Motivation, maintenance and retention strategies

Hiring strategies
Hiring strategies need to be in place to ensure that the organisation has the ‘right
resources’ at the ‘right time’. It includes functions such as workforce planning to forecast
needs and recruitment and selection to acquire those resources.
Motivation, maintenance and retention strategies
These strategies will set out programs that manage, reward and recognise performance
and provide employees with opportunities to grow and develop. These programs are
focused on engaging, motivating and retaining employees once they have been hired. It
also includes programs that maintain employee relations through ensuring compliance
with legislative requirements such as health and safety and industrial relations laws.
Separation strategies
Separation strategies provide policies and procedures for managing both voluntary and
involuntary separations.
When developing these strategies, human resources professionals need to consider the
vision and goals of the organisation as these will influence the focus areas of these
strategies. For example, an organisation that is focused on reducing operations and
making employees redundant would not benefit from having strategies focused on hiring.
It is far more valuable to the organisation to focus on strategies that motivate the
employees that need to be retained to perform in the reduced operation and manage the
separation of those employees impacted by redundancy.
Example: JMH Insurance
JMH Insurance specialise in providing car insurance to its customers across Australia. It
has a contact centre based in Melbourne to manage new business and existing
customer enquiries. The organisation currently employs 500 employees including those
in management roles. The business has experienced substantial growth in the last 12
months and is looking to expand operations over the next 12 months. It will be opening
a new contact centre in Sydney in six months’ time which will increase staffing levels by
approximately 200 employees over a two year period.
Human resources services are currently provided through a business partner model
with two human resources business partners based at the Melbourne site who support
line managers in their resourcing needs. The two human resources business partners
provide all human resources services themselves.
After realising the vision and strategic goals of the organisation the human resources
manager knew the organisation’s human resources services delivery model and
strategy needed to be reviewed to ensure it supported the achievement of these goals.
The human resources manager developed the following service delivery model and
strategies for the provision of human resources services for the business.
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 38 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
JMH Insurance
Human resources services strategic goal
To provide human resources services that support the growth of the organisation
through a focus on attracting and retaining key talent, fostering a high performance
culture through rewarding exceptional performance and providing learning and
development opportunities.
Service delivery model
Human resources services will be delivered through a human resources business
partner model supported by outsourcing some functions to third-party specialist
providers.
Service strategies
Hiring strategies
Workforce planning Human resources business partners to work with business
leaders and line managers to forecast required staffing levels to
ensure resources are available at the right time.
Recruitment and
selections
Human resources business partners to work with third-party
recruitment providers and line managers to recruit and select
the right people at the right time.
Motivation, maintenance and retention strategies
Performance
management
Human resources business partners to support business
leaders and line managers to implement performance
management programs to ensure a high performance culture.
Remuneration and
benefits
Human resources function to develop and implement a
remuneration and benefits program that provides business
leaders and line managers with a tool to reward exceptional
performance.
Learning and
development
Human resources function to develop and implement learning
and development programs that provide employees with an
opportunity to increase their skills and capabilities.
Work health and
safety
Human resources business partners to work with third-party
WHS and injury management specialists to support business
leaders and line managers to provide a safe working
environment and comply with legislative requirements.
Employee relations Human resources business partners to provide guidance and
support to business leaders and line managers to ensure that
employee relations are managed in compliance with legislation
and organisational policies and procedures whilst at the same
time maintaining employee engagement.
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 39 of 121
Separation strategies
Termination Human resources business partners to provide guidance and
support to business leaders and line managers to manage
employee separations according to legislative requirements and
organisational policies and procedures.
Resignation
Redundancy
Retirement
Learning activity: Develop strategies
You are the new human resources manager at either of the following simulated
businesses:
● Australian Hardware
● CoffeeVille.
Simulated business information, including business and operational plans, financial
information, and policies and procedures (including performance management) can be
located online at http://simulations.ibsa.org.au/.
The management team has asked you to develop a strategy for the provision of human
resources services for the business. They want a model that will support the goals of
the organisation.
What service delivery model would you recommend and why?
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 40 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
What would be the focus areas of your service strategy and why?
Document the service strategies you might deploy for each of the following strategic
focus areas;
(For help with completing this activity, refer to the example above for JMH Insurance).
Hiring strategies
Workforce
planning
Recruitment
and selections
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
BSBHRM501 Manage human resource services 1st edition version: 1
© 2015 Innovation and Business Industry Skills Council Ltd Page 41 of 121
Motivation, maintenance and retention strategies
Performance
management
Remuneration
and benefits
Learning and
development
Workplace
health and
safety
Employee
relations
Separation strategies
Termination
Resignation
Redundancy
Retirement
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 42 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
Develop action plans
As previously discussed, action plans detail how the strategies are implemented across
the business. They detail all the tasks involved in implementing the strategy, who is
responsible for completing each task and when it will be completed. Action plans also
provide a schedule for tracking who is responsible for what by when.
Roles and responsibilities
When determining strategies for the delivery of human resources services it is critical that
you clearly define the roles and responsibilities of:
● human resources team members
● line managers
● third-party providers.
Failing to clearly outline who is responsible for what can result in confusion and a failure
to complete tasks in time causing disruptions in the organisation’s performance and
lowered productivity.
Roles and responsibilities are best defined when documenting and agreeing the policies
and procedures that will be implemented to manage the provision of the service.
Example JMH Insurance
When completing the action plan for the implementation of the recruitment and
selection strategy for JMH Insurance the human resources manager included the
following tasks:
● recruitment policies to be agreed upon, documented and posted on the employee
intranet
● recruitment procedures to be agreed upon, documented and posted on the
employee intranet.
It is during the completion of these two tasks that the roles and responsibilities of the
human resources team, line managers and third-party providers should be detailed.
For example, the procedure for advertising a vacant role was documented at JHM
Insurance as follows.
No. Process step Who is responsible
1 Vacancy identified. Line manager
2 Position description completed. Line manager
3 Request for hire completed and sent to third-party
recruitment provider (including copy of position description).
Line manager
4 Draft advertisement completed. Third-party provider
5 Draft advertisement reviewed and approved. Line manager
Student Workbook Section 1 – Develop Human Resources Delivery Strategies
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© 2015 Innovation and Business Industry Skills Council Ltd Page 43 of 121
No. Process step Who is responsible
6 Approved advertisement sent to human resources business
partner.
Third-party provider
7 Advertisement posted internally. HR business partner
8 Advertisement posted externally. Third-party provider
Example: JMH Insurance
The human resources manager at JMH Insurance has completed the following action
plan to manage the implementation of the organisation’s recruitment and selection
strategy.
Action Plan
Strategy Recruitment and selection
Strategy goal Human resources business partners to work with third-party
recruitment providers and line managers to recruit and select
the right people at the right time.
Strategy owner Paul Hooper – HR Manager
Action Required By Who By When
Third-party recruitment provider panel to be
identified.
Paul Hooper 1 March
Service level agreement with third-party
providers developed and signed by all parties.
Paul Hooper 15 March
Recruitment policies to be agreed upon,
documented and posted on the employee
intranet.
Jeremy Hirst 15 March
Recruitment procedures to be agreed upon,
documented and posted on the employee
intranet.
Jeremy Hirst 22 March
Training provided to third-party recruitment
providers regarding JMH Insurance business
and operations and recruitment policies and
procedures.
Tania Smith 31 March
Recruitment policies and procedures training
provided to all business leaders and line
managers.
Tania Smith 31 March
Section 1 – Develop Human Resources Delivery Strategies Student Workbook
1st edition version: 1 BSBHRM501 Manage human resource services
Page 44 of 121 © 2015 Innovation and Business Industry Skills Council Ltd
Action Required By Who By When
Email sent to all employees advising revised
recruitment policies and procedures are
available on the intranet.
Paul Hooper 1 April
Implement revised recruitment policies and
procedures.
All 1 April
Conduct review of revised policies and
procedures to identify any issues with the
uptake of the new policies and procedures.
Paul Hooper 1 July
Conduct detailed review of revised policies and
procedures.
Paul Hooper 1 October
Learning activity: Action planning
Develop an action plan for implementing one of the strategies you identified in the
previous learning activity (starting on page 39).
Action Plan
Strategy
Strategy goal
Strategy owner
Action Required By Who By When
Student Workbook Section 1 – Develop Human Resources Delivery Strategies

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