For this task you are to write a report detailing how you could manage human resources strategic

planning in a workplace. You report must include details on the following:

 How you could research the planning requirements
 How you could develop the human resource strategic plan
 How you could implement the human resource strategic plan

1. In your report you will need to provide a strategic plan for an organisation that incorporates:
a. Objectives and targets
As a key component of every organization, human resource strategic planning allows management to
connect with their staff and organise them so that they may work towards the attainment of the
strategic planning, corporate mission, vision, and goals of the company. In order to meet their
productivity requirements and contribute positively to the growth and development of the organization,
it enables the employees of the company to prepare for their particular job roles and behave
accordingly. Increasing profitability and sales is the goal of the present company's strategic plan in order
to achieve a competitive edge and a stronger position in the marketplaces in which it operates.

Therefore, it's crucial to hire people that have the skills and are motivated to succeed and achieve.
Business strategies and organizational goals and objectives would be best served by individuals who
share these ideals. It is critical to guarantee that the candidates who are hired receive appropriate
training and development so that they may be developed in such a way that they can comply with the
organizational standards and perform in such a way that they can satisfy the organization's final
requirements.

b. Predicted costs and benefits

If the organization's functional operations are aligned to meet established goals, the strategic plan
provides management with a road map. As a result, operational efficiency is improved.
Five major advantages of strategic planning are listed below.
1. Organizations may be proactive rather than reactive using this technology
2. Secondly, it establishes a sense of direction.
3. It improves the efficiency of the operation.
4. It increases market share and profitability.
5. It can make a firm more enduring if done correctly.

c. Technology requirements
When it comes to technology and infrastructure, a strategic technology plan is a sort of strategy plan
that describes where an organization is today and where it intends to be in the future.
Technology can increase the accuracy of management planning by giving your managers with the facts
they need to make informed decisions, An internal and external database is used to collect information
that is then saved and made available to management via the internet.
 Compiling an IT strategy
 Consider your long-term business strategy.
 It's important to do an environmental scan of the technology you now hold and wish to acquire.
 Your technology advocate needs your support.
 Get your clients involved.
d. Risk management plans and contingencies
HR Activity Potential Risks Potential Considerations

Recruiting A complete screening of the

Discriminatory practices
potential applicants is to be
conducted.

Establishing probationary period

Wrongful hiring
 

Observing the provincial human

Recruitment of unsuitable and
rights laws
unsafe candidates

Employee conduct Reputation in community Following up the parameters of

the job description and
monitoring the same

Abuse Maintaining clearly written

position description for all kinds
of positions.

Existing employee Compensation Conducting existing interview

  Property Retrieving organisational

equipment and information that
were used by the dismissed
employees

Occupational health and Personal injury or death Providing adequate training to

safety the staff

2. Your report must also include:

a. Any research undertaken in the writing of this strategic plan
Small business strategic planning is the process of evaluating where you are and where you want to go
and documenting and determining your business's strategy based on that evaluation. You can write
down your purpose, vision, and values, as well as your long-term goals and action plans for
accomplishing them, in the strategic plan.

b. Predicted future labour needs

This will be determined by the developments and changes that are brought within an organization. In
addition, because to the globalization of the world, where everything is interconnected, the option of
sourcing labor will continue to grow. As a result of workforce planning, future human resource needs
are identified and addressed within an organization. You'll also learn how to fund and develop human
resource programs that will help you achieve your organization's goals.

c. Any changes to industrial and legal requirements

The review process does not necessitate the creation of a new plan; nevertheless, if considerable
changes are required in one area of the plan, that area should be amended and executed as soon as
possible so that the organization can continue to progress toward its ultimate goals.
The following things should be examined for minor changes in the semi-annual review, and any
necessary updates or amendments should be made. Reviewing tactics or departments associated with
the updated tactics to ensure that shared resources and work flow are not harmed
 Resources are still adequate to meet the needs
 Goals are still achievable and realistic
For moderate changes the following items should be looked at and any updates or revisions required
should be made:
• Examining techniques or departments associated with the updated tactics to verify that shared
resources and work flow are not harmed.
• Resources are still sufficient to meet the requirements.
• The objectives are still attainable and practical.
• A timetable for reviewing adjustments to see if any more changes are needed.
• A review of the adjustments by the leadership should be scheduled.

3. You will also need to discuss in detail how you will implement this plan including:
a. Monitoring methods
The one thing you should never do with a strategic plan is file it away and forget about it until the
next time it needs to be updated. Given that strategic goals are made for a period of 3-5 years, there
is a genuine chance of this happening.
Management should examine a strategic plan on a frequent basis such that:
1. It acts as a reference for managerial decision-making.
2. The success of strategies can be assessed; and
3. Consider the impact of significant changes on the business environment.
Strategic plans should NOT be regarded as immutable for the time period specified. There is a good
chance that the strategic plan will need to be updated from time to time for reasons such as:
 It becomes clear that a particular strategy is already failing.
 New and better chances emerge
 The financial situation of the organization changes.
 Important people join or depart the organization.
 The external environment's factors alter.
As a result, the organization's management should examine the strategic plan on a quarterly basis,
assessing the extent to which key performance indicators have been met. To facilitate the process, a
short report (maybe one page) that charts progress might be submitted to the management committee
or board.

b. Review methods and timelines

As part of our Strategic Planning Review Process, we will review your strategy plan and make any
necessary changes. A well-defined strategy ensures that your strategy is in accordance with current
industry standards and trends. It's important to address how your strategic plan will fit into your
organization's governance structure, as well as its operational structure, so that all strategies and
operations are focused toward achieving goals.
People in management committees may find it difficult to think beyond a year in various situations.
When it comes to strategic plans, the government is typically the one who sets the deadlines. When
requesting for funding, it is typical for a company to submit a five-year strategic plan. When it comes to
such criterion, it's probable that the company has no choice.
On the other hand, opportunistic planning has a one-year time horizon. When a strategic plan and an
operational plan have been developed, the first year's operational plan will be developed alongside
them. After the first year, a new operational plan for the second year of the strategic plan will be
developed.

c. Contingencies
Contingency plans lead to contingency strategies. For a specific situation when things could go wrong,
several techniques have been designed. As a result of these tactics, a company or individual is prepared
for anything that may occur in the future. They serve as a safety net for the organization in the event
that the original plan fails.
Distinct deviations from assumptions result in a specific crisis, emergency, or state of affairs that are
addressed by these solutions.

d. Evaluation methods
Take a step back and examine your strategy plan now that it is all in one place. Have you been
successful in implementing the approach you set out to implement? As a result, it is likely that you
and your team have spent a considerable amount of time on the paper that is in front of you.
• Your plan should relate your mission to your vision, if it does not. All of your goals and
strategies should support your vision and mission. Any outliers should be modified or
removed. If you want to achieve your goals, you need to focus all of your efforts on
achieving them.
• Does your plan have a realistic goal? There is an issue with overplanning, and it is very
prevalent. Consider extending some deadlines..
• How well-integrated is your plan? Check to see if all the aspects of your plan work in
harmony with one another.
• Is your strategy well-rounded? Achieve a balance between financial, customer and internal
business process goals as well as those of employees and learning.
• Is the plan finalized or not? Identify any flaws in your plan or unsupported actions.
• Do you have a good understanding of the document? Assigning a task or setting goals is
straightforward, but checking sure the task or objective still makes sense in six months is
vital. Make sure that every sentence is clear so that everyone understands what you're
trying to get across.. Seek someone you trust outside of your organization to review your
plan for clarity and consistency.

4. Your report must include evidence of the following knowledge including

a. Human Resource practice and function
A human resource manager manages human capital — the people who make a difference in achieving a
company's objectives. HR activities and procedures assist managers in retaining personnel, adhering to
local and federal legislation, as well as anticipating future organizational demands. In certain firms, there
is a specialized human resources department, whereas in others, these functions are carried out by a
single individual.
• Compensation and Pay Management
 Selection and administration of health insurance
• Selection and Recruitment
• Monitoring and training of skills
 Strategies for Managing Human Resources
b. Impact of technology on job roles.
It is projected that technological improvements would have a significant impact on job designs and
job responsibilities as well. The benefits of integrating technology into corporate operations include:
• Technological advances have enhanced production, inventiveness, and quality in a variety of
fields.
• It has been easier for organizations because of the improved access to data,
telecommunications, and analysis tools..
• Through the use of machine learning and big data, computers are becoming more capable of
performing a variety of tasks, such as physical and cognitive tasks, as well as social and language
tasks.
• Technology has made numerous high-skilled occupations more intrinsic and rewarding for the
workforce, enabling more tasks, decentralisation, and skills to be developed.
• Despite the fact that the new technological integrations have a number of advantages, they also
have a number of disadvantages..

c. Labour market options for sourcing labour supply

In economics, labour supply is defined as the quantity of employees available for a certain job or
industry at a given wage level. As a result of pay increases and incentives, the supply curve is usually
upward sloping. Work-life balance has an impact on the labour supply, whereas actual wages have an
impact on the labour supply. As wealth increases, so does the labour supply curve, which boosts future
real wages, changes in the working-age population, and rate shift participation.

d. Requirements of a strategic plan

When an organization develops its strategic plan, it sets the direction of that company's activities.
Depending on the size and complexity of the business and activity, it can be a single page or a binder.
Having a strategic strategy is beneficial for most managers. By creating a plan, both the manager and the
team can take a moment to reflect on their current situation and future goals and determine the best
way to get there. If you don't have a plan, you can still get things done, but they lack direction and
priority.
There are seven basic elements of a strategic plan. While much more is often included in the plan, these
seven elements will help you get started.
• Vision Statement
• Mission Statement
• Core Values
• SWOT Analysis
• Long-Term Goals
• Yearly Objectives
• Action Plans
For this task you must research each of the following topics and complete a detailed report on your
findings. The research topics are:

1. Human resources practices and functions

A human resource manager manages human capital — the people who make a difference in achieving a
company's objectives. HR activities and procedures assist managers in retaining personnel, adhering to
local and federal legislation, as well as anticipating future organizational demands. In certain firms, there
is a specialized human resources department, whereas in others, these functions are carried out by a
single individual.

Pay and Compensation Management

An organization's compensation function helps to strike a balance between its budgetary needs and the
need for competitive compensation to recruit and retain people. Those who work as compensation
analysts and managers create job descriptions, set compensation levels for hourly and salaried positions,
communicate with employees about compensation concerns, and calculate how much it will cost to pay
people.
Selecting and Administering Benefits
As a way to attract and retain employees, some organizations offer health insurance, life insurance
coverage, disability coverage, tuition reimbursement, flexible spending accounts, and other perks. In
addition, benefits experts prepare for the open enrollment period and pick benefits providers. They also
pay monthly benefit premiums and answer employee queries about benefits. They also provide
presentations to educate employees about benefits.
Recruitment and Selection
A company's ability to hire qualified people is ensured by recruiting and selection. As soon as a
management notices an available job within the organization, they begin the hiring process. As soon as
applications arrive, the recruiter reviews them and picks prospects to interview. Personnel recruiters
also deliver pre-employment tests, conduct background checks, and make employment offers to
selected candidates."
Skills Monitoring and Training
Learning new information, enhancing existing knowledge, and acquiring new abilities is facilitated
through training. It is the responsibility of the training department to arrange new employee
orientation, which helps new hires get familiar with business policies and practices. In addition to new
hires, existing employees also benefit from the training function through seminars, workshops, and
presentations meant to reinforce and teach existing skills and new ones. These programs are designed
and delivered by training specialists.
Strategic Human Resource Management Practices
HR professionals use strategic planning to connect department operations with the organization's
broader goals. In this role, you'll be involved in initiatives that help a company expand. In strategic
planning, compensation specialists analyze existing compensation plans, estimate compensation trends,
and determine how compensation changes will effect the firm.
A recruitment professional's role in succession planning involves finding job opportunities and carrying
out activities to fill them. As part of strategic planning, training experts provide employees with training
programs that prepare them to fill future workforce requirements.
Legal and Regulatory Compliance
Professionals in human resources must adhere to state and federal employment rules, such as the
Americans with Disabilities Act, the Family Medical Leave Act, Title VII of the Civil Rights Act of 1964, the
National Labor Relations Act, and the Fair Labor Standard Act. It is the responsibility of HR specialists to
guarantee that company decisions adhere to applicable legislation. A lack of compliance with
employment and labor rules is less likely to result in lawsuits.
Ongoing Performance Management
Organizational effectiveness can be improved through HRM practices. To do this, you need to set
expectations for employees, monitor performance, help them improve, evaluate their performance, and
reward them when they do a good job. People who work in the field of performance management
create tools for employee evaluations and conduct them.

2. Impact of technology on job roles

The use of technology has transformed the way people in every field perform their duties. Technology
has improved working conditions from the industrial age to the present day. In the workplace,
technology has reduced tiresome and ecologically wasteful operations, accelerated access to work while
dramatically improving productivity, and made working from anywhere easier than ever before.
Speed and Efficiency
Today's workers are more productive than ever before. Manufacturing and communication have been
accelerated by the impact of technology on the workplace.
As a result of technological advancements in the workplace, workers are now more productive than ever
before. We can now do things in minutes instead of hours. Worldwide colleagues and clients can be
contacted instantaneously via instant messaging. It is possible to transfer payments or proposals
practically immediately.
Working Together Made Easier
Never before has team collaboration been so simple. Technology allows us to work more intimately in
some aspects, even when we work away, thanks to online communication tools. In addition,
collaborating with colleagues who are not physically in the same place is easier: Through the use of
video conferencing technology and cloud-based file-sharing solutions such as Google Drive, teams may
hold meetings remotely and work on the same documents at the same time.

Technology Is Changing Office Culture

Everyone is familiar with the cliche of technology in the workplace, which leads to the trendy Silicon
Valley-style open office environment complete with video games and beer on tap. While open offices
are a trend, the idea of developing a stronger business culture in order to attract in-demand employees
is not going away anytime soon.

No More Need to Live Where You Work

The most significant impact of technology in the workplace is the real workplace. While the majority of
jobs still need you to clock in and work onsite, there are many vacant positions for telecommuters
wishing to work remotely at similar organizations around the country.
The ease with which we may now operate remotely is due entirely to technological advancements and
technologies that allow us to better connect and interact as a team online. The same technology has
altered where job searchers hunt for jobs as well as where hiring managers look for outstanding
prospects.
Working With Technology In the Gig Economy
Another effect of technology in the workplace is the ease of working as a freelancer on a consistent
basis in what is known as the gig economy. It is now easier than ever to access project-based work with
the freedom to work your own hours, thanks to a plethora of applications that apply the “Uber-for-X”
business model across many industries.

Technology Creating Growing Pains

While technology has made things more streamlined and mechanized, its impact on the workplace has
also generated certain issues. When it comes to introducing new processes, there is a learning curve.
Miscommunication occurs when workers are separated by screens. Being addicted to your email
interferes with productivity. Customers may be irritated by automated voicemails.

Difficulty Detaching From Work

Despite the additional freedom afforded by working from home or freelancing in the gig economy, some
workers are working longer hours, well beyond their workday, on weekends, or even when unwell.
Because you can work from anywhere at any time, your task frequently takes longer to complete. If you
work from home, you may feel as if you never leave the workplace. When you have a computer in your
pocket that is continuously connected to your work email, it can feel impossible to ever truly be off the
clock. Notifications that flash, buzz, or "pong" continuously entice workers to return to their jobs.

The Downsides of Efficiency and Productivity 

Wages aren't keeping up with productivity, which is increasing at an exponential rate. Expectations are
that production will continue at the same rate. This can make people feel continually behind, even while
their work improves thanks to advanced technology. They may believe that technology is changing
everything around them while they remain unchanged.

Using Technology to Encourage Healthier Habits

While technology has fundamentally altered office environments, it is probable that not all changes are
permanent. Workplaces have the option to mitigate the harmful effects of technology. Some people
may prioritize modifying the variables that contribute to stress, lack of sleep, or sadness.

3. Relevant legislative, regulatory and industrial requirements for the business

a. Work health and safety Act 2011: Occupational Health and Safety Policy -
There are duties of care for UIC to create a safe and healthy working environment for all employees, and
duties of care for the employees to take reasonable care for others' health and safety in the workplace.
There must be: a safe workplace with safe working procedures, adequate staff training on topics such as
safe work procedures, infection control procedures and appropriate hygiene standards, properly
maintained facilities and equipment, a clean, well-designed workplace with safe storage of chemicals,
etc. To ensure a safe working and learning environment, the following processes and standards must be
followed: Execute a variety of procedures and practices in line with State and Local Government Health
Regulations, including In accordance with the health requirements, store and dispose of garbage. To
satisfy health and safety regulations without causing harm, clean walls, floors, and work surfaces. All
equipment should be inspected for maintenance issues. As needed, send equipment to be repaired.
Store equipment in a secure place. Identification and prevention of fire dangers.

b. Privacy Act 1998: In addition to consumers, privacy is a major public policy concern that has
ramifications for both consumers and marketers. On-line marketing's development has sparked new
privacy issues, which have prompted the Federal Trade Commission to conduct a thorough investigation.
Industry groups and organisations have been involved in self-regulation activities at the same time as
the government. Four dimensions of information flow between marketers and customers are
highlighted in a research framework to illustrate how marketing researchers might contribute to the
public policy discussion on privacy. As the author contends, customers will have greater control over
their personal information if trading mechanisms are improved, as well as the opportunity to make
more informed trade-offs. Author presents a summary of publications in this special issue and suggests
areas for additional research within this framework.

c. Fair Work Act 2009: There have been significant developments and challenges since the Rudd Labor
government's "Forward with Fairness" policy was introduced. This report focuses on the primary
difficulties and areas of change brought about by the new Fair Work Act of 2009, as well as the
challenges and opportunities they may provide in the near future, given the current economic
environment. A 'business lens' is used to explore these important themes in industrial relations reform
from the standpoint of the employer. A potential economic, political, and industrial relations impact of
the Act will also be assessed. Because of their increasing focus on collective bargaining, reforms will
likely produce an atmosphere for more fairness in the workplace However, it remains to be seen if the
Act would encourage enterprise bargaining and create a framework for improved productivity and
fairness.

4. Labour market options for sourcing labour supply

The amount of workers available for a specific job or industry at a given salary point is referred to as
labor supply. Since pay increases and incentives are always a component of the strategy, the supply
curve is always slanted upwards. The labor-leisure trade-off affects labor supply, and the actual pay
affects labor supply. Increased wealth moves the labor supply curve, raises future real wages, shifts the
working-age population, and enhances participation in rate movements.

5. Requirements of a strategic plan

For an HR strategic plan to be successful, it must identify the organization's existing and future human
resource needs. Planned human resource management activities should be linked to a larger strategic
plan for a firm. Hiring, employee relations, organizational and training structure, and attaining tactical
objectives such as workforce planning objectives, employee development goals, are some of the goals
that must be met by the plan.