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Human Resource Management In Australia: Coaching

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Question:

Discuss about the Human Resource Management in Australia for Coaching.

 

Answer:

Introduction

Human resource management (HRM) is an organizational function that focuses in recruitment and management of staff (Boxall and Purcell, p. 4). In Australia, many organizations have HRM departments responsible for providing necessary tool, coaching, management, training and administrative service to people working in an organization. HRM helps in enhancing performance of an organization by developing corporate culture that that is appropriate for team building and motivation of employees to enhance their productivity (Dowling, p. 11). HRM functions are carried out by managers responsible for recruitment, ongoing development and retention of high potential employee’s. HRM mangers are directly involved in addressing issues related to organization employees

Personal Experience

Having worked in a restaurant as a supervisor in one restaurant located in Sydney, I got to interact with best human resource manager. The restaurant also offers accommodation services to its customer apart from delicious food and nice drinks. HRM was impressive in that he calls for meeting every Saturday evening to meet with employees from different departments to discuss any challenges, observations or processes encountered during the week. In the meeting, HRM and employees discuss to see whether all programs are implemented in a way that impact business positively. This brainstorming has motivated employees to develop effective communication with the management.

 

Analyses

From this organization it can be seen that organization is adapting to business needs by valuing input from employees. The organization is able to respond to customers’ demands by allowing the management to share with subordinate employees on ways to improve service delivery. Understanding customer satisfaction is vital to develop strategies to maximize loyalty to company brands (Deng, Wei and Zhang, p. 293).  HRM is able to recommend approaches and processes to top management based on needs and priorities. From this organization it is evident that communication is effective. Furthermore, effective negotiation skills are developed both for both employees and management

Evaluation

Employee motivation is the central role of management. Managers are able to accomplish organizational goals by motivating employees (Manzoor, p. 1). The relationship between manager and employees is important for work environment. Managers helps in cultivating organizational culture that fosters employee motivation and engagement (Vinodkumar and Bhasi, p. 2083). The restaurant is able to create a work culture that entrust employees with vision, values and strategic framework that allows them to accomplish their jobs effectively

The organization ensures that employees receive frequent communication that is achieved weekly through meetings. By treating employees with respect and civility, I feel that the manager is able to produce environment favoring employee motivation to accomplish their tasks

 

Role of HRM in Employee Motivation

The success of organization is dependent on HRM practices that is carried by HRM managers. Managers with appropriate skills and character are able to inspire employees by their action (Chen and Huang, p. 105). Leadership style matters a lot in motivation of employees. HRM manager spending time to communicate and build relationship is able to share vision and goals with employees. Leadership is therefore a tool for nourishing teamwork. Employees who feel honored and cared for are more engaged and will work as a team to deliver to their highest potential (Grant and Berg, p.12). Understanding what motivates each employee like money, promotions, benefits, opportunity for career advancements and praises allows manager to meet such personal work-related desires. Managers can therefore advice organization to develop a fair system of rewards, benefits and incentives to motivate employees to work hard

Legal Context for HRM

HRM need to understand legal environment to ensure that organization is complying with legal considerations so to attain fair operations that helps in gaining competitive advantage (Nel et al., p.16). I feel HRM should be aware of employee compensation, conflict resolution, hiring and firing so as to avoid any legal actions that may tarnish company’s image

Australian laws impact HRM in that it influences organizational practices to protect employees against any form of discrimination in selection, hiring, initial compensation, working hours, firing and job promotions (Baird, p. 3743). The equal pay act in Australia requires that public and private organization pay same amount to men and women doing the same job so long as they have similar experience and qualification thus protecting discrimination based on sex. I feel this law is not properly implemented in many organizations since you still find many males occupying top managerial positions in Australia

The US has been on the forefront in instituting laws especially Title VII that prohibits discrimination based on color, religion, nationality, sex, sexual orientation and disability (Sung, p. 408). Organization stand to benefit workplace diversity by abiding to all laws regarding equal employment opportunities for all. Organizations and public entities need to promote equal employment opportunities for all.

 

Recruitment and Selection

Introduction

Recruitment and selection is one of the major roles of HRM. Recruitment allows organization to source new employees. The quality of human capital in organization is dependent on quality of recruitment process adopted by organization (Dumond, p. 72). The main goals of recruitment and selection in an organization is to hire best people with skills and talents from the job market in order to keep organization competitive on the job market. The hiring process need to be updated frequently to match market demands and adopt innovative recruitment solution. This is because recruitment process is an expensive HRM process (Sheehan and Cooper, p. 748). The HRM need to use best recruitment process or involve external recruitment source to allow organization hire the most competitive workforce that ensures efficiency.

Personal Experience

I have felt that organization are failing to recruit the minority members of the society. I have been observative whenever I visit organization to check whether there are persons with disability. Unfortunately, I have not found any organization whose staff constitute more than 15% of persons with disabilities. Persons with disabilities has been defined as any person with physical or mental impairment that limits him or her from doing major life activities and it includes mobility, visual and hearing impairments (Hergenrather et al., p. 34). Major life activities encompass talking, seeing, learning, walking, hearing, breathing and performing manual tasks. From my observation, I have found that persons with disabilities are less likely to be employed compared to non-disabled especially in hotel and tourism industry as reported by Pagan (Pagan, 219).

Analyses

I feel that government and private organizations need to create equal employment opportunities and institute affirmative actions to empower people with disabilities. I believe persons with disabilities have knowledge and skills that qualify them do some jobs that does not necessitate intensive physical activities like reception, call centers and many more to empower them to be independent financially. Many authors have reported that the recruitment process should try to find widest pool of applicant to provide greatest opportunity to recruit persons with disabilities that suit required roles in an organization (Wehman, p. 145)

Organization that does not abide to legal requirement of equal employment opportunities for all risk long term cost associated with legal action and reduced productivity due to decreased workplace diversity. The selection process can be used to identify people with disabilities to be hired during interviewing. It is important to have employment policies in organizations that fair and equitable employment opportunities.

Evaluation of Recruitment and Selection

I feel that effective recruitment strategy is paramount to success of organization. HRM department can increase efficiency by consulting employment specialist who can assist hiring managers to make best recruitment decisions. Initial process in hiring is sourcing candidates for the available job vacancy. Sourcing can be done through online advertising, professional networking sites, advertising in local and international newspapers and career sites. The next step is reviewing applicant by going through their resumes. The new technology, applicant tracking system is helpful to employers in reviewing applications and resumes as it is more effective and efficient

Preliminary phone interview can be undertaken to obtain applicant’s information like educational and work history background. This process helps in eliminating individual who do not have requisite skills and qualifications for the job vacancy. Face-to-face interview is critical in that employer interacts with prospective employee. Furthermore, physical presentation skills and certificates can be verified by a panel of interviewers. Once suitable has been selected further inquiries can be done on health and licensing requirements followed by communication with successful candidate and draft agreement

 

Managing Diversity and Work-Life balance

Managing Diversity

Managing diversity helps in bringing together people from diverse religious, race, ethnic and background into a productive unit. Globalization necessitates organization manage and utilize diverse workplace so as to enjoy pool of skills and talents while serving diverse customers. Organization can better manage workplace diversity by developing policies that advocate for equality. Such policies should advocate hiring and promotion based on experience and qualification rather than on discriminatory practices

Training employees on importance of diversity in workplace and informing them on consequence of discrimination and favoritism helps in creating favorable environment that support cultural diversity. I feel that emphasizing on communication to all employees help in addressing language, social and cultural barriers and ensure that employees understand policies, rules, laws and procedures relating to diversity

Managing Better Work-Life Balance

I have always find it difficult balancing demands of job and the rest of life. Planning is important to ensure that the schedule caters for time to be with family friends and engaging in hobby activities after work. It is suggested that dropping activities that do not add value helps in utilizing time appropriately both for work and personal activities (Deery, p. 804). I have problem spending more time in social sites and chatting. Effective balance can be achieved by setting realistic goals and building more activities into schedule that are most important

Conclusions

The class activities have enriched me with more knowledge on human resource management.

HRM has huge responsibility of ensuring success of organization by recruiting and developing workforce that enhances productivity.

The legal environment affects recruitment process, there are local and federal laws that regulate employment to prevent discriminatory practices and ensure minorities access employment opportunities.

Managing workplace diversity is critical for the organization to enjoy benefits of varied talents and skills that improve organizational productivity.

 It is important for employees to maintain work-life balance to schedule time for spending with loved ones and pursuing career development.

 

References

Baird, M., 2011. The state, work and family in Australia. The International Journal of Human Resource Management, 22(18), pp.3742-3754.

Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.

Chen, C.J. and Huang, J.W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of business research, 62(1), pp.104-114.

Deery, M., 2008. Talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 20(7), pp.792-806.

Deng, Z., Lu, Y., Wei, K.K. and Zhang, J., 2010. Understanding customer satisfaction and loyalty: An empirical study of mobile instant messages in China. International journal of information management, 30(4), pp.289-300.

Dowling, P., 2008. International human resource management: Managing people in a multinational context. Cengage Learning.

Dumond, J.M., Lynch, A.K. and Platania, J., 2008. An economic model of the college football recruiting process. Journal of Sports Economics, 9(1), pp.67-87.

Grant, A.M. and Berg, J.M., 2012. Prosocial motivation at work.

Hergenrather, K.C., Rhodes, S.D., Turner, A.P. and Barlow, J., 2008. Persons with disabilities and employment: Application of the self-efficacy of job-seeking skills scale. Journal of rehabilitation, 74(3), p.34.

Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), p.1.

Nel, P., du Plessis, A., Fazey, M., Erwee, R., Pillay, S., Mackinnon, B.H., Wordsworth, R. and Millet, B., 2012. Human resource management in Australia and New Zealand.

Pagan, R., 2009. Self?employment among people with disabilities: evidence for Europe. Disability & Society, 24(2), pp.217-229.

Sheehan, C. and Cooper, B.K., 2011. HRM outsourcing: the impact of organisational size and HRM strategic involvement. Personnel Review, 40(6), pp.742-760.

Sung, W.C., 2010. Taking the Fight Back to Title VII: A Case for Redefining because of Sex to Include Gender Stereotypes, Sexual Orientation, and Gender Identity. S. Cal. L. Rev., 84, p.487.

Vinodkumar, M.N. and Bhasi, M., 2010. Safety management practices and safety behaviour: Assessing the mediating role of safety knowledge and motivation. Accident Analysis & Prevention, 42(6), pp.2082-2093.

Wehman, P.H., 2011. Employment for persons with disabilities: Where are we now and where do we need to go?. Journal of Vocational Rehabilitation, 35(3), p.145.

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