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BSBHRM602 Manage Human Resources Strategic Planning

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Question 1: Describe human resource practices and functions: a.Recruitment and selection b.Training and Development c.Compensation d.Job analysis and design e.Performance management f.Staff retention and succession planning Question 2: Explain the following legislative, regulatory and industrial requirements for the business: a.Work health and safety Act 2011 b.Privacy Act 1998 c.Fair Work Act 2009 Question 3: Outline following options for souring labour: a.Recruitment options b.Casual labour c.New graduates or trainees d.Off shore workers ...

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Question Preview:

Question 1: Describe human resource practices and functions: a.Recruitment and selection b.Training and Development c.Compensation d.Job analysis and design e.Performance management f.Staff retention and succession planning Question 2: Explain the following legislative, regulatory and industrial requirements for the business: a.Work health and safety Act 2011 b.Privacy Act 1998 c.Fair Work Act 2009 Question 3: Outline following options for souring labour: a.Recruitment options b.Casual labour c.New graduates or trainees d.Off shore workers e.Outsourcing f.Contractors/ Consultants Question 4: Explain the impact of technology on job roles. Question 5: Outline labour market options for sourcing labour supply. Question 6: Describe the requirements of a human resources strategic plan.

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Question 1.

Describe Human Resource practices and functions.

Question 1. (a). Recruitment and Selection-In order to meet the need of additional labor in any organization the human resource team sets into action to take recruitment and selection process ahead. This is the first step in the process of recruitment and selection process. As per the requirement of the organization the human resource team needs to make the decision so as to maintain the cost of the organization (Myrna LG, 2008). The entire process starts from shortlisting the candidates, scheduling interviews, proceeding with conducting interviews and then heading with salary negotiation and on-boarding. These are the stages which needs to be met in order to handle the resource crunch. 

Question 1. (b). Training and Development-It is important to conduct training and development for the employee for all the organization in order to transfer the best knowledge and skills from the expert or the learners so that the rest of the employees can focus on improving on the areas where they feel they are lacking (Frank Yawson, 2009). It is for the organization, in order to bring the best threshold outcome from the employees. 

Question 1. (c). Compensation-While compensation is considered for any organization for the employees, it is known to be the most critical point of discussion. It can be considered to be the form through which the employees get compensated for their good performance with the task (Sarah LF, Dean MC, n.d). There are usually three types of compensation:-Non-Monetary Compensation- This usually include the rewards which does not comprise of any tangible value, it can be any other means such as job security, health insurance, allowances etc.

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