IRHR2270 Human Resource Management and Practical Knowledge

Introduction

The Human Resource management can be considered as the backbone in every organization that may be for medium sized corporate houses to the small companies even. The leaders of the business need to recognize the different roles of the Human Resource that has an impact that may be immediate on the various performances of the organization. There is a need to align the performance of the company with that of the corporate goals. In order to achieve the goals of the organization there is a need for the HRM management hat plays the foremost role in being the backbone of the company.  

The managing diversity, strategic planning, recruitment, work life balance and the selection of the various measuring and the practices of the ethics may be of vital success in the human resource management system in the organization. There is a need for the human resource management that has several diverse skills that needs to expertise in the implementation and delivering on its expectations. The strategies that has been taken up by the HR needs to be implemented that is considered as the biggest challenge in the HRM faces and the project execution is at the bottle neck always.

The paper is all about the different purposes that give a reflection of the journal that sends a feedback, reflection on the different theories and a complete analysis of it with its ideas and discussions that can be done in the class. This is considered as an application to the different practical knowledge, their experience and reflection to its personal self (Storey 2014).

Human resour

ce management

In the one week, class lecture about the Human Resource Management (HRM) can be introduced with the HRM practice that is followed in Australia. The HRM is regarded as one of those key components in the equations that are used in the development of the business strategy that needs to be implemented in an effective way that will help an organization to meet up with their goals (Purce 2014).

Some of the human resource managers have a variety of skills that needs to be expertise based on the delivery of the expectations. The HR programs are at their skill competency, safety, health and various other competencies managing the diversity of the work life balance, employee services and their apprenticeship, evaluation, employment services and their measurements.

The most critical functions as per me it can be said that the human functions of the human resource management is regarded as the process from the job designing, selection, employment development and their retention and their apprentice (Reiche, Mendenhall and Stahl 2016). Some of the biggest assets of this organization is that the employees, if by any chance is hired by the right candidates with the right skills, the organization will eventually deliver the results that will be beneficial to the organization.

This made me very excited that the HRM unit is looking forward in joining the various workforces of Australia that may be of short term or in a long term basis employment role that must be given a chance (Marchington et al. 2016).

Strategic Human Resource Management

The strategic human resource management is regarded as an imperative factor in the course of the human management on the resources that is defined as the strategies that is useful to the company that will help in implementing in order to stay competitive. There is a need to address the challenges in the organization in a competitive way in the organization that has its pattern through the various actions and the plans in order to meet the policy and the goals of the business. These strategies include the education, training, job satisfaction, job security and the organizational development that is a great place to work in. there is a need for training in the process of the strategic learning that will help in the improvement of the current job from where the education started preparing for their future job. It can be said that some of the developments are based on the specific job relations that could enhance the learning strategy that is related to the personal growth. This can easily be used for long term and short term basis goals. The bottleneck needs to be implemented on the various strategies that involves through an analysis and use of the HR tools that includes the SWOT that is required in order to identify the threats, opportunity, weakness and the strengths (Jackson, Schuler and Jiang 2014).

A short term goal is an example that can be cited that is of the apprenticeship program for all the University students. This duration of the program has been under the senior employee in the super vision of the buddy system and the senior employee system. Through the term of the competition program the company might have an accepting power of another student that also includes the process of the apprenticeship that should be again applied. There is another example of the contractual positions that is based on the project (Rees and Smith 2017) The programs of the long term have sustainability in the most challenging way. For an example, it is necessary to keep the employees happy and satisfied that is not easily found in the projects. The HR has initially come up with some of the programs that are highly attractive and also attracts the employees to participate or try in it. The version of the face book or the implementation of the various social intranet services that is found in the organisation. The social intranet services can be found in any platform that has a counterpart employee for reaching into other geographies, which is instead of any telephonic call or emails.

The innovation in the HRM has been well explained in Australia. This is regarded as the process that needs to be implemented, developed and introduced by significantly improved and new processes as defined by the Australian Bureau of Statistics.

Through my understanding of the different innovations that helps in allowing the employees to think outside the box that means in a different way. Through the creativity development there is a need to create new projects that includes improving the various services that may be eventually helpful in producing the productivity (Budhwar, and Debrah 2013).

Recruitment and selection

The quality of the job is one of the most important factor that has been associated with the retaining and attractions in the employees. The HRM has come up with the framework of the different surveys in Australia. For example, the HRM has come up with different strategies for the employees of the FIFO to be specific for the well being of their health and safety (Beardwell and Thompson 2014).

The long working hours creates a feeling of isolation amongst the employees that provokes them sometimes to take their life even. Some even insisted on the fact that the evidence is not suffice that will help in the identification of the FIFO workers that has the chance of suicide greater than the other people. The HR needs to design based on the various FIFO jobs that is attracted to the people more than the high salary rate that will eventually benefit the safety and the health of the employees (Brewster, Mayrhofer and Morley 2016). There is a need for the HR to design the jobs related to the FIFO that are not jus attractive because of the high salary rate but because of the different programs that will be beneficial to the safety and the health of the employees.

A case of a man named Zoe Zamora who dropped a letter as his name Jose from Joe and he has eventually submitted the hundreds of the resume in the name of the Jose that has no response for months. Later when he changed his name to Joe, he received several recruitment calls from the following week onwards. From this, it can be concluded that the first thing that is noticed is the name, not the skills, the experiences and the education (De Vos and Cambré 2017).

In my Associate degree in TAFE in Perth it was advised that there is a need to join the Australian Computing Society or in other words the ACS and attended the events related to the networking. This right venue needs to be met by the recruiters and the various possible employees directly face to face. After I paid the normal membership form, I received the first invitation form in the networking events.

Managing Diversity and Work life balance

The diversity management is regarded as the method for managing the different people that may be of various cultures, values and their differences. Almost every person has a belief that is different in the recognition process between the possibility of the strengths and the people of the organization. The process needs to be developed in an environment that helps everyone to contribute in the various factors related in the organizational goals and the rate of the personal growth.

There is a need for the work life balance that is the only flexibility point in the work that helps to do some of the personal and the family time. The programs that are included in case of the HR is the part time work, sharing of the jobs, relocation and the various assistance to the employees that may be inclusion of the laptop giving and the internet along with the mobiles even. These are considered as the programs that have a tremendous impact on the productivity of the employees their commitment and their productivity with relation to the company.

In my last three years in the Intel Technology Philippines working as an IT support has helped me to work from home once a week (Brewster, et al. 2016). There are several other benefits like to look after my elder people and some others that help me captivate my past time in theses week offs. These also act my stress busters as I can enjoy my time as I wish too and this time is completely my own time.

Ethics and Human Resource management

The ethics is regarded as the collection of the various moral principles or set of thee different values that may be right or wrong and that is completely dependent on the governing behavior of the group members (Brewster and Hegewisch 2017). This ethic is crucial in the HRM management that helps to set policy on the various legal issues and their compliance in the law and the employment relation that will ultimately help in the development of the program. This has a severe impact on the reputation of the organization.

In Australia there is no need to pay the bill that has an equal opportunity that the HR manager should decide on the hat makes the bill in its place. There are various cultural diversity programs in Australia. In my opinion, it can be stated that the HR adopts the different diversity of the programs. There is a need to play a fair game in case of the recruitment. When I attended the event in the Computer Society I understood that networking is very important that has been posted online (Aswathappa 2013).

There are various levels of thee level of the performance that is politically determined as the objective. The last two employees has been coming back in both the American corp[orations that includes thee Intel that is the chip manufacturing organization and the Lexmark that is the manufacturers of the printers and the inkjet that may be found in the corporate offices in America. The performance and the experienced appraisal are almost subjective and also has an objective (Armstrong and Taylor 2014).

Evaluating and improving the Human Resource Function

The metrics that are included in the case of the Human resource is the performance of the humans, their economical, environmental and social strategies in planning along with a complete roadmap in the organization. There is a need to play the effective role in the assignments that will help to monitor and enhance the development of their goal.

Restructuring the various organizations that has the outsourcing and the downsizing through the various common changes that will then clients and their services as well. The outsourcing is regarded as the way to improve the functions of the HR that has contracted through a recruitment agency that works on their behalf (Anderson 2013).

Conclusion

The human resource management plays a vital role in the organization that helps to develop the programs the strategic planning and there is a need to meet the expectations in case of the stakeholders and their shareholders.

The primary source is the human capital that helps in the production of the various services and their products that is of the organization. Thus, the turnover rate of the employee will eventually be reduced as well as the cost of the development and the training. The elements of the practice needs to be in the same workplace that is not for the Hr managers, executives and the directors but all that can set a good example in the influencing factors to do the right things.

References

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.

Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.

Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.

Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource management. Springer.

Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing countries. Routledge.

De Vos, A. and Cambré, B., 2017. Career Management in High?Performing Organizations: A Set?Theoretic Approach. Human Resource Management, 56(3), pp.501-518.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.1-56.

Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.

Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.

Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.