BSBBHRM501B

M Raza

Manage Human Resource Services

Manage human resource

services
BSBHRM501B
M Raza Aslam
IIPD Student

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BSBBHRM501B
M Raza

Manage Human Resource Services

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............................................................................................... 9
Part# 5............................................................................................................... 10
Part# 6............................................................................................................... 11
Consultants Agreement:....................................................................................... 11
HR Consulting:....................................................................................................... 11
............................................................................................................................ 11
Recruiting and inducting employees:.................................................................12

Job descriptions, advertisements, employment contracts, recruitment policies and

induction programs............................................................................................... 12
............................................................................................................................ 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?....................................13
3. Explain recruitment process?.........................................................................13
4. What are the various internal and external sources of recruitment?..............13
5. Explain the internal and external factors affecting recruitment?...................14
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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.
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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 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

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Manage Human Resource Services

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,

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,

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Manage Human Resource Services

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

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

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Manage Human Resource Services

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

1: Hire store

Recruitment
selection &
retention
increase
sales
Aspect of
employment
relationship
to
established

Delivery of
HR resources

Interview
process

To stay
compliant

Outsourcing
of HR
functions

To ensure
attention is
given to both
the technical
business
problem &
the
relationship.

To
understand
the key steps
in the
consulting
engagement
process &
have
practical
experience of
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Help
organizations
and
individuals
strike deals.

manager
(HR)
2:
Established
workplace
rights &
obligations
3:
Consultant
agreement

Outcomes

BSBBHRM501B
M Raza

Manage Human Resource Services

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

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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.
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:

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Manage Human Resource Services

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

Partnership with the entire

Performance
indicator
Provide a way to see

organization

if

to

ensure

alignment of the HR function

with
Change agent

the

needs

of

our

strategy

working.

the

organization.
The skill to anticipate and

Focus

respond to change within the

attention

on

HR

matters

most

function,

but

as

is

employees'
what
to

Administrative expert and

company as a whole.
The ability to understand

success
Allow measurement

functional expert.

and

policies,

of accomplishments,

procedures, and processes

not just of the work

that

that is performed

Human capital developer.

implement
relate

to

the

HR

strategic plan.
Means to develop talent that

Provide

is projected to be needed in

common

the future.

language

a
for

communicatio
Employee advocate.

Works

for

currently

employees
within

organization.

the

n
Are explicitly defined
in terms of owner,
unit

of

measure,

collection frequency,
data
expected

value

(targets),

and

thresholds
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Manage Human Resource Services

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.

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.

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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.
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

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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.
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
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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-andselection.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_thi
nking.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-ofagreement-sample-letter

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