Impact of Key Legislation on HRM Practice in New Zealand

Areas of HR impacted by the Health and Safety at Work Act 2015

Discuss the impact of key legislation on HRM practice in New Zealand

Analyse employment obligations and responsibilities within a particular context.

Assess staff development needs and policies.

Apply human resource management options to a specific situation

HR Manager (you)

Responsible for assessing the impact of any new legislation on the business and for developing appropriate HR strategies, policies and training. Recently the focus in New Zealand has been on improving Health and Safety at Work and so this is the area on which this case study is focused. (See course notes and relevant readings to access the detail of the Act itself). WorkSafe New Zealand summarise some of the key responsibilities of the recent Health and Safety Legislation as follows:

The Health and Safety at Work Act 2015 requires everyone to work together on improving health and safety.

The Act places twin duties on all businesses, to:

1. Engage with their workers on matters which relate to health and safety (including specific issues which must be engaged on), and

2. Have effective, on-going ways for their workers to participate in improving health and safety.

1. Briefly identify the areas of HR that you believe have been impacted by the Health and Safety at Work Act 2015. 

2. What (if any) changes would you recommend to employment agreements for staff in the organisation? 

3. Discuss options for training of existing staff and any new staff (induction training) on the new legislation and their responsibilities under this legislation. 

4. Discuss options for ongoing implementation of the twin duties outlined above i.e. to a. engage with their workers on matters which relate to health and safety (including specific issues which must be engaged on), and

b. have effective, on-going ways for their workers to participate in improving health and safety.