Reference no: EM133003443
FNSPRM606 Establish or review human resources, administration and information support
1. Outline the steps you would follow to develop service level agreements.
I. Locate the service you want to outsource and collect all background information.
II. Types of service, a good service level agreement obtain detailed description of services rendered by the business.
III. Main key performance indicators hence show efficiency and success in archiving organization goals (Mitchell, 1975).
IV. Risk managements and ensure good rules in working together.
V. It should obtain the reporting procedure for the business.
VI. Build the credibility of Human Resource unit to take part in strategic planning (Willis, 2007).
2. HR professionals are required to work with business leaders and service providers to agree on the key terms of a service level agreement.' Describe the style of negotiation to considering in this case.
3. How is service specifications, performance standards and time frames of a service level ¬agreement documented? (Please use a chart or template to frame this answer)
4. Exceptions and limitations
Responsibilities and the Responses:
Responsibilities of the Service Provider:
Potential training requirements in relation to delivery of effective human resource service.
2.. How to ensure that human resource services are being managed effectively.
5. What strategies to be used to ensure service provider was appropriate for providing the services you needed (and as per agreement and operational plans)?
Involve the use of CRM platforms.
Improve customer service team.
Leverages multi-channel servicing.
6. How to identify under-performance of the HR team and rectify them to get a consistent level of performance?
7. Ways to achieve expected return on investment (ROI) in relation to HR services
FNSPRM606 Establish or review human resources, administration and information support
1) Select an organization whose business and operational plans you know (worked with or have the knowledge). Analyze their strategy and outline organization's human resource requirements.
2) Study the same organization's external business environment and write how that is going to affect its human resource requirements.
3) Identify the skills and abilities expected of a successful HR practitioner.
4) List and explain the primary responsibilities of human resource department in organizations.
5) Why is the diversity so important in Australian workplaces? How could an HR department be able to adopt diversity practices in workplace?
6) In today's competitive business environment, there is an increasing need to manage HR in more organized, effective, and compliant manner. Explain how it can be done.
7) Identify some of the state and federal legislations that HR practitioners and line managers must be routinely following.
• Americans with Disabilities Act (ADA)
• Age Discrimination in Employment Act (ADEA)
• Equal Pay Act (EPA)
• Equal employment opportunity
• Affirmative action
• Sexual harassment
• Code of Conduct
• Pregnancy Discrimination Act (PDA)
• Fair Labor Standards Act (FLSA)
• Affordable Care Act
• Employee Retirement Income Security Act (ERISA)
• Consolidated Omnibus Budget Reconciliation Act (COBRA)
• Health Insurance Portability and Accountability Act (HIPAA)
• Immigration and Nationality Act (INA),
• Occupational Safety and Health Act (OSHA) (Joubert, 2020)
8) List some of the important roles and responsibilities that HR teams, line managers and external service providers should care about.