Assessment 1 manage human resources

Unit: BSBHRM602A MANAGE HUMAN RESOURCES STRATEGIC PLANNING

Assessment 1: Project

Overview

This unit describes the performance outcomes, skills and knowledge required to manage human resources strategic planning.

Learning outcomes

You will be required to demonstrate your knowledge of:

Research planning requirements Identifying risks

Develop human resources strategic plan

Implement human resources strategic plan

Assessment Results

There will be two outcomes: Competent (C) and Not Yet Competent (NYC)

Students who fail to achieve competence will be allowed to be re-assessed up to two more times until competence is achieved.

tear off and hand to student

Unit: BSBHRM602A MANAGE HUMAN RESOURCES STRATEGIC PLANNING

Assessment 1: Project

This assessment was submitted on (date) ______________________________________, by

(Student number) ______________________, (name) _______________________________ As a student of ACVS I understand that if there is any doubt as to the authenticity of any piece of my assessment, then I can be orally assessed.

__________________________________ ______________________________________

Student Signaturefacilitator signature

Project

You must attach your final product to this assessment and hand it in on the date set by the college.

In this project you must plan, develop, conduct and evaluate a human resources strategic plan for an organisation that you are familiar with. It is important that you reference your statements/finding.

This assignment must be typed using word processing software (e.g. Microsoft Word)

STARBUCKS

Part 1: Development

You should study and describe the organisation’s strategic plan, focusing (but not limiting yourself, on:

......

d describe the organisation’s strategic plan, focusing (but not limiting yourself, on:

Organisation’s goals and targets, and how this will influence/have an impact on staffing

Starbucks Goals and Objectives are to create a place where people gather, socialize or mingle between work and home.

This ‘third place’ or ‘special place’ concept is one of the key marketing strategies of Starbucks.

Become a major competitor

Improve the market share by 10%

Create a positive culture in the café

Have customers that stay in the café longer, and come more regularly

Improve the number of loyal customers

Improve the number of loyal customers by 5% each month

Emerging practices/trends, and how this will influence/have an impact on staffing

Training is sometimes not effective it is a one off thing. training is more about teaching the workers how to do things, but they must put their own time and effort into practicing and getting used to the new skills.

On going training will make sure that they can develop the new skills effectively and use it correctly, because single time training cant really monitor the improvements.

Websites such as Seek.Com and CareerOne.com are very good websites to advertise job positions.

These two websites have the most amounts of people looking for jobs and therefore, can be a very effective way of getting a large number of applicants. The organisations can then choose the most experienced and suitable applicants to interview.

New technology within the industry sector, and how this will influence/have an impact on staffing

Technology in Australia has improved a lot. There are more efficient coffee machines that can make coffee much faster. This saves time and makes the customers happier. Also enabling Wi-Fi access will attract more customers

Any potential changes in legislation, and how this will influence/have an impact on staffing

Discrimination is the act of being unfair or showing prejudice because of one’s race, age or sex. Discrimination must be stopped to make the workplace more fair and open-minded.

The organisation can improve the discrimination performance by using Anti-Discrimination laws. Anti-discrimination is a law which makes it illegal to discriminate against others. Similarly to EEO, it makes sure that people are not discriminated against in the workplace. The difference between EEO and anti-discrimination is that EEO is about provide equal opportunities to everyone, however anti-discrimination is more broader, making sure that people are not harassed, mistreated or bullied because of their race, gender, disability or religion.

What number of staff (and what skills will be needed, with specific reference to the above issues?

Relevant managers and other Staff

Operations Manager

HR Manager

Employees

Customer service

Supervisor

Accountant

Part 2: Implementation

Describe who you will consult with (and reasons why) regarding the implementation of your plan.

I will clarify terms and conditions of employment, consult with employee representatives, ensure that all strategies, policies and initiatives have been legally accepted and seek advice from employer representatives.

How will you get agreement from stakeholders on the HR strategic plan’s objectives, targets and policies?

When the position description…

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