Manage human resource

services

BSBHRM501B

M Raza Aslam

IIPD Student
25-Jul-15
BSBBHRM501B Manage Human Resource Services M Raza

Course name:

Diploma in Business

Unit name:

BSBHRM501B Manage human resource

services

Assessment One:

Determine strategies for the delivery of

human resources

Assessment criteria:
Part One

Develop a Service Level Agreement for the provision of HR services to Sams Shoes and Slacks

Prepared for: Billy Ramdas

Prepared by: Muhammad Raza Aslam

Date submitted: 25-July-2015

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Contents
Assessment One (Part One) Report for Sams Shoes and Slacks ............................................................... 4
Introduction .............................................................................................................................................. 4
Technology: ........................................................................................................................................... 4
HR Strategy support their strategic planning:...................................................................................... 8
Introduction to strategic HR planning ..................................................................................................... 8
Strategic HR Planning ............................................................................................................................ 8
Strengths: .............................................................................................................................................. 9
Weaknesses: ......................................................................................................................................... 9
Opportunities: ....................................................................................................................................... 9
Threats: ................................................................................................................................................. 9
Part Two ................................................................................................................................................ 9
Interview Question ................................................................................ Error! Bookmark not defined.
Part# 5 ................................................................................................................................................. 10
Part# 6 ................................................................................................................................................. 11
Consultants Agreement: ........................................................................................................................ 11
HR Consulting: ......................................................................................................................................... 11
............................................................................................................................................................... 11
Recruiting and inducting employees: ................................................................................................. 11
Job descriptions, advertisements, employment contracts, recruitment policies and induction
programs. ................................................................................................................................................ 11
............................................................................................................................................................... 12
Managing workplace health and safety: ............................................................................................. 12
Workers compensation: ...................................................................................................................... 12
Workplace productivity improvement:............................................................................................... 12
1. What is Recruitment? ..................................................................................................................... 12
2. Explain the purpose and importance of recruitment? ................................................................... 12
3. Explain recruitment process?.......................................................................................................... 12
4. What are the various internal and external sources of recruitment? ............................................ 13

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5. Explain the internal and external factors affecting recruitment?................................................... 13

Confirm Report for Business Agreements .......................................................................................... 14

Assessment One (Part One) Report for Sams Shoes and Slacks

Introduction

This report focuses on human resources (HR)requirements for the next two years with strategic planning
which includes four areas; technology, learning and development; recruitment and selection; and
organization development. The objective of this strategic planning is to align with, and design to assist
and/or support in the achievement for (SS&S) organizations goal. This assessment task will produce a
proposed Service Level Agreement for the Human Resources function by TT Global (SS&S) for some
important aspects is to include when developing specific policies ensuring it is interpreted and
implemented correctly which will be rolled out across the organization.

The four areas of focus below:

Technology:
Is the collection of techniques, methods or processes used in the production of goods or services or in
the accomplishment of objectives, such as scientific investigation? Technology can be the knowledge of
techniques and processes used for efficient workflow. It can be embedded in machines, computers,
devices and applications, which can be operated by individuals without detailed knowledge of enabling
the objective of the strategic plan that will work for this organization.

Learning and development:

Training and development is a function of human resource management concerned with organizational
activity aimed at bettering the performance of individuals and groups in organizational settings. It has
been known by several names, including "human resource development", and "learning and
development". Therefore the main aim for this organization is to establish in-house training programs.

Recruitment and selection:

Recruitment is the process of identifying that the organizational needs to employ someone to fulfill the
gaps, at which an application formic prepared, interview processes to establish for the particular

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position becomes available. Selection then consists of the processes involved in choosing from
applicants a suitable candidate to fill a position successfully.

Recruiting individuals to fill particular position at (SS&S) can be done either internally by recruitment
within the firm, or externally by recruiting agencies.

The advantages of external recruitment are that:

1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will
need shorter periods of training and time for 'fitting in'.
2. The organization is unlikely to be greatly 'disrupted' by someone who is used to working with others
in the organization.

3. Further, training consists of a range of processes involved in making sure that job holders have the
right skills, knowledge and attitudes required to help this organization to achieve its objectives.

Organization development:
Organization development (OD) is a deliberately planned, organization-wide effort to increase an
organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic
goals. OD theorists and practitioners define OD in various ways. Its multiplicity of definitions reflects the
complexity of the discipline and is responsible for its lack of understanding.

For example,(2010) suggested as to OD being about promoting organizational readiness to meet change,
and it has been said that OD is a systemic learning and development strategy intended to change the
basics of beliefs, attitudes and relevance of values, and structure of the current organization to better
absorb disruptive technologies, shrinking or exploding market opportunities and ensuing challenges and
chaos.

Therefore Sams Shoes and Slacks must communicate within the organization goals and its actions
needed to achieve their desired goals being consistent with its proposed strategic planning. For
example,

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Codes of practices:
A code of conduct is a set of rules outlining the social norms and rules and responsibilities of, or proper
practices for, an individual, party or organization. Related concepts include ethical, honor, moral
codes and religious laws.

International Good Practice Guidance (2007), "Defining and Developing an Effective Code of Conduct for
Organizations", the International Federation of accountants (2009) also suggested with the following
definition:

"Principles, values, standards, or rules of behavior that guide the decisions, procedures and systems of
an organization in a way that (a) contributes to the welfare of its key stakeholders, and (b) respects the
rights of all constituents affected by its operations."

So, a code of conduct is written for employees of SS&S, which promotes the business and informs the
employees of the company's expectations. The document does not need to be

Complex or have elaborate policies, but the file needs a simple basis of what the company expects from
each employee. For example,

1. Offer a supporting toolkit, including terminology, concepts, steps, tools, and techniques that are
flexible and scalable
2. Align with strategy and culture, with a focus on results and the drivers of results.
3. Integrate existing Sams Shoes and Slacks organization management systems and align the
developed strategic planning
4. Precise administrative, clear to understand and direct, and deliver practical benefits over the long-
term vision
5. Incorporate learning and feedback, to promote continuous long-term Improvement and
development

Objective of the Agreement

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The purpose of this Service Level Agreement is to clearly identify the services offered by TT Global to
Sams Shoes and Slacks

Changes to the Service Level Agreement

The agreement shall be reviewed annually, for example,

Parties to the Agreement

TT Global and SS&S Pty Ltd

Objectives of the Service.

Service delivery action plan:

Operational planning is the process of planning strategic goals and objectives to tactical goals and
objectives. It describes milestones, conditions for success and explains how, or what portion of, a

Strategic plan will be put into operation during a given operational period, in the case of commercial
application, a fiscal year or another given budgetary term. An operational plan is the basis for, and
justification of an annual operating budget request. Therefore, a two-year strategic plan would typically
require two operational plans funded by two operating budgets.

Operational plans should establish the activities and budgets for each part of the organization for the
next 1 2 years. They link the strategic plan with the activities the organization will deliver and the
resources required to deliver them. Anaction plan draws directly from agency and program strategic
plans to describe agency and program missions and goals, program objectives, and program activities.

Missions Goals Objectives Activities Outcomes

1: Hire store Recruitment Delivery of HR Interview

selection & resources process
manager (HR)
retention
increase sales
2: Established Aspect of To stay Outsourcing of
employment compliant HR functions
workplace rights
relationship to
& obligations established

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3: Consultant To ensure To understand Help

attention is the key steps in organizations
agreement
given to both the consulting and individuals
the technical engagement strike deals.
business process & have
problem & the practical
relationship. experience of
the using the
case material.

HR Strategy supports their strategic planning:

Introduction to strategic HR planning
The overall purpose of strategic HR planning is to:

As a store manager I must ensure adequate human resources to meet the strategic goals and
operational plans of SS&S organization the right people with the right skills at the right time

Keep up with social, economic, legislative and technological trends that impact on human resources in this
area.
Remain flexible so that SS&S organization can manage change if the future is different than anticipated
Strategic HR planning predicts the future HR management needs of the organization after analyzing the
organization's current human resources, the external labor market and the future HR environment that
the organization will be operating in. The analysis of HR management issues external to the organization
and developing scenarios about the future are what distinguishes strategic planning from operational
planning.

Strategic HR Planning
Strategic HR planning is an important component of strategic HR management. It links HR management
directly to the strategic plan of organization. Most mid- to large sized organizations have a strategic plan
that guides them in successfully meeting their missions. Organizations routinely complete financial plans
to ensure they achieve organizational goals and while workforce plans are not as common, they are just
as important.

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Strengths:
Organizations undertake strategic planning to define the direction in which they want to proceed.
Management first identifies the company's long-term goals and vision and then devises strategies to
attain them. Before an organization draws up its strategic plans, it first understands the external and
internal environments it operates in.

Weaknesses:
Listing of a company's strengths and weaknesses are a normal part of any attempt at strategic planning
for virtually all companies. No shock there! But, why do we perform these analyses, and what do we
expect to learn by doing them. To be sure the company is headed in the right direction, a competent,
thoughtful review and updating of your strengths and weaknesses is a fundamental element of good
strategic planning.

Opportunities:
Strategic planning opportunities are an organization's process of defining its strategy, or direction, and
making decisions on allocating its resources to pursue this strategy. It may also extend to control
mechanisms for guiding the implementation of the strategy.

Threats:
A SWOT analysis (alternatively SWOT matrix) is a structured planning method used to evaluate
the strengths, weaknesses, opportunities and threats involved in a project or in a business venture. A
SWOT analysis can be carried out for a product, place, industry or person. It involves specifying the
objective of the business venture or project and identifying the internal and external factors that are
favorable and unfavorable to achieve that objective.

Part Two

Interview Question: As part of the above strategic campaign, why should carry out a SWOT analysis?

Stuff should believe it is easier to make better and more effective choices after identifying strengths,
weaknesses, opportunities, and threats. A SWOT analysis can be applied to a position, an idea, an
individual, or an organization and is essential for good decision-making.

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Interview Question: How should you go about identifying allies as part of any good business or
organizational strategy plan?

Stuff should be flexible, be an influential decision maker on their own, and manage good relationships
with co-workers. For example, when groups with similar interests create strategic alliances, they are
much more likely to achieve their goals. Allies may also be sympathetic insiders. A good Stuff should
understand these concepts. A sympathetic senior bureaucrat in the right organization who understands
your project can also provide the most help. Finding such a person and fostering that relationship shows
initiative.

Interview Question: As you develop a strategic vision for your organization what are the five key criteria
that you should focus on?

Answer should include the five following key criteria: Organization; Observation; Views (the
environmental view; the marketplace view; the project view; and the measurement view) Driving forces;
and ideal position. The Stuff ability to define his/her ideal position in clear, strategic terms is plus.

This report focuses to the interview procedures, and directly reported to Jackson Samuel.

Part# 5
Action for plan for the recruitment of high quality in support of the strategic plan:

Strategic planning which will help Mr. Samuel Measure the success of proposed action plan.

Specific Actions Performance indicator

Strategic partner Partnership with the entire Provide a way to see if

organization to ensure alignment of our strategy is working.
the HR function with the needs of
the organization.
Change agent The skill to anticipate and respond Focus employees'
to change within the HR function, attention on what
but as a company as a whole. matters most to success

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Administrative expert and functional The ability to understand and Allow measurement of
expert. implement policies, procedures, accomplishments, not
and processes that relate to the HR just of the work that is
strategic plan. performed
Human capital developer. Means to develop talent that is Provide a
projected to be needed in the common
future. language for
communication
Employee advocate. Works for employees currently Are explicitly defined in
within the organization. terms of owner, unit of
measure, collection
frequency, data quality,
expected value (targets),
and thresholds

Part# 6

Consultants Agreement:

HR Consulting:

Developing and implementing policies and systems to attract, reward and retain the right people.
Succession planning, change management, outsourcing and remuneration issues.

Recruiting and inducting employees:

Job descriptions, advertisements, employment contracts, recruitment policies and induction programs.

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Managing workplace health and safety:

Compliance audits, developing policies, risk assessment and management, safety procedures, induction
programs, inspections and 'working from home' checklists.

Workers compensation:

Advising on how to reduce premiums, injury and claims management, advice on managing a claim and
dealing with your insurer.

Workplace productivity improvement:

Developing and implementing productivity and quality improvement programs.

1. What is Recruitment?

- Recruitment is the process of identifying, screening and hiring the most suitable Stuff for a job
vacancy.
- The Stuff might be hired internally or from external sources.

2. Explain the purpose and importance of recruitment?

The purpose of recruitment is to:

- Attract the maximum number of Stuff to the organization and encourage them to apply
- Create strong database and select the best Stuff for the position.

3. Explain recruitment process?

The recruitment process tries to get the best manpower for the organization. It can be considered as the
first strategic step towards the success of an organization.

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The process consists of following major steps:

- Identifying the vacancy

- Preparing the job specifications and description of the potential Stuff
- Advertising the requirement
- Receiving and managing the applications
- Short listing the candidates
- Arranging the interviews
- Conducting the interviews and deciding on the Stuff

4. What are the various internal and external sources of recruitment?

There can be two kinds of sources of recruitment for organizations - internal and external.

Internal recruitment - It means getting the candidate from within the organization to fulfill a vacancy.
Internal recruitment can be done by:

- Transfer - transferring an employee from one location/ department to other.

- Promotion - Taking the employee higher up in the hierarchy

5. Explain the internal and external factors affecting recruitment?

There can be various internal and external factors which affect the recruitment process.

Internal factors - The factors which are under the control of organization are called internal factors.

These could be -

I) Recruitment policy of the organization

ii) Human Resource Planning
iii) Expansion plans
iv) Cost of recruitment

External factors - These are the factors which are not under the control of the organization.

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These could be -

i) Availability of talent
ii) Brand image of the organization
iii) Politico-social environment
iv) Legal conditions
v) Economic condition of the market
vi) Recruitment policy of the competitors

Confirm Report for Business Agreements

[28-06-2015]

M Raza

Human Resources Consultant and Recruiting

To,

Jackson Samuel

Sams Shoes and Slacks

1/23 Elizabeth Street, Geelong
VIC

Subject: Human Resource Strategic planning

Dear Mr. Samuel,

Upon the agreement I, would like to confirm that we are look after the all four responsibilities
Technology, Learning & Development, Recruitment & Selection and Organization Development, and we
are completely responsible for our all actions which we will take in future in this company. And am sure
of that will try my best to do well. So, a code of conduct is written for employees of Sams Shoes and
Slacks, which promotes the business and informs the employees of the company's expectations. And we
also find some of fully qualified staff which they know at least all rules & regulation of the company and
what they have to do actually.

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Sincerely,

M Raza
Human Resources Consultant and Recruiting

Reference:

https://www.ahri.com.au/assist/hr-strategies-and-planning

http://businesscasestudies.co.uk/business-theory/people/recruitment-and-
selection.html#axzz3edU89rEN

https://en.wikipedia.org/wiki/Technology

http://balancedscorecard.org/Resources/Strategic-Planning-Basics

http://www.jobbankusa.com/interview_questions_answers/free_samples_examples/strategic_think
ing.html

http://www.shrm.org/templatestools/samples/hrforms/articles/pages/1cms_002131.aspx

http://www.ehow.com/info_7752324_strengths-strategic-planning.html

http://careerride.com/Interview-Questions-HR-Recruitment.aspx

http://www.samplelettersworld.com/sample-letters/agreement-letters/4871-a-template-letter-of-
agreement-sample-letter

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