You are the HR manager of a large local council (Shire). The council has adequat

Question

You are the HR manager of a large local council (Shire). The council has adequate funding for HR services delivered by a dedicated HR department. Your organisation’s strategic and operational plans call for the council’s organisational structure to change; with the employees to be divided into new sections. This is likely to cause significant disruption and it is expected that some employees will be dissatisfied with the restructure. Together with the HR team, CEO, managers and a selection of employees, you agree to work toward these objectives to allow for the delivery of the required HR services: To identify current competencies. To develop and implement professional development programs for all employees. To recruit employees as required. To assist current employees adjust to the restructuring program. To provide information to line managers to help them minimise risks to the health and safety of employees. To develop and implement suitable health and safety policies. To improve the management of workers’ compensation claims and facilitating return to work for injured employees. Prepare suitable strategies to allow each objective to be achieved. Provide details of performance indicators you could use to measure whether or not the strategy has been effective. (50–75 words per objective/ strategy)

Explanation / Answer

Below are the strategies to achieve each of the objectives-

1. To identify current competencies - Map the business requirements to the current competencies of the employees by collecting information related to their skills and the gaps between the requirements and skills. Competency related information can be collected through skill surveys, talking to managers of various departments regarding skills of their subordinates, mastery level of the skills possessed etc.

2. To develop and implement professional development programs for all employees - Once the competency assessment and skill related analysis is completed, the gaps between the business requirements and the skills the employee possess are identified based on which the employee skill development training programs are designed and implemented.

3.To recruit employees as required - Once the gaps are identified, apart from training employee internally, firms also prefer to recruit individuals who already possess the skills. Thus the firm undertakes recruitment to hire talent who fit with the firm's business needs.

4. To assist current employees adjust to the restructuring program- Restricting is a considerable change for the organization and hence the employees whose work is affected by the restructuring need to be trained and synced with the change to ensure the transition is smooth and any future issues are handled effectively.

5. To provide information to line managers to help them minimise risks to the health and safety of employees- It is important that the risks associated with restructuring is handled through effective change management to ensure they are mitigated and the health and safety of employees is not affected.

6.To develop and implement suitable health and safety policies-To minimise the risks and ensure there is no productivity loss for the firm, it needs to effectively handle health and safety issues.

7.To improve the management of workers’ compensation claims and facilitating return to work for injured employees- For the employees who are affected by the risk physically and financially, the firm needs facilitate their return and ensure they are comfortable in settling down with the new processes and procedures.

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