Human Resource Requirements - Resume/CV Example

Manage human resource service Name Institution affiliation Date PART A Synopsis of the plan and Strategic objectives The Human Resource Management Plan (HRMP) was published on the 25th date of October, 2010 in a draft version then it was printed on the 1st day of July, 2011. It was written by David Sproule with the contributions of other stakeholders who took part in editing like Jason Schell. The document is set in the Southern region of Australia where the major economic activity is mining of Uranium. It particularly describes the culture and the working procedures in the BHP Billiton Olympic Dam Pty Limited. The objectives of the HRMP are: Informing the Human Resource Managers and the Contractors on how to enhance the most efficient way of interacting with the workers and the interaction among the workers to give the best labor output, the clear relationship between the Company and the contractor and transitively to the subcontractors and the description of how to evaluate and appraise the human resource on the sites (Lepsinger, 9). Human Resource Requirements The production in a company is majorly based on labor. This tells us the importance of the human resource in the operation of the BHP Billiton Olympic Dam Corporation Pty Ltd. This is a mining company therefore it is required that it has sufficient man power to enable it achieve its goals of mining in a site that is referred to as the Olympic Dam. Human resource is very important in driving the company towards achieving its set goals. The number of the workers employed is usually determined by the employer based on the prospected working rate of every individual to ensure that the set goals are attained in line with the organizations’ budget for labor. The set working rate is to be fulfilled by the personnel yarning for the positions in the company. The code of conduct in various fields differ but they all together aim at the good relationship among people. The company through the contractor has the mandate to ensure that all the human resource fill and sign the form of good conduct (CHEN, 8). Description of Positions Different human resource people are employed in different forms and positions. The most technical are outsourced and are contracted to work on permanent terms as long as they are competent. The other employees are contracted based on the availability of the work for them to do for this case a Mechanic for maintenance of the machines, drivers. Cleaners and cooks in most companies are outsourced. The contracts for those that are employed can be formulated in a way that they expire on achievement of the Company’s objectives (CHEN, 14). Human Resource Competence To enhance the achievement of the set goals, the human resource should be comprised of people who are competent with the skills required in the particular fields of specialty. Along with the skills, the personnel need to be licensed by the respective boards of their professions to confirm them viable to work in particular fields safely. It is required that the personnel are confirmed to be fit for the work along the way because being human beings, the bodies are exposed to changes and at times one can be unfit for performing particular tasks due to some given reasons as far as the health status are and the job to be done. The prospective personnel do qualify for the employment opportunity they are given the opportunity to understand the HRMP and the contained objectives and are in position to demonstrate their understanding. This enables the employees work with goals that are clear to them and this instills the sense of self-drive in people. This is done through trainings, issuance of the copies of the HRMP to all of the workers and holding of regular meanings to inform and remind them about the objectives and evaluation of the individuals’ contribution towards the achievement of the objectives. Experience of the work is not a great deal because those without the experience are not left out because this grants the company an opportunity to grow together with people (CHEN, 25). Internal and External Consultation Process Within the organization, the consultation among the stakeholders is conveniently done through one on one meeting and the issues are aired out and the responses gathered immediately to derive that solution to the raised issues. This is because the company is a medium size. The problem and the solutions are put in to one written report then communicated back to the entire team. The junior staffs also have different issues and their consultations are a mix of both one on one meeting and in written for depending on the circumstance and the weight of what they want to consult for carries. The external consultations have to be in written form because the outside of the organization is diverse comprising of people who can consult or get consulted on various issues. For this reason, holding a meeting is not a convenient way. The external consultations are in most cases done between the company and another company or the experts in specific fields. This has to be official and kept in records to serve as the reference point for decision making (CHEN, 74). The success of the company in its set goals is based on the good relationship with the workers and the outside world that surrounds it. The external environment is the one that provides the company with the labor that enhances sufficient production and then it in the same external world that the output of the business is taken to in order to generate revenue for the progress of the company. PART B Model Employment Contract The contract model drawn here is for a driver in the mining company. Job Title and Description: Driver for the Lories that Ferry Uranium from the site to the mineral processing firms. Contract Type and Conditions for appointment: The Contract is in the written form referred to as the Enterprise agreement. One is appointed under this kind of a contract after applying for the above position and qualified on merit based on the content of the Academic and professional qualifications and the testimonials. To fully secure this position, the information on the original documents have to match with the information given to us during application. There will be also practical demonstrations of the driving skills with oral interview related to the field for one to get the appointment fully (El Badawy, 24). This is appointment is made in order for a qualified individual to fill the position of a driver for the new project of mining Uranium in the Dam Olympic. Main Duties and Responsibilities: The appointed driver is entitled to ferrying the mined from the site to the mineral processing company. The driver is called upon to be flexible on duties just in case they are needed to drive to somewhere else. The driver is also supposed to be responsible enough to ensure that the vehicle they are in charge are safe by driving carefully and ensure that the schedule for servicing is strictly followed. They have to also observe on the loading to ensure that the vehicles are not overloaded. The have the responsibility to ensure that it is Uranium and nothing else is transported using the Lorry unless it is with a written, rubber stamped and signed by the management. The damage caused to the vehicle due to reckless driving will be penalized. Ten present of the damage will be deducted from the driver’s salary (CHEN, 645). Employee Appraisal: The driver will be evaluated for performance based on the meeting of the daily targeted trips. Failure to meet the target for 3 consecutive days will be termed as under performance. Carefulness and accuracy in driving will be determined by the least possible damages caused by the driver to the vehicle and fulfillment of the above mentioned Duties and Responsibilities with minimum possible supervision. Professional and Self-development: It will be the joy of the company to see its employees gaining value as they work to be better people after the end of the contract. There is sufficient exposure to various activities to ensure that the employees are widely exposed to diversity in their career. With the shift mode of work, one will not only get used to working during the day or night alone without trying the otherwise. This will help the drivers to be flexible and earn more experience in this career. Together with the interaction within the big team of drivers of different levels of experience, one will grow in his career a great deal. The company facilitates team building to ensure that employees interact fully to enable them learn from each other and grow together both as persons and in their professions. Employee Entitlements: The driver is to earn $1.2 per hour and they have to work for 10 hours in a day on full-time basis with day-night shifts. There are 6 working days in a week with one day off. During the trainings, meetings and any other activity as far as it is related to the Business of the company, the pay rate per hour continues to accrue. In case where there is a delay on the change-over of the shift, the $1.2 pay rate applies on over-time and is deducted from the employee who to take over. This helps to make the company operate continuously. Contract Termination: In case of a situation where the Enterprise Contract has to be terminated, the party (Either the employer or the employee) requesting for the termination has to give a 2 weeks’ notice to the day of termination. The employee receives his pay for the days they worked less 20%. The 20% is considered the contract termination fee. On the other hand if the employer is the applicant for contract termination, the employee has to be paid 80% of the pay they could receive for the entire contract. Within the 2 weeks of notification, there is room for one to rethink and reverse their thoughts about the termination of the contract and can apply for the withdrawal of the termination request (Lepsinger, 66). PART C External Contractor’s Service Contract Job Description: Web designing and servicing for BHP Billiton Olympic Dam Pty Limited Job Details: The website has to be created and capture the all information about the company. This has to enable the website serve as the real model of the company so that those people who cannot physically visit the company can get all they want to know about the company on its website. The service provider has to ensure that the website is as efficient as possible after a 3 months contract commencing from 1st of November, 2011 and end on 1st February, 2012. Key Deliverables: The complete project of web designing has to come in 8 phases including the web maintenance by the hired web designer. The phases are: i) Definition of the Project – The stakeholders and the other audience are informed about the project and its use and the benefits that are looked forward to come from the project. This includes the putting of the company in the better position in making people get to know much about the progress and the state of the Company at any given time. Basing on the prospected desires of the targeted audience, the messages to be posted on the website have to be those that satisfy the needs of the audience. The website has to be designed considering the competitors in the industry that the company is. The website has to have a good anesthetic that keeps the audience attracted and it reflects the level of orderliness in the company. This has to be done in the first week with widely done consultations (CHEN, 700). ii) Project scope – Given that the project has to be complete and functioning by the end of three months, the clear budgeting for this time has to be clearly communicated. Then work in line with the timeline as stated. This has to be finished within the second week of the project. iii) Wireframes and the Architectural work of the Site - In the second month the designer has to define the clear content of every page and the navigations. This is the sites map and blue print. iv) Visual Design – following the guidance provided in the blue prints. This is where the branding of the company plays a major role and the name of the company is a key input for the designers. This has to be done by the 6th week of the project. v) Actual Site Development – This is the time when the actual contents have to be inserted in to the web pages. These contents include broadcasts, refining of the old contents and creation of videos and slideshows. vi) Site Testing –During the last 3rd last week of the timeline for the project, the designer has to test if the contents on the website can be accessed by the targeted audience and if the contents can be changed with time to upload new contents. At this stage the designer has to be sure of the efficiency of the website as the climax of the project approaches. vii) Website Launch – The stake holders would have approved the functionality of the website in line with the desired achievements as far as the company is concerned. viii) Maintenance- The website is like a living thing. Details of taking care of it have to be communicated IT team of the company so that as the Contract for the web designer expires, the website need to give the desired services to the people. Project Costs and the Quality of the project The project is estimated to cost the company up to $400. This is the total cost in which we have $150 a fixed cost for payment of the web designer. The remaining $250 is variable cost in which there is purchase for material for web development and maintenance. The quality of the website is measured with the ease to access it and the efficiency of use basing on the availability of the information about the company made available at the right time for consumption by the audience. There should be a place for the users’ comments after using the website from here, the company and the designer will tell if the work done was quality and is up to the expectations. From here, necessary variations can be made to adjust up the desired status (El Badawy, 11). In-House Training and Usage The stockholders and the employees have to undergo thorough training on the usage of the website as the change in their operations and there are areas where people need to have personal logins in order to access some personal and confidential information. The web designer also has to train the IT team about the way of handling the newly developed website. The Conditions of work and Contract Termination The contractor has to operate within the ethics code of conduct of the company. This by having integrity and observing time as planned for the project. The data uploaded on the website have to be as given. In case the contractor asks for termination of the contract before maturity, they will have to give a two weeks’ notice to the company and the payment will be made up the stage of the project arrived at less 20% and if the company also decides to terminate the contract, the contractor has to be paid up to the stage arrived at plus 20%. In normal cases, the contractor is paid 20% down payment at the beginning of the project, 20% at the middle and 60% at the completion and the approval of the project. Warranty The contractor is responsible for the maintenance of the website within the first two years given that the company does not cause the malfunctioning of the website intentionally. From the third year to the 5th year, the website maintenance would be done by the contractor at a 50% discount. PART D Human Resource Management Plan (HRMP) HR Need Assessment and Strategies to meet the Needs In the HRMP, it is important to know if the given number of employees that is sufficient to propel the organization towards the achievement of the set goals. There is also need to know what these people need to perform their respective tasks in the required manner to satisfy the needs of the organization. With heavy tasks focusing on the achievements of the company, some of the workers may get stressed and there is need for stress management programs to ensure the workers live in an emotionally healthy environment (Lepsinger,201). Depending on the various tasks that different people perform in a manufacturing company, they need different forms of protection against accidents and other harmful incidents. In some cases especially for the fresh recruits, the HRMP has to provide for the guidelines for trainings and thorough orientation to make them understand what they have to do in the right way to ensure that they deliver their best. The workers reach a point where they lose job morale and for that matter there is a need for motivation. The working morale can be renewed by offering them offs, offer them a motivational payment and recognition with awards (El Badawy, 56). The Roles of the Stakeholders in HRMP The Key stakeholders are the people who set goals that are to be attained by the company and therefore they determine what input is required for the desired output. The number of employees for the needed man power is decided by them depending on their ability to finance the wages. They also set the expected working rate of the every employee that is supposed to put the company in a position of making profits because these stakeholders are the direct beneficiaries of the profits made by the company. The Expected Standard of Services and the KPIs In a manufacturing company, there is a wide range of services that the HR has to offer to the company in order to ensure the company is productive throughout. There are technical services for the skilled laborers, semi-skilled laborers and there are duties played by the casual workers. The HRMP has to have KPIs that help the company see its progress. The KPIs are strictly tied to specific objective of the company like the improvement in the performance is a gesture that the trainings have been fruitful (Lepsinger, 234). The KPI can be either leading (Based on the set goals) or lagging (based on the history) Recruitment Costs and ROI In the process of hiring qualified employees, the company incur the cost of advertising the vacancies and carry out interviews to get the best personnel. The cost is proportional to the number of the employees required. Approximately if the company has 250 new hires annually, 20 days average time per acquisition, 50% improvement in time, 50% annual turnover rate, 10% expected improvement in rate of turnover and $1000 cost per turnover; the company will have Total Time Savings of $187,500, $12,500 quality of hire savings and $200,000 ROI. The feedbacks from the employees to the employer and has to be found clearly through regularly held meetings in order to find out the continuous assessment of improvement (El Badawy 316). Ethical and Legal Requirements Through meetings and in written, the employees have to be informed about what they are expected of in the company and the consequences for breaching. In the recruitment process, age has to be considered to avoid child labor and gender balancing has to be observed as a requirement (Lepsinger,234). Key Policies and Procedures The vacancies in the company have to be advertised publicly to welcome applications from all over. Interviews have to be conducted and the employment offered on merit. Promotions and awards have to be given based on performance. Performance Appraisal Appraisal Forms have to be prepared covering all the sectors as far as job performance is concerned. The regular customers and visitors can help the management to evaluate the workers by filling the forms voluntarily. Also the workers can confidentially evaluate each other. The under performers; have to be recommended for further training for them to attain the required standards of performance (El Badawy 356). Action Plan The assessment of the situation to get the facts about it is very important. The assessment has to only involve the affected parties. The course of action should be fair enough to make sure the best solution is arrived at (CHEN, 811-816). Work Cited CHEN, Q. Rating Comprehension and Predicting Performance: Clarifying Two Forms of Metacomprehension Monitoring. Acta Psychologica Sinica, (2008). El Badawy, Eassa, Koura, Mohamed: Evaluation of Health Education on Knowledge, Attitude, Believes and Practice among Clerks, Zagazig University, Egypt. The Egyptian Journal Of Community Medicine, (2013). Lepsinger, R., Lucia, A., & LepsingerThe Art and Science of 360 Degree Feedback. Somerset: Wiley, (2009). Read More