HRM Study Material: Impact of Deregulation on Employment Relations, Collaboration in Australian Retail Union, Work-Life Balance and Organizational Performance, Fun in the Workplace, Talent Management

This study material on HRM covers various topics such as the impact of deregulation on employment relations in the Australian retail industry, varieties of collaboration in an Australian retail union, the link between work-life balance practices and organizational performance, the importance of fun in the workplace, and talent management. It provides insights into the concepts, research objectives, and literature reviews related to each topic. Access comprehensive study material on HRM at Desklib.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
Topic 1- The impact of deregulation on employment relations in the Australian retail industry
.....................................................................................................................................................1
Topic 2- Varieties of collaboration: The case of an Australian retail union...............................2
Topic 3- Making the link between work-life balance practices and organisational performance
.....................................................................................................................................................4
Topic 4- Fun in the workplace: A review and expanded theoretical perspective.......................5
Topic 5- Talent management......................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human Resource Management (HRM) is the concept which emphasizes on the
management of employees within the organisation. There are many activities which are carried
by HR manager such as recruitment, selection, providing induction and training, development
etc. by which workforce can be made potential enough to achieve targets and goals. Human
resource is the most important asset for the company who apply their skills and talents to achieve
the goals. In this report, retail industry of Australia ahas been taken which is one of the fast
growing industry that comprises of number of organisations at various scales. Furthermore, the
report will cover investigation of the chosen topic by forming research objective and question
which are later reviewed.
Topic 1- The impact of deregulation on employment relations in the Australian retail industry
Research objective: “To analyse the impact of deregulation on employment relations in
Australian retail industry.”
Research question: What is the effect of deregulation on employment relations in Australian
retail industry?
Literature Review:
Effect of deregulation on employment relations in Australian retail industry
According to Mortimer, Dennis, Ingersoll and Louise, Australian retail industry has
underwent decentralisation during the time period of 1980s and 1990s. In this period, a sole
company has the management limited to certain areas which emphasized on connecting the
strategies for employees with the common strategy of the company. The main target for this
article is to highlight on the analysis of strategic decision that HR manager is required to make
for the management of the employees (Impact of deregulation, 2015).
Employee relations refer to the relationship with the co-workers working at the
workplace. It is about sharing the healthy relationship with each other with an objective of
increasing the performance. It is the foundation on which all the activities are carried by the
employees within the organisation. There is a hierarchy which comprises of leaders who give
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directions and instructions to the sub-ordinates for helping them out to achieve their individual as
well as organisational goals. It is necessary to have good and healthy relations of employees with
other people working in the organisations in order to increase the co-ordination and co-operation
among all the workforce.
Companies make changes in the structure from decentralised to centralised in which the
ultimate authority is given in the hands of top authorities who make decisions. Deregulation is
the process when all the regulations are removed from the organisations in order to make the
employees perform better. There is another organisational structure which is decentralisation
which has been adopted by the companies to give certain amount of authorities to the employees
for making decisions (Sinclair, K., and et. al., (2015).
The impact of encouraging deregulation within the industry has impacted employee
relations in a positive way by making decisions in a strategic way. It is an internal factor and
choice which affect employee relations and allocate the human resources in Australian retail
industry. There has been number of surveys which show that employee relations is regulated on
the basis of number of factors which may be internal as well as external. Modifying the
organisational structure is a strategic decision due to which human resources are allocated in an
efficient way. Some of the elements which are included in this are pay and benefits, work-life
balance, safe working conditions and flexible working environment.
The retail industry goes through number of changes with the time which increases the
requirement of implementing the regulations but excessive rigid structure may often result in
something negative which may impact the employee relations adversely. By analysing the
condition of Australian retail industry, it is observed that growth and wage rates have been
increased in the last few years. This has created job opportunities within the retails sector which
has changed the statistics of the country positively (Heino, (2017).
Topic 2- Varieties of collaboration: The case of an Australian retail union
Research Objective: “To understand the importance of different types of collaborations for
making good industrial relations.”
Research Question: What is the significance variety of collaborations for building good
industrial relations?
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Significance of variety of collaborations for making good industrial relations
This article is provided by Robin Price, Janis Balley and Amanda Pyman which is about
the types of collaborations that work as a connection between conflict and collaboration in
industrial relations. In this journal, Australian retail trade union has been put in the lights which
includes shops, distributive and allied employees' association. There may be situations within the
organisations in which different difficulties and issues may arise between the employees. It is the
major factor behind ineffective performance (Gerard & Kriesberg, (Eds.), (2018).
Trade unions are significant in making industrial relations good between the company
and the employees working in the organisations. There are policies, plans and strategies which
are significant in building good relations between parties involved in an entities of Australian
retail industry. Australian retail union is the body which represents the individuals working in the
organisations in order to resolve conflicts through effective collaborations as a solution.
There are numerous benefits offered by sorting conflicts through collaborations. Some of
the advantages for the same are higher partnership, mutual gains by improving the employees
relations. According to the answers obtained through interviews which involved in officials and
organisers as respondents, the outcomes stated that Australian trade union played a great role in
managing the present conditions of organisations in different countries.
Furthermore, there is a framework which is provided by the association that controls the
adverse activities of individuals working in the organisations. The role of union is to focus on
working people who and to ensure to meet their needs and requirements which may provide
higher job satisfaction. In addition to this, there are number of collaborations such as self-
discovery exercises, discussions, short presentations, simulation, model and skills, action plans
and many more. Entities should implement strategies by which employees can be retained for a
long time by making improvement with the time (Sablok, Stanton, Bartram, Burgess, & Boyle,
(2017).
The end results help organisations in achieving collective bargaining by which conflicts
and issues are resolved in order to promote efficiency and effectiveness. Australian Trade union
can decide a common one type of collaboration through which issue are resolved. The
significance of these collaborations are that entities work in an improved and better way when all
the issues are resolved promptly. Collaborations are significant in making a good relationship
between the organisation and employees so that retail industry can grow rapidly.
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In addition to this, variety of collaborations are effective in making individuals put their
efforts collectively with the exchange of ideas and skills. It helps in achieving employee
satisfaction and enhance their engagement in the working activities. It is imperative to keep the
relations healthy and strong for maintaining the growth of industry for a long time. In this way,
good relationships of trade union and employees working in the organisations can be promoted.
Topic 3- Making the link between work-life balance practices and organisational performance
Research objective: “To understand the nexus between work-life balance practices and
organisational performance.”
Research Question: What is the connection between work-life balance practices and
organisational performance?
Connection between work-life balance practices and organisational performance
Work life balance practices in an organisation refer to striking a balance between
personal and professional lives of employees. It is useful in categorising the time of employees in
different segments which include career, business travel, etc. This is about choosing the priorities
in life which are equally important as the job is (Pradhan, Jena & Kumari, (2016).
On the other hand, organisational performance is defined to be the achievement of
activities against the objectives and goals. It is is reflected in the results obtained by the
companies which is measured against the set standards. It is directly connected with the job
satisfaction of employees in their current job posts. Furthermore, there are many other factors
which are equally significant for the employees.
These above mentioned elements are connected to each other in a direct manner. It
increases the attractiveness of the retail organisations due to which some other potential
candidates also apply for the jobs. It reduces the number of conflicts within the entity which
helps in improving organisational performance which provides positive results. Furthermore, a
perfect balance between work life balance practices is useful in addition new ways for taking the
company to new heights which contribute to enhanced social exchange processes, increased cost
savings, improved productivity and decline in employee turnover.
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It is important to form a nexus between work-life balance practices and organisational
performance which creates many benefits for the employees as well as the entity. Some of these
are development of amicable environment for the people working in the entity so that workforce
can be motivated in a positive way to achieve the goals and objectives. The balance between
these two elements can be brought through policies which are formulated by undertaking the
various factors.
Australian retail industry should form initiatives for attaining organisational performance
by analysing the factors which include families, organisations and society which hold importance
in carrying the activities in the entities. It is significant in bringing motivation in the employees
who are working in the organisations within the retail industry of Australia (Garg & Rani (2015).
The application of variety of strategies and practices within the entity help in
accomplishing the tasks and the common goals for the company. There has been number of
surveys which show that employees are greatly satisfied in their job if the organisation follow
work-life balance practices. It is helpful in creating the required motivation which is a non-
menetary element but important in making employees put their efforts which is reflected in the
growth and high competition in retail industry.
The main motive of work life balance practices are meant to reduce conflicts within the
organisation and its culture. It includes transformation which defined responsibilities and tasks
assigned on the basis of skills and talent of each employee. It provide a positive impact on the
industry which is helpful in creating jobs and raising the employment rate.
Topic 4- Fun in the workplace: A review and expanded theoretical perspective
Research Objective: “To determine the importance of fun at workplace.”
Research Question: How does fun at workplace is important for the organisations?
Importance of fun at workplace in the organisation
This article has been provided by John W. Michel, Michael J. Tews and David G. Allen
in which fun at workplace has been discussed in an extensive manner. Workplace is required to
have all the amenities and enjoyment which are important for retaining the employees for a long
time. There should be good working conditions along with a friendly environment wherein
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employees can work comfortably without being involved in conflicts or disputes. When
workforces face issues, it directly impact their efficiency and effectiveness for achieving the
goals and objectives (Fun in the workplace, 2019).
HRM is all about making policies which can contribute to fulfil the objectives of
workplace in an effective manner. There are different ways through which friendly environment
at the workplace can be created for motivating the employees by making them comfortable in the
organisations. It has been observed that, the entities who have followed practices which are
helpful in creating positive environment at the workplace, the employees are highly satisfied.
Retail industry in Australia is all about different kinds of goods and services which are
provided to the customers to provide them high satisfaction with the highest standard of quality.
Furthermore, candidates look for organisations which are ethical as well as fun to work in. fun at
workplace offer number of advantages which can increase the productivity and profitability of
the organisations. In this way, the industry can grow with the proper management of employees
by making them have the feeling of belongingness to the industry.
The companies can adopt numerous practices and strategies for making organisation's
employees work with their improved efficiency and efforts. Furthermore, positive outcomes have
been achieved by the industry which affect the economic growth and accelerate the job
opportunities in the industry.
Along with this, investors choose to make investment in that industry which is attractive
to attract them for making investment. This can be achieved through making employees
competent and efficient in the organisation for making them motivated to make more efforts in
the organisation to achieve goals and objectives.
This element is important for making the condition of the entities good and effective.
Also, there is always a requirement in helping employees giving directions in a friendly manner.
It is useful in attaining the objectives in a fun way. Hence, the industry can grow at rapid pace by
which help in further development of economy.
Topic 5- Talent management
Research Objective: “To assess the working and contribution of talent management in the
organisation.”
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Research Question: What is the use of talent management within the organisation?
Utilisation of talent management
Talent management refers to systematic processes of identification the vacant positions
and hiring the employees who are capable of putting their efforts in the attainment of goals and
objectives. There are various strategies and practices which can be beneficial for the companies
to appoint the suitable employees who the best. Different definitions have been provided for
talent management which should be according to the needs and requirements of the company.
Furthermore, there are different principles which are applied in achieving the goals and
objectives and increase the efficiency of the workforce. There may be changes in the entity on
account of external and internal business environment which make needs of the job posts within
the organisation. Furthermore, the main aim of talent management is to provide sufficient
workforce requirement who are capable of using their skills and talent and give their contribution
to the organisation in an innovative way.
Furthermore, there should be policies and set methods by which employees can be
selected for the entity according to their eligibility. Retail industry offer numerous jobs which
need good skills and able personnel who are capable of bringing growth and job opportunities in
the industry.
CONCLUSION
From the above report, it has been concluded that human resource management is an
important element of the organisation which helps in getting the employees who are capable of
raising the competition and achieve goals and objectives. This directly impact retail industry
which make positive impact on the economy. Hence, there is this cycle and their contribution in
the organisation.
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REFERENCES
Books & Journals:
Sinclair, K., and et. al., (2015). Assessing the Efficacy of Transition Theory to Identify Industry
Transformation: a case study examining the deregulation of Australia's dairy
industry. Australian Geographer. 46(1). 113-129.
Heino, B. (2017). Trading hours deregulation in Tasmania and Western Australia: large retailer
dominance and changing models of development. Labour & Industry: a journal of the
social and economic relations of work. 27(2). 95-112.
Gerard, C., & Kriesberg, L. (Eds.). (2018). Conflict and Collaboration: For better or worse.
Routledge.
Sablok, G., Stanton, P., Bartram, T., Burgess, J., & Boyle, B. (2017). Human resource
development practices, managers and multinational enterprises in Australia: Thinking
globally, acting locally. Education+ Training. 59(5). 483-501.
Pradhan, R. K., Jena, L. K., & Kumari, I. G. (2016). Effect of work–life balance on
organizational citizenship behaviour: Role of organizational commitment. Global
Business Review 17(3_suppl). 15S-29S.
Garg, D., & Rani, S. (2015). Work life balance: a key driver to improve organizational
performance. International Journal of Research (IJR). 2(1).
Online:
Impact of deregulation. 2015. [Online]. Available through
:<https://search.informit.com.au/documentSummary;dn=842382127562034;res=IELNZC>.
Fun in the workplace. 2019. [Online]. Available through
:<https://www.tandfonline.com/doi/abs/10.1080/09585192.2012.743477>.
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