Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 4 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
develop HR options that comply with legislative requirements, organisational
policies and business goals
develop and agree on strategies and action plans for delivery of human resources
services
agree and document roles and responsibilities of human resources team, line
managers, and external contractors.
Human resources requirements
Organisations have varying human resources requirements. It is the role of human
resources professionals responsible for planning the delivery of HR services to identify
these requirements and determine the right strategies for delivering those services.
Human resources service requirements include:
● recruitment and selection
● employee development planning
● competency identification
● performance counselling
● training and development programs
● feedback tools and programs
● flexible work arrangements
● orientation and induction
● discrimination and harassment
advice and support
● work health and safety (OHS/WHS)
● rehabilitation and return to work
● remuneration and benefits advice
● succession planning
● industrial relations advice
● workers’ compensation.
Depending on the organisation and the HR structure, HR service delivery planning and
strategising may be the responsibility of HR professionals in different areas and at
different levels of the organisation. For example, HR managers at a senior level may
consult with all areas of the business to develop an overall approach to service delivery.
HR professionals embedded in business units and reporting to line managers may make
more localised decisions on customised service delivery, sometimes mediating services
requested by employees and line managers and provided by centralised HR. Human
resources professionals may also be specialists in recruitment, policy development or
training, for example, and work within HR ‘centres of excellence’ providing services to
other business units as they are required.
To determine requirements and ensure that the most appropriate strategies are used for
the delivery of human resources services, human resources professionals are required to:
● analyse organisational strategic and operational plans
● consult with managers to determine needs.
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 5 of 121
Learning activity: Strategies to deliver HR services
Consider your organisational an organisation you would like to research.
● What services does HR deliver?
● How are services delivered?
● Who delivers the services? For example:
○ A centralised HR?
○ HR officers embedded in business units?
○ An HR ‘centre of excellence’?
○ A variety of HR professions who share responsibility and accountability for
the delivery of services to the business?
● Does the organisation’s HR employ an overall strategy or strategies to deliver HR
services in a coherent way and in accordance with organisational goals?
Use the link below to access the University of Birmingham human resources strategy.
This is a good example of what is required when developing a human resources
strategy.
● University of Birmingham, HR strategy 2007–2012, viewed May 2015,
.
Once you have reviewed the strategy, answer the questions below.
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 6 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
● What is the university trying to achieve through the human resources strategy?
● How is the strategy linked to the organisation’s goals and objectives?
● What areas of human resources service delivery does the strategy cover?
● How do you think the university will benefit from having such a strategy in place?
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 7 of 121
Strategic and operational plans
Strategic and operational plans are the road map for an organisation and its employees
to follow in order to achieve the organisation’s goals. These plans incorporate the values,
vision and mission of the organisation and detail the strategies and specific actions or
tactics required to achieve the organisation’s goals. They typically look ahead three to five
years.
An organisation’s strategic and operational plans provide the following information.
Who are we? The organisation’s vision and values.
Where are we now?
The organisation’s current strengths, weaknesses,
opportunities and threats.
Where do we want to be? The organisation’s long-term mission and goals.
How will we get there?
The strategies and actions that will be implemented to
achieve organisational goals.
Learning activity: Accessing strategic and operational plans
Consider your organisation or an organisation you would like to research. If possible,
access the organisation’s business, strategic or operational plans.
● Describe the organisation’s mission and values.
● What are the organisation’s strengths, weaknesses opportunities and threats?
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 8 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
● What is the organisation’s vision for the future?
● What are the organisation’s goals?
● What approach will the organisation take to achieving its vision and strategic
goals?
If no plans are available to you, you may wish to study examples of simulated business
documentation for:
● Australian Hardware
● CoffeeVille.
Simulated business information can be located online at
http://simulations.ibsa.org.au/.
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 9 of 121
Aligning the human resources strategy
A human resources strategy must be aligned with an organisation’s strategic and
operational plans to ensure it actively supports the successful achievement of the
organisation’s goals. The specific deliverables of a human resources strategy depend on
the goals of the organisation’s strategic and operational plans. This can be very different
from one organisation to another.
These differences are best demonstrated in the table below. The table describes some
corporate strategies of different organisations and the human resources strategies
implemented to achieve those goals. This is a good example of how human resources
strategies can support organisations to achieve their corporate strategy. Organisations
may cycle through different corporate strategies at different times based on their
performance, the health of the economy and a range of other factors.
Corporate strategy Human resources strategies
Retrenchment
(cost reduction)
Redundancies, wage reduction, productivity increases, job
redesign, renegotiated agreements.
Growth
Aggressive recruiting and hiring, rapid wage rises, job creation,
expanding training and development.
Renewal
Managed turnover, selective redundancies, organisational
development, transfer/replacement, productivity increases, and
employee involvement.
Niche focus
Specialised job creation, elimination of other jobs, specialised
training and development.
Acquisition
Selective redundancies, transfers/replacement/job
combinations, orientation and training, managing cultural
transitions. 1
1 Anthony, W., Kacmar, M. and Perrewe, P., 2002, ‘Strategic compensation systems’, Human
resources management, South-Western, Ohio, Ch. 11, p. 17.
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 10 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
Learning activity: Strategic and operational plans
Research a copy of an organisation’s strategic plan and complete the table below. You
can either access one from your current organisation or visit
http://simulations.ibsa.org.au/.
Strategic goal
Detail the strategic goals
from the strategic plan
you have accessed.
HR Strategy
Detail the human resources strategies that you could
implement to assist in the achievement of these goals.
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 11 of 121
Analysis of strategic and operational plans
Human resources professionals must obtain copies of an organisation’s strategic and
operational plans for analysis to determine the human resources requirements of the
business.
Analysis of an organisation’s strategic and operational plans involves:
● identifying the vision, values and mission of the organisation to understand, from a
strategic perspective, what is important to the organisation (values), what the
organisation is trying to achieve (vision) and what the organisation is doing to
achieve its vision and mission
● identifying the organisation’s current state – including its strengths, weaknesses,
opportunities and threats – to understand the successes and challenges the
organisation is currently facing
● identifying the organisation’s goals to understand how the organisation will
measure its success and following from there, the success of the human resources
strategy
● identifying the strategies and actions that will be implemented to achieve
organisational goals to determine how human resources can specifically support
the achievement of those strategies, actions and goals.
Reviewing diversity-related goals
Organisations may have particular goals relating to fostering the diversity of its workforce.
Such goals may or may not be articulated as part of the organisation’s vision, values or
strategic objectives. Nevertheless, policies and procedures may state the organisation’s
commitment to diversity and eliminating discrimination. Such policies may also express
the organisation’s legal obligations with regard to ensuring workplace equity.
As part of developing your approach to delivering HR services, you will therefore need to
consider how to deliver HR services to support diversity-related goals and integrate your
activities with other diversity-related programs
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