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Human Resources Management Assessment 2 - Individual Name of the Student Name of the University

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Added on  2021-05-31

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HUMAN RESOURCE MANAGEMENT 3 HUMAN RESOURCE MANAGEMENT HRM201 Human Resource Management Assessment 2 - Individual Academic essay Name of the Student Name of the University Author Note Introduction Reilly and Williams (2016) depicted that the main function of the human department is not only to maintain the recruitment and upholding salary structure of the employees but the concerned department is also liable for analyzing the benefits attained from developing partnership with a third party or a consultancy services for the organization. In spite of these responsibilities modern Australian organization suffers from many

Human Resources Management Assessment 2 - Individual Name of the Student Name of the University

   Added on 2021-05-31

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Running head: HUMAN RESOURCE MANAGEMENTHRM201 Human Resource ManagementAssessment 2 - Individual Academic essayName of the StudentName of the UniversityAuthor Note
Human Resources Management Assessment 2 - Individual Name of the Student Name of the University_1
1HUMAN RESOURCE MANAGEMENTIntroduction Reilly and Williams (2016) depicted that the main function of the human department isnot only to maintain the recruitment and upholding salary structure of the employees but theconcerned department is also liable for analyzing the benefits attained from developingpartnership with a third party or a consultancy services for the organization. (Flamholtz 2012)furthermore depicted that HR are well aware of the necessary skills and expertise needed foraccomplishing the organizational goals and utilize this knowledge for recruiting personnel anddeveloping partnership. HR of an organization should also have to concern about safety and riskmanagement, Training and Development, assuring maintenance of dignity and respect of everyemployee, assessing employee attrition rate and evaluating whether or not all the stakeholdersproperly follow the code of conduct. In spite of these responsibilities modern Australianorganization suffers from many human resource management challenges like- unlawfuldiscrimination, adhering to work health and safety complaints and incorporating effectivestrategies to retain the employees. This business report thus highlights human resource management challengesinAustralian workplace (1) unlawful discrimination, (2) unproductive maintenance of the workhealth and safety and (3) ineffective strategies to retain the employees. Moreover, the solution toovercome the challenges along with the effective implementation strategies will also behighlighted in this report. The report is then followed by a conclusion based on the entirediscussion made.
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2HUMAN RESOURCE MANAGEMENTDiscussion According to the Australian Human Rights Commission Act 1986 (AHRC Act 1986),nullifying or impairing equality including opportunity among the employees in a workplace isknown as workplace discrimination (Humanrights.gov.au 2018). The main areas where theunlawful discrimination occurs are promotions, transfers, training opportunities and redundancyor dismissal (Humanrights.gov.au 2018). Australian workplace suffers from the discriminationbased on the sexuality of the staffs and one such incident is found that in schools the recruitmentof LGBTI people is opposed on the basis of religion (The Guardian 2018). Moreover, in someworkplaces, men are recruited more in the place of managerial position and women also have toface pay gap compared to their male counterpart. It has been also found that on an average 200female judges were paid $20,000 less than their 546 male counterparts (The Sydney MorningHerald 2018). Additionally, the taxable income of a female anaesthetist is $265,923; while thatof the men that is $402,384which makes the difference of $136,461 (The Sydney MorningHerald 2018). According to the social dominance theory the major components of thediscrimination are sex and gender discrimination, status discrimination, socializationdiscrimination and temperament (Dipboye and Colella 2013). Thus, based on the analysis madethrough this model, it can be stated that the HR should educate all the employee of theorganization regarding the policies and punishments that can be implemented once anyonebreaches the policies. The HR should also invite other people with different background to workcollaboratively. Furthermore, the HR is also liable for maintaining the work health and safety incidents ofthe staff and listen to the complaints related in this aspect. Vickers (2016) argued that Workhealth and safety legislation are typically enforced by regulators and provides no individually
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