In managing human resources in Australia, the following five legislations must be applied.
Equal Opportunity for Women in the Workplace Act 1999 that replaced Affirmative Action Act 1986. Business organizations which have more than 100 workers should establish Equal Opportunity for Women in all the workplace programs (Marchington et al. 2016).
Privacy Act 1988 must be applied in the organizations as it provides protection for the persons whose information is held by the Commonwealth Government agencies, like Centre link or Taxation Office (Hendry 2012).
Human Rights and Equal Opportunity Commission Act 1986 must also be applied in organizations to prohibit the discrimination in the employment structure on the basis of religion, sex, trade union activities, marital status, sexual preferences and many other things. This legislation sets up the framework for the equal opportunity for all the employees at the Commonwealth level.
Racial Discrimination Act 1975 prohibits the discrimination among the employees on the basis of their race and national origins (Marchington et al. 2016).
Workplace Relations Act 1996 must also be applied in managing Human resources to set the minimum conditions for employment in the land of Australia and also sets up a framework for the industrial relation system.
The important ten workplace entitlements for the permanent employees of organisations outlined in the National Employment standards are mentioned below.
The employees are allowed to work for 38 hours a week and if they want they can work for additional hours for extra remuneration.
In certain conditions the employees can request their managers to change their working arrangement.
In case of pregnancy or other parental issues, employees can get up to 12 months of unpaid leave and they have the right to ask for more 12 months of unpaid leave if there is a valid reason.
The employees must be allowed to take a four weeks paid leave per annum and for some specific shift workers they can get an extra week leave (Stahl, Björkman and Morris 2012).
All the employees are eligible to get a 10 days paid personal leave and two days leave if required and in addition to that in some cases the employees are eligible to take two more days compassionate leave if required (Buller and McEvoy 2012).
The employees are eligible to get unpaid leave if they get engaged in voluntary emergeny services and leave for jury services. If they are engaged in judicial services the employees can get paid for up to 10 days leave.
The employees who have served the organizations for a long period of time are eligible to get long paid leaves if required (Bratton and Gold 2012).
A paid leave on public holidays are the right of the employees under any circumstances.
The employees must get five to sixteen weeks leave if they are to get terminated by the organization based on the time they are serving for the organization (Hendry 2012).
The employers must provide Fair Work Information Statement to all the employees.
Under the Fair Work Act 2009, all the employees of Australia must keep the record of some professional records for at least seven years, and those are: the employer’s name, the employee’s name, the employer’s Australian Business Number, the employee’s commencement date and the basis of the employment whether it was permanent, temporary or casual (Buller and McEvoy 2012).
Having a professional code of conduct within the organization is a very important thing, as these codes of ethics actually help in increasing the probability so that the employees can behave in a convinced manner. The code of conduct that is good will help in focusing on the actions taken by the public servants so that it can result in performing the right things for the correct reasons. The moral autonomy of the employees does not get hampered due to these codes of conduct. Lastly, the code of ethics helps in functioning as a professional statement for the employees.
Human resources is the department designated to find and train the employees for the organization and to help in any undesired situations within the workplace. Human resource strategies take those responsibilities and makes sure that they are meeting the goals, future needs and the mission of the organization (Hendry 2012).
The Human resource professionals have huge responsibilities as they train and develop the employees of the organizations and the workforce is the nucleus of the organizations (Bratton and Gold 2012). Thus, it can be said that the productivity of the organization depends a lot on the effectiveness of the HR department. The HR department helps the business organizations in conserving its costs with respect to the development of the salary packages and the benefits that can be provided to the employees along with the provision of support. These managers are also responsible for managing the issues regarding quality within the organization (Griffin 2013).
Steps for the HR department’s planning
The key priorities of the HR department are to scan the environment like labor market, present and future economic conditions (Brewster and Hegewisch 2017). They have to plan for technological advancement and they can change the legislation if needed (Armstrong and Taylor 2014).
The HR department has to think about the external factors as well, because they have to plan for the workforce composition and has to change the policy platforms if needed.
HR department has to determine the organization present and future resources when required and develop the plans accordingly (Anderson 2013).
The key is to implement the plans made by HR department and the professionals of HR department has to constantly measure, monitor and report on the progress of the organization actions in various circumstances (Anderson 2013).
Performance management aims to build high performance culture within the organization for both the individual employees and also for the teams so that they can collaborate and be able to take the responsibility to improve the process of doing business in a continuous manner and helps in raising the bar of competence by helping the employees in increasing their own sets of skills (Armstrong and Taylor 2014).
Performance planning, Performance appraisal and reviewing and performance improvement plans are the major three components of performance management system.
Contact management is the process through which the execution and the analysis of managing the contact creation will help in maximizing the functional and the operational performance within the organization by minimizing the risks that are related to finance within the company (Brewster and Hegewisch 2017).
From the feedbacks which were collected, it can be said that the reviewer is not at all satisfied with the actions of the HR recruiter and he is not at all satisfied with the whole recruitment process, selection of candidates and the overall management. In addition to that, from the reviews it is evident that that the HR functions must be reviewed by all the employees of the organization. It would be wiser if the reviewer gets involved with the recruitment process and thus an overall improvement in HR management can be seen..
Anderson, V., 2013. Research methods in human resource management: investigating a business issue. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Griffin, R.W., 2013. Fundamentals of management. Cengage Learning.
Hendry, C., 2012. Human resource management. Routledge.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Stahl, G.K., Björkman, I. and Morris, S. eds., 2012. Handbook of research in international human resource management. Edward Elgar Publishing.