Lonsdale Institute PTY LTD

Assessment Task
BSB60215 Advanced Diploma of Business
BSBHRM602 Manage human resources strategic planning

BSBHRM602 Manage human resources strategic planning

Assessment
Assessment # 2 Activity Due Date
Type

Assessment Conditions

This is an assignment portfolio that may be worked on in study time and as homework.
Portfolio presentation should be completed in a manner that is appropriate to professional business reporting.
All sections and requirements of the assessment task must be included.
Feedback may be sought prior to submission.
Where necessary include forms, pictures, charts etc. may be added as attachments

Student Details

Student Name: DAVID TORO Student ID: LON00005U7

Re-submissions

If you receive NYC for your assessment you must make the necessary adjustments and re-submit. Please rename
your file with RESUB1 /RESUB2 etc. It is important to do this to distinguish between the old file and the new one with
the adjustments

Declaration of Authenticity

The above named student, confirm that by submitting, or causing the attached assignment/s to be submitted, to
Lonsdale Institute Pty Ltd, I have not plagiarised any other person’s work in this assignment and except where
appropriately acknowledged, this assignment is my own work, has been expressed in my own words, and has not
previously been submitted for assessment. I do understand and accept the consequences of academic misconduct
according to Lonsdale’s Policies and Procedures.

Assessment Task

Briefly describe the requirements of a strategic plan and the methods that could be used to implement
and review human resources strategic planning (900 words).

Use these Headings as a guide:

1 -Requirements for a successful Strategic Plan

2 -Steps to implementing a Strategic Plan

3 -Methods to review Human Resource Strategic Planning

TA102 FO Assessment Task Page 1 of 4

TA102 PP Assessment Management (SNR1.8-1.12) (ESOS 14.2) V6 3/17
Lonsdale Institute Pty Ltd
Provider ID 21915 CRICOS Code 02836F
Lonsdale Institute PTY LTD
Assessment Task
BSB60215 Advanced Diploma of Business
BSBHRM602 Manage human resources strategic planning

Managers have a responsibility in most organizations to meet expectations in the areas of corporate
governance, policy transparency, accountability, and economic efficiency.
To order for your company to succeed in these fields, you must have the right staff, with the right
expertise, in the right place, at the right time to execute the strategy.
A comprehensive Strategic HR Plan will ensure you have the ability to deliver on strategy and monitor
progress towards the goals of your organization. Therefore it should state:
HR activities consistent across organizations Training and skills acquisition policies related to policy
Succession planning processes defining and reducing capability risks

We now clearly have the concept of what HR is and the specific concepts, so we need to identify future
HR needs now.
We'll help us take the strategic business plan as a guide, identify the organization's future HR needs. We
should ask questions such as: What is our work?
What kind of society is supportive of productivity?
What qualifications do we need to achieve results?
Where are those abilities and how can we tap into them?
How big is this organization?
What systems are we using and what processes?
How do we make sure that the skills of the peoples correspond to our needs?
What risks does the future involve?

After have clear all those questions we need to define our company Mission and Vision we may want to
write down and create a clear vision statement for our organization to build an HR policy that fits well for
your current organizational culture.
Establish the Department of Human Resources The next move would be to actually set up an HR
department to ensure that its function is recognized across the entire organization. This is where you can
assign unique tasks to be performed by HR team members.
HR departments deal with broad aspects of hiring and firing staff on the most basic level, interviewing
potential applicants, and managing interviews, payroll and compensation, organizational strategies, and
rules and regulations.
The HR Strategy should also include structured procedures for how to disseminate information throughout
your company. When workers leave or are terminated, this will be helpful and help you create open
communication paths within your company.

Introduction to strategic human resource planning

 Recruiting us to begin the search for candidates in the recruitment phase of the talent acquisition
process, which suits the skills the company needs. This step will include posting on job boards,
searching for eligible potential workers on social networks such as LinkedIn, and asking current
employees to suggest people they know who may be a good match.
 Selection In contact with a pool of potential candidates, perform interviews and assessments of
expertise to assess the best candidate for the company. When we have correctly predicted
supply and demand, choosing the right candidates for the right positions shouldn't be in trouble.
 Hiring Determine and extend deals on the final applicants for the available positions.
 Training and growth Put them on board, after hiring the new employees. Organize training to
keep them up to speed in the procedures of your company. Encourage them to keep improving
their skills to match the needs of your business as they shift. Find out more ideas about how to
create your own onboarding process for your employee, and then continue with this onboard
timeline template.

TA102 FO Assessment Task Page 2 of 4

TA102 PP Assessment Management (SNR1.8-1.12) (ESOS 14.2) V6 3/17
Lonsdale Institute Pty Ltd
Provider ID 21915 CRICOS Code 02836F
Lonsdale Institute PTY LTD
Assessment Task
BSB60215 Advanced Diploma of Business
BSBHRM602 Manage human resources strategic planning

Our HR plan needs to include information from paid time off to work from home to managing
inconsistencies in every aspect of our business. Ultimately it is up to you to determine how we want to
manage all these different aspects within your business. But the bulk of these rules and regulations will be
implemented by your HR department.

We want to make sure the results are measurable. This means that in order to reach this department we
will need to define specific goals and objectives. A human resources department only makes sense if it
makes a quantifiable difference in the way the company is run. Be sure to regularly and continuously
review our current strategy to make sure they support our business

Techniques of evaluation and examination A variety of methods can be used to assess the success of the
strategic HR plan. But almost we need a widely used methodology that can help us in the analysis of
variances between the expected and actual performance outcomes
 Milestones review there is also a need to review the effect of any barriers to reaching milestones.
If we cannot get the targets or milestones are not achieved, we will find the reasons for this need
to be established and solutions to the obstacles and problems that may involve implementing new
or additional actions.

 Tracking the budget tracking the HR budget is an important process because it allows you to
understand how the HR feature manages its expenses.
 Determine the root cause of the variances we can create a cause and effect diagram to
determine the real reasons for the variance. These are also called fishbone diagrams because
the completed diagram is identical to a fishbone

Evaluation strategies

The program could have introduced improvements to increase efficiency, boost employee morale,
decrease staff numbers, increase diversity in the workplace, provide an incentive scheme for
employees, or provide redundancies. Corresponding improvements may include reform or the
implementation of a scheme of incentives, a redundancy program, a redeployment plan, or a
training program. Strategies for measuring improvements in HR against goals are presented
here.

 Increase productivity
 Reduce absenteeism
 Decrease staff

TA102 FO Assessment Task Page 3 of 4

TA102 PP Assessment Management (SNR1.8-1.12) (ESOS 14.2) V6 3/17
Lonsdale Institute Pty Ltd
Provider ID 21915 CRICOS Code 02836F
Lonsdale Institute PTY LTD
Assessment Task
BSB60215 Advanced Diploma of Business
BSBHRM602 Manage human resources strategic planning

References
Aspire-solidus-production.s3-ap-southeast-2.amazonaws.com. 2020. [online]
Available at: <https://aspire-solidus-production.s3-ap-southeast-
2.amazonaws.com/assets/BXHRM602/samples/BXHRM602.pdf> [Accessed 11
May 2020].
Integrity HR. 2020. 5 Steps To Developing A Strategic HR Plan | Integrity HR.
[online] Available at: <https://integrityhr.com/hrblog/strategic-hr-plan/>
[Accessed 11 May 2020].
Kabbage.com. 2020. [online] Available at: <https://www.kabbage.com/resource-
center/manage/how-to-implement-a-human-resources-strategy> [Accessed 11
May 2020].
Lucidchart. 2020. 4 Steps To Strategic Human Resource Planning. [online] Available
at: <https://www.lucidchart.com/blog/what-is-the-human-resources-planning-
process> [Accessed 11 May 2020].

TA102 FO Assessment Task Page 4 of 4

TA102 PP Assessment Management (SNR1.8-1.12) (ESOS 14.2) V6 3/17
Lonsdale Institute Pty Ltd
Provider ID 21915 CRICOS Code 02836F