King Edward VII College Case Study - Human Resources Strategic Plan - Risk Management - Health and Safety Policy and Procedures - Report Writing Assignment Help

Assignment Task:

Carefully read the following:

King Edward VII College has been operating for five years. The college is based in the Melbourne CBD, with about 500 students enrolled. It offers a range of courses in management, marketing, human resources and international business. Courses are offered at all levels from Certificate II to Graduate Diploma. The college is very popular due to its competitive pricing structure, innovative teaching methods and state of the art facilities.

Due to its success, the college plans to establish two additional campuses, one in Brisbane and one in Sydney. The Brisbane campus will commence operating in January 2018 and Sydney in mid-2018. Campus locations are already in place, with the process being overseen mainly by the CEO and the Finance Manager. No staff have been employed as yet, but it is anticipated that each campus will require a receptionist, a student services officer and 4 trainers. Existing staff at the Melbourne campus will complete all other staff functions until such time as student numbers increase substantially. It is anticipated that maximum student numbers will be up to 50 students at each of the new campuses.
 
The College currently employs 24 staff members including the CEO, a Marketing Manager and Marketing Assistant, Human Resources Manager, Finance Manager, Administration Manager, Office Assistant, Receptionist, Academic Manager, Student Services Officer, and approximately 14 trainers. Further details regarding the above staff, as well as the staff turnover statistics, are provided in the Workforce Information document. King Edward VII College understands the overall importance of strategic planning for human resources and, given the company’s expansion plans, a Human Resources Strategic Plan is now required.

The status of key areas of human resources is as follows: 
1. Equal employment opportunity and diversity: equal employment opportunity is implicit in recruiting staff and in the workplace but there is no formal policy or strategy in place or arrangements for flexible working arrangements. 
2. Human resources information systems: the current human resources system is basic. Staff files are kept in a filing cabinet and payroll is managed through accounting software. There is interest in migrating to an advanced HR information system as the business grows and has multiple sites. Costs need to be identified. 
3. Induction is limited to a couple of hours at the beginning of an employee’s employment. There is no follow up. 
4. Job analysis and design: no formal systems in place. 
5. Occupational health and safety: policies and procedures and processes are in place. However, no formal training system or ongoing development systems are in place. 
6. Performance management: while performance management is indicated in the company’s strategic plan, it is sporadic and depends on the manager. Clearer procedures and systems need to be put in place and there also needs to be some attention to reward and recognition schemes. 
7. Professional development: professional development onus is on the staff with no formal systems in place. Any professional development undertaken by staff is not always recorded although staff are supposed to complete a professional development register. An online system for recording professional development and that is linked to the human resources information system would be useful. There is no current budget for professional development and an annual amount needs to be identified per staff member. 
8. Recruitment and selection: there is a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff. 
9. Staff retention and succession planning: no formal systems are in place

Question 1:

Prior to developing the Human Resources Strategic Plan, you are required to develop a briefing report to present to the CEO and Senior Managers.
 
Thoroughly review the King Edward VII College’s Strategic and Operational Plan that sets out the College’s strategic objectives and operational priorities, as well as Workforce information.

An overview of King Edward VII College’s human resource requirements for the next three years, as identified from the scenario information and Strategic and Operational Plan and workforce information you have been provided with.

Question 2:

Send an email to the CEO and Senior Managers (your assessor).

When you have completed the briefing report, send it to your assessor as an email attachment.

The text of the email should use grammatically correct and respectful English. Remember that the CEO and Senior Managers receive many emails, so you will need to begin by re-introducing the project to them and introducing yourself in an appropriate manner.

Question 3:

In this part of the assessment task, you are required to conduct the meeting to discuss the briefing report you have developed to inform the development of the Human Resources Strategic Plan. The purpose of the meeting is to present information and recommendations for the Human Resources Strategic Plan and to discuss ideas and seek feedback.

Your assessor will play the role of the CEO and your assessor will identify a number of your fellow students to play the roles of Marketing Manager, Finance Manager, Administration Manager and Academic Manager. 

Question 4:

Develop the Human Resources Strategic Plan.

You are now required to develop the Human Resources Strategic Plan using your research and input from the meeting. Use the template provided by your assessor to develop your plan, ensuring that you complete all sections of the plan and clearly state strategic objectives and targets.

Use the Human Resources Strategic Plan Template to guide your work.

Question 5:

You are also required to develop a risk management plan to identify the risks that may be associated with the Human Resources Strategic Plan and risk management strategies that can be used to control risk. Identify potential risks and risk management strategies related to the strategies and actions in your Human Resources Strategic Plan.

Question 6:

When you have completed both plans, send them via email to the management team (your assessor). Your email must indicate that this is the Human Resources Strategic Plan for implementation and the Risk Management Plan and that you are seeking final approval. 

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