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BSBHRM602 Manage human resources strategic planning assessment answers Australia

This course will teach you how to manage human resources in an organization so that it has the structure and staff needed for current objectives. You’ll also learn about developing strategies, implementing processes as well as maintaining them over time by following best practices from around Australia!

After individuals have been employed as human resource managers and they have established a good foundation in various human resource activities, this applies to them.This unit does not require a license, legislation or certification at the time of publication.

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Assignment Activity 1: Research planning requirements

1.1 Analyse strategic plans to determine human resource strategic direction, objectives and targets

The first step in any strategic planning process is to determine the organisation’s human resource strategic direction. This involves setting objectives and targets that will guide the human resources department in meeting the overall organisational goals. Some common objectives and targets for human resources departments include:

  • Increasing employee productivity
  • Reducing staff turnover
  • Enhancing employee satisfaction and motivation
  • Improving recruitment and selection processes
  • Reducing HR costs as a percentage of total organisational costs

1.2 Undertake additional environmental analysis to identify emerging practices and trends that may impact on human resource management in the organisation

Environmental analysis is the process of gathering, interpreting and managing information about the external factors that could impact an organisation. This information can be used to identify trends and practices that may have an impact on human resource management. There are a number of different techniques that can be used for environmental analysis, including SWOT analysis, pestle analysis and stakeholder mapping. Each technique has its own advantages and disadvantages, so it is important to select the most appropriate tool for the organisation’s needs. Once the environmental analysis is complete, the organisation can use the findings to develop strategies for managing the impact of these trends and practices on human resource management.

1.3 Identify future labour needs, skill requirements and options for sourcing labour supply

The demand for skilled labour is increasing as technology evolves and companies require workers with specific skills to meet the needs of their industry. The options for sourcing labour supply include:

  • Immigration: Labour shortages can be addressed by recruiting immigrants with the required skills. However, this option can be controversial and lead to tension between immigrant and native populations.
  • Training: Skilled workers can be trained in-house or through apprenticeship programs. This option is costly but can provide a pipeline of qualified workers for companies.
  • Outsourcing: Companies can outsource work to other countries where the cost of labour is lower than in Canada. However, this option may come with additional costs such as shipping and handling costs, as well as language barriers.

1.4 Consider new technology and its impact on job roles and job design

Technology has always had an impact on job roles and job design. For example, the invention of the automobile led to a need for people who could work in the automotive industry. Likewise, the invention of the internet led to a need for people who could work in information technology.

Now that new technologies like artificial intelligence and machine learning are becoming more prevalent, we can expect to see even more changes in the workforce. For example, jobs that require manual labor or repetitive tasks may soon be replaced by machines. This will likely lead to a need for workers who have more specialized skills and knowledge. So if you’re looking for a career that’s safe from automation, you’ll want to choose one that requires creativity and problem solving skills.

1.5 Review recent and potential changes to industrial and legal requirements

Some recent changes to industrial and legal requirements include the updates to the Fair Labor Standards Act (FLSA), which were announced in May of 2016. The FLSA is a federal law that sets standards for minimum wage, overtime pay, recordkeeping, and child labor.

The Department of Labor (DOL) has recently announced proposed changes to the FLSA that would extend overtime protections to an additional 4 million workers. The proposed changes would raise the salary threshold below which employees are automatically eligible for overtime pay from $23,660 to $50,440 per year.

Additionally, the DOL has proposed updates to the regulations governing permissible work activities for children under 18 years old. The proposed updates would restrict children’s work in hazardous occupations and limit the number of hours they can work.

These changes to the FLSA would have a significant impact on businesses and their employees. Businesses will need to make sure that they are in compliance with the new overtime rules, and they may need to adjust their workers’ hours or salaries to meet the new standards. Employees may see an increase in their pay, or they may have their hours reduced.

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Assignment Activity 2: Develop human resource strategic plan

2.1 Consult relevant managers about their human resource preferences

To develop a human resource strategic plan, you will need to consult with relevant managers about their human resource preferences. This will help you to understand the specific needs of each department and how those needs can be met by the human resources department.

Some questions you may want to ask include:

  • What type of employees does your department need?
  • What skills and experience are required for these positions?
  • What is the ideal number of employees for your department?
  • Are there any specific diversity goals that your department is hoping to achieve?
  • How can the human resources department help your department to achieve its goals?

2.2 Agree on human resource philosophies, values and policies with relevant managers

After you have consulted with relevant managers about their human resource preferences, you will need to agree on human resource philosophies, values and policies with these managers. This will help to ensure that all of the departments within the company are working towards the same goals and that they are using the same methods to achieve these goals.

Some areas you may need to agree on include:

  • The role of the human resources department within the company
  • The company’s philosophy on employee retention
  • The company’s policies on hiring and firing
  • The company’s diversity goals
  • How performance will be measured and evaluated
  • What type of training and development opportunities will be offered to employees

2.3 Develop strategic objectives and targets for human resource services

The human resources department is responsible for developing and implementing the organization’s strategy for hiring, training, and managing employees. In order to set effective goals and targets for the department, it is important to first understand the objectives of the overall organization.

Some common strategic objectives that can be targeted by the human resources department include:

  • Increasing employee productivity
  • Reducing labor costs
  • Attracting and retaining qualified employees
  • Enhancing employee satisfaction and engagement
  • Improving workplace safety

2.4 Examine options for the provision of human resource services and analyse costs and benefits

When it comes to the provision of human resource services, there are a few different options businesses have to choose from. One option is to hire an in-house HR staff, which can be costly due to the salary and benefits packages that come with the role. Another option is to outsource HR services to a third party, which can be cheaper in the long run as it eliminates the need for businesses to provide salaries and benefits packages.

However, it’s important for businesses to do their research before outsourcing HR services, as not all third-party providers offer equal value for money. It’s also important for businesses to outline their specific needs and requirements before outsourcing, as this will help ensure they receive a service that meets their needs and budget.

2.5 Identify appropriate technology and systems to support agreed human resource programs and practices

Technology solutions that can help to support agreed human resource programs and practices include HRIS (human resources information systems), ATS (applicant tracking systems), and onboarding software.

Each of these solutions can automate important processes related to hiring, managing employee data, and tracking employee progress through the onboarding process. They can also help to ensure compliance with relevant regulations and best practices. choosing the right technology solution for your organization can be a complex decision, but it’s important to consider the needs of your business and the goals of your HR department before making a purchase.

2.6 Write a strategic human resource plan and obtain senior management support for the plan

A human resource plan is a document that outlines the goals of an organization’s HR department and how it plans to achieve them. It should be tailored to the specific needs of the organization and should receive senior management support in order to be effective.

An effective HR department can help an organization achieve its strategic objectives by ensuring that it has the right people in the right jobs, developing and implementing effective training programs, and maintaining a healthy workforce. To be successful, however, an HR department needs the backing of senior management, who must provide both financial and political support.

2.7 Develop risk management plans to support the strategic human resource plan

There are a few key steps that should be included in any risk management plan for a strategic human resources plan: 

  1. Identification of potential risks – This should include both risks to the success of the plan, and risks to individual employees or groups of employees.
  2. Assessment of the likelihood and potential impact of each risk – This step is critical in prioritizing risks and allocating resources appropriately.
  3. Development of response plans for identified risks – These plans should include steps that can be taken to avoid or mitigate the impact of a risk, as well as procedures for responding if a risk occurs.
  4. Ongoing monitoring and evaluation of the risk management plan – The Plan must be adapted as needed in response to changes in the business environment or the implementation of the strategic HR plan.

A well-designed risk management plan can help to ensure the success of a strategic HR plan by identifying and preparing for potential risks that could impact the implementation of the plan. By taking steps to avoid or mitigate these risks, organizations can minimize their potential negative impact and ensure the smooth implementation of their HR strategy.

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Assignment Activity 3: Implement human resource strategic plan

3.1 Work with others to see that the plan is implemented

The human resources department is responsible for developing and implementing the human resources strategic plan. This plan will align with the overall business strategy and ensure that the organization has the right people in place to achieve its objectives.

The human resources department must work collaboratively with other departments in order to carry out the various aspects of the plan. For example, recruiting and hiring new employees must be coordinated with marketing so that the most qualified candidates are targeted. Training and development programs must be aligned with departmental goals, and compensation and benefits must be competitive in order to attract top talent.

The human resources department is a critical part of any organization and should be given the tools necessary to succeed. By working together, all departments can help make sure that the human resources strategic plan is successful.

3.2 Monitor and review the plan

Once the human resources strategic plan is in place, it is important to monitor and review it on a regular basis. This will help to ensure that the plan is on track and that any necessary adjustments are made. The human resources department should report regularly to senior management on the progress of the plan and make recommendations for changes as needed.

The human resources strategic plan is a dynamic document that should be updated as the needs of the organization change. By regularly monitoring and reviewing the plan, organizations can ensure that their human resources strategy is aligned with their business goals.

3.3 Adapt plan should circumstances change

The human resources strategic plan should be flexible enough to adapt to changes in the business environment. For example, if the organization experiences a downturn in business, the plan may need to be amended to focus on cost-cutting measures. Or, if the company is expanding into new markets, the plan may need to be revised to include strategies for recruiting and retaining employees in these new locations.

The human resources department must be prepared to adjust the human resources strategic plan as circumstances change. By being proactive and responsive to changes in the business, the HR department can help to ensure the success of the organization.

3.4 Evaluate and review performance against plan objectives

The human resources department should evaluate and review the performance of the organization against the objectives of the human resources strategic plan. This will help to identify areas where the plan has been successful and areas where improvements are needed. The results of the evaluation should be shared with senior management so that they can make decisions about the future direction of the organization.

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