Human Resource Services at the Powerhouse Museum
You want to apply for the position of Human Resources Director with a Fortune 1000 company in the field
of retailing. The company “would prefer” applicants with at least four years of experience, though others
can also apply. You are six months short on the preferred experience. However, you are absolutely
confident of yourself and want to convince the recruiter about the same.
Keeping in mind the above scenario, in a 2- to 3-page Microsoft Word document, create a cover letter that
convinces the recruiter about your competency for this job and a resume. Your cover letter and resume
must incorporates the following:
� The cover letter should be concise and to the point, following the 3-paragraph structure.
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 2
� The resume should be no more than two pages long, in an appropriate format and following all the
standards associated with that format.
� The resume must have an impressive, original objective statement and a summary of qualifications.
� The resume must include your capabilities and special skills, preferably using action verbs.
Support your responses with examples.
Cite any sources in APA format.
Abstract
The HR department is one of the pillars of the corporate world. The department plays a
significant role in the human resource strategy. The Powerhouse Museum adheres to the
necessity of having a human resource department. Thus, they drafted a Human Resource Service
Level Agreement (SLA). The service agreement is for the purpose of formally setting up the
relationship between the Human Resource Department and the Powerhouse Museum, as well as
to promote a healthy business relationship. The contract states the exclusive provision of services
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 3
by the Human Resource Department as requested by the Powerhouse Museum. The SLA will be
evaluated biennially for the purpose of incorporating changes. Furthermore, there was a
communication plan signed by the CEO and HR representatives. The notification is deemed to
take place within a month before the implementation of services. A report on training program
was also made available to address the decline in attendance and mandatory training
requirements in the workplace.
Keywords: human resource department, service level agreement, communication plan,
report on training
Human Resource Department
The human resource department is known to serve as one of the backbones of an
organization, especially that of the corporate world. Human resource personnel are responsible
for selecting and maintaining a high-caliber workforce in organizations (Robbins & Coulter,
2012). Robbins and Coulter further suggest that their role in the company is critical since the
performance of the organizational workforce depends on the proper selection, motivation, and
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 4
maintenance of the human resource department. Moreover, their role in the safeguarding and
maintenance of staff records enables the human resource management information to be
available to managers and ensures that they can meet statutory reporting responsibilities. There
was a report saying that human resource can be the primary partner of organizations in providing
that there is an association with what the group is saying and how they treat people within the
organization (Strandberg, 2009). In this regard, the HR department wants to extend its tasks by
providing human resource services to the Powerhouse Museum business and their agencies.
Service Level Agreement of Human Resource Department and Powerhouse Museum
Under this service level agreement is a contract between the HUMAN RESOURCE
DEPARTMENT and POWERHOUSE MUSEUM for the purpose of formally setting a
business relationship.
This service level agreement ensures the relentless cooperation and support of the
HUMAN RESOURCE DEPARTMENT to the POWERHOUSE MUSEUM in providing
excellent human resource services.
Scope of Contract
This service level agreement between the two consenting parties – HUMAN
RESOURCE DEPARTMENT and POWERHOUSE MUSEUM, covers assistance that is
inclusive of human resource services or other related tasks.
Human Resource Service Agreement Objectives
The HUMAN RESOURCE DEPARTMENT pledge to cater necessary human resource
services to POWERHOUSE MUSEUM upon the request and demand of the last party.
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 5
The duties that the HUMAN RESOURCE DEPARTMENT will have grounds to the
pursuit of the following objectives:
HR Health Check – to provide a total assessment of your HR systems in place
Strategic planning – setting up processes, implementing HR plans and objectives
Equal Opportunity – creating a responsive organization
Performance Management Systems – performance appraisals processing
Job Analysis – creating proper job descriptions and specification
Staffing the Workplace – recruiting candidates, developing & using application forms
Employee testing, interviewing and selection – types of tests & selection techniques
Induction and Training – inaugurating employees, providing training techniques, and
processes
Developing HR Managers – conducting on and off the job training which are
essential factors for success
Appraising Performance – utilizing appraisal methods and assessments in managing
performance
Remuneration and Incentives – pricing jobs for both low and high-level staff
incentives
Employee/Industrial Relations – legal framework
Occupational Health and Safety Systems – planning for organizational health and
services (OH & S)
Staff Retention Programs
Staff Incentive Programs – motivating employees
Other _____________________________
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 6
Term of Agreement
The HUMAN RESOURCE DEPARTMENT services shall exclusively provide HR
Services as requested by the Powerhouse Museum from _(date) to
_(date).
CURRENT HR Situation Analysis
Is any of the following HRM activities formally in place?
If so, please mark and explain in space provided:
Activity Yes/No Provide Details
Add details if necessary
Recruitment and selection of staff,
(psychometric testing)
Yes Additional HR staff are
selected and recruited through
different selection procedures
(interview, psychological
tests, drug tests, medical tests,
and/or performance tests)
Inductions Yes Employees are formally
welcomed to the organization
through an orientation.
Payroll Yes Payrolls are provided and
salaries are based on
attendance (Daily Time
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 7
Records) and performance
Leave Yes Maternity, paternal, sick, and
emergency leave is applicable
in the workplace
Industrial Agreements Yes There is a signed series of
agreements between the
company and other business
firms
Staff Training and Performance Yes Company staff are trained
biennially, and performance
is checked using different
methods (e.g. management by
walking around, setting
quotas, etc.)
Termination Yes Unproductive employees are
trained, otherwise terminated
if there are no changes in
performance
Workplace Safety Yes Employees are provided with
health insurances and other
safety measures
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 8
Job descriptions/ classifications Yes Job descriptions and
classifications are necessary
because they provide a
baseline of the tasks and
performance of the
employees
Policies and Procedures Yes Uniform policy is applied in
the workplace, together with
other guidelines and
procedures
Table 1. Current HR Situation Analysis
Service Timeline
This section provides a table of duties of the HUMAN RESOURCE DEPARTMENT
to POWERHOUSE MUSEUM. This section further includes a schedule for the service
delivery. However, the fixedness of the schedules is not assured. The timeline may change
depending on the circumstances that will occur along the way.
Human Resource Staffing Levels Roles and Responsibilities
The table below also presents the human resource services and the responsibilities with
their corresponding timeline.
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 9
HR Service Deliverable Responsibility Timeline
Employee selection Selecting, recruiting
and terminating
employees; use of
appropriate
psychological tests
3 months
Workplace design Ensuring suitable and
pleasant work
environment that
enhances work
productivity
1 year (whole duration
of the contract)
Strategic planning Involvement in the
strategic planning of
the company
1 year (whole duration
of the contract) or
when necessary
Employee motivation Ensuring that
employees are
motivated and carrying
out tasks in their
optimum level
1 year (whole duration
of the contract)
Employee relations Ensuring good
employee relations
1 year (whole duration
of the contract)
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 10
Table 2. Human Resource Staffing Levels Roles and Responsibilities
Governing Law
To officially make this contract reliable and legal, the two parties thus come to an
agreement to sign the treaty under the Australian business laws. The two approving parties will
specifically make use of the Australian Consumer Law (ACL). This law states rules in the fair
regulation of business trades and protection of consumers (Commonwealth of Australia, 2016).
Authorization
Client Name: _________________________
Authorization Signature: _______________
Date: _____________
Upon introducing the service agreements of the CEO and board of Powerhouse Museum
to its different areas, a series of duties were apportioned to the HR department. They asked the
said department to take responsibility on the company’s decision-making and to take part in the
enhancement and assessment of strategic plans. The company has foreseen the need for a service
level agreement (SLA), which is deemed necessary and beneficial for the pursuit of the goals of
the two parties. Implementation of SLA for the services in the Powerhouse Museum is
advantageous since it set the grounds for the services that it ought to receive, as well as settle
definite deadlines for the required services.
There will be a review of the service level agreement biennially; that is, every six
months. The HR department will provide feedback to the senior management in regards to the
SLA and the benefits of its implementation. In this connection, the HR department will utilize
measurement tools to evaluate the steps that they did and those that they did not do, in accord
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 11
with the agreement. Furthermore, the agreement will be updated as appropriate to reflect services
that are new and those that were eliminated. The updated SLA will also include the changing
business needs of the museum, as well as the measures that the HR department will take in
addressing the current needs.
Communication Plan of the Service Level Agreement
The HUMAN RESOURCE DEPARTMENT and POWERHOUSE MUSEUM drafted
a communication plan of the service level agreement, as shown in the table below. Both parties
will give notice to their organizations about the services the HR department will provide under
the service level agreement. These parties shall include the CEO and board members of
POWERHOUSE MUSEUM. Moreover, downline managers will also be notified, as well as
lower level employees. Contractors and stakeholders will also receive a notice. The
communication plan will primarily contain a memorandum that the HR department will
implement services under an agreement with the company. The communication plan will also
include a brief message about the goals, tasks, and services that the HR department will provide.
This communication plan will be carried out through a formal memorandum letter which
the department will send to the different levels of management in the Powerhouse Museum. The
memo will come from the office of the CEO, drafted by human resource personnel, and signed
by board members, the CEO himself, and HR representatives. The notification shall take place a
month before the implementation of the services
Target
audience:
Who do we
want to
inform?
Key messages:
What do we want
to tell them?
Communicatio
n methods:
How are we
going to
inform them?
Who is
responsi
ble for
doing it?
Deadline:
By when does
this need to
happen?
Date
completed
Human The services that Memorandum/ Human (a month (a week before
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 12
Resource
Department
and
Powerhouse
Museum
(CEO and
board
members)
the HR
department will
provide under the
service level
agreement.
memo note Resource
Departm
ent
before the
implementatio
n of the
services)
the
implementatio
n of the
services)
Employees
The services that
the HR
department will
provide under the
service level
agreement.
Memorandum/
memo note
from the office
of the CEO;
meeting
HR
Departm
ent,
Manager
s
(a month
before the
implementatio
n of the
services)
(a week before
the
implementatio
n of the
services)
Managers
The services that
the HR
department will
provide under the
service level
agreement.
Memorandum/
memo note
from the office
of the CEO;
meeting
HR
Departm
ent
(a month
before the
implementatio
n of the
services)
(a week before
the
implementatio
n of the
services)
Contractors
The services that
the HR
department will
provide under the
service level
agreement.
Memorandum/
memo note
from the office
of the CEO;
meeting
headed by the
managers
Manager
s
(a month
before the
implementatio
n of the
services)
(a week before
the
implementatio
n of the
services)
Other
Stakeholder
s
The services that
the HR
department will
provide under the
service level
agreement.
Formal letter
from the office
of the CEO;
business
meeting
HR
Departm
ent; CEO
(a month
before the
implementatio
n of the
services)
(a week before
the
implementatio
n of the
services)
Table 3. Communication Plan of the Service Level Agreement
Report on Training Plan
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 13
The HR department will take measures in increasing organizational productivity and
employee commitment. This measure is to address the decline in attendance of employees in
Powerhouse Museum. Absenteeism is considered a negative behavior in an organization. Thus,
this shall be the focus of the department. The HR department will use training materials that are
readily available for employees. The staff will utilize the training videos provided by a qualified
service provider of workplace health and safety, and these materials will be posted on the
company web page. Employees of the museum will be the target focus of the training since these
problems are fundamental and apply to everyone in the organization.
The deadline for completion of the instructions will be within a month; wherein training
is on a weekly basis. The contractor will report about the development of competency level for
each employee. Furthermore, these plans will be communicated to stakeholders and departments
through fax or letters. A meeting will also take place, where they will discuss necessary
strategies, changes, and others. The training will be evaluated through a demo of the employees.
It will also be supplemented by a report observation of department heads. Since the senior
management already approved of the suggestion to utilize the services of the company, the
training will thus be easy.
Conclusion
With the growing importance of the human resource department in the business field, the
HR department wants to extend its tasks by providing human resource services to the
Powerhouse Museum business and their agencies. To formally set up the relationship between
the two bodies, they drafted a Service Level Agreement (SLA). The agreement declares full
support of the human resource department in supplying human resource services to Powerhouse
Museum. The agreement further gives Powerhouse Museum a legal protection in case of loss of
HUMAN RESOURCE SERVICES AT THE POWERHOUSE MUSEUM 14
confidential intellectual property or disclosure of proprietary information. The employment of
SLA is beneficial since it sets the grounds for the services that the concerned company receive,
as well as settle definite deadlines for the required services. Furthermore, the HR department will
communicate plans to parties concerned via a formal letter, and through a meeting. In training
employees, the staff will utilize videos provided by a qualified service provider of workplace
health and safety, and these materials will be available on the company web page for easy access.
Overall, there are steps to consider in establishing human resource services at the museum, but
none of them is significant compared to the benefits that the services entail.
References
Commonwealth of Australia. (2016). Retrieved from Australian Consumer Law:
