Busm4499 Key Concepts In Human Assessment Answers

Answer:

Introduction

The following report is based on the discussion of three case studies on three different topics of the mismanagement of Human Resources within three different organizations namely Commonwealth Bank of Australia, Seven West media and Seven Eleven Retail Stores. The investigator has tried to identify the main problems that have made the organizations to such a crisis situation. The main element of trust and bonding are the communication skills that have made the customers vulnerable and are a very easy prey of the financial planners. In the context the role of the HRM is to ensure a proper communication between the employees so that they are well aware of the rules, regulations and policies of the company. The task of the HRM is to make sure that the rules are implemented and followed in the exact manner. Strategic Human Resource Management is involved in stressing the people within the organization rather than the performance of the operational tasks. Core Competency Framework can be used in these following cases which means that the HR policies needs to be structured and they must have proper skills that will help them to manage the goals of the organization.

Case Study 1

Some of the key concepts of HRM are;

1. Training- The process of acquiring, training, apprising the employees of an organization is one of the key concepts of Human Resource Management. The employees of Commonwealth Bank have duped many of its customers just to earn huge incentives. The absence of a proper training and appraisal facilities in the company has been one of the main
2. A manager of a given post is responsible for the achievement of the goals of the organization

Organisational Strategy and HRM

The company has failed to provide a clear organizational strategy. The head of the operations of the company admitted to the fault of the management in ruining the financial planning of hundreds of families, most of them being cheated with a huge sum of money (Prowse and Fells 2016). The company has plans to revamp the entire organizational structure and start their journey from scratch. The mentioned financial course of the organization must be followed in an ethical way so that further cases of mismanagement do not occur.

Performance Management

The absence of strict guidelines in Human Resource practices within the organization ensures the rise of errant employees who basically ill treats with the customers and misleads them to activities that they can hardly imagine. The management of Commonwealth Bank of Australia has acted in an inhuman way which has left the customers more frustrated and cell shocked. The financial planners of the aforesaid organization not only duped the customers but also followed unethical practices in most of the times which led to the present source of problems (Briton 2015).

HRM Planning and Job Design in a Changing Global Labour Market

One of the most fascinating or shocking fact as one can say is that the management of the company was desperate to undermine their faults and wanted to settle the matter well and truly by means of cash offerings to the concerned persons. The role or the impact of the policies of the company in such an instance cannot be avoided totally. The Commonwealth Bank has a certain target for the telesales as well as the financial planners which are to be met. The most important among all are the attractive incentives that are paid to the planners as well as the telesales if a successful policy is obtained (MacCallum 2016). Generally the employees involved in such a process tend to influence the customers to either switch their existing policies in favor of the bank or also make sure that the policies have a number of hidden points that are generally not produced before the customers (Bolman and Deal 2017). Thus the employees tend to target these customers and use them as bait for fulfilling their personal needs (Hardy 2016).

Talent Recruitment, Retention and Development

The role of the Human Resource department of each and every organization is to make sure that the employees who have a direct interaction with the customers are sound and efficient enough to follow the strict guidelines as recommended by the organization (Easdale 2016). In the particular case the Human Resource department failed to identify the rogue employees and continued with the same branch of employees who were basically behind the creation of such a crisis (Horowitz 2014). The shocking revelation however lies in the constant ways that are used to favor the employees from the angry reactions of the customers and reduce their investment options as well as a sharp decline in the price of the shares of the company (Alviniussen and Jankensgard 2015). The company has failed to recruit the perfect people in its business which has made i

HRM and Corporate Social Responsibility

Human Resource department of Commonwealth Bank have a number of corporate social responsibilities like;

1. Implementing, integrating and encouraging green practices
2. Sharing and communicating the value of CSR to employees and the community
3. Ensuring the presence of a customer grievance cell to address the issues and concerns of the people

Ethical Dimension of HRM

The Human Resource Management of a company has to work under certain set of ethical guidelines both for the employees and the customers. However Commonwealth Bank of Australia has failed to maintain ethics as because they;

1. Failed to maintain Honesty and integrity and provided a totally wrong belief among the customers
2. The financial advisors of the company put the investments of the people under high risk schemes without any consent from the individuals
3. Breached the code of conduct in many ways

The company must reform its ethical policies and get rid of errant and rouge employees that will help them to indulge in proper ethical practices.

Employee Motivation Engagement and Culture 

Motivation is one of the biggest factor and the superiors motivate the subordinates and show them the way to achieve success. However the management of the company in this particular case has failed to motivate their employees on a positive note. Motivating the employees on a negative note has led to huge discrepancies as some financial planners have clearly duped the customers by putting them under high risk policies just to earn the maximum incentive. The most important thing that needs to be changed is that the management must show a positive approach towards employee motivation.

It is duty of the top management to instill a positive motivation within the employees but it totally depends on the employees to intake such motivational factors. Having a negative force within an employee forces him to take unruly decisions and dupe the customers of the company.

Critical Evaluation of HRM

In the occasional way of the things the Commonwealth Bank’s response to scandal has itself turned into another huge scandal. Focusing on the Human Resources management within the organization it can be estimated that the following department has been severely mismanaged by the top brass of the management as because there is a lack of clarity and communication between them. The huge bridge that is created as a result of such factor creates a bridge where the employees engaged in the financial planning department of the organization constantly dupes the customers of their savings and investments (Terry 2016).

Employee Health and Safety

Some of the health and safety guidelines of the mentioned company are as follows;

1. Holding all levels of management responsible for any health concerns, safety and well being of the employees.
2. Implementation of the documented health and safety risk management process for the control of the workplace that are consistent with the risk profiles of the company’s activities and workplace.

Employee Wellbeing

Employee Well being is another key factor to the build up to a successful Human Resource management of a company. The well being of the employee leads to trust and understanding among the employees that helps in the positive development of the organization. The management of Commonwealth bank has taken the care of its employees but the caring has been done on negative basis as because the management have tried to save the financial advisors from being accused of forgery by their customers. This has not gone well with the people and the reputation of the Commonwealth bank has had a negative effect.

The readers after studying the following research will have a clear idea on the risks of financial schemes and investment plans. The forgery of a group of financial advisors of Commonwealth bank has bring forth the necessity to carefully invest money.   

Case Study 2

As mentioned earlier in case study 1 some of the key concepts of Human Resource Management are;

1. Employee engagement- One of the key factors that is absent in the organizational structure of the mentioned company is the employee engagement. Employee engagement is minimum as because the management of the company hardly interacts with the employees. This creates a communication gap between the employers and employees which affects the performance of the organization.
2. Employee satisfaction- The case study clearly reveals the absence of employee satisfaction as the employees are seen to be unpaid and thus employees are not satisfied.

Organisational Strategy and HRM

The case study of Seven Eleven have revealed the importance of Human Resource in determining the wage structure of the employees and ensure that no such discrepancies occur that may hamper the productivity of the organization (Grover and Hasel 2015). The productivity of the organization is hampered when there is an absence of proper salary structure and the unwillingness of the management to support the employees cause.

Performance Management

The case study of Seven Eleven have revealed the importance of Human Resource in determining the wage structure of the employees and ensure that no such discrepancies occur that may hamper the productivity of the organization (Grover and Hasel 2015). The productivity of the organization is hampered when there is an absence of proper salary structure and the unwillingness of the management to support the employees cause.

HRM Planning and Job Design in a Changing Global Labour Market

A large number of workers in Seven Eleven have been underpaid and have been forced to work extra hours a day without payment. The system is highly illegal and does not follow the company rules and regulations as well as the human rights of the country. In the following case study a thorough investigation has been completed to determine the actual and present condition of the organization and its actual allegations of playing with the workers lives. The HRM planning is thus a failure and the labor benefits are not provided so the situation needs to be changed.

Talent Recruitment, Retention and Development

It is the duty of the HRM to manage the wages properly because of the hard work that employees provide within the organization. The absence of the proper mechanism like updated CRM Software does not support the cause of the organization which leads to the mismanagement. However there are specific examples where it can be seen that the management is unwilling to pay the arrear amount to the employees despite the amount being justified.

HRM and Corporate Social Responsibility

The sudden withdrawal from the part of the management indicates certainly the presence of some fishy things that helps the company to cheat the employees. It can also be estimated that the management failed to determine the exact amount of people who were really determined to get justice from the company regarding their due payment of wages (Baker 2013). The false allegations of the company about the withdrawal of the franchises does not support the claims as because some of the employees believes that it is an internal problem and the company gets these money to increase their assets day by day.

Ethical Dimension of HRM

The things took a dramatic change as the HRM policies of the organization also failed to bear fruits as because the management of the company dismissed the panel without any notice or any proper reasons to support their decision. The members of the panel described that the decision of the company came in the light of the ever increasing valid claims from the large number of people who were or are the present employees of the aforesaid organization (Ahmad 2015).

Employee Motivation Engagement and Culture 

The organization needs capable HR leader to improve the current situation and maintain its competitive advantage in the market (Fagbemi 2014). The leadership strategy of the organization can help it to turn on the crisis period behind them and move towards a better future. The leader can motivate the employees to perform in an organized way and make sure that they work as a team and lead the organization to the peak of its success.

Critical Evaluation of HRM

The management of the company is seen to be too much reluctant to pay the employees and is constantly in a denial mood of not paying their properties in a proper manner. The HR management however responded after a few days and started to implement drastic measures to change the current situation. In order to set the right track the mentioned retail chain stores company of Australia decided to establish an independent panel to investigate the underpayment claims (D'Cruz Noronha and Beale 2014).

Employee Health and Safety

As seen in the particular case study seven eleven limited has been unsuccessful to ensure a social safety for its employees. Apart from being unpaid or less paid the company also does not engage in a proper employee relationship which makes it vulnerable. The Human resource department must close the gap between the management and the employees to ensure better safety for them both financially and mentally.

Employee Wellbeing

There has been rising levels of pressure on the management as more and more employees are complaining about the wage scandal and on the other hand the pressure of the media and other government sources which has already ordered a fair and neutral prove to investigate the huge discrepancies that occurred in the mentioned company. This following case study reveals on how the mentioned company has failed to take care of their own employees. The strategy of the company to engage themselves in forgery may enjoy a short term success but it will be difficult for them to enjoy a long term success.

The case study has shown the discrimination followed in an organization over the payment of dues and payment of salaries. The HRM of the company needs to be reorganized to remove such obstacles from the organizational structure and ensure the happiness of the employees.

Case Study 3

The key concepts of HRM are;

1. Absence of rules and regulations within the organizational structure
2. Presence of racial discrimination and extra power of the top level management

Organisational Strategy and HRM

In cases of sexual harassment, there are clear guidelines for HR managers. However people takes help of the existing gaps of the Human Resource management and exploits it (Easdale 2016). The relationship though had no problems was inappropriate in both personal and professional terms and was also illegal in the workplace (Muir 2017). Any forms of such intimate relationship must be taken out of the hierarchical system of the management so that it could be managed in a much efficient process.

Performance Management

Any forms of intimate relationship must be taken out of the hierarchical system of the management so that it could be managed in a much efficient process. It is especially harmful for an organization when the relationship involves two employees with one person is subordinate to the other (Sivaraman and Turner 2016). The management must make a conscious decision and sit with both the persons to deal the matter internally rather than bringing the focus of a large number of persons towards the developments as such procedures may hamper the growth of the Organization (Terry 2016).

HRM Planning and Job Design in a Changing Global Labour Market

Peter Wilson, chairman of the Australian Human Resources Institute says the role of HR is to step around the two parties and report to a higher authority, such as the board, if senior managers are involved. It is the immediate duty of the Human Resource Department of the organization to take notice of the happenings within the workplace and investigate them thoroughly. After which the Human Resource Department must raise the issue with the chairman or the higher management of the company (Grover and Hasel 2015).

Talent Recruitment, Retention and Development

The modern day corporate structure and the approaches to ethical Human Resource practices in the organizations are on the rise and the main agenda of the organizations is to ensure fair practices and provide better securities to the organizations. The Seven West case highlighted in the following example has been the typical example of the failure of the Human Resource department of the company. The chunks of gaps in the following example can be devastating for the other HR resources within the organization (Sivaraman and Turner 2016). The organization needs to implement a training program that would be helpful to impart proper knowledge to the new as well as the old employees of the organization.

HRM and Corporate Social Responsibility

The Human Resource team thus needs to be courageous and act in a manner that helps them to be independent and perform exactly the right thing which will be beneficial for the organization. The modern day corporate structure and the approaches to ethical Human Resource practices in the organizations are on the rise and the main agenda of the organizations is to ensure fair practices and provide better securities to the organizations. The Seven West case highlighted in the following example has been the typical example of the failure of the Human Resource department of the company. The chunks of gaps in the following example can be devastating for the other HR resources within the organization (Sivaraman and Turner 2016).

Ethical Dimension of HRM

The management in turn will go through the reports and then can either order a fresh and special investigation or can penalize them. The cases like the one mentioned here however requires special attention just because of the presence of Mr. Tim Worner (Ferguson 2017). All employees, whether an executive assistant or a executive manager, have equal rights to be treated fairly. The most important consideration in this particular case has been the imbalance of the power and the position in the mentioned media company.

Employee Motivation Engagement and Culture 

The job of the Human Resource is thus to make sure that every employees within the organization are treated fairly and no favor must be provided to any of the employees so that it sends out a clear message that the employees are one and the same (Baker and Ricciardi 2014). The Human Resource team thus needs to be courageous and act in a manner that helps them to be independent and perform exactly the right thing which will be beneficial for the organization. Motivating the people to work hard will help in the growth of the organization.

Critical Evaluation of HRM

Human Resource Professionals often sound danger to the idea of a romantic affair between employees in the organization. Though it is very much common and does not sound too odd the experts believes that existence of such a relationship can be harmful to the personal careers of  both the persons and will surely hamper the workplace performance (Briton 2015). Recent surveys on different companies have shown that every 2^nd employee has been or is in a sexually intimate relationship with one of his co-workers.  Everything goes fine in most cases until and unless there is an issue with the shift of power or the imbalance of power which simply means that either of the two employees of the organization who are involved in physical intimacy or any forms of romantic affair belongs to a much higher level in the company’s organizational structure (Baker 2013). 

Employee Health and Safety

The case study has shown the power of the superiors which implies that the juniors are subjected to constant threats and work under tensed circumstances. The safety of the employee is not guaranteed by the organization which implies the problem that lies with the employee engagement in the business.

Employee Wellbeing

The sexual scandal exposed the dirty politics of a large organization. The management of the company tries to confront one of the top level superiors involved in the case and instead pressurized the employee to not disclose the fact to the others.

Conclusion

The research formulated by the researcher has been able to meet all the pre determined aims and objectives. The case study have been an excellent selection from the part of the researcher as all the problems with the organization were determined in a proper way that helped to formulate the research. The use of the different research samples from the earlier works helped the research to be more compatible in nature 

References

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