Essays on Strategic Plan Analysis of Education and Training of Queensland Government Case Study

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The paper "Strategic Plan Analysis of Education and Training of Queensland Government" is an outstanding example of a business case study.   The main objective of a human resource strategic plan is to bring alignment between the human resource and the priorities and direction of the organisation. In this regard, the human resource department in any given organization is bestowed with the responsibility of ensuring that the organization has adequate skills required to undertake the operation activities. This is made possible through hiring and recruiting qualified people as well as training and developing the staff that work in the organization (Wilson, 2009).

Essential strategies must be developed, implemented and reviewed by the human resource department in order to ensure that the objectives of the organisation are achieved. 2.0 History The department of Education and Training is one of the educational departments in the government of Queensland. The objective of the department is to ensure that educational standards are not compromised through the delivery of world-class training and education (Pfeffer, 1994). The department of education and training commenced its functions in 2002 as a continuation of the educational reforms which were perpetrated by the ETRF reforms (Department of Education and Training). This was the period when the Prep year was introduced as an additional schooling year.

The department of education and training has been in the forefront in instituting different changes such as the introduction of laws on ‘ learning’ and raising the age for year 1 entry and in the recent past the department has also introduced the universal access to educational opportunities for all the people of Queensland (Department of Education and Training). Other projects in the pipeline awaiting implementation by the department of education and training include the Flying Start suite aimed at enhancing and promoting literacy levels in Queensland. 2.1.

Strategic Plan analysis The strategic plan for the department of “ education and training” of Queensland Government is built upon key objectives for the department stretching over a five year period from 2011 to 2015. The objective of the department as described in the strategic plan is to ensure that all children in Queensland access quality and high standard of early childhood care and education (Armstrong, 2006).

From the economic perspective, the objective is to equip the people in Queensland with adequate knowledge, confidence and skills that can help them maximise their inherent potentials to productively contribute and build the economy of Queensland. From the cultural perspective, the department of education and training in Queensland government aims at being recognised as a good employer by attracting, retaining and further developing high-quality leaders, staff and teachers in all locations and settings. The department also aims at earning a positive reputation in the eyes of the communities it serves by delivering early years, training services and schooling to a growing and diverse population without any level of discrimination (Golding, 2010). This includes bringing to the board the disadvantaged and the vulnerable young islanders.

The objective of this is to assist the department of education and training to improve and deliver high-quality educational standards that can enable young Queenslanders to become competitive even in the international market as well as building an effective human resource capital that can gear up the development of Queensland (Storey, 2007).

References

Armstrong, M. 2006. A Handbook of Human Resource Management Practice (10th ed.). London: Kogan Page

Banfield, P. and Rebecca, K. 2008. Introduction to Human Resource Management .Oxford. Oxford University Press

Budhwar,P. and Aryee, S. 2008. Strategic Human Resource Management: Building Research through practice. London. CIPD.

Delery, J. and Doty, H. 1996. 'Modes of theorizing in SHRM'. Academy of Management Journal, 39(4), 802–835

Department of Education and Training. Strategic Plan 2011-2015. http://deta.qld.gov.au/publications/strategic/pdf/strategic-plan-11-15.pdf

Golding, N. 2010. "Strategic Human Resource Management" in Beardwell, J. and Claydon, T. (2010) Human Resource Management A Contemporary Approach, FT Prentice Hall.

Patrick J., and Bruce H. 2000. "Training and Development". Management. Barron's Educational Series. pp. 225.

Pauwe, J. 2009. 'HRM and Performance: Achievement, Methodological Issues and Prospects'. Journal of Management Studies, 46 (1)

Pfeffer, J. 1994. Competitive advantage through people. Harvard Business School Press

Rosemary, H. 2005. Learning and development. CIPD Publishing. pp. 5

Storey, J. 2007. "What is strategic HRM?" in Storey, J. (2007) Human Resource Management: A Critical Text, Thompson.

Wilson, J. 2009. Human Resource Development: Learning and Training for individuals and organizations.2nd ed.United Kingdom.Kogan Page Ltd

William J., & Kazanas, H. 2004. The Strategic development of talent. Human Resource Development Press. pp. 4.

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