Task 2

1. Research and develop a human resource services strategy briefing report

Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that
specializes in the design and build of high-quality metropolitan city homes for Sydney
designers and surrounding areas.
An analysis of the company’s strategic priorities and their relationship to human
resources;
 To increase revenue by 10% annually
 To expand into the Brisbane and Sunshine Coast market
 To expand into the environmentally sustainable market
 To be well led, high performing, profitable and accountable
 To be an employer of choice

Also, the company have some priorities which is related to Human Resources such
as:
 recruiting for key positions in Brisbane and Sunshine Coast
The HR need to post a Job Vacancy related to the Key Position to looking for a
staff
 Develop and implement work-life balance programs
HR need to explain what is work life balance and structure time at work to each
employee in the company
 Employ at least 3 permanent site staff
HR need to check staff performance reviews in order to put 3 permanent staff to
be responsible on their site
 Develop and implement strategies for increasing number of women in the
workplace
HR need to hire more of women staff, HR can post a Job Vacancy only of women
in the company website of put it in the Job Seeking Website
 Staff performance reviews
HR can check each performance of their staff in their staff records
 Analyse workforce diversity
HR can check staff information or background in the data that their keep when
they are doing interview or sign a contract.

A PESTLE analysis that identifies and analyses external factors that affect or are likely
to affect the human resources requirements of Boutique Build Australia.

Political Australian government changing policy in relation to

industry
Economical Significant drop in cash flow

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 Social Failure to recruit planned number of clients
Technological The world recession and the domino effect
Legal Changes to Acts and other relevant legislation
Environmental Competitors undercutting prices
Potential strategies for increasing female representation.

 Offer Truly Flexible Schedules

 Put Women in Leadership Positions
 Offer Paternity Leave
 Be Vigilant About Excising Sexism from the Workplace
 Empower Female Employees to Shape Company Culture
 Encourage Female Role Models

3. Develop a Human Resource Action Plan

Strategies Actions Priority Timefram Responsibil Performanc

(What) (How) Low es ity e Indicators
Mediu (When) (Who) (Measureme
mHigh nt)
Make job description for 10 May HR Site staff in
advertising 2019 Manager place by
Make job advertising in 12-20 HR increasing
Employ at
Gumtree, Seek and LinkedIn May 2019 Manager the diversity
least 3
website balancing
permanen
Medium the women
t site staff Interview and select the 20-25 HR and men
that are staff for the recruitment May 2019 Manager staff in
women
Boutique
Build
Australia.
Staff Make discussion with High 10 May HR All staff
performan Managers about discussion 2019 Manager performanc
ce reviews of performance review e reviews
making Collect the form of staff 12 May conducted
performance review 2019 using new
performanc
Collect the data of the staff 13 May e review
absence list, the work 2019 system
productivity and customer

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 feedback
Invite the staff to be 15 May Learning and
reviewed by the HR 2019 developmen
Manager within one on one t plans
consultation at least 10 documented
minutes per person and
implemente
Staff performance review 16 May d for all staff
meeting with managers and 2019
Directors

Make meeting with managers 10 HR

and Director about the planning May Manager
of training development 2019
Make the work-life balance 15 HR Staff survey
program May Manager in 6 months
2019 (employee
Increase the performance of 15 HR satisfaction)
Become the managing the feedback and May Manager
employer of survey to support the company High 2019 The
choice from the staff productivity
of the staff
Make the training of Excellence 18 HR
can increase
Marketing to marketing staff, May Manager
10% from
customer service and 2019
last year.
administration staff 2
Make the training of Excellence hours
Leadership staff training to all
staffs
Make the event of monthly 25 Increase the
routine fun and exercise for the May work-life
staff of Boutique Build to have 2019 balance of
Increase
their group dinner, play games the staff
work-life
after the finishing work, go to HR and
balance
karaoke or watch cinema on Medium Manager increase
performance
Friday night after finish work, and productivity
in the
on Sunday can go to Bronte and
workplace
beach together for happy team teamwork
trip or sports playing. in the
workplace

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4. Send email to senior managers and relevant stakeholders

Date : 03 June 2019

To : Senior managers and stakeholders
From : Sukamto, HR Manager
Subject: The HR action plan and the briefing report of Boutique Build Australia

Dear all senior managers and relevant stakeholders,

I am writing this email to inform the discussion that have been made and feedback gathered in
the previous meeting yesterday morning. I have made the summary and attachment of the
human resource service action plan should be including:
 Employ at least 3 permanent women staffs
 Staff performance review appraisal implementation
 Become the employer of choice
 Increase work-life balance performance in the workplace
This is the human resource action plan that must be implemented to the Boutique Build
Australia to improve their human resource performance and increase the satisfaction from the
team.

If you have any recommendation, please let me know.

Kind Regards,

Sukamto
HR Manager

5. Develop a Service Level Agreement

Overview

The purpose of this document of Service Level Agreement in Boutique Build Australia is to
manage the human resource performance and clearly identified and state the performance,
responsibilities and roles of the HR manager in the workplace. The performance is to increase
the work development and great work managing to achieve the strategic plan of Boutique Build
Australia.

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Service Specifications

The stakeholders involved in Boutique Build Australia to manage this performance of human
resource are:
 Senior Managers
 Human Resource Manager
 Operational Manager
 Specialist
 Trainers

The Service Level Agreement needs to include, as a minimum, roles and responsibilities and
specific targets in relation to:
 Job analysis
 Advertising
 Preparation of documentation
 Interview
 Appointment offers.
 Requirement minimum for the recruitment and performance
 Recruitment and selection activities
Specific recruitment needs and task for the human resource team are:
 HR manager needs to make the interview questions
 HR manager needs to book the interview room
 HR Manager should invite all the candidate that has made the applying to the interview
session
 The interview session is only for 20 minutes per person
 Only there will be 20 people interview in a day with maximum of 3 hours performance
 The HR team will help to do the interview too
 The women candidate is only recruited in this stage of recruitment
 The induction session will be given to the staff after they are shortlisted and successfully
go into the company through the interview acceptance
 Managers are to ensure that, where possible, a minimum of two reference checks are
conducted prior to an offer of employment being extended to a candidate.

Performance Standards
Performance standards include:
 HR team will provide all the material, knowledge, the safety instruction and the policy
procedures for the staff that are recruited.
 Every training, induction, session of demonstration and the teaching of mentoring will
be announced, and all staffs must follow it when they are selected to join the session.

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  The providing of the poster and policy of diversity implementation will ensure that
women and men staff are working equally and treated equally based from Fair Work Act
2011.

The human resources team will ensure that all activities associated with recruitment are
actioned in the following timelines.

Activity Detail Responsibility SLA target

Job analysis Analysis and evaluate staff HR Manager Achievement of
performance in organisation to planned targets
achieve goals

Advertising The job vacancy is placed in HR Manager Job advertisement is

website and social media announced using the
Gumtree, Seek, Boutique Build brochure posted in
Website and ask from the the staff board.
internal staff to give their 15 applicants
references applying
13 – 23 June 2019
Shortlisting The shortlisting is based on the HR Manager 4 candidates are
candidate that can work with successfully
the required skill and knowledge shortlisted
in Boutique Build Australia 24 -26 June 2019

The shortlisted candidate is HR Manager Discussion and get

discussed within the meeting decision on
with other managers recruitment 28 June
2019
Candidates The candidate will get the email HR manager Email sending to
contacted of successful letter and asked invite them
for induction training session 29 June 2019

Client (Manager) Responsibilities

The client undertakes to:

 Manage the recruitment and provide the knowledge of recruitment to HR team
 Make the report to the senior manager of Boutique Build Australia the status of the
recruitment process
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  Make the good performance talking and managing the knowledge sharing
 Make the good work and development of complaint handling if there is conflict arising
in the workplace
 Give the list of tasks, responsibilities to the candidate that has been recruited to work
based on their task and list
 Make the training announcement, support to the HR team and also make sure the work
performance of recruitment, selection and training performance is clearly done in good
work.

Monitoring and Review

The monitoring and review performance of this service level agreement will be done by the HR
Manager discussing the measurement that is achieved or not. The monitoring and review will
be implemented after 3 months. The review of work by the candidate is implemented in every
month for the performance appraisal by the HR Manager and HR team. They should be able to
conduct the good work and communication with the team member to ensure they are good to
maintain the performance.

1. Send email to Managing director and all senior and line managers

Date : 03 June 2019

To : Managing directors and all senior and line managers
From : Sukamto, HR Manager
Subject: Service Level agreement monitoring and training needs for HR Manager

Dear managing directors and all senior and line managers,

I am writing this email to let all managers and managing directors know about the Service Level
Agreement that have been made. The monitoring performance of the Service Level Agreement
will be within every three months review. The monitoring and review performance of this
service level agreement will be done by the HR Manager discussing the measurement that is
achieved or not. The monitoring and review will be implemented after 3 months. The review of
work by the candidate is implemented in every month for the performance appraisal by the HR
Manager and HR team. They should be able to conduct the good work and communication with
the team member to ensure they are good to maintain the performance.

There will be training needs for the line manager that is helped by the HR manager and team.
The training is including:
 Job description writing
 Job interview of candidate performance

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  The shortlisting performance
 Managing the flexible workplace arrangement understanding procedure
 Managing the work-life balance to all staffs and team

The suggestion of the training is discussed within the team meeting on the previous one. This is
good and could grow the chance for the human resource team and all staffs to grow and give
their best to improve the work and achieve the target. Please kindly call me or ask me if you
have any inquiries about this information.

If you have any recommendation, please let me know.

Kind Regards,

Sukamto
HR Manager

7. Write memo to the manager that doesn’t achieve the target

To: All Manager

Subject: Service Level Agreement monitoring report

According the report from the Service Level Agreement that have been implemented in 3
months, the result that shows there are 3 staffs recruited on 2019. This means the good
performance has been made. This performance of recruitment was not meeting the target of
the service level agreement and stated of the target to achieve it.

In this case, we would like to suggest the improvement and training to all managers about the
communication and clear communication of service level agreement.

The shortlisting performance was delayed and not made within one day as the stated in the
service level agreement. In this case, I will announce that all managers should gather and join
the training of shortlisting the applicant from the recruitment session.
The training will be held on 12 October 2019 morning from 08am – 10am.

8. Calculate the return on investment

Outsourcing basic HR ROI=

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ROI = net financial gain/ cost of program x 20%
= $800,000 – 600,000 = 200,000$
= $200,000 / $600,000
ROI = 33.33%

Restructuring HR
ROI = $1,000,000 - $800,000 = $200,000
= $200,000 / $800,000 = 25%

Integrating HR services and recruitments

ROI = 150,000 – 100,000 = $50,000
= $50,000 / $100,000 = 50%

The most likely I want to do implement is the Outsourcing Basic HR service. This is good
because the ROI is 33.33% in a year. So, within 3 years, there will be 99.99% improvement and
it has been good. The other selection takes longer time and more than 3 years to get the ROI.