Human Resource Management Report: Auckland University Staffing

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Auckland University. The report focuses on key areas including staffing strategies, work system designs, learning and development, performance management, and compensation management. It highlights the challenges faced by the university, such as an aging workforce and the need for flexible teaching guidelines. The report evaluates the effectiveness of internal and external recruitment processes, emphasizing the importance of continuous learning and development for staff. It also examines performance management gaps and suggests recommendations for improvement, including rigorous recruitment processes, effective work system designs, and the implementation of key performance indicators. The report also suggests improvements in compensation and incentives to motivate employees, and concludes with recommendations for the university to gain a competitive advantage in the education sector.

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

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Task 2-A
Staffing
The staffing strategies that are implemented within the Auckland university need to focus
upon the better quality of education service. The university is currently facing issues due to the
existing organizational structure. This is mainly due to the fact that the education centers are
facing issues due to change in the nature in the work profile. The average age of the teaching
stuffs is also rising that is not allowing the university to implement flexibility within the teaching
guidelines. The median age of the university staffs in Auckland is reported to be 50 years and all
the newly recruited teaching are all above the age of 40 (Armstrong & Taylor, 2014). The
staffing requirements of the university have to be fulfilled successfully, such that the university
is able to operate successfully and reach the heights of success.
The internal recruitment process can be effective for the university is able to provide
proper promotion to the old employees. It is also possible to motivate the existing working staffs
as they are rewarded with promotion (Hu, 2016). However, in order to implement this policy, it
is essential to properly evaluate the past performance of every employee. On the other hand, if
they are to deploy external staffing strategy, it is essential to recruit young candidates, who will
have the skills of deal with flexible working nature. The placement of the candidates is done
based upon their work experience.
Work System designs
The work system design with the university is highly becoming complex due to the
change in the nature of the education system. It is also important to conduct timely analysis to
properly implement change (Sparrow et al., 2016). The university has not been able to follow the

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guideline of the syllabus that has been fixed for each type of degree courses. This is mainly
possible due to the extra pressure of the new type of academic syllabus.
The newly recruited employees with the organization are also facing challenges due to
the new and flexible type of work system within the university.
Learning and development
Continuous learning and development is a process that ensures that all the employees of
any business organization will keep themselves updated. However, in case of the staffs of the
Auckland university, it is not possible to continuously learn and develop the new process of
development (Sparrow et al., 2016). The university staffs are also not able to improve upon their
teaching skills that is needed in the new style of learning and development. The needs of each of
the employees have to be identified and the needs have to be fulfilled such that the employees
remain motivated to work and fulfill their career aspirations. Moreover, learning and continuous
development is important to ensure the fulfillment of the needs of the students.
The university needs to maintain high level and continuous process of learning
development. This can be developed by incorporation of the latest modes of the teaching process.
There is also the use of the technology that can be used as a part of improving the training
program.
Performance management
The management of the performances has a key significance in any business organization
(Brewster, et al., 2016). Due to the aging staffs of the university, it is not possible to have the
most effective level of performance in the context of the education service. The management of
the performances is important since, based on the performance management, the improvement of

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the performances of the employees are to be planned. Moreover, based on the employee
performances, the appraisal and promotions need to be given to the employees as well. The
performance management gaps that has been identified, when compared to the Harvard
University includes lack of effective performance monitor and measurement activities to key
performance indicator tools.
The poor level of performance by the student is one of the major indicator of the level of
performance management by the employees. It is essential to regularly update the style of
teaching for dealing with that of the teaching styles (Sallis, 2014).
Compensation management
The university is not properly able to provide compensation to the teaching staffs that is
needed to maintain high level of work motivation. The compensation given to the employees are
according to the minimum wages that will help to ensure that no one is denied in any
forms(Armstrong & Taylor, 2014).The minimum wage that is given to the employees of the
University of Auckland is according to the Minimum Wages Act.
The university can also introduce the system of compensation in the forms of reward
system and providing proper recognition to the employees.

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Task 2-B
Recommendations
It is recommended that the selection of the staffs need to be done through a rigorous
recruitment process. This can be ensured by the selection of the young teaching staffs, who will
have the ability to deal with the new process of teaching.
The work system designs need to be processed successfully, such that each employee is
able to follow the work system designs successfully. Each activity of the University of Auckland
has to be done successfully, such that the students are able to study successfully, without facing
any issues. The new work system of the university needs to proper information system that will
have details about improving the productivity and education service. It is also possible to
eliminate all kinds of organizational conflicts as all the teaching staffs will be able to get the
detail information about the new changes that are implemented with the education system
(Galegher et al., 2014).
In order to ensure the process of continuous learning and development, the performances
of each employee have to be reviewed, along with identification of the training needs. The
employees need to be involved in continuous learning and development process (Brewster, et al.,
2016). This will help the University of Auckland to gain competitive advantage over the others.
In order to ensure successful performance management, the performances of each of the
employees have to be reviewed from time to time (Sparrow et al., 2016). The top performing
employees should be given appraisal and incentives, such that they are motivated to work even
more diligently. Effective KPIs need to be designed, such that they are able to monitor the
performance of every employee.

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Compensation is one of the major motivations that have a key role to play in the
satisfaction of the employees (Bryant & Allen, 2013). The compensation of the University of
Auckland is lucrative. However, it is recommended that promotions and incentives need to be
given, such that the employees are able to motivate themselves.
Thus, these recommendations could be followed by the human resource management
team of the University of Auckland; such the employees are able to work successfully.

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References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR
strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Galegher, J., Kraut, R. E., & Egido, C. (2014). Intellectual teamwork: Social and technological
foundations of cooperative work. Psychology Press.
Hu, Y. (2016). Design and Implementation of Recruitment Management System Based on
Analysis of Advantages and Disadvantages of PHP Three-Tier. Romanian Review
Precision Mechanics, Optics & Mechatronics, (49), 74.
Sallis, E. (2014). Total quality management in education. Routledge.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.