Task 2 - Project: Managing Human Resources Strategic

Planning at Bizops Enterprises

BSBHRM602
1. Organisational business plan and operational plan review
 Company background
The first operation for BizOps Enterprises was set up in 1998, and since then, the business has
grown to be the powerhouse across Australia with close to 150 shops in its network. The
company has set itself apart by providing high quality, innovative products and services, paying
a keen attention to environmentally sustainable solutions. By continuously improving and
embracing sustainable practices of doing business, BizOps is ready to cope with the ever-
changing needs of its customers.
 Mission and Vision
The vision of BizOps Enterprises is to be known by the clients as a major manufacturer and
retailer of exclusive products. The vision of the organization has the goal of growing the BizOps
brand and offering quality and innovative products and services to its clients. These include the
programs such as meeting the changing needs of customers, offering speedy and personalized
service, having professional and inspired employees, offering clean and green products and
services, and implementing sustainable work practices, and continuous improvement processes.
 Strategic Objectives of HR
To align with its mission and vision, BizOps Enterprises has established several strategic human
resource objectives:
 Implementing a Robust Recruitment System: Developing comprehensive recruitment
processes to attract and select candidates who align with the company's values and
objectives.
 Enhancing Key Performance Indicators (KPIs): Establishing clear KPIs to monitor and
improve employee performance, ensuring alignment with organisational goals.

0
  Increasing Employee Retention: Implementing strategies to retain top talent, including
career development opportunities and employee engagement initiatives.
 Promoting Staff Engagement and Development: Fostering a culture of continuous
learning and professional growth to enhance employee satisfaction and productivity.
 Goals/Objectives
BizOps Enterprises has delineated specific goals across key areas to ensure sustained growth and
operational excellence:
Goal Area Objective Example
Financial Stability Reduce turnover costs and optimise
productivity through efficient HR practices.
Market Position Attract high-quality talent to drive innovation
and maintain a competitive edge.
Right People Recruit and develop skilled, future-ready, and
diverse teams to meet evolving business
needs.

 Pest Analysis of BizOps Enterprises

Political Economical

HR strategies are greatly affected by Australian economy has seen the rise and
Australia’s regulatory environment. decline in its economy when economic growth
Adherence to laws of employment and Fair has been preceded by challenges such as wage
Work regulations guarantees fair labour inflation and retail sector volatility. Such
practices and protects workmen rights. Also, economic conditions influence consumer
in the context of government policies that are spending patterns and BizOps’ revenue
fostering sustainability, BizOps must align its streams as well. In order to make financial
operations with environmental standards, stability possible, the company needs to make
thereby affecting training of the workforce on use of HR strategies which maximize
sustainability practices. productivity and effective control of labour
cost.

1
Social Technological

Changing societal expectations have changed With the help of technological advancements,
the workplace. Employees are increasingly the retail industry is being transformed. The
attached to work-life balance, flexible combination of artificial intelligence and
working arrangements, and a working culture automation in HR processes improves
that promotes well-being. BizOps needs to efficiency at the same time as causing
evolve by establishing an inclusive and concerns about data privacy and the ethical
adaptable workplace culture, providing aspects. BizOps will need to invest in up
flexible working hours, as well as improving skilling the workforce to achieve digital
employee engagement to attract and retain top literacy and improving data protection
talents. measures to maintain trust and compliance.

In conclusion, BizOps Enterprises is involved in a complex external environment where politics,

economy, social and technological forces meet. Proactive and strategic HR planning is critical to
address these forces so that the firm will continue to be resilient and competitive in the changing
environment of the retail landscape.
 Future labor needs and skill requirements for the organisation
With the enterprise growing to incorporate additional online retail businesses, the organization
understands the need to orientate the capabilities of the workforce towards new technological
developments and market changes. It is apparent in the domain of artificial intelligence and
technology that the demand for professionals, who are skilled in AI development, data analytics,
and automation, is increasing1. These specialists are critical for the promotion of innovation and
improvement of the efficiency of work. Similarly, cyber security specialists are becoming ever
more valuable with their role being that of protecting sensitive information through knowledge
of data privacy, encryption, and network protection. Digital landscape also calls for competent
web designers and developers who will be capable to deliver a better user experience by

1
Ehlinger, Eugenia Gonzalez, and Fabian Stephany. SKILLS OR A DEGREE?: THE RISE OF SKILL-BASED
HIRING FOR AI AND GREEN JOBS. Bruegel, 2023.

2
acquiring useful practical knowledge in UX design and coding along with website optimization.
At the same time, the representatives who also have digital literacy are able to use the Customer
Relationship Management (CRM) systems and are also able to communicate online with the
customers. Apart from that, specialists of digital marketing are an important source of growth for
the company that depends on the skill set like Search Engine Optimization (SEO), Pay-Per-Click
(PPC) promotions, the sense for the content strategy, and the awareness of the e-commerce
tendencies to enhance the company’s presence in the web. The outcomes of labour trends
demonstrate a definite shift towards the need for tech-savvy personnel to develop swiftly into
changing technologies2. Heritage spotlight on remote work facilities has been further sharpened,
with organizations now increasingly appreciating the edge of flexible work settings in acquiring
and holding talents. Furthermore, there is a rising highlight of well-being among employees, and
therefore, companies are in business of coming up with workplaces that cater for mental health
and work-life balance. The developments mentioned above has seen BizOps Enterprises believe
in strategic workforce planning; it aims at ensuring that its human resources are equipped with
the requisite skills and competencies to adapt to the evolving digital landscapes for future
business objectives.
 Recruitment options
As derived from the dynamic workforce needs, BizOps Enterprises should consider a strategic
mix of recruitment, each of which targeted to a particular need of the organization.
 Deployment of casual workers offers flexibility as the firm does not need to stay
committed to long term terms of engagements with regular absenteeism during seasonal
highs and short-term projects. Such an approach allows the quick expansion of the
workforce to meet the changing demand.
 Internship programs provide a reservoir of non-expensive talent pool, which provides
opportunities of testing and schooling prospective future employees 3. With interns,

2
Dawson, Nikolas, Marian-Andrei Rizoiu, Benjamin Johnston, and Mary-Anne Williams. "Predicting skill
shortages in labor markets: A machine learning approach." In 2020 IEEE International Conference on Big Data (Big
Data), pp. 3052-3061. IEEE, 2020.

3
Virkola, Tuomo. "Internships and the Allocation of Talent." Essays in Applied Economics (2021): 4.

3
 BizOps can establish a workforce that has a sense of culture and standard of operation
and therefore may not have heavy recruitment exercises in the future.
 By externalizing some processes such as payroll processing or digital marketing, BizOps
could leverage the expertise of outsiders and allocate internal resources to core business
activities. This strategy can be used to bring in cost saving and efficiency even in special
functions that may not necessarily require in-house management.
 Contractors and consultants have specialized skills and knowledge to be provided for
specified projects or implementation. When working with such professionals, access is
gained to high level skills, without having to pay extra costs associated with permanent
employment, flexibility and affordability.
Over and above, it can provide BizOps Enterprises with agility and expertise to manage the
dynamic retail environment through a hybrid recruitment approach through the employment of
casual hiring, internship, outsourcing and contract or consultants.
 Cost benefit analysis
Training Option Estimated Associated Risk Anticipated Benefit Feasible/
Cost Maybe
feasible/
Not
feasible
Staff IT Training Medium Resistance to Enhanced digital Feasible
change efficiency and
productivity
Cybersecurity High Significant Mitigation of critical Maybe
Workshop financial security threats Feasible
investment
Soft Skills Low Minimal impact Improved employee Feasible
Development engagement and
Program retention

4
Leadership Medium Potential Strengthened internal Feasible
Development employee attrition promotion pipeline

BizOps Enterprises should focus more on training programs that provide cost, risk and strategic
benefit balance. The programs regarding Staff IT training and soft skills development are cost-
effective and involve low associated risks, hence they are quite feasible. Leadership
Development being of moderate attrition risk is very critical to develop a strong internal
promotion pipeline4. The Cybersecurity Workshop, which is more expensive, is essential for the
limitation of the major security threats. the budget allocations and risk assessments should be
used to determine its feasibility.
 Risk Management Plan

Background

BizOps Enterprises is undergoing a digital transformation to enhance its retail and HR

operations. This strategic shift aims to integrate advanced technologies, streamline processes,
and improve customer experience. Effective human resource planning is pivotal in this transition,
ensuring that the organization attracts, retains, and develops talent capable of navigating the
evolving technological landscape.

Context

Priorit Risk Likelihood Impact Risk Level

y

1 Resistance to change B (Probable) 3 (Moderate) Medium

2 Delay in technology implementation C (Possible) 4 (Major) High

4
Reddy, Y. R. K. "Cost-benefit analysis of training—An appraisal." Long Range Planning 12, no. 6 (1979): 50-55.

5
 3 Lack of finance C (Possible) 4 (Major) High

Identification and analysis

Grade Level of likelihood

A Expected (will occur regularly)

B Probable (will occur at some stage)

Risk likelihood
legend
C Possible (could occur)

D Improbable (could occur but unlikely)

E Rare (may occur but in limited situations)

Risk impact/ Grade Level of impact

consequence legend
1 Insignificant

2 Minor

3 Moderate

4 Major

5 Catastrophic

6
Risk categorisation matrix

Level of Level of impact

likelihood 1 2 3 4 5
(Insignifican (Minor) (Moderate) (Major) (Catastrophic
t) )

A (Expected) Medium Medium High Extreme Extreme

B (Probable) Medium Medium Medium High Extreme

C (Possible) Low Medium Medium High High

D Low Low Medium Medium High

(Improbable)

E (Rare) Low Low Low High Medium

Risk categorisation table

Priority Risk Likelihood Impact Level of Risk

1 Resistance to B 3 Medium
change in staff

2 Delay in C 4 High
technology
implementation

3 Lack of finance C 4 High

7
8
Risk control/treatment

Activity

● Resistance to change in staff

● Delay in technology implementation
● Lack of finance

Risk Control Measure Strengths Weaknesses

Resistance to change Implement Promote adaptability May not be equally

in staff management training and employee effective across all
and clear engagement roles
communication
strategies

Delay in technology Establish realistic Provides structure Potential dependency

implementation project timelines and and clarity on vendor reliability
foster strong vendor
partnerships

Lack of finance Conduct thorough Enhances financial May result in slower

budget forecasting control and planning implementation
and adopt phased rollout
investment
approaches

9
References

Dawson, Nikolas, Marian-Andrei Rizoiu, Benjamin Johnston, and Mary-Anne Williams.

"Predicting skill shortages in labor markets: A machine learning approach." In 2020 IEEE
International Conference on Big Data (Big Data), pp. 3052-3061. IEEE, 2020.

Ehlinger, Eugenia Gonzalez, and Fabian Stephany. SKILLS OR A DEGREE?: THE RISE OF
SKILL-BASED HIRING FOR AI AND GREEN JOBS. Bruegel, 2023.

Reddy, Y. R. K. "Cost-benefit analysis of training—An appraisal." Long Range Planning 12, no.
6 (1979): 50-55.

Virkola, Tuomo. "Internships and the Allocation of Talent." Essays in Applied

Economics (2021): 4.

10