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Human Resource Management in New Zealand

Ways in which Human Resource Management contributes to an organisation's performance in New Zealand

It is often said that an organisation’s most important resources are its people.

1. Discuss five ways in which Human Resource Management contributes to an organisation’s performance. All discussions must be linked to New Zealand business examples.

2. Based on the New Zealand market, discuss and relate all the following Human Resource Management functions. Note: examples used in this assessment should be from New Zealand.

• HR planning
• Induction
• Talent Management
• Performance Management
• Remuneration

3. Explain human resource requirements in regards to recruitment and selection, including potential sources of personnel.

1. Discuss HRM and its place in organisations in NZ.
2. Outline the main functions of HRM in the New Zealand context.
3. Discuss the impact of key legislation on HRM practice in New Zealand.
4. Explain human resource requirements and potential sources for personnel
5. Analyse employment obligations and responsibilities within a particular context.
6. Assess staff development needs and policies.
7. Apply human resource management options to a specific situation.

This activity counts towards your final mark and is weighted at 2%.

1. Read about the history of HRM development in New Zealand by using the link to the HRINZ website (You can find the material under the Reading Activities)

How do you think HRM can help with some of the emerging challenges outlined in this reading?

Submit your findings on Discussion Board in Blackboard by making a new (or separate) thread. Make sure you read what other students submit. Do you agree with their analysis? Comment on their posts and discuss.

The benefits to HR from owning the strategic Human Resource or workforce plan include:

1. The strategic HR plan allows HR to speak a common business language that other functions understand.

2. HR adds value to line management as it helps them to articulate the capabilities, resources an actions needed to close talent gaps or optimise the workforce.

3. In current economic conditions, it provides HR with a platform for capability based workforce optimisation that goes beyond headcount reductions.

4. HR is seen as a strategic function that understands and proactively addresses needs of the business.

5. HR is able to prioritise and tailor its programmes, concentrating scarce resources on appropriate interventions, based on an analysis of the strategic workforce plans across the businesses it supports.

The HR Planning Process

The purpose of HR planning is to answer the following questions:

• What HR resources do we need to achieve our goals?

• What are the gaps between our human resource needs and the talent currently available?

• What HR programmes and activities do we need to put in place to bridge the gaps?

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