Assignment on Human Resource

Assessment

Table of Contents
INTRODUCTION...........................................................................................................................1
Assessment 1....................................................................................................................................1
Explanation of policies and procedures in detail .......................................................................1
Implementation of policies and procedures................................................................................3
Session ........................................................................................................................................4
ASSESMENT 2...............................................................................................................................4
a) Identification of prejudice.......................................................................................................4
b) Developing an Action Plan.....................................................................................................5
c) Implementation of the Plan.....................................................................................................5
CONCLUSION................................................................................................................................6

INTRODUCTION
Australian hardware is well established hardware company founded in the year 1998. In
the previous month company won three tenders for large developments, being a senior manager
it is required to communicate about the organisation's policy to the staff so that in future there
will be no problem in achieving goals. Human resource policies consist of guidelines to manage
the employees working in the organisation. As Australian hardware is expanding it needs to hire
more people therefore certain policies and procedures such as staff consultation, internal
communication, cultural diversity, continuous improvement, maintaining company ethics etc has
been discussed. The report has covered detailed analysis of these policies and procedures
(Analoui, F. ed., 2018).
Assessment 1
Explanation of policies and procedures in detail
senior manager made an explanation about requirement of the different policies and procedures
that should be incorporated by the Australian hardware.
Staff consultation policies- The communication among the employees play an important
role in the performance of employees as they are able to put forward their views in front of
management. Therefore staff consultation policies should be created in the organisation to allow
more participations from workers. Consultation involves discussion amongst people where
people involve in listening as well as communicating. This will also lead to increase in the
communication flow from bottom to top and vice versa. Australian hardware should adopt this
policy as it helps in reducing the conflicts and confusion that happens at workplace due to
miscommunication. It is also helpful in improving the decision making of managers as they will
be be aware of the issues that workers are facing.
Internal communication policy- This refers to the procedure of building effective
communications between the employees of company. Communication is two way process that
involves exchange of messages. The main aim of this function is to create interaction amongst
the teams on continual basis so that when company decides to introduce change, workers do not
resist them. They will be made to understand as to how certain decision will impact them.
Australian hardware should adopt this procedure in the working as this will help in gaining
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managers deep knowledge about the workers preferences and mindset which is important to
determine as these factors affect the performance of employees.
Cultural diversity policy- With growing trend of cultural diversity at work place due to
the benefits which it provides in terms of productivity, creativity, employee engagement, range
of skills etc. This also creates problems like difference of opinions and conflicts because of the
change in the background of employees. With the expansion of Australian hardware varied
employees are being employees therefore company should make policies for the managing the
culture diversity so that problems can be voided in the future.
Continuous improvement policy- This policy provides guidance on whether the
organisation is providing best quality services to their customers or not. In dynamic business
environment meeting clients specification is vital therefore Australian hardware should develop
such policies to assess the organisation constantly and work accordingly by managing changes.
Continuous improvement will be helpful in increasing the productivity of organisation.
Staff complaint and conflict resolution policy- This policy should be made by the
Australian hardware to address the issues faced by the workers at work place. The complaints
can be made by the staff due to various reasons such as unfair treatment, discrimination on the
basis of caste, colour creed etc. It is essential to manage such issues as this can affect the
performance of employees. Main aim of such policies is to ensure that workers concerns are
heard by the management (Arora, 2016).
Maintaining company ethics policy- Ethics are the moral obligation of organisation in
terms of behaviour, values and beliefs they hold while performing the business activities. It helps
in guiding the functioning of organisation. Policies should be made by Australian hardware of to
maintained the ethics of company as it provides benefits of long term commitment from
employees along with positive image of company with in the market.
Encouraging and maintaining effective and harmonious workplace relationship
policy- Peace in the organisation can be maintained through building effective and harmonious
relationship at workplace. This can be done by making policies and procedures that ensures
people in the organisation engage in cordial manner with each other. This will help in increasing
the productivity of Australian hardware workers as they will become supportive with each other.
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Implementation of policies and procedures
The team leaders and CEO will be explained by the senior manager to consider these policies
and the ways to implement them:
 Leaders can implement staff consultation policies by developing various activities where
employees will be asked to participate where they will be allowed freely to give their
opinions on various matters in this way discussions will be encouraged.
 Internal communication policies can be implemented by creating means of
communication between the management and employees through organising events .
Team leaders should be made to interact with employees on personal level, this would
help in building bond the management and team members and they can be easily
convinced to accept the changes or decisions made by the management.
 Policies regarding cultural diversity within workplace can be implemented through
organising cultural fair and programs and allowing workers to follow their belief and
religion as per their requirement. Religious Holidays also leaders should encouraged
friendly environment at workplace (Arulrajah, 2015).
 Continuous improvement policy can be implemented by leaders by asking staff to be
more participative in the working of organisation. The clients requirements should be met
constantly by reviewing the organisation and living up to customers expectations.
 Staff complaints and conflicts can be resolved by the leaders if they followed the
guidelines mentioned under this policy. Implementation of this policy requires
organisation to provide medium where employees concerns can be heard. Thereafter
leaders can take actions to solve them.
 Policies regarding maintenance of company ethics can be implemented through advising
leaders to perform activities in an ethical manner. For example if policies are made by the
google and amazon regarding privacy of customers and not following this guidelines
means doing business in an unethical manner (Huang and et.al., 2016).
 Policies of encouraging effective and harmonious relationship at workplace can be
implemented by assigning specific duties and tasks as per the skills and qualification
along with establishing chain of command and code of conduct in the organisation. Also
leaders will be respectful towards the employees reduce and this will create harmonious
environment at the workplace.
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Session
Human resource policies plays significant role in the managing the working of staff at
workplace. They ensures appropriate behaviour at workplace. The expansion of Australian
hardware created the requirement of adopting certain policies and procedures which are
important at work place. As the organisation has acquired tenders of large project therefore
policies like staff consultation, Internal communication and continuous improvement will ensure
that organisation effectively achieve the targets and meet customers expectations by allowing
new ideas, feedbacks from employees and assessment of services delivered to clients.
Productivity in the performance of workers can be maintained by applying policies like Cultural
diversity, Staff complaint and conflict resolution and Encouraging of harmonious workplace
relationship (smail and Nakkache, 2015).
ASSESMENT 2
a) Identification of prejudice
Prejudice: It is an opinion or an idea which disregards a basic fact. This happen basically
due to the lack of knowledge, ignorance, education or experience. The major problem which
prejudice can create sometime leads to discrimination, biased treatment on a basis of someone's
gender, religion, race and many other factors.
As per the above given case study a prejudice is formed in a company, as mentioned in a
case study that one of the employee named Johnny has left the organisation and a new employee
Samantha is appointed in place of that employee. As Sam does not have a much experience like
Alan and Johnny, she only has a experience of months working in hardware and home ware
(Lange and Kinyondo, 2016). She is having trouble I adjusting in office environment as she is an
immigrant from England. There is a mentality which is developed in mind of Alan that his new
teammate is not competent enough to work with him, since she joined Alan face a problem he is
not able to achieve his targets which has created a sense or judgement in his mind that women
are not qualified enough to work in a organisation like this and is not behaving in a proper
manner with her. A she is new to this organisation with experience of only 3 months in hardware
industry. She need some more time to adjust and proper training to overcome these problems.
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b) Developing an Action Plan
Action Plan: Action plan is a roadmap to help mangers to take necessary decisions in
order to achieve a specific goal. It its created to carry out a decision which requires attention and
all precautions to achieve at a specific goal. Main purpose of creating it is just to clarify what
kind of different resources are required by a company to reach its goal, formulate a time to
complete its goal on time and also to determine what resources will be required in order to
achieve that particular goal (Maharjan and Sekiguchi, 2017).
Action Plan required for Australian Hardware to remove prejudice from company is as follows:
Goal To remove gender inequality from the organisation
Objective To resolve the conflict between employees
Team/work Group Members Alan and Sam
Strategies to
achieve objective
Timeline,
Persons
responsible
Resources
Needed
Indicators of
success and
evaluation of
plan
Date and status
or Date
Completed
Proper Training 2 months,
Samantha
Trainer Increase in the
company sales
order
05/04/2019
In Process
Establishing
guidelines
2 weeks,
Samantha and
Alan
Manager Less conflicts on
small issues
05/04/2019
Yet to be started
Keep the
communication open
1 month,
Alan
Informal meeting
with Samantha
Normal
communication
between them
05/04/2019
Not Yet started
Accommodating 3 week,
Alan
Achieving targets
within given time
frame
05/04/2019
In Process
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c) Implementation of the Plan
The above given action will help organisation to resolve a conflict between employee. It
can be implemented in an organisation to get better results which and remove conflicts and the
prejudice which was established in Alan's mind. The above plan is for both Samantha and Alan.
In order to resolve a conflict between these two Alan has to play a major role in it as Samantha is
new to the organisation and also she does not have much experience in Hardware industry, Alan
has to help Samantha to undergo a training process and teach her how the work is done. They
also have to keep the communication between them as clear as possible, which will help them to
get to know each other resulting in less conflicts. Alan should accommodate Sam in her work
which will reduce the communication gap and the conflicts will be less. With the help of training
her performance will improve which will reduce the conflicts as it all started due to performance
of Sam. After implementation of above action plan it will reduce conflicts between the
employees and also will increase performance of Samantha (Mukkelli, 2015).
CONCLUSION
From the report it has been concluded that organisation uses policies and procedures to
maintain code of conduct amongst the workforce. Different types of policies like cultural
diversity, contentious improvement, internal communication etc should be developed to increase
the productivity of workforce. Later detailed analysis is made to understand the prejudices which
happens at workplace. An action plan can be created to resolve the conflicts between the
employees. There are various strategies which can be adopted by the organisation.
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Analoui, F. ed., 2018. Human resource management issues in developing countries. Routledge.
Arora, R., 2016. Role of performance improvement and instructional design in strategic human
resource management. Journal of Strategic Human Resource Management. 5(1).
Arulrajah, A. A., 2015. Contribution of human resource management in creating and sustaining
ethical climate in the organisations. Sri Lankan Journal of Human Resource
Management. 5(1).
Huang, L. C., and et.al., 2016. High performance work systems, employee well-being, and job
involvement: An empirical study. Personnel Review. 45(2). pp.296-314.
Ismail, H. N. and Nakkache, L., 2015. Gender differences at work: experiencing human resource
management policies in Lebanese firms. Global Business Review. 16(6). pp.907-919.
Lange, S. and Kinyondo, A., 2016. Resource nationalism and local content in Tanzania:
experiences from mining and consequences for the petroleum sector. The Extractive
Industries and Society. 3(4). pp.1095-1104.
Maharjan, M. P. and Sekiguchi, T., 2017. Human resource management practices of Japanese
companies in India: dealing with the transfer-adaptation dichotomy. Journal of Asia
Business Studies. 11(3). pp.323-341.
Mukkelli, V., 2015. The changing role of human resource management in twenty first century
challenges and opportunities. International Journal of Management Research and
Reviews. 5(3). p.170.
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