Pacific HRM & Organizational Effectiveness

This assignment delves into the multifaceted dynamics of Human Resource Management (HRM) and organizational effectiveness within the Pacific Asian context. Key areas of focus include human safety and risk management, strategic HRM, service quality management, and sustainable HRM practices. The task requires a critical analysis of relevant theories, case studies, and real-world applications to evaluate how these aspects impact HR practice.

Fundamentals of
Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
CONCLUSIONS..............................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
"Much of what we called 'depression' was real 'dissatisfaction', a result of setting a bar
impossibly high or expecting treasures we weren't willing to work for" (Wright, 2014). In the
present context, the employees of Australia are facing this discontentment with their jobs. The
aim of this paper is to explore job design and its correlation to dissatisfied employees as
evidenced by research. This paper will utilize multiple resources including websites, HR
journals, HR textbooks and government reports. The first part of the paper provides an
investigation of the causes of job dissatisfaction among employees. The paper then goes on to
discover the implications for human resource management (HRM) when their employees are
dissatisfied. However, this dissatisfaction can be altered by enhancing the practises of HRM-
which the essay will conclude with discussing.
BACKGROUND
Human resource management (HRM) is that branch of management that deals with the
human resource of the organisation. This is the part, which is responsible for the increase in
productivity of the employee. Their job includes recruiting of new people and providing them
with proper training, benefits, compensation, job satisfaction and suitable work environment,
which can lead to effective, efficient, and smoother working.
Strategic human resource management (SHRM) is a part of HRM, which unite HR to
business, they create policies, models related to workers which may result in their better growth
and success of the company. Their main aim is to create a way that can lead the partisan effort to
achieve long-term goals of the organisation.
The main role of HRM is to look after firm's workman (Connell and Burgess, 2016).
Their function is to recruit new people according to the need of company, it is their responsibility
to see how much of manpower is there and how more they required. The interviews are
conducted by them to make sure that only eligible persons get selected in the organization.
Other than this, the specific role performed are mentioned below:
Selection and Placements: In order to get new members in the organization their competencies
and behavioural competencies are required to be focused. When they get recruited,
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organizational culture and values are shown to them so that they can be part of the firm. In such
ways, HR defines the uniqueness in the entity.
Job design: In this structure is made where different elements of the job are described. It
includes ergonomics, health and safety of the employees. Further, it includes training part which
helps the employees to gain the knowledge and skills to perform multiple tasks.
Compensation and Rewards: HR roles also includes compensation pay based on the
performance. They emphasize on collaboration, teamwork, responsibilities based performance
and provide incentives to them. Through these ways, they enhance the commitment, flexibility
and productivity of the employees.
However, in SHRM, there is the addition of the diversity management in their role.
Strategic HR uses different perspectives to evaluate the workplace and through creativity and
effective solution they combine the entire organization. Further, they help in the learning new
tools and techniques which are helpful for the employees in the organization. Along with this,
SHRM also plays the major role in improving the effectiveness of HR professional so that
organization can improve their community services and recreational leagues. Besides this, it
helps them to gain knowledge related to the firm culture and incorporate job expectations at the
time of the selection process.
As per the Brewster and et. al., (2016) the HR part of the organization can be improved
in the more better way if they make strategic planning and effective approach. Other than this,
SHRM is far better than traditional HR. They focus on the activity of partnership within their
internal and external members while earlier they were concentrating on the employee relations
only. Moreover, there are changes in their role as they make proactive and transformational
changes in the organization. Their functioning increases in terms of speed, flexibility and
systematic approach. They have organic control and prepare the job design that has broad aspects
and functioning level. In the organisation, employees are considered as important investment and
improvement in their ability, knowledge and skills is the key role which is performed by SHRM.
Further, the role of the SHRM is mentioned in the SHRM Competency Model which is shown
below:
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PROBLEM
Job design is a most crucial function of human resource management which is associated
with the specification of content. It is created in such a way that it creates balance between
organisation, employees and personal requirements of the job. An effective job design can be
formed using Hackman and Oldham's Job characteristics model. This theory is based on the
belief that the key to motivation of employees is the task itself that means interest in roles
matters the most. According to this model there are five job characteristics that can help in
predicting job satisfaction, they are as follows: skills variety, task identity, task significance,
autonomy and job feedback. In present day world, the most significant factors for maintaining
hob satisfaction of the employees includes the autonomy that is providing workers with their
own freedom to work. Besides this, it is also essential to render job feedback to the employees
such as appraisals, verbal or financial. A well-designed job includes all these elements stated by
Hackaman and Oldham. Besides the above mentioned five things, a good job design also
includes its employees' participation in decision, recognition and support. Further, a good
working environment is also rendered to workers. Job design is basically based on the process of
transformation where human and firm factors are considered as input and their impact on
changes is considered output. It is based on the analysis where organising activities, duties and
responsibilities are integrated into simple work so that organization can achieve their objectives.
Through this, different methods and relationship are outlined that are required for the success of
the assigned job. It is considered as the best method through which appropriate candidates are
attracted towards the organisation (Brewster and et. al., 2016). Moreover, it shows that the job
provided by the company is interesting and specialised. It is the continuous and ever developing
process which is only made for the betterment of the employees in the organization so that they
can enjoy working at the work place. Main focus on job design is given in the firm as it reduces
dissatisfaction, improves employee engagement and provides them motivation. There are various
benefits of having a good job design:
If made in the appropriate way it helps to make an adjustment at the workplace. Under
this teamwork and effective work environment is provided so that work load can be reduced and
performance can be improved. It is considered as important part of the job design. Training
assures that they can understand the work, work-environment and function in the organisation. It
provides the opportunities to the employee so that they can provide feedbacks to the organisation
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regarding any issues they are facing. Moreover, the issues can be related to their personal and
social needs.
Under this, work timing and rest schedule are mentioned which clearly state number of
working hours and leaves that employees will be receiving in a year. In contrary to a good job
design, a poor one may make worse things happen in the organization. If an organisation is not
giving feedback to the job then the employees will not feel motivated. Moreover, in case
appropriate freedom is not rendered to the workers then they will feel unconformable working in
the entity. All these factors constituents in formation of a poor job design which are needed to be
considered to avoids job dissatisfaction. The major impact will be faced by the company as an
employee will not be interested in joining the entity. There will be high-cost expenditure in the
recruitment process, organization image in the market will be low and could lead them to
financial risk. Further, there will be no unity in the firm and existing employees will also feel
insecure while working in the organisation.
The main reason behind Australian employees to have dissatisfaction in their job
involves different elements such as stress in work, complexity in work that arises due to
technological advancements, overall job satisfaction, working hours, work, job security, total
pay, role ambiguity, autonomy, flexibility to balance work & life (Fair Work Commission,
2016). From the research that has been conducted on the Australian employees it has been
evaluated that most of the employees are dissatisfied because of the total pay they receive for
their role. However, job ambiguity is also observed to impacting people to face dissatisfaction.
Further, the main reason behind the dissatisfaction is found to be lack of information media and
telecommunications in the Australian's entities. In order to improve the job design, there can be
focus provided on the 4 main approaches. These are mechanistic, motivational, biological and
perceptual approaches which can help in improving the job design. Employee's in Australia are
not satisfied due to this reason. If they are provided leaves, better salary, work-environment and
safety they will ensure their work at that place. In the current job design, workmen are assigned
the task accordingly and are asked to deliver the results. In those conditions when employees are
not motivated and are continuously asked to deliver they are dissatisfied with the employment.
The stress level of the personnel keeps on increasing and they are not able to delivery in the
stress environment where artisan is not able to concentrate. Technology is also an effect where
they are dissatisfied with their employment, as the new and emerging technology is taking a big
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loop in the market the personnel are feeling that their job security is decreasing as they are not
able to grow with new technology and are facing stress in their work, as it asks them to
concentrate on the provided conditions they feel more stress in those case to endeavour and are
not quite technology friendly (Marchington and et. al., 2016). Another reason for job
dissatisfaction is the pay structure what they are getting for their performance makes them look
for a new opening more frequently. In the design, they have to give result in whatsoever is given
to them and the amount is fixed and they are not satisfied with the work so they tend to look for
new placements.
Employees job dissatisfaction is a major problem for the Australian organisations. The
issues such as wages, working hours, career development, etc. are creating challenges for the
workers of business entity in the workplace. The factor that majorly contributes in the
discontentment among the employees regarding their job is due to the poor job design of the
companies. Thus, to prevent this situation organisation should follow Hackman & Oldham's
model while preparing a job-design. Moreover, the biggest drawback of the organisation includes
the impact of technology. It has been found that technology is affecting the way of work of
workers. In addition, these advancements bring complexity in the operations of companies as the
emerging technologies are affecting how work is defined and accomplished (McMillan OAM,
2016). Moreover, around 35% people feel that they are having less effective leaders which are
the most stressful part of their job. It should be noted that the job design of Australian entities is
less focused on the health and safety of the employees which creates job dissatisfaction among
them. Besides this, the retirement plans are least explained which brings interrogation mark on
the future and security of the employees. Organisations are lacking in following the health and
safety laws of government which is impacting the employee turnover. Both of these matters, the
safety and future security are the preference of the employees in choosing for a job role and
hence, the organisation needs to include them in their job design. These problems make them
change their job. The implications that the system should take to retain its employees include -
Employees are attracted towards rewards and appraisal. These are the things which help in
increasing satisfaction level of workers. Further, employers should ensure that they are paying
right wages to the employees depending upon their skills. Take prior actions for the reasons
which make the workforce to leave the organisation (Mok, Sparks and Kadampully, 2013). HRM
should conduct exit interviews for the employees who are leaving the entity, the answers
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received in this interrogation will help in identifying the lacking field. Observation is also a good
tactic that helps in identifying the issues that are being faced by the employees and then
removing these issues will help in retaining a number of workers.
IMPLICATIONS TO HR
HR plays the most important role in rendering satisfaction to the employees for their job.
This departments needs to apply effective reactions to all the actions that are being taken by
employees towards leaving the job. There are three main factors working on which HR can
prevent the employees of organisation from job dissatisfaction, these are as follows:
Recruitment, performance management and turnover (Zhang, and et. al., 2015). First of all, HR
department should recruit people wisely by selecting right people at the right time and for the
right job. This is the most effective method to avoid the situations of employee discontentment.
An appropriate job design should be prepared before recruiting workers. It is foremost
responsibility of a HR person to select a productive employee that can bring profitability. For
this, effective tests should be conducted that limits the entry of skilled employees only. In
addition to this, it is also necessary to recruit people on the basis of their knowledge and interest.
Besides this, employee turnover refers to the number of persons that leaves the
organisation and get replaced with new workers. This is the biggest loss to any entity and thus,
they are needed to reduce the turnover. Termination of employees impacts the other workers
working in the organisation and they feel dissatisfied with the decreased value of the entity and
tend to leave the workplace. The major challenges that arise with this situation include the
following: When an employee terminates the job, it takes away the required skills and abilities
along with him/her. Entire operations affect from the termination of a single worker which
results in decreased performance of the entity. High costs are one of the most discussed negative
effects of the employee turnover. If an individual leaves his/her job then there are direct losses
linked such as losing the old experienced employee and in recruiting a new worker. In addition
to this, expenses are also associated with the training and development of new entrants.
Employee turnover is the biggest loss to any entity. In this situation, the workforce leaves
the organisation leaving behind the huge amount of expenses associated with new recruitment,
ineffective work, etc. (Wright, 2014.) For HRM it brings down the most difficult aspect to retain
its employees. HRM can reduce this turnover by implying several practices such as: It is
necessary to make employees comfortable in doing their work and this can be attained only when
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the role is divided according to the skills and interest of them. In addition to this, implying
unnecessary rules in the workplace also impacts workers to leave the organisation. The main
reason due to which employees leaves the job is when there are no growth opportunities in the
entity (Kramar, 2014). Thus, it is necessary to open the high-level vacancies to all the applicants.
Besides this, most of the entities promote the employees on the basis of their working period,
they should instead promote workers on the basis of their abilities and skills.
Performance Management (PM) is the completion of the desired goals in an effective
manner. It focuses on the performance of the organization and the employees. It is a process
through which the departments distribute their resources, personnel and system to achieve the
desired goals. To develop a good PM, one should provide adequate training to accomplish the
task. The strategic plan must be aligned so that it is easier to deliver what is expected from the
employees. Motivation should be given from time-to-time and there must be a healthy
relationship between the employer and employee. The development in the organisation is must
but HR managers should take care of the employee development also. To improve the
performance of the work environment and the artisan HR should take frequent feedback and
should overlook them. They should work on Morale enrichment of the employed person at the
workplace to boost their capabilities and make the best use of it.
PM is referred as one of the most important functions of HRM and A well-developed
process always attracts the best personnel. If the working environment is not nicely projected,
and they are expecting to attract the new recruit with the high potential they may have a problem
while recruiting (Brewster and et. al., 2016). The employees with high endeavour will also want
to work at the place where they get good vibes and better career opportunities. To work with the
best and to have better career development opportunities are the needs of each and every
individual. Thus, the preference of every person in choosing for their organisation is the one
which not only works for itself but also focuses on the development of artisan as well. Job design
is the first lookout where the new recruit concentrates on whether they are providing him what he
wants to achieve his goals in the future.
Performance of the employees depends upon various factors such as satisfaction,
motivation, organisational structure, an ability to them in accepting and adapting changes. All the
employees that are working in the entity desires for success by achieving their goals and
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objectives. If the career development is low in the company it will definitely make an impact on
the performance of the individual. The best process to retain the employees is to make sure that
they are happy with the workplace conditions and are motivated them so that they can reach the
desired goals. Besides this, they also seek that either they are provided with growth opportunity
which will help in their development (Glendon, Clarke and McKenna, 2016). Training and
motivation increase the potential of the individual which boosts their performance. A quick
feedback from the artisan and knowing their problems and giving prior suggestions will make
them committed to the organisation.
HR RESPONSES
Employee satisfaction is the priority of an organisation to achieve the business goals. Due
to any obstacle or conflict occurred at the workplace, the employees feel demotivated and
dissatisfied with the work environment. In order to make this worker again motivated towards
their work role, it is necessary for the HRM unit to redesign the job (Brewster and et. al., 2016).
Workers of an entity started losing their interest in the job because of several issues which
include unhealthy work environment, non-supportive staff members, poor management of the
managers, miscommunication with the top-level managers or supervisors and the
inappropriateness of duties allotted to workers. There can be the implementation of variations in
jobs and duties allotted to them. The re-designing can be through various techniques, such as:
To rotating or allotting different department is very fruitful to generate motivation in
employees towards the work. According to this, the managers or employers should ascertain the
work role depending upon the interest, skills and abilities of the employees. Also, the change in
the work environment will make the worker pay extra attention in starting a new work role with
interest. They will start learning new techniques or performances required for the new
department (Warner, 2013). Rotation can be allotted to those employees who meet the
qualification and skill requirements of the particular duties. This technique is used to make
workers busier with their work by allotting them proper work. It is not about giving them excess
burden rather it is based on their talent and skills they have a surplus in their duties. This method
is used to give the workers an authority to participate in decision-making function of an
organisation. This technique will motivate them and enhance their skills. Achievement of
organisational goals becomes easy as per implementation or acquisition of innovative ideas from
employees. Training and guidance play the main role in developing the worker's potential
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towards work. Trainers must be skilled and talented as they can discover and develop the talent
of employees. Their role is to motivate worker towards work and explaining the operation they
need to do their work duties (Renwick, Redman and Maguire, 2013). It is necessary for the
managers to observe the weaknesses of the employees so that effective training programmes can
be conducted to eradicate those loopholes.
Timely training sessions help in understanding the current problems that are being faced
by the employees. This will be beneficial in improving their work potential and they will be
confident to play their roles in the workplace. Along with training on skills, it is also required
that HRM promotes good interaction methods between employees and high-level authorities.
(Bernardo and et. al., 2015). If there will be no communication barriers then workers will feel no
hesitation while sharing any problems with their managers. These things bring satisfaction in the
workforce and facilitate healthy environment. The QOL (Quality of life) is an essential
requirement of all the individuals. The employees must be awarded favourable number of pay-
offs. In addition to the monthly payments, they must be facilitated with the necessary
requirements or allowances. It includes transportation allowances, educational allowances and
home or rent allowances. These can be beneficial for them to reduce disbursement and generate
reserves or savings for future. There can be following ways to develop balance the work life and
the quality of life: Workers must be awarded the adequate amount of remuneration and they
should be benefited with allowances. The working hours or the timings of shifts must be
satisfying to them. The duties which are allotted to workers should be convenient and easily
understandable by them. Workers must be promoted as per their skills and talent (Glendon
Clarke, and McKenna, 2016). There can be an increase in their pay-offs which will be beneficial
for the organisation in retaining them.
Expansion of jobs can be beneficial for both the employees and organisation. The
Australian entities should divide the work as per the capabilities or creative attitude of the
workers.
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