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Bsbhrm 614 Contribute to strategic workforce planning
Human resources (12345)
Australian Center of Further Education
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TASK 2
IVAN PONTES
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 inSydney 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 misbehaviours, 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.
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.
Human Resources Strategic Plan
Introduction
A strategic plan is a document used to communicate with the organization the organization's goals, theactions 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,
- To be a leader in vocational education and training
of opportunities in recruitment
with King Edward advertisements so
VII College. that all employees
know the benefits.
Workforce Development
Actions Responsibility Budget
Implications
Performance
Indicators
Target date
Constructing development method and provide staff with opportunity to
acquire new
HRM Time spent by employees
Achievement of each member in every ending of the session.
August 2020
Introduce a system of performance conversations and capability
development
HRM Time spent by employees
Record and review each session monthly program of professional
development
January 2020
Supporting and Valuing the Workforce
Actions Responsibility Budget Implications
Performance Indicators
Target date
Identify and have an agreement toward flexible working system
HRM and Operations
Agreement letter Acquire 1 year agreement letter by law
October 2020
Identify and develop a better reward and recognition system
HRM and Finance Bonuses Doing a review of the system monthly
June 2020
Develop workplace diversity action plan that clarifies the responsibilities of each staff
HRM Computers, time spent by staff
Doing gathering to increase colleagues relationship
May 2020
Develop monthly HRM Survey questions Reviewing the March 2020
survey to find out staff’s condition and whether help is needed
and survey result marking list
monthly survey report
Workforce Skilling
Actions Responsibility Budget
Implications
Performance
Indicators
Target date
Personal Development Program $1, Implementing Performance Management Review System $
Lease for Campus Premises $8, 2 Part Time Admin $40,
4 Part Time Trainers $120,
Increases credibility due to conducting audit Cultural awareness of staff improved Retention of skilled workforce
2020-
Annual internal audit fee $1, Lease for Campus Premises $8,
2020-
Increase of 10% in students (55 Students) Increase in Market share 5%
2 Part Time Admin $40,
4 Part Time Trainers $120, Extra-
1 Admin $20,
1 Trainer (Full Time) $60,
Increases credibility due to conducting audit Retention of skilled workforce
2021-
Annual Internal Audit Fee $1, Lease for Campus Premises $8, 2 Part Time Admin $40,
4 Part Time Trainers $120, Extra-
1 Admin $20,
1 Trainer (Full Time) $60,
2021-
10% increase in students (61 Students) Increase in Market share 5%
Increases credibility due to conducting audit Retention of skilled workforce
Continue focusing on quality, Continue strategy
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 expenditure
Possible Moderate Medium Effective financial planning and review, Coordination of activities
,Systematic review
of practice
Bsbhrm 614 Contribute to strategic workforce planning
Course: Human resources (12345)
University: Australian Center of Further Education
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