Task 6: Implementation Project
For this assessment you are required to implement the Human Resources Strategic Plan by researching and developing ashort reportabout the range of potential work–life balance programs that could be implemented for Incite College, as well as developing an action plan.
Assume Incite College has adopted the Human Resources Strategic Plan with one of the strategic objectives included as follows:
·
Support a safe, healthy and inclusive workplace culture
Also note that one of the actions identified to achieve this is:
·
Develop the Incite College work from home Strategy
In addition, note the outcome of a recent survey is showing that staff identify with feeling increasingly stressed through travelling in peak hour traffic and not being able to find a carpark once arrived at work. The Health and Safety Officer has advised that there must be immediate action.
Complete the following activities:
1. Develop a report and action plan based on a work from home program.
Address the following topics in your report:
·
A brief introduction to the purpose of the report
·
A summary of the current working from home trends and strategies that other organizations have implemented
·
An outline of the workplace health and safety requirements for staff workings at home
·
The technological requirements for staff to work at home
·
Evaluation of the potential benefits and downfalls of providing technology to staff for the purpose of working at home
·
A brief outline of the proposed procedure on deciding who can work at home and what they need to do to obtain approval to do so
·
An action plan to achieve the implementation of the strategies. The action plan should detail the strategy, the action, budget, the timeframe in which to achieve the actions, and the performance indicators. Each action should be allocated to a person in the organization.
2. Update the health and safety policy and procedure
Assume that the CEO and the Health and Safety Officer support the proposed actions for work from home program. In the action plan, you are responsible for updating the Health and Safety Policy and Procedure. The Health and Safety Officer has suggested that you should include a brief policy statement about the organization’s commitment to flexible working arrangements, including working from home, for the health, safety, and wellbeing of staff, and a brief outline of your OHS requirements for working at home.
Update the existing policy and procedure accordingly and highlight the changes. Download the policy here:
Incite College Health and Safety Policy
Download Incite College Health and Safety Policy
3. Monitor and review implementation of the Human Resources Strategic Plan.
Assume it is 12 months later and the flexible working arrangements (working from home) policies and procedures have been implemented. Performance indicators relating to the implementation of working from home policies are indicated in the Human Resources Strategic Plan as follows:
·
High staff satisfaction with working from home arrangements.
·
Technology is in place to facilitate working from home arrangements.
Key lessons learnt from implementation of the initiative are:
·
The implementation of the work-from-home team has been very positive. This can be attributed to the fact that the initiative was very well researched and project managed; and problems that could have become issues were identified and managed as part of the trial.
·
Having the right operational technology is important. There are some technology limitations related to bandwidth. It has been decided that staff are required to have their own WIFI that they can connect to on their work laptop.
·
There is a need to establish a work schedule so that managers are aware of the times staff are working. Staff are still required to be available on the technology during agreed work times.
·
Need for internal policy considerations to address issues such as when an employee moves into a position that is not suitable for the work from home program, and the employee does not meet performance requirements whilst working from home and the arrangements need to be revoked.
Based on the information above, develop a short report for the CEO summarising the impact of the working from home arrangements and performance against objectives from the plan. The report should be in your own words and no more than one page.
Include additional actions in your Human Resources Strategic Plan to account for the actions that need to be undertaken based on the scenario information.
NO TEMPLATE PROVIDED - YOU ARE TO DESIGN THE REPORT IN AN APPROPRIATE AND PROFESSIONAL FORMAT
What you need to submit for this task:
·
Completed briefing report and action plan
·
Updated Health and Safety Policy and Procedure
·
Report with additional actions for HR strategic Plan
Task 6: Implementation Project For this assessment you are required to implement the Human Resources Strategic Plan by researching and developing a short report about the range of potential work–life balance programs that could be implemented for Incite College, as well as developing an action plan. Assume Incite College has adopted the Human Resources Strategic Plan with one of the strategic objectives included as follows: · Support a safe, healthy and inclusive workplace culture Also note that one of the actions identified to achieve this is: · Develop the Incite College work from home Strategy In addition, note the outcome of a recent survey is showing that staff identify with feeling increasingly stressed through travelling in peak hour traffic and not being able to find a carpark once arrived at work. The Health and Safety Officer has advised that there must be immediate action. Complete the following activities: 1. Develop a report and action plan based on a work from home program. Address the following topics in your report: · A brief introduction to the purpose of the report · A summary of the current working from home trends and strategies that other organizations have implemented · An outline of the workplace health and safety requirements for staff workings at home · The technological requirements for staff to work at home · Evaluation of the potential benefits and downfalls of providing technology to staff for the purpose of working at home · A brief outline of the proposed procedure on deciding who can work at home and what they need to do to obtain approval to do so · An action plan to achieve the implementation of the strategies. The action plan should detail the strategy, the action, budget, the timeframe in which to achieve the actions, and the performance indicators. Each action should be allocated to a person in the organization. 2. Update the health and safety policy and procedure Assume that the CEO and the Health and Safety Officer support the proposed actions for work from home program. In the action plan, you are responsible for updating the Health and Safety Policy and Procedure. The Health and Safety Officer has suggested that you should include a brief policy statement about the organization’s commitment to flexible working arrangements, including working from home, for the health, safety, and wellbeing of staff, and a brief outline of your OHS requirements for working at home. Update the existing policy and procedure accordingly and highlight the changes. Download the policy here: Incite College Health and Safety Policy Download Incite College Health and Safety Policy 3. Monitor and review implementation of the Human Resources Strategic Plan. Assume it is 12 months later and the flexible working arrangements (working from home) policies and procedures have been implemented. Performance indicators relating to the implementation of working from home policies are indicated in the Human Resources Strategic Plan as follows: · High staff satisfaction with working from home arrangements. · Technology is in place to facilitate working from home arrangements. Key lessons learnt from implementation of the initiative are: · The implementation of the work-from-home team has been very positive. This can be attributed to the fact that the initiative was very well researched and project managed; and problems that could have become issues were identified and managed as part of the trial. · Having the right operational technology is important. There are some technology limitations related to bandwidth. It has been decided that staff are required to have their own WIFI that they can connect to on their work laptop. · There is a need to establish a work schedule so that managers are aware of the times staff are working. Staff are still required to be available on the technology during agreed work times. · Need for internal policy considerations to address issues such as when an employee moves into a position that is not suitable for the work from home program, and the employee does not meet performance requirements whilst working from home and the arrangements need to be revoked. Based on the information above, develop a short report for the CEO summarising the impact of the working from home arrangements and performance against objectives from the plan. The report should be in your own words and no more than one page. Include additional actions in your Human Resources Strategic Plan to account for the actions that need to be undertaken based on the scenario information. NO TEMPLATE PROVIDED - YOU ARE TO DESIGN THE REPORT IN AN APPROPRIATE AND PROFESSIONAL FORMAT What you need to submit for this task: · Completed briefing report and action plan · Updated Health and Safety Policy and Procedure · Report with additional actions for HR strategic Plan Health and Safety Policy Health and Safety Policy and Procedure Purpose This policy applies to all workers at Incite College. To outline the necessary steps taken to ensure the continued safety of the work environment for all students, staff and others participating in any activities within the premises or under the employment of Incite College. All employees as well as Incite College are responsible for ensuring a healthy and safe workplace. Definitions A hazard is any potentially dangerous situation within the work environment. Incident means an event or circumstance that leads – or could have led - to unintended or unnecessary harm during a person’s participation in work with Incite College. An injury is any incident that causes harm to a person during their participation in work activities with Incite College. WHS communication and consultation means sharing information, giving workers a reasonable opportunity to express views, and taking those views into account before making decisions on health and safety matters Overview Incite College recognises the importance of providing a safe and healthy environment for staff, contractors and visitors during their participation in work. Incite College aspires for excellence in workplace health and safety and is committed to providing an environment which is free from risks and conducive to the productivity and efficiency needs of its staff and others. Policy 1. Compliance with legislation 1.1. Incite College meets the requirements of the Work Health and Safety Act 2011 and complies with all other relevant legislation, regulations, codes of practice, advisory and best practice standards as well as organisational policies and procedures. 2. Organisational responsibility and commitment 2.1 Incite College is committed to: · Providing a safe and healthy environment for all staff and others during their participation in activities with Incite College · Implementing effective risk management systems that are relevant and suitable for the organisation’s scope of business; always promote workplace health and safety; and continuously improve performance in relation to health and safety. · Encouraging active participation, cooperation and consultation with all staff and others in the promotion and development of measures to improve health and safety. · Actively responding to, recording and investigating all incidents. · Maintaining relevant policies, procedures, training, codes of conduct and systems to support and communicate effective health and safety practices throughout the organisation. · Routinely conducting checks of the work environment to assess risks, identify hazards and identify areas for improvement. · Taking immediate response to reduce the risk of identified workplace hazards. · Providing appropriate induction, training, information, and updates to staff on a regular basis about workplace health and safety. 3. Staff responsibility 3.1 All staff including managers have a responsibility to work safely; take all reasonable care for their own health and safety; and always consider the health and safety of others who may be affected by their actions. 3.2 When staff are undertaking work from home or at an off-site location, the staff member is responsible for ensuring the environment they enter is free from risk and occupational health and safety hazards. 4. Reporting 4.1 All staff, and others are required to report any identified workplace hazards and associated risks as soon as they become aware of them. 4.2 All staff, and others are required to report any incident that causes harm to a person during their participation in work and/or training activities with Incite College. 5. Records 5.1 Appropriate records of the organisation’s risk management strategy, workplace hazards and workplace injuries will always be accurately maintained. Procedure 1. Workplace health and safety inspections Steps Responsibility 1.1 Annual workplace inspections. · An annual worksite inspection will be conducted using the Workplace Health & Safety Checklist. Operations Manager 1.2 Control hazards All hazards identified through any of the above inspections must be reported to the Operations Manager using the Workplace Hazard Report. Appropriate actions must be taken to control any hazards identified. Hazards and control mechanisms are to be recorded in the central Safety and Hazard Register for all identified hazards. Risk ratings are to be added to the Risk Management Plan. All staff 2. Identify and control hazards Steps Responsibility 2.1 Identify and control hazards. · All staff have a responsibility to respond to hazards and perceived risks to health and safety. · Any staff member who identifies a potential or actual workplace hazard must report it immediately to the Operations Manager using the Workplace Hazard Report. · The Operations Manager will take appropriate actions to control the identified hazards in accordance with the Health and Safety Policy. · The Operations Manager will complete the Hazard Register for all identified hazards. · Hazards and their control mechanisms are to be recorded in the Workplace Injury Register. · Any risk ratings are to be added to the Risk Management Plan. All staff/Operations Manager 2. Workplace incidents Steps Responsibility 3.1 Workplace incidents · If an incident occurs in the workplace any persons attending to the incident or witness to the incident are to fill in a Workplace Incident Form. · Where the incident involves an injury, the first person in attendance to a workplace injury should contact the First Aid Officer or emergency services in the case of a serious injury. · Workplace Injury Forms are to be provided to the Operations Manager who will use the records to gather accounts of the incident and use them as the basis of an investigation into the incident, if required. · All serious injuries will be reported to Worksafe. All staff Operations Manager BSBHRM614 Capital College RTO: 41593 | CRICOS: 03537J | ACN: 606 797 611 | ABN: 16 606 797 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