Case Study Incite College has been operating for five years The college is based in Melbourne CBD and offers a range of courses in management, marketing, human resources and international business and currently has around 500 students enrolled across all its courses 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 the success of the college, the college plans to establish two additional campuses, one in Sydney and one in Canberra The Canberra campus will commence operating in Jan 2021 and Sydney in mid 2021 Campus locations are already in place with the process being overseen mainly by the CEO and Finance Manager No staff have been employed yet, but it is anticipated that each campus will require a receptionist, 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 at the new campuses will be up to 50 students per campus The College currently employs 24 staff members that include 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 is provided in the workforce information document and shows staff turnover statistics Incite College Workforce InformationDownload Incite College Workforce Information Find the Incite College Strategic and Operational Plan here Incite College Strategic Operational PlanDownload Incite College Strategic Operational Plan A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources The status of key areas of human resources is as follows 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 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 Induction induction is limited to a couple of hours at the beginning of an employee's employment There is no follow up Job analysis and design no formal systems in place Occupational health and safety policies and procedures and processes are in place However, no formal training system or ongoing development systems are in place 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 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 Recruitment and selection there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff Staff retention and succession planning no formal systems are in place This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan Develop the Human Resources Strategic Plan After consulting with the human resources department about their workforce preferences, you are now required to use the input from consultation and develop the Human Resources Strategic Plan using your research Download and complete the Human Resources Strategic Plan template Human Resources Strategic PlanDownload Human Resources Strategic Plan Ensure that you complete all sections of the plan and clearly state strategic objectives and targets Complete the strategies with detailed actions including the timeline, responsibilities, and performance indicators The template also contains the risk assessment plan that you are also required to develop Identify all the risks that may be associated with the Human Resources Strategic Plan and assess them in accordance with the risk assessment legend What you need to submit for this task Human Resources Strategic Plan including the Risk Management Plan INTRODUCTION PRIORITIES OPERATIONAL PRIORITIES PLAN A RECRUITMENT, SELECTION, AND INDUCTION Objective To ensure the recruitment and retentions of first class employees Actions Responsibility Budget implications Performance Indicators Target date B Workforce development Objectives To drive individual and team performance Actions Responsibility Budget implications Performance Indicators Target date c Supporting and valuing the workforce Objectives Develop and implement more effective performance management for staff Actions Responsibility Budget implications Performance Indicators Target date Riskmanagement The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance Definitions Definitions are based on the Australian and New Zealand Risk Management Standard AS NZS 4360 2004 Risk The chance of something happening which will have an impact upon objectives It is measured in terms of consequence and likelihood Likelihood A qualitative description or synonym for probability or frequency Consequence The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain There may be a range of possible outcomes associated with an event Risk assessment The overall process of risk analysis and risk evaluation Risk treatment control methods Selection and implementation of appropriate options for dealing with risk Conceptually, treatment options will involve one or a combination of the following five strategies Avoid the risk Reduce the likelihood of occurrence Reduce the consequences of occurrence Transfer the risk Retain accept the risk Risk management process The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk Risk assessment legend Source https www google com au url sa i rct j q esrc s source images cd cad rja uact 8 docid 7GxmjjGohwE9SM tbnid MciNt9M2FGx6JM ved 0CAUQjRw url http 3A 2F 2Fwww backwoodshome com 2Fblogs 2FClaireWolfe 2F2012 2F10 2F23 2Fpreparedness priorities part v 2Friskmatrix 2F ei S5drU4jXAqSa0QWh4YG4CQ bvm bv 66330100,d ZWU psig AFQjCNGShq9oLNdqTeacWBtT2 Gc zRn8w ust 1399646355223547 Risk Management Plan Risk description Likelihood of risk Impact of risk Priority of risk Preventative Action Contingency Plan Case Study Incite College has been operating for five years The college is based in Melbourne CBD and offers a range of courses in management, marketing, human resources and international business and currently has around 500 students enrolled across all its courses 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 the success of the college, the college plans to establish two additional campuses, one in Sydney and one in Canberra The Canberra campus will commence operating in Jan 2021 and Sydney in mid 2021 Campus locations are already in place with the process being overseen mainly by the CEO and Finance Manager No staff have been employed yet, but it is anticipated that each campus will require a receptionist, 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 at the new campuses will be up to 50 students per campus The College currently employs 24 staff members that include 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 is provided in the workforce information document and shows staff turnover statistics Incite College Workforce InformationDownload Incite College Workforce Information Find the Incite College Strategic and Operational Plan here Incite College Strategic Operational PlanDownload Incite College Strategic Operational Plan A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources The status of key areas of human resources is as follows 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 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 Induction induction is limited to a couple of hours at the beginning of an employee's employment There is no follow up Job analysis and design no formal systems in place Occupational health and safety policies and procedures and processes are in place However, no formal training system or ongoing development systems are in place 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 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 Recruitment and selection there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff Staff retention and succession planning no formal systems are in place This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan Develop the Human Resources Strategic Plan After consulting with the human resources department about their workforce preferences, you are now required to use the input from consultation and develop the Human Resources Strategic Plan using your research Download and complete the Human Resources Strategic Plan template Human Resources Strategic PlanDownload Human Resources Strategic Plan Ensure that you complete all sections of the plan and clearly state strategic objectives and targets Complete the strategies with detailed actions including the timeline, responsibilities, and performance indicators The template also contains the risk assessment plan that you are also required to develop Identify all the risks that may be associated with the Human Resources Strategic Plan and assess them in accordance with the risk assessment legend What you need to submit for this task Human Resources Strategic Plan including the Risk Management Plan INTRODUCTION PRIORITIES OPERATIONAL PRIORITIES PLAN A RECRUITMENT, SELECTION, AND INDUCTION Objective To ensure the recruitment and retentions of first class employees Actions Responsibility Budget implications Performance Indicators Target date B Workforce development Objectives To drive individual and team performance Actions Responsibility Budget implications Performance Indicators Target date c Supporting and valuing the workforce Objectives Develop and implement more effective performance management for staff Actions Responsibility Budget implications Performance Indicators Target date Riskmanagement The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance Definitions Definitions are based on the Australian and New Zealand Risk Management Standard AS NZS 4360 2004 Risk The chance of something happening which will have an impact upon objectives It is measured in terms of consequence and likelihood Likelihood A qualitative description or synonym for probability or frequency Consequence The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain There may be a range of possible outcomes associated with an event Risk assessment The overall process of risk analysis and risk evaluation Risk treatment control methods Selection and implementation of appropriate options for dealing with risk Conceptually, treatment options will involve one or a combination of the following five strategies Avoid the risk Reduce the likelihood of occurrence Reduce the consequences of occurrence Transfer the risk Retain accept the risk Risk management process The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk Risk assessment legend Source https www google com au url sa i rct j q esrc s source images cd cad rja uact 8 docid 7GxmjjGohwE9SM tbnid MciNt9M2FGx6JM ved 0CAUQjRw url http 3A 2F 2Fwww backwoodshome com 2Fblogs 2FClaireWolfe 2F2012 2F10 2F23 2Fpreparedness priorities part v 2Friskmatrix 2F ei S5drU4jXAqSa0QWh4YG4CQ bvm bv 66330100,d ZWU psig AFQjCNGShq9oLNdqTeacWBtT2 Gc zRn8w ust 1399646355223547 Risk Management Plan Risk description Likelihood of risk Impact of risk Priority of risk Preventative Action Contingency Plan Case Study Incite College has been operating for five years The college is based in Melbourne CBD and offers a range of courses in management, marketing, human resources and international business and currently has around 500 students enrolled across all its courses 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 the success of the college, the college plans to establish two additional campuses, one in Sydney and one in Canberra The Canberra campus will commence operating in Jan 2021 and Sydney in mid 2021 Campus locations are already in place with the process being overseen mainly by the CEO and Finance Manager No staff have been employed yet, but it is anticipated that each campus will require a receptionist, 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 at the new campuses will be up to 50 students per campus The College currently employs 24 staff members that include 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 is provided in the workforce information document and shows staff turnover statistics Incite College Workforce InformationDownload Incite College Workforce Information Find the Incite College Strategic and Operational Plan here Incite College Strategic Operational PlanDownload Incite College Strategic Operational Plan A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources The status of key areas of human resources is as follows 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 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 Induction induction is limited to a couple of hours at the beginning of an employee's employment There is no follow up Job analysis and design no formal systems in place Occupational health and safety policies and procedures and processes are in place However, no formal training system or ongoing development systems are in place 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 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 Recruitment and selection there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff Staff retention and succession planning no formal systems are in place This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan Develop the Human Resources Strategic Plan After consulting with the human resources department about their workforce preferences, you are now required to use the input from consultation and develop the Human Resources Strategic Plan using your research Download and complete the Human Resources Strategic Plan template Human Resources Strategic PlanDownload Human Resources Strategic Plan Ensure that you complete all sections of the plan and clearly state strategic objectives and targets Complete the strategies with detailed actions including the timeline, responsibilities, and performance indicators The template also contains the risk assessment plan that you are also required to develop Identify all the risks that may be associated with the Human Resources Strategic Plan and assess them in accordance with the risk assessment legend What you need to submit for this task Human Resources Strategic Plan including the Risk Management Plan INTRODUCTION PRIORITIES OPERATIONAL PRIORITIES PLAN A RECRUITMENT, SELECTION, AND INDUCTION Objective To ensure the recruitment and retentions of first class employees Actions Responsibility Budget implications Performance Indicators Target date B Workforce development Objectives To drive individual and team performance Actions Responsibility Budget implications Performance Indicators Target date c Supporting and valuing the workforce Objectives Develop and implement more effective performance management for staff Actions Responsibility Budget implications Performance Indicators Target date Riskmanagement The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance Definitions Definitions are based on the Australian and New Zealand Risk Management Standard AS NZS 4360 2004 Risk The chance of something happening which will have an impact upon objectives It is measured in terms of consequence and likelihood Likelihood A qualitative description or synonym for probability or frequency Consequence The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain There may be a range of possible outcomes associated with an event Risk assessment The overall process of risk analysis and risk evaluation Risk treatment control methods Selection and implementation of appropriate options for dealing with risk Conceptually, treatment options will involve one or a combination of the following five strategies Avoid the risk Reduce the likelihood of occurrence Reduce the consequences of occurrence Transfer the risk Retain accept the risk Risk management process The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk Risk assessment legend Source https www google com au url sa i rct j q esrc s source images cd cad rja uact 8 docid 7GxmjjGohwE9SM tbnid MciNt9M2FGx6JM ved 0CAUQjRw url http 3A 2F 2Fwww backwoodshome com 2Fblogs 2FClaireWolfe 2F2012 2F10 2F23 2Fpreparedness priorities part v 2Friskmatrix 2F ei S5drU4jXAqSa0QWh4YG4CQ bvm bv 66330100,d ZWU psig AFQjCNGShq9oLNdqTeacWBtT2 Gc zRn8w ust 1399646355223547 Risk Management Plan Risk description Likelihood of risk Impact of risk Priority of risk Preventative Action Contingency Plan

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Case Study Incite College has been operating for five years. The college is based in Melbourne CBD and offers a range of courses in management,

Case Study

Incite College has been operating for five years. The college is based in Melbourne CBD and offers a range of courses in management, marketing, human resources and international business and currently has around 500 students enrolled across all its courses. 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 the success of the college, the college plans to establish two additional campuses, one in Sydney and one in Canberra. The Canberra campus will commence operating in Jan 2021 and Sydney in mid-2021. Campus locations are already in place with the process being overseen mainly by the CEO and Finance Manager. No staff have been employed yet, but it is anticipated that each campus will require a receptionist, 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 at the new campuses will be up to 50 students per campus.

The College currently employs 24 staff members that include 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 is provided in the workforce information document and shows staff turnover statistics:Incite College Workforce InformationDownload Incite College Workforce Information

Find the Incite College Strategic and Operational Plan here:Incite College Strategic & Operational PlanDownload Incite College Strategic & Operational Plan

A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources.

The status of key areas of human resources is as follows:

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.
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.
Induction - induction is limited to a couple of hours at the beginning of an employee's employment. There is no follow up.
Job analysis and design - no formal systems in place.
Occupational health and safety - policies and procedures and processes are in place. However, no formal training system or ongoing development systems are in place.
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.
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.
Recruitment and selection - there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff.
Staff retention and succession planning - no formal systems are in place.

This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan.

Develop the Human Resources Strategic Plan

After consulting with the human resources department about their workforce preferences, you are now required to use the input from consultation and develop the Human Resources Strategic Plan using your research. Download and complete the Human Resources Strategic Plan template:Human Resources Strategic PlanDownload Human Resources Strategic Plan

Ensure that you complete all sections of the plan and clearly state strategic objectives and targets. Complete the strategies with detailed actions including the timeline, responsibilities, and performance indicators.

The template also contains the risk assessment plan that you are also required to develop. Identify all the risks that may be associated with the Human Resources Strategic Plan and assess them in accordance with the risk assessment legend.

What you need to submit for this task:

Human Resources Strategic Plan including the Risk Management Plan

INTRODUCTION

PRIORITIES

OPERATIONAL PRIORITIES PLAN

A. RECRUITMENT, SELECTION, AND INDUCTION

Objective:

To ensure the recruitment and retentions of first-class employees.

Actions	Responsibility	Budget implications	Performance Indicators	Target date

B. Workforce development

Objectives:

To drive individual and team performance

Actions	Responsibility	Budget implications	Performance Indicators	Target date

c. Supporting and valuing the workforce

Objectives:

Develop and implement more effective performance management for staff

Actions	Responsibility	Budget implications	Performance Indicators	Target date

Riskmanagement

The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance.

Definitions

Definitions are based on the Australian and New Zealand Risk Management Standard AS/NZS 4360:2004.

Risk

The chance of something happening which will have an impact upon objectives. It is measured in terms of consequence and likelihood.

Likelihood

A qualitative description or synonym for probability or frequency.

Consequence

The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain. There may be a range of possible outcomes associated with an event.

Risk assessment

The overall process of risk analysis and risk evaluation.

Risk treatment/control methods

Selection and implementation of appropriate options for dealing with risk. Conceptually, treatment options will involve one or a combination of the following five strategies:

Avoid the risk.
Reduce the likelihood of occurrence.
Reduce the consequences of occurrence.
Transfer the risk.
Retain/accept the risk.

Risk management process

The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk.

Risk assessment legend

Source:https://www.google.com.au/url?sa=i&rct=j&q=&esrc=s&source=images&cd=&cad=rja&uact=8&docid=7GxmjjGohwE9SM&tbnid=MciNt9M2FGx6JM:&ved=0CAUQjRw&url=http%3A%2F%2Fwww.backwoodshome.com%2Fblogs%2FClaireWolfe%2F2012%2F10%2F23%2Fpreparedness-priorities-part-v%2Friskmatrix%2F&ei=S5drU4jXAqSa0QWh4YG4CQ&bvm=bv.66330100,d.ZWU&psig=AFQjCNGShq9oLNdqTeacWBtT2-Gc_zRn8w&ust=1399646355223547

Risk Management Plan

Risk description	Likelihood of risk	Impact of risk	Priority of risk	Preventative Action/Contingency Plan

Case Study

Find the Incite College Strategic and Operational Plan here:Incite College Strategic & Operational PlanDownload Incite College Strategic & Operational Plan

A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources.

The status of key areas of human resources is as follows:

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.
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.
Induction - induction is limited to a couple of hours at the beginning of an employee's employment. There is no follow up.
Job analysis and design - no formal systems in place.
Occupational health and safety - policies and procedures and processes are in place. However, no formal training system or ongoing development systems are in place.
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.
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.
Recruitment and selection - there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff.
Staff retention and succession planning - no formal systems are in place.

This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan.

Develop the Human Resources Strategic Plan

What you need to submit for this task:

Human Resources Strategic Plan including the Risk Management Plan

INTRODUCTION

PRIORITIES

OPERATIONAL PRIORITIES PLAN

A. RECRUITMENT, SELECTION, AND INDUCTION

Objective:

To ensure the recruitment and retentions of first-class employees.

Actions	Responsibility	Budget implications	Performance Indicators	Target date

B. Workforce development

Objectives:

To drive individual and team performance

Actions	Responsibility	Budget implications	Performance Indicators	Target date

c. Supporting and valuing the workforce

Objectives:

Develop and implement more effective performance management for staff

Actions	Responsibility	Budget implications	Performance Indicators	Target date

Riskmanagement

The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance.

Definitions

Definitions are based on the Australian and New Zealand Risk Management Standard AS/NZS 4360:2004.

Risk

The chance of something happening which will have an impact upon objectives. It is measured in terms of consequence and likelihood.

Likelihood

A qualitative description or synonym for probability or frequency.

Consequence

The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain. There may be a range of possible outcomes associated with an event.

Risk assessment

The overall process of risk analysis and risk evaluation.

Risk treatment/control methods

Selection and implementation of appropriate options for dealing with risk. Conceptually, treatment options will involve one or a combination of the following five strategies:

Avoid the risk.
Reduce the likelihood of occurrence.
Reduce the consequences of occurrence.
Transfer the risk.
Retain/accept the risk.

Risk management process

The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk.

Risk assessment legend

Risk Management Plan

Risk description	Likelihood of risk	Impact of risk	Priority of risk	Preventative Action/Contingency Plan

Case Study

Find the Incite College Strategic and Operational Plan here:Incite College Strategic & Operational PlanDownload Incite College Strategic & Operational Plan

A Human Resources Strategic Plan is now required for Incite College given the company's expansion plans and because of the overall importance of strategic planning for human resources.

The status of key areas of human resources is as follows:

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.
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.
Induction - induction is limited to a couple of hours at the beginning of an employee's employment. There is no follow up.
Job analysis and design - no formal systems in place.
Occupational health and safety - policies and procedures and processes are in place. However, no formal training system or ongoing development systems are in place.
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.
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.
Recruitment and selection - there are a desire to identify recruitment and selection strategies that ensure the recruitment of quality staff.
Staff retention and succession planning - no formal systems are in place.

This assessment task requires you to present the briefing report developed in the previous task to the management team to seek feedback and approval and develop the Human Resources Strategic Plan.

Develop the Human Resources Strategic Plan

What you need to submit for this task:

Human Resources Strategic Plan including the Risk Management Plan

INTRODUCTION

PRIORITIES

OPERATIONAL PRIORITIES PLAN

A. RECRUITMENT, SELECTION, AND INDUCTION

Objective:

To ensure the recruitment and retentions of first-class employees.

Actions	Responsibility	Budget implications	Performance Indicators	Target date

B. Workforce development

Objectives:

To drive individual and team performance

Actions	Responsibility	Budget implications	Performance Indicators	Target date

c. Supporting and valuing the workforce

Objectives:

Develop and implement more effective performance management for staff

Actions	Responsibility	Budget implications	Performance Indicators	Target date

Riskmanagement

The risk assessment process will be used by the management team to ensure risk control methods are included in all organisational planning, management of operations and governance.

Definitions

Definitions are based on the Australian and New Zealand Risk Management Standard AS/NZS 4360:2004.

Risk

The chance of something happening which will have an impact upon objectives. It is measured in terms of consequence and likelihood.

Likelihood

A qualitative description or synonym for probability or frequency.

Consequence

The outcome of an event or situation expressed qualitatively or quantitatively, being a loss, injury, disadvantage, or gain. There may be a range of possible outcomes associated with an event.

Risk assessment

The overall process of risk analysis and risk evaluation.

Risk treatment/control methods

Selection and implementation of appropriate options for dealing with risk. Conceptually, treatment options will involve one or a combination of the following five strategies:

Avoid the risk.
Reduce the likelihood of occurrence.
Reduce the consequences of occurrence.
Transfer the risk.
Retain/accept the risk.

Risk management process

The systematic application of management policies, procedures and practices to the tasks of establishing the context, identifying, analysing, evaluating, treating, monitoring and communicating risk.

Risk assessment legend