[BCM] [SHINE] [E3] [BIA] [T2] [CBF] [8] Human Resource Management & Professional Capability

Part 3 – Impact Over Time of Business Functions

CBF-8 Human Resource Management & Professional Capability

The Human Resource Management & Professional Capability function is critical to ensuring that SHINE has a skilled, motivated, and well-supported workforce capable of delivering its social services effectively.

This function encompasses recruitment, training, performance management, succession planning, employee well-being, and workforce planning.

The impact over time analysis evaluates how disruptions to these Sub-Critical Business Functions (Sub-CBFs) affect the organisation at various time intervals, from the first four hours up to sixty days.

This allows SHINE to prioritise recovery efforts, define realistic Recovery Time Objectives (RTOs), and understand the organisation’s Maximum Tolerable Period of Disruption (MTPD) for each function. 

Table P3: Impact Over Time of Business Functions for CBF-8

The impact-over-time analysis demonstrates that each Sub-CBF under Human Resource Management & Professional Capability exhibits varying sensitivity to disruption.

Functions such as Talent Acquisition & Recruitment and Employee Well-being & Support show early impact within hours, reflecting their importance in maintaining staffing levels and morale.

In contrast, Succession Planning and Performance Management & Appraisal exhibit a delayed but significant impact over days to weeks, emphasising long-term workforce continuity and leadership stability.

Understanding these dynamics enables SHINE to design targeted business continuity strategies, allocate resources effectively, and ensure workforce resilience to support the uninterrupted delivery of social services.

By aligning RTOs and MTPDs with operational priorities, SHINE can mitigate disruptions and maintain its commitment to children and youth services even in crisis scenarios.

CBF-8 Human Resource Management & Professional Capability

 

In today’s organisational environment, Human Resource Management (HRM) is increasingly reliant on digital tools and technology to ensure efficiency, accuracy, and timely decision-making.

For SHINE Children and Youth Services, supporting IT systems and applications underpin the effective execution of all human resource-related functions, from recruitment to workforce planning.

These systems not only facilitate operational continuity but also provide robust data management, enable regulatory compliance, and enhance staff engagement and development.

This chapter highlights the IT systems and applications supporting each sub-critical business function (Sub-CBF) under CBF-8 Human Resource Management & Professional Capability, including recovery objectives and special equipment considerations necessary during disruptions.

Table P4: Supporting IT Systems and Applications for CBF-8

Sub-CBF Code	Sub-CBF	IT Systems and Applications	RPO	System RTO	Supporting Special Equipment or Resources	Remarks
8.1	Talent Acquisition & Recruitment	Applicant Tracking System (ATS); SHINE HR Portal; Email & Communication Tools	4 hours	24 hours	Workstations, secure internet access, and teleconferencing tools	ATS must integrate with SHINE recruitment portals for seamless candidate tracking
8.2	Staff Training & Development	Learning Management System (LMS); Virtual Training Platforms, Training Records Database	8 hours	48 hours	Computers, projectors, webcams, headsets	LMS must support offline access and reporting on training completion
8.3	Performance Management & Appraisal	Performance Appraisal Software; HR Analytics Dashboard	4 hours	24 hours	Secure HR workstations	Appraisal data must be encrypted and accessible only to authorised HR personnel.
8.4	Succession Planning	Talent Management System; Organisational Chart Software	8 hours	72 hours	Computers with HR system access	Succession plans should be updated annually and stored securely
8.5	Employee Well-being & Support	Employee Assistance Program (EAP) Portal; HR Communication Tools; Wellness Apps	4 hours	24 hours	Secure devices, telehealth access	Ensure confidential handling of sensitive employee data
8.6	Workforce Planning	HRIS (Human Resource Information System); Workforce Analytics Tools; Scheduling Software	4 hours	48 hours	Computers with analytics capability	Workforce planning must be aligned with operational needs and updated in real-time

 

 

Effective human resource management at SHINE relies on a suite of integrated IT systems and applications to maintain operational continuity and support staff development.

By defining recovery objectives such as RPO (Recovery Point Objective) and RTO (Recovery Time Objective), and identifying special equipment requirements, the organisation ensures that critical HR processes continue with minimal disruption during crises.

These systems not only enable SHINE to manage its talent effectively but also enhance resilience, compliance, and overall organisational performance.

 

Continuity of Care: Ensuring SHINE’s Mission Through Effective BCM
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MBCO	P&S	RAR T1	RAR T2	RAR T3	BCS T1	CBF
CBF-8 Human Resource Management & Professional Capability
DP	BIAQ T1	BIAQ T2	BIAQ T3	BCS T2	BCS T3	PD