Human Resource Management Assessment 2022

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the student
Name of the university
Author Note:

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Table of Contents
Assessment Task 1.....................................................................................................................4
Options available to a company for labour supply.................................................................4
Common labour hire sources and outline the advantages and disadvantages of each one....5
Strategic objectives and targets related to human resources................................................12
Options available for the provisions of Human Resources services....................................13
Legislation to be considered during the development of the HR strategies and plans and the
purpose of the legislation process........................................................................................15
4 benefits of strategic planning............................................................................................15
Specialist services to be utilised when developing a strategic plan.....................................16
3 real benefits of planning....................................................................................................16
Description of the approach to be taken during the development of the HR strategy.........17
Detailed description on the functions of Human Resource Management............................18
Impact of technology on job roles within the industry........................................................19
Assessment Task 2...................................................................................................................20
Part A.......................................................................................................................................20
Strategic Plans of the Business and the objectives and Targets...........................................20
Additional Environmental Analysis for the identification of the emerging practice and
Trends...................................................................................................................................21
Future labour needs and skill requirements.........................................................................22
New Technology and Impact on Job Roles and Job Design................................................23

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Recent and Potential changes to industrial or legal requirements........................................24
Part B........................................................................................................................................25
Development of Human Resource Strategy.........................................................................25
Human Resource Philosophies, Values and Policies...........................................................25
Strategic Objectives and Targets for Human Resource Services.........................................26
Options for the provision of human resources services and analyse costs and benefits......26
Appropriate technology and systems and Strategic human resources plan.........................27
Figure No 1: New HR Process.............................................................................................28
Development of Risk Management Plans............................................................................28
Implementation and Monitoring of the HR process.............................................................29
References................................................................................................................................30

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Assessment Task 1
Options available to a company for labour supply
Labour supply can be defined as the total number of work hours that the workers
generally wishes to work within a structured and maintained wage rate. The management of
Woolworths implements a number of similar processes in order to ensure the best success for
the company (Alvesson and Sveningsson 2015). Some of the major ways by which the
management of Woolworths ensures the success of the company. The process of labour
supply for Woolworths is as follows;
a. Permanent Employees- The permanent employees of the company includes the
employees who are tenured and are with the company for quite a large period of time.
According to, Bortolotti Boscari and Danese (2015) the permanent employees of the
company are the ones who have fixed time contracts with the company and are able to
ensure the success of the company in a proper and efficient manner.
b. Casual Labors- The casual labors are the ones who are not permanently employed by
the organization but are different from the permanent employees. The contracts of the
casual labors are totally different from that of the permanent employees and the policy
of the company for the casual labors are totally different in nature.
c. Trainees of the company- The trainees of the company are the ones who undertake
professional training in the organization in order to boost their skills. The trainees can
be the future employees of the company. Both practical as well as theoretical training
are provided by the organization.
d. Employment agency or staff- The employment agency are appointed by the
company in order to recruit people based on their skills and levels. The presence of a
good amount of employee can help the organization to select and develop the staffs in

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a proper and organized manner. The employment agency relives the organization
from the recruitment problems and helps in electing the best people for the different
posts.
e. Hired Staff- The hired staff are the ones that are hired on a contractual basis by the
management of the company. Woolworths has a large number of hired staff who are
employed by means of contracts. These people are not employed to direct roles in the
company, rather they are employed to indirect positions in the company.
Common labour hire sources and outline the advantages and disadvantages of each one.
Casual labour
The advantages and disadvantages of Casual labour are as follows;
Advantages:
 The casual labors enjoy a much high pay rate per hour than the tenured and permanent
employees
 The flexibility of the casual laborers help the management of the companies to
employ people in odd hours
 The reduced amount of risk for the employers helps them to appoint casual labors in a
much professional manner
Disadvantages:
 First of all there is no access to sick leaves and casual leaves
 Secondly the absence of proper guarantee in working hours
 No guarantee on loans and regular income
 Absence of a proper access to superannuation

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 Casual Labor does not allow the use of the training or career developmental process
 The absence of any notice to prior termination of the different policies
New graduates / trainees
The advantages and disadvantages of the appointment of new graduates and trainees
can be divided into a number of different managerial issues.
Advantages:
 The new graduates and trainees are not involved in the office politics
 The new graduates and trainees can ensure the success of the business in an efficient
manner
 The new graduates have the hunger to innovate and create new things which will
certainly help them to innovate in a proper and efficient manner
 Technological advancements of the modern day graduates can be one of the best
advantages for the organization
Disadvantages:
 The rushed process of employment does not help the management of the company
 The graduate trainees does not have the seriousness in them which seriously affects
the performance of the company
 The absence of proper and formal training among the graduate trainees can lead to
major problems that can be problematic for the organization
 The absence of the training can lead to major form of accidents that can even be fatal
in nature
 The low productivity of the organization can lead to different operational issues

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Off-shore workers
There are a number of advantages and disadvantages related to the appointment of the
different kinds of the business issues.
Advantages:
 Off shore workers seriously reduce the costs of the business organizations in a
significant manner.
 Close collaboration of the offshore workers with the management is an added
advantage for the organizations
 The presence of favourable government policies is an added advantage for employing
offshore workers
Disadvantages:
 The presence of the offshore workers highlights the unemployment of the business
 The presence of the offshore workers also leads to different kinds of social and
cultural differences
 Lastly the absence of any type of proper security checks raises serious kinds of
security concerns which are generally tough to deal with
Outsourcing
The advantages and disadvantages of outsourcing are as follows;
Advantages:
 The company will get more experienced employees if they outsource works

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 The outsourcing of the works of a company helps in the steady dispatch of the works
accordingly
 The tasks of the of the organization will be processed in a better and much faster
manner
 The focus of the employees stays firmly towards the work
 The costs of the operations will see a reduction as because the costs can be managed
in an efficient manner
 The efforts of the organization are more targeted and are able to address the real
issues
Disadvantages:
 The hidden costs in case of the outsourcing of the tasks of the company is a major
concern for the organizations
 The data protection is one of the major concerns for the company which outsources its
business operations. The client company may steal data from the company
 Quality may be compromised in case of appointment of outsourced employees
 Reputation of the company will be at stake in case of serious quality issues
Contractors/consultants
The contractors or consultants appointed by the company have a number of
advantages and disadvantages for the organization.
Advantages:
The advantages about the employment of the contractors in the business includes the
likes of;