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Human Resource Management - Reflective Journal

   

Added on  2021-06-15

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Human Resource Management 1HUMAN RESOURCE MANAGEMENT-REFLECTIVE JOURNALby (Name)The Name of the Class (Course)Professor (Tutor)The Name of the School (University)The City and State where it is locatedThe Date

Human Resource Management 2Human Resource Management-Reflective Journal Human Resource Management in Australia and its Legal ContextHuman Resource Management is a fundamental function in every organization.Primarily, is pertains to the management of human resources within a firm. Over the past fewweeks, we have learnt in class the concept of human resource management with a special focusof its application in Australia. Additionally, we have had the opportunity to learn about strategichuman resource management as regards to the legal context of the function. By the end ofchapter one and two, I was well versed with knowledge on the HRM practices and its legalcontext within the Australian economy. From the teachings of week one and two, human resource management is the formal termused to describe mechanisms devised for the official management of workers within a particularinstitution. Thus, the responsibilities of a HR manager in Australia fall into three main areas,namely staffing, defining and designing work, and employee compensation. Additionally, thepurpose of the HR manager is to maximize the productivity of an organization’s employees byoptimizing their performance and effectiveness. From these, one also learns that the basicmission of this management function is to always acquire, develop and retain talent within theorganization to ensure that they perform optimally to increase the company’s profits. It is worth pointing out that the lessons were enlightening and eye-opening. Through thelecture, I found out that in Australia, there are trends of HRM policies as they are becoming onmore calculative and worker centered as compared to previous practices. Additionally, the trendis moving towards a reduction in the role of organizations with most firms adopting HRMpolicies that are regarded as more effective. Additionally, Australian firms are increasingly

Human Resource Management 3adopting the use of flexible working conditions with greater use of performance appraisals withthe aim of developing policies that work towards career break schemes, career planning, andadvancement. Aside from the HRM practices adopted in Australia, the lecture introduced us to thestrategic and legal contexts of HRM practices. From the lesson, I was made aware of the fact thatlegal considerations are significant external forces that affect how HRM relate to state, local andfederal legislation. Today, many executive orders have a major impact on HRM. Thus, when afirm complies to the legal requirements and considerations, it contributes towards theenhancement of goodwill reputation for the organization. In addition, it contributes to fairoperation of the organization, thereby resulting in the company obtaining competitive advantageover other firms in the market. As a whole, the lesson illuminated why it is important for HR managers to understandthe legal considerations of their HRM practice within a given country. Mainly, understanding theconcept is critical as it allows them to understand the legal issues that affect the practice ofHuman Resource Management in the organization. These may include factors such as how tocompensate their employees, the benefits to offer their members of staff, how to handle conflicts,and the procedures of hiring and firing their employees. In turn, when an organization adheres tothese legal considerations, it enjoys great benefits and avoids scuffles and disagreements with thelegal authorities as well as its employees. The lesson also introduced us to the Federal Fair Act of 2009 and the Fair WorkRelations 2009 among others that provides guidelines to Australian Human Resourcespractitioners (Murphy, 2017). The Acts provide an overview of the legal requirements,

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