff
Develop monthly HRM Survey questions Reviewing the March 2020
survey to find out and survey result monthly survey
staff’s condition marking list report
and whether help
is needed

Workforce Skilling
Actions Responsibility Budget Performance Target date
Implications Indicators

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Develop and HRM Professional Record and review January 2020

introducing a Trainer the benefits in the
rolling end of the session
development
program for
professionals from
trainer or assessors
Focus on the HRM Staff assessment Examining work January 2020
staffing assessment record drivers, output,
internally by processes, and task
examining work monthly.
drivers, output,
processes, and
tasks.

Human Resources Information Management

Actions Responsibility Budget Performance
Implications Indicators
Develop and HRM Software Research All staff have a
introducing the basic
concept and understanding of
benefit of human HRIS and the
resources impact.
information system
Implementing HRM RFID Card and Data stored related
HRIS for Tapping machine to attendance could
developing be useful for
training and decision making.
development
strategies

Overview of Cost and benefits of human resources services indicated in operational priorities plan
Total Cost Annually Total Benefits Annually
2019- 2019-
Website Improvement $1,000 Increase of 10% in students (50 Students)
Annual internal audit fee $2,700 Increase in Market share 5%
Establishment of Workforce Plan $2,000 Increases credibility due to conducting audit
Personal Development Program $1,500 Cultural awareness of staff improved
Implementing Performance Management Retention of skilled workforce
Review System $1500
Lease for Campus Premises $8,000
2 Part Time Admin $40,000
4 Part Time Trainers $120,000
2020- 2020-
Annual internal audit fee $1,700 Increase of 10% in students (55 Students)
Lease for Campus Premises $8,000 Increase in Market share 5%

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2 Part Time Admin $40,000 Increases credibility due to conducting audit

4 Part Time Trainers $120,000 Retention of skilled workforce
Extra-
1 Admin $20,000
1 Trainer (Full Time) $60,000
2021- 2021-
Annual Internal Audit Fee $1,700 10% increase in students (61 Students)
Lease for Campus Premises $8,000 Increase in Market share 5%
2 Part Time Admin $40,000 Increases credibility due to conducting audit
4 Part Time Trainers $120,000 Retention of skilled workforce
Extra-
1 Admin $20,000
1 Trainer (Full Time) $60,000

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BSBHRM602 Manage Human Resources Strategic Planning 17367 Andy Tandian

Risk Management Plan

Risk Description Likelihood of Risk Impact of Risk Priority of Risk Preventative
Action and/or
Contingency Plan
Australian Likely Significant Med Hi Accepting policy
Government change will be a
changing policy in constant factor to
relation to industry manage, An
understanding of
this should be
instilled in all staff,
Develop ability to
foresee and react
quickly to change
Significant drop in Possible Moderate Medium Identify operating
cash flows costs as per future
plans and past
performance,
Identify available
finance, Efficient
invoicing and debt
recovery, Accurate
income projections
World Recession Likely Severe High Diversification of
source markets,
Target markets
with strong growth
forecasted,
Monitor the
economic trends
Difficulties in Likely Minor Low Med Offer attractive
acquiring skilled salary packages,
trainers and including full-time
assessors contracts to
trainers and
assessors,
Development of
further HR policies
and procedures
Competitors Likely Minor Low Med Regularly review
Undercutting financial
Prices management
models and
processes,
Continue focusing
on quality,
Continue strategy

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of quality brand
promotion
Small Staff Team Unlikely Minor Low Med Identify and source
potential casual
staff to call on in
times of sickness
and holidays,
Planning for
holidays and leave
Failure to control Possible Moderate Medium Effective financial
expenditure planning and
review,
Coordination of
activities
,Systematic review
of practice

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E-mail to CEO & Senior Managers

To : The CEO

From : Andy Tandian (Project Manager)

Subject : Attachment of the Human Resources Strategic Plan and the Risk Management Plan

Dear Mr. Dennis,

Hereby attached the Human Resources Strategic Plan and the Risk Management Plan. I am looking
forward for your valuable feedback. Additionally, if everything is okay, please provide me the approval or
acceptance to implement the Human Resources Strategic Plan and the Risk Management Plan.

Respectfully Yours,

Andy Tandian