Human Resource Management & Employee Engagement

This assignment delves into the crucial relationship between human resource management (HRM) practices and their influence on employee engagement, job satisfaction, and overall organizational performance. Students are tasked with analyzing various HRM practices, such as talent acquisition, training & development, compensation & benefits, performance management, and employee relations, and evaluating their impact on these key aspects of the workplace. The analysis should draw upon relevant theories and models in HRM, and ultimately provide practical recommendations for organizations seeking to enhance employee engagement and drive superior performance.

Running head: Human Resource Management
Human resource management

Human Resource Management
Abstract
The paper outlines various factors that affect the success and progress of an organization.
There is wide range of factors that exist in the organization which has a direct impact on the job
satisfaction and morale of the employees. Furthermore, the report describes causes of job
dissatisfaction and job insecurity within an organization. Human resource department plays a
vital role to address these challenges and issues. It explains the significance of HRM that helps to
overcome these barriers and also helps to a competitive edge in the market. Further It depicts
that how the HR professionals can address these issues in an organization.
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The main aim behind this study is to evaluate and identify the causes of job
dissatisfaction. HRM is the backbone of each and every organization. No company can survive
without human resource management. A poor job design can lead to job insecurity which may
have a direct impact on the job discontentment. There are various factors that affect job
satisfaction in the Australian market. Various strategies and laws that are implemented have been
discussed in the paper. Human resource management is core and significant function of every
company. Along with this, it explains roles and responsibilities to address job displeasure and job
insecurity issues. It outlines that how managers and supervisors increase morale and confidence
of employees in order to increase outcomes and results of the company.
Job design is a core function of human resource management and it is related to the
specification of contents, methods, techniques, and relationship of job in order to satisfy
organizational and technological as well as personal and social requirements of the job
(Salvendy, 2012). In other words, job design may be defined as a process of organization work
as a group of tasks, arranging and defining the job structure and process at the workplace
depending on the job analysis performed. Job design is done by human resource management to
reduce and eliminate the mechanical aspects of the job. It plays a significant role to reduce
dissatisfaction of the workers (Boxall and Purcell, 2011). Job design also helps to provide job
security to the workers in the organization. Job design and job security also help to provide job
satisfaction to the workers. Workers are to be considered the assets of an organization. They not
only provide support to attain long-term objectives and goals but also help to provide strength to
the trade and business. For success and growth of any business, worker satisfaction is extremely
important and essential. Employee satisfaction may describe the extent to which employees feel
happy and pleased. It is also necessary because employee satisfaction leads to employee’s
motivation. Moreover, satisfied employees are encouraged and promoted towards attaining their
mission and vision (Aswathappa, 2013).
In Australia, job security and job design is a major concern that affects the productivity
and performance of the workers as well as organization. Due to lack of interest in employees,
they are unable to perform their daily responsibilities effectively and efficiently (Tooksoon,
2011). It also has a direct impact on growth and success of the firm. After the various
researchers, it has been observed that Australian workers are more disengaged and isolated from
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work. It is observed that they do not accept constant changes and they are weary of several
changes in the firm. They want clear guidance and direction from their managers and supervisors
as well. In the latest survey of around 32,000 employees in more than 26 countries including
Australia, international professional service company towers Watson observed that only 44% of
Australian workers studied said their leaders were dynamic and effective, compared to 52% of
their international counterparts (Holland et al, 2011). It also affects the efficiency and
effectiveness of the workers adversely. Job insecurity is the biggest cause of job dissatisfaction
in the organization. It has been studied that top causes of job dissatisfaction and work-related
stress are an excessive workload and inadequate staffing process (Watt et al, 2012). Lack of
superior support, employees are unable to perform task and duties effectively and efficiently. As
a result conflict and barriers also arise in the workplace. The union for international cancer
control health insurer Bupa reports that around two in five of the 5000 Australian employees and
200 employees surveyed said that their work had an adverse impact on their mental and physical
health. In Australia, the managers do not provide opportunities for promotion and transfer.
Hence, they get disappointed and they do not feel good while working in the organization. Poor
and ineffective management also influence the level of satisfaction and job security of the
workers.
Due to job insecurity and job dissatisfaction, employees leavetheir job in search of better
opportunities. Dissatisfaction may be raised by a wide range of elements. In Australia,
underpaying the employees is one of the significant causes for job dissatisfaction (Boxall and
Purcell, 2011). Workers not only have to arrange stagnant wage but also high expenses for health
insurance. Due to limited income, the employees are under constant pressure and anxiety which
leads to disappointment. Limited advancement is another cause of job dissatisfaction. Lack of
career growth and development is the biggest cause for discontentment of Australian workers.
Apart from this, managers do not motivate the employees for doing work effectively.
Furthermore, workers also feel dissatisfied due to lack of curiosity in the work (Aydogdu and
Asikgil, 2011). Boredom due to monotonous work is another reason that leads to dissatisfaction
and job insecurity. Employee dissatisfaction is significant for the firm to be taken into
consideration. Displeasure with the job leads to worker conflict and unrest. As a result of job
discontentment, the employees are not able to perform their work well and effectively. Job
insecurity and job dissatisfaction also increase absenteeism and low employee turnover. It will
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interrupt operational activities of the firm. Tardiness is the main cause of employee displeasure
in the organization (Muffels, 2014). Thus, employees do not feel cheerful and happy at the
workplace and they spend their lot of time in the restroom. In Australian companies, managers
do not maintain a reciprocal and favorable relationship with subordinates. As the employee feel
alone and they do not show their interest in work and job. Job discontentment also affects talent
of the workers in an organization. They are not able to utilize their skills and knowledge in the
firm due to dissatisfaction.
On the other hand, poor job design also affects the potential and capabilities of the
workers. Effective job design is an important factor to provide job satisfaction to the workers
(Mowday, Porter and Steers, 2013). An improvement in job design would be helpful to motivate
and encourage employees to satisfy and fulfill their needs, requirements and wants. Additionally,
Job insecurity indicates negative job attitudes in the form of anxiety and stress regarding job
security. Job insecurity also increases pressure and stress among the workers. It also has a
negative impact on the outcomes and performance of the company. Therefore, the firm should
control on negative factors to motivate the workers and to provide satisfaction to them. It will
help to make an effective and dynamic position in the marketplace (Salin and Hoel, 2011).
The workplace is an important and essential factor in an organization. If the firm
maintains effective and favorable workplace then they can achieve its desired goals and
objectives. In addition, job satisfaction is a significant factor to workers and companies
(Warhurst et al, 2012). Managers and supervisors who recognize their subordinate job
satisfaction levels would make all the necessary arrangement develop and build more unique and
dynamic working environment in the organization. After the various researchers, it is found that
job satisfaction influence employee’s efficiency, effectiveness, performance, endeavor, turnover,
and absenteeism. Additionally, it is considered most significant factor to estimate individual
welfare and interest. Further, dynamic job design and job security help to determine job
satisfaction of the workers (Boxall and Purcell, 2011). Therefore, human resource management
should design the job in such way that it provides job security and job satisfaction to the
employees. Unique job design should be originated by HRM in the organization to attract and
retain more candidates. Along with this, job satisfaction and job security must be provided by the
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firm to maximize and increase profitability and revenues turnover (Aghdasi, Kiamanesh, and
Ebrahim, 2011).
HRM implications for organizations when its employees experience job
dissatisfaction
Human resource management is an integral part of the firm. All the rules and policies for the
firm are made by HR. Various functions are performed by the human resource department to
encourage and motivate the workers within the organization. HR professionals recruit and select
a right and appropriate candidate for the company to attain desired objectives. HR executive
maintains coordination and cooperation with workers to provide satisfaction and job security
(Cullen et al, 2014). It also helps to build and develop morale of the employees. HRD uses
enormous policies and strategies to handle and resolve consequences of the workers. HRM also
plays an important role to originate strategies for the welfare of the subordinates within the
organization. Human resource management implements several effective and dynamic strategies
and practices while employee experience job dissatisfaction and job security within the
organization that have been discussed below (Daley, 2012).
 HRM should implement strategies to improve job skills and potential of the workers. It is
the effective way to handle job dissatisfaction and job insecurity consequences. In
addition, HR professionals must match employee’s skills and potential with
responsibilities to eliminate the job dissatisfaction and poor job design (Kehoe and
Wright, 2013).
 Pay practice is one of the significant human resource management practices which
normally refer to pay, salary, wage, and benefits etc. Pay and wage have an important
role in initiation strategies and policies (Batt and Colvin, 2011). Effective and dynamic
management should be maintained in the organization to share information and
knowledge in different departments of the employees.
 Open lines communication helps to attain high job satisfaction and morale of the
subordinates. Let them share and create ideas and thoughts are key success factors for
creating a favorable and collaborate environment. Apart from this, effective and unique
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recruitment and selection practices should be used for encouraging and promoting
existing and new employees.
 The HRM should recruit the employees on the basis of the capability of doing each and
every work effectively and efficiently in the company. The work must carry out good
results in the long run. The employees selected by the human resource managers should
be true and fare. The selection must be effective that it should not raise conflicts in an
organization and it should also help to develop a healthy environment. HR professionals
must appoint skilled and experienced persons to run business activities successfully. They
are responsible to bring out the talent from the group and select them to become a part of
the company. The HRM must check the employee’s area of working whether he is able to
work for the company or not. The human resource department must ensure that the
quality of work done by the recruiters to fulfill the requirements and needs of the
business (Kompaso and Sridevi, 2010).
 There should be proper decision-making process that will make it easy to give effective
output and results in a lesser time. HRM must listen to all the employees and should ask
them to share their opinion in order to generate better suggestions. The decision making
must be completed fairly and must seek for the company’s better future profits. The
decisions taken by the human resource management should be in such a way that it is
easily acceptable by the company and its employees. Proper decision-making process
makes the company efficient to compete with the world (Langley et al, 2009).
 The performance of the employees should be progressive and effective. Also, it helps to
maintain goodwill of the firm in the global market. HRM should conduct frequent
seminars where each and every employee is asked to share his or her knowledge related
to a particular topic more widely. They must ensure whether they know about the current
affairs as it can help the performance of the business in a hassle-free manner. The overall
performance of the business depends upon how employees perform giving results and
outcomes. It is the duty of the human resource department to make sure whether the
employee is receiving all the information that is needed for the betterment of the
company (Rummler and Brache, 2012).
 There are also several acts that have been made in order to take care of such issues of job
dissatisfaction that rises in Australian companies. These acts have helped the business to
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function in an effective manner without violating any rules or any laws. Companies have
to follow these rules strictly. In case of violation, the strict actions are taken against them.
The acts have been stated below:
1. Fair Work Legislation
The fair Work Legislations 2009 ensure employee or employer relationship in Australia. This
gives minimum entitlements, allows having flexible working arrangements and working
fairly and protecting discrimination against employees.
2. Sex Discrimination Act and Racial Discrimination Act
The act is made to avoid any kind of discrimination between the genders at the workplace.
This act protects people with any indifferent attitude that is generally faced by the
employees.
3. Equal Opportunity for Women in the Workplace Act 1999
This act has been made to provide protection to women in the workplace. It takes care of the
equal opportunity and rights to be given to the women and should be treated equally in the
environment. There should not be any discrimination between men and women.
What can HR managers do to address job dissatisfaction and job insecurity?
Human Resource department is responsible for managing these problems of job
satisfaction and dissatisfaction in the employees. In Australia, HR managers carry out plans and
they work on making strategies to reduce these problems. They collectively sit together and
discuss on the related issues and problems to bring out one relevant and important suggestion
that can help the company in lowering its issues relating to such practice (Armstrong and Taylor,
2014).
Rewards
They give rewards to the workers who are capable and skills in the same field. Although
it is not necessary that paying can motivate them but it also is something that will harm. Rewards
give them a sense of relief and make up their mind to work in a more effective way. The
Companies give incentives like bonus, incentives and other benefits that help to increase their
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income and also help to overcome their poor attitudes towards business. Rewards and
recognition help to make happy and satisfy the employees and it also provides support to
increase production and outputs in long run. Incentives like a vacation package, a better working
space in the office, few extra paid incomes help to make them satisfied. This strategy used by
human resource managers is proved to be a more effective way of increasing the business
production (Aletraris, 2010).
Low Stress
It usually happens that employees do work for extra hours hence they face a lot of stress.
This makes them develop and build apathy, fatigue, tension, and various other health issues.
Therefore, to avoid such harsh working criteria and issues, the HR managers are responsible for
maintaining the amount of work that needs to be given to the employees. They must ensure that
the work given to them may not become a burden and they are able to do it effectively and
efficiently without causing any health issue. Also, it helps to increase job satisfaction and morale
of the workers. It is an effective way to maintain the favorable working environment in the
workplace. To maintain such environment HR must know how much each employee is capable
of doing work or not. HR department takes care that proper communication should be
maintained between the managers and employees so that the problem can be rectified and
eliminated. To avoid the health issues caused by the stress of work HR department should use
healthy diet and techniques to eliminate these issues.
Interesting Work
Employees are seen most satisfied and motivated when they find the interesting work in
an organization. Interesting work will enhance the quality of work given by the employees.
Hence, HR department assigns the task to the employees on the basis of their interest and
experience. This increases their knowledge and capabilities to do work effectively. This not only
helps the company in regulating business but also increases the interest in doing work. Human
Resource must know the fields in which each and every employee is specialized so that it
becomes easy to assign the work to every worker in order to increase productivity.
Culture
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The culture of the company should be favorable to motivate the subordinates for
performing tasks and duties. There must be a will built and the reciprocal relationship among
employees. To maintain such environment HR department hold day to day meetings in order to
introduce the new employees with the already existing workers. HR department is responsible
for maintaining a record of company’s background and takes care of its reputation in order to
attract more and more employees and clients. HR department must take care of the employee’s
background before hiring them in order to avoid future conflicts and issues (Alvesson, 2012).
On the above mentioned study, it can be concluded that job satisfaction and job security
play an integral role to maximize returns and results with minimizing the risks and challenges
worldwide. There are enormous factors that may cause job insecurity and job dissatisfaction that
have a direct impact on the long-term objectives and outcomes. HRM should focus on the best
practices and policies to address organizational issues and challenges. Apart from this, several
effective and unique strategies and implications should be imposed by the human resource
management. Effective HR practices are also used and initiated by HR managers to eradicate and
reduce poor job design, job insecurity and job dissatisfaction barriers and issues. In this way, the
organization has been able to maintain a good position in near future.
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