This document discusses the human resource management needs and strategies for a medium-sized organization in Brisbane, Australia. It identifies key roles in HR including the HR manager and line managers. It also discusses recruiting, training, retaining employees, diversity considerations, and ensuring strategies comply with legislation and ethics. A cost-benefit analysis found investments in recruitment and training would provide high returns on investment through increased employee retention and satisfaction.

1. BSBHRM501 Manage Human Resource Services
Answer:
Introduction
Human resource management is the most important part of a business organization. Human
resource management is responsible for managing the most important resource of the
organization is the human or the employees (Rubbers, 2020). This report is a human
resource management report of a medium-sized organization in Brisbane Australia. The
company has a strong focus on superiority affects human resources as well as ethical
practices. The company believes that the growth and development of the company come
directly from strategic hiring training retaining the best employees and gaining strategic
advantage. According to the company’s ethics and beliefs, the unique skillsets of employees
add one of the most essential resources for the company as they cannot be easily duplicated
by the competitors. The company wants to acquire skilled and efficient individuals that
would fuel the growth and development of the organization. However, currently, the
company has found a gap between the organization's intention and the present situation.
The paper is going to present a complete human resource analysis of the company and
discuss strategies that the company could utilize.
Human Resource Needs
Roles And Responsibilities
The human resource manager-the major role played by the human resource manager is to
look after the entire human resource planning and management. The human resource
manager's role includes planning and coordinating as well as directing the administrative
functions of an organization (Harsveld van der Veen 2021). The person is also responsible
for looking after the recruitment cover interviewing and hiring process of the organization
Line manager -the line manager is responsible for looking after all the frontline workers of
an organization. The role of the line manager is to plan, delegate workloads as well as
organize shifts and roasters (Cooke 2018). They're also given the responsibility of cross-
training employees to ensure that all the areas of skill required are covered by well-trained
and skilled staff. They could also be referred to as the performance manager of the
company. The line managers are people who deal with the employees regularly.

2. External contractors- the external contractors are the employment agencies who are hired
by various organizations to facilitate a company where their recruitment and employee
hiring process (Martinez 2021). As per the needs and requirements of this company
maintaining a full-fledged human resource department would prove to be very costly for
the organization. Hiring an external employment agency or human resource agency would
help the company to cut down the cost at the same time acquire high-quality and skilled
labor. The external agencies could look after the hiring and recruitment process for the
organization.
External Business Environment
The company constantly needs to adapt their employees’ skills as well as the efficiency with
respect to the external marketing environments (Shen, J., & Zhang 2019). This section
would utilize PESTLE analysis for showing the external business environment's impact on
the organization's human resources.
Political-the changing political scenario put a great impact on the organization's policy
information and human resource management. The companies are bound to apply the
government regulations and policies of Australia.
Economic-the changing economic conditions greatly determine the company’s capacity of
paying wages as well as recruiting and termination of employees. A positive economic
condition of the country enables a positive growth of the organization allowing higher
wages and greater recruitment.
Socio cultural-the human resource department has to ensure that the company does not
harm any sociocultural sentiments through its company policies both within the
organization or outside the organization (Fernandez, & Gallardo-Gallardo, 2020).
The technology-the constant advancement of the technology also requires new skills and
talents therefore the human resource department needs to constantly evaluate the skills of
their employees and provide proper training to stay updated with modern technologies.
Legislature-as previously mentioned the company is bound to follow the legal obligations of
the country (Akhtar & Sushil, 2018). The human resource department is greatly impacted
by the labor laws fair wage policy and various other legal issues
Environmental-the work environment, as well as the surrounding natural environment of
the organization, also plays a very vital role in employee management.
Diversity

3. Incorporation of diversity within the organization is one of the most important human
resource needs of any organization. As the company has planned to create a healthy work
environment that supports the employees and creates a good relation depot it is important
to address organizations diversity requirements within the workplace. The company could
incorporate diversity as a part of its hiring process as well as build connections to create
strong talent pipelines (Mullins, 2018). Apart from that, the company could also establish
various policies encouraging diversity within the workplace as well as to conduct various
team bonding exercises such as fun Fridays and other recreational activities to create a
strong cohesion between various employees. This would also provide the employee's
encouragement to work in a diverse workplace
Recruitment Strategy
Recruiting falls under the regular operations of the human resource department. The
organization every year loses many employees at the same time recruits a similar number
of employees within the company. The human resource department currently recruits new
employees only based on interviews and shortlisting of their CVs. This technique is
inefficient in identifying the talents resulting in a gap between the intended and the actual
states.
The human resource department of the company will hold regular meetings as well as ask
the line managers and the senior managers to provide regular reports on the skills and
talent requirements of the organization across various departments. The human resource
department would also conduct service with the senior and line managers to understand
the needs in various areas (Pera, 2018). The company would then start recruiting
candidates by posting job alerts. As per the suggestion of this paper, the recruitment
process should be divided into three segments screening, group discussion add personal
interview. During the screening process, the candidates would big given a task related to
their job role, this would provide end standing of the unique level of talents and skills of an
individual. The group discussion would help to understand the individuals' team skills as
well as the compatibility with the organization.
Training Strategy
As previously mentioned all the senior managers and line managers would provide reports
about, their employ skills and talents and their requirements (Howells, 2020). However, for
the training strategy, the human resource department would also incorporate employee
surveys and team service as well as job service to identify the skill requirement of each
department. The company would also incorporate a self-evaluation chart where each
employee would read their skills and evaluate themselves. Apart from that, an evaluation
chart of each employee would be provided to each of the managers which would give a
complete overview of the skill requirements and training needs of the employees.

4. The human resource department would then provide training to the employees according
to their requests in survey and self-evaluation papers. The training would help the
employees gather new skills and promote their growth and development. Apart from that
training should also be provided to employees those who feel that they are lacking in
certain areas to improve their performance leading to a higher appraisal and growth within
the companies. Allowing the employees to learn new skills and update themselves enhances
the retention capability of the organization. The first training need that is required is a
corporate trainer four is updated with all the skills currently in demand within the industry
and would help growth and development of the employee. Apart from that research team
would also be required to constantly survey the external markets as well as the internal
environment and skill requirements of the employees.
Retaining Strategy
Employee satisfaction and the workplace environment play a very vital role in employee
retention and management. The HR department of the company would regularly conduct
various surveys regarding employee satisfaction and workplace concerns with the
employees. Apart from that the company would also conduct one to one interviews and
collect feedback from employees who are resigning from the company. This would provide
great detail about the major reasons for employees leaving the organization. After
identifying the reasons, the company could implement various policies such as greater
benefits and higher appraisals according to performance (Howells, 2020).
The company would also incorporate various reward and recognition strategies and
provide an appreciation for the employees who have outperformed and provided
exceptional results for the organization. This would further enhance employee satisfaction.
The company would also provide some added benefits such as performance-based leaves as
well as performance feedback.
Legislative And Ethical Requirements And Considerations
All these strategies there are formulated by the HR department of the organization would
be created in compliance with the organizational policies and Legislative requirements. The
organization work from all the strategies and policies keeping in mind the organizational
Goals, mission, and vision. The company would also ensure that all the legislation
requirements of the organization armet and strategies do not violate any of them.
Three Legislations That Apply To The HR Services Are
Fair labor standards act-this law defines the working conditions and this standard of the
work environment of an employee (Dechawatanapaisal, 2019)
Workplace Safety and Security Act-this act are implemented to look after the safety and

5. security of the employees within the organization both of the personal data as well as the
individual help themselves.
Fair wage act-this act ensures that every employee is paid a fair wage or salary of their
labor or contribution towards the company.
Ethical Expectations
The human resource department has to deal with various information including
confidential and highly sensitive personal data of the employees. The HR department word
categorizes all the data into three different categories confidential, administrative and
organizational. The confidential data would include all the personal information of the
employees including their performance and salary details this data would be accessible only
two the authorized personnel and no one else. The administrative data on the other hand
would contain all the data required for the smooth administration of the organization and
could be accessed by anyone in the administrative department. The final one is the
organizational data which food has all the data that could be accessed by anyone in the
organization. To maintain ethical behavior within the organization, the HR department
would establish strong ethical policies as well as implement penalties on their violation.
Feasibility Of Service
Cost
Benefit
increase salary and appraisal's
higher employee retention and employee motivation generating greater profits.
Increased employee retention rate
training and development programs

6. hire employee skill improvement resulting in higher employee satisfaction and employee
retention
added stage in recruitment process
incorporation of higher skilled labour increasing the efficiency of the organization
As per the cost benefit analysis this could be found that increase in the investment in
terms of recruitment process would improve the quality of service provided by the
company. The exact value on return of investment could not be identified in this case is
not possible, however it is expected that investing on the recruitment process would
provide ROI of 32 percent. As far as the training and development investment in concerned
it is expected to provide a ROI of 40 to 45 percent.
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