Impact of Demographic Factor on Future HR Planning and Job Design: Drake Australia PTY Ltd
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This report discusses the impact of demographic changes on HR planning and job design in Drake Australia PTY Ltd. It provides recommendations for addressing the identified impacts.
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Running head: HUMAN RESOURCE MANAGEMENT Impact of Demographic Factor on Future HR Planning and Job Design: Drake Australia PTY Ltd Name of the Student Name of the University Author’s Note:
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1 HUMAN RESOURCE MANAGEMENT Table of Contents 1. Introduction............................................................................................................................2 2. Analysis of the Potential Impacts of Changing Demography on the HR Planning and Job Design of Drake Australia Pty Ltd.............................................................................................2 3. Recommendations for addressing the Identified Impacts......................................................6 4. Conclusion..............................................................................................................................8 References..................................................................................................................................9
2 HUMAN RESOURCE MANAGEMENT 1. Introduction Drake International Pty Ltd is a popular organization in Australia that offers human resources solutions to each stage of employee lifecycle. The Drake Universe of talent management solutions can be used for assisting their employees to enhance performance and productivity and thus increasing business profitability (Drake International. 2019). The organization was established in the year of 1951 in Canada and currently they are operating in eleven international countries in the entire world. They have twenty two branch locations and thenationalheadoffice ispresentin Melbourne,Australia.The successof HR practitioners is highly dependent on impact of agility to respond to every emerging challenge thathasoccurredintheorganizationalexternalandinternalenvironments(Drake International. 2019). The following report outlines a brief discussion on the impact of major demographic changes that affect future HR planning and job design of Drake Australia Pty Ltd. A set of justified recommendations would also be provided in this report. 2. Analysis of the Potential Impacts of Changing Demography on the HR Planning and Job Design of Drake Australia Pty Ltd Drake Australia Pty Ltd, although being one of the most popular organizations in Australia, has to deal with various human resource management issues and challenges. They try to eradicate or remove all of these challenges, however few of such issues can have potential impacts on the organization itself (Noe et al., 2017). One of such significant issue is change in demography. The entire process of human resource planning and job designing is being highly impacted due to this type of changes in demography. A proper management of diversity refers to the range of leadership and management, which aim to value diversity in work force and thus helping the organization for becoming more successful (Cascio, 2015). There are some of the major challenges that occur in the external and internal environment of
3 HUMAN RESOURCE MANAGEMENT the company. This demographic change can often become quite problematic for the entire HR processes in the respective organization. The main objective to manage diversity is to encourageorganizationalproductivityaswellasbeneficialinteractionamongstthe employees so that these employees are value with different backgrounds, skill sets and requirements (Bratton & Gold, 2017). It is required to produce optimal benefits for the staff and even for the customers that they are serving. The main and the most significant demographic changes that are required to be considered are as follows: i)Change in Family Structure: The first and the foremost demographic change that is needed to be considered in the business of Drake Australia Pty Ltd. In present days, family structures are changing and they are conflicting with the existing structures (Budhwar & Debrah, 2013). One parent families are quite common and parents have to juggle work, household chores, child care and parenting. ii)Aging Population: Another significant demographic change is aging population. This factor highly impacts business of Drake Australia in every aspect (Brewster, Chung & Sparrow, 2016). Since, they provide talent management solutions and training for the customers, this particular demographic change could be extremely effective for the overall HR planning and assessment. iii)Lesser Social Service Support: People with lesser social service support like people with disabilities, issues related to stress and health together comprise of another issue of demographic use. iv)Labour Force Diversification: According to Aswathappa (2013), the ethnic and religious diversification and participation of women is always kept on top priority for the employees or staff in human resource practices within Drake Australia Pty Ltd.
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4 HUMAN RESOURCE MANAGEMENT v)GeographicRegionVariables:Differentemployeesbelongtodifferent geographical background. Drake Australia Pty Ltd has modified their human resources planning and practices in such a manner that the geographic regional demographic change does not create major issue for their employees (Anderson, 2013). vi)EducationLevelVariable:Thisisyetanotherimportantandnoteworthy demographic change that majorly impacts the entire human resources policies and strategies. Every employee does not have same education level and thus it is needed to ensure that every employee is gaining equal opportunity and respect from his or her organizational members (Alfes et al., 2013). vii)Influence of Income: The income has a strong influence on the overall changes and advantages of the business. This type of demographic change can eventually bring out employee conflicts and challenges in working together (Brewster et al., 2016). However, with the proper involvement of few legal contracts and agreements to not to disclose income structure in front of other employees. The Environmental Influences Model is termed as one of the major and the most significant models that that help to understand the external and internal environment of a business (Albrecht et al., 2015). The micro system and macro system of this particular model isresponsibleforidentifyingthemainfactorsthathelptoevaluatethathowmajor demographic changes can affect the overall job designing and HR planning. Drake Australia Pty Ltd can also be analysed for checking the entire effect of demographic changes affecting their future HR planning as well as job designing in the company (Cascio, 2015). This model Environmental Influences Model is sub divided into two major aspects. The first aspect is macro factor that ensure that external environmental analysis is completed properly and the
5 HUMAN RESOURCE MANAGEMENT second aspect is micro factor that ensures that internal environmental analysis is being completed effectively for that particular organization (Nankervis et al., 2016). HRM or human resource management is a strategic approach towards an effective people management in any organization so that they can be helpful to the business for obtaining competitive advantages. It is being designed for maximizing overall employee performances in respect to strategic objectives of an employer (Collings, Wood & Szamosi, 2018). HRM concerns about employee management by focusing on few systems and policies. Diversitychangespoolsoffewpotentialemployees,requirementsofemployeesand influencing broad business goals such as service provision. Moreover the constantly changing demographic profile of several employees refer to the factor the organizations require to develop several strategies, which can fulfil the desires and requirements of organizational employees (Cowling & Mailer, 2013). In Drake Australia Pty Ltd, the above mentioned seven distinctive demographic changes have subsequent stronger impacts on their future planning of human resources and job designing. If these factors will not be considered, it is evident that the organization would not be achieving several competitive advantages (Bailey et al., 2018). Moreover, due to the lack of effective planning of HR, the staff or employees of the company might feel demotivated and dissatisfied. For the first identified demographic change of changes in family structure, the job designing should be done in such a manner that every employee would get equal opportunity to manage both of their personal and professional lives. It highly impacts on future HR planning and job designing in Drake Australia Pty Ltd as employee satisfaction is required for in every business (Budhwar & Debrah, 2013). According to Expectancy theory, an individual would be behaving in a proper manner only when they are motivated. The motivation of this behaviour selection is mainly determined by outcome desirability.
6 HUMAN RESOURCE MANAGEMENT There are few motivational elements that are required to be considered while making the ultimate choice. Choices should be provided to the single parent so that he or she feels motivated (Bratton & Gold, 2017). The second demographic change of ageing population also has an important impact on future HR planning. Every senior employee comprises of valuable experiences and knowledge that can be impeccable for bringing success in the company. However, when this employee resigns, such significant knowledge and experiences also gets lost. It would be quite effective for the organization if these senior employees would have been able to share their knowledge and experiences with the new joiners in Drake Australia Pty Ltd (Nankervis et al., 2016). Moreover, job designing should also include proper effectiveness. Educational level and income influences are other significant demographic changes in this scenario. According to Equity Theory, there should be a striking balance within employee inputs and outputs and all the employees should be treated with utmost sincerity and respect (Collings, Wood & Szamosi, 2018). Equity is being measured after comparison of the ratio of contributions or costs and benefits or rewards for every individual.For maximizing individual rewards, the management can tend to create few systems, in which resources could be fairly sub divided amongst the employees, irrespective of their educational qualificationandincomeinfluence(Cowling&Mailer,2013).Theinequalitiesin relationshipswouldcausethoseinthecompanyorgrouptobeunhappyandeven demotivated and disturbed. Hence, the employees would feel highly motivated while working in Drake Australia Pty Ltd. 3. Recommendations for addressing the Identified Impacts The few suitable recommendations for addressing the identified potential impacts are as follows:
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7 HUMAN RESOURCE MANAGEMENT i) The firs and the foremost recommendation for the top management of Drake Australia Pty Ltd is to arrange for periodical meetings. It is extremely important and significanttoknowaboutthecurrentscenarioofbothinternalandexternalwork environments. The senior management should have a one to one meeting with every employee for understanding that whether he or she is satisfied working in the organization and with his or her colleagues or not and if not what are the main reasons for such dissatisfaction. Since, Drake Australia Pty Ltd is responsible for providing talent solutions and other HR related services, it is quite vital for them to know about the issues of their own employees. Moreover, as few employees can belong to different geographical locations, he or she should not feel demotivated and ignored under any circumstance. Drake Australia should make their HR plan is such a manner that violation of these above mentioned factors can eventually lead the employee to high penalty or even suspension and termination. ii) The second significant recommendation for the identified impacts of demographic changes is to change the existing human resource plan of Drake Australia Pty Ltd for demographicchangeslikefamilystructureandageingpopulation.Regardingfamily structure, the organizational management should make a separate job design that would be providing few employee benefits and motivational elements to the respective employee for assuring him or her that he or she is well managing their works and they have scope for even better opportunities. For ageing population, the top management of Drake Australia Pty Ltd should include succession planning and team development. The HR professionals can construct few ways for disseminating the invaluable knowledge and experience that the senior employee is carrying.
8 HUMAN RESOURCE MANAGEMENT It is highly recommended to include a job sharing program in the future HR plan, in which both older and younger employees exchange their confidential work related information. iii) The next important and noteworthy recommendation for the top management of Drake Australia Pty Ltd to include in their future HR planning and job designing is maintaining a proper balance for education level and influence of income. These two factors should not be shared with other employees and should be kept highly confidential. It would resolve the complexity and issue of this particular demographic change within their business. It would even be effective for removing discrimination and hence providing motivation to employees. The employees should be assured that they would be getting employee benefits as per thei performances. 4. Conclusion Therefore, from the above discussion, it can be concluded that demographic changes in any organization can be extremely important to maintain effectiveness and efficiency of employee performance. Since human resource department of an organization is responsible for focusing on organizational changes and industrial relations, they have to consider the demographic changes as well. This type of change is the most significant reason that any organization needs to adapt the practices for responding to increasing diversity in employee performance. The stakeholders are also involved in this purpose for resolving issues, which involve diversity. The above provided report has properly outlined a detailed discussion on impact of demographic changes on HR planning and job design in one of the most significant organizations in Australia, Drake Australia Pty Ltd with relevant details.
9 HUMAN RESOURCE MANAGEMENT References Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employeeengagement,humanresourcemanagementpracticesandcompetitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), 7-35. Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderatedmediationmodel.Theinternationaljournalofhumanresource management,24(2), 330-351. Anderson, V. (2013).Research methods in human resource management: investigating a business issue. Kogan Page Publishers. Aswathappa, K. (2013).Human resource management: Text and cases. Tata McGraw-Hill Education. Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018).Strategic human resource management. Oxford University Press. Bratton, J., & Gold, J. (2017).Human resource management: theory and practice. Palgrave. Brewster, C., Chung, C., & Sparrow, P. (2016).Globalizing human resource management. Routledge. Brewster, C., Vernon, G., Sparrow, P., & Houldsworth, E. (2016).International human resource management. Kogan Page Publishers. Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge.
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10 HUMAN RESOURCE MANAGEMENT Cascio, W. F. (2015).Managing human resources. McGraw-Hill. Cascio, W. F. (2015).Managing human resources. McGraw-Hill. Collings, D. G., Wood, G. T., & Szamosi, L. T. (2018). Human resource management: A critical approach. InHuman Resource Management(pp. 1-23). Routledge. Cowling, A., & Mailer, C. (2013).Managing human resources. Routledge. Drake International. (2019). [online]. Accessed fromhttps://au.drakeintl.com/[Accessed on 13 Apr. 2019]. Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2016).Human resource management: strategy and practice. Cengage AU. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017).Human resource management:Gainingacompetitiveadvantage.NewYork,NY:McGraw-Hill Education.