Human Resource Management Practices & Policies

This assignment delves into the crucial role of human resource management (HRM) within organizations. It examines key HRM theories and concepts, analyzes HR practices and policies in Australia, particularly focusing on equal pay and discrimination, and discusses the strategies HR employs to ensure organizational survival. The analysis compares different organizational approaches to HRM, highlighting the alignment between government policies and internal strategies.

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

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A clear overview of the overall recommendations
Human resource management is an important activity for the business organization since it is the
most important resource for all the organizations. The recommendation for the human resource is
faced by famous business organization and it is very effective. The highlighted issue on HR
ensures. The organization explains the theory between various employees and the organizational
structure. The organizational culture comes into play with standards set by government
regulating the body. This is so because the strategy laid down by the organization for paying for
the employees that should work in hand with the government policy and guiding the human
resource management (Brewster, Mayrhofer & Morley, 2016).
HR theories and Concepts
The task of the HR is to manage the organization and the people of the organization. The
HR has a relationship with the organization. The Human Resource usually piles the pressure of
the organization and tackles the discrimination issues (Brewster, Sparrow & Harris, 2015). The
HR is an issue which cannot be left blank in order to operate without pressure from outside the
organization. The Constitution, on the other hand, highlights the relationship between various
external organizations that regulate the behaviour of the organization towards employees. This
institution theory is also supported by the institution and when explaining the need for an
organization to act according to standards required. In contrast, explains that various institutions
will always push for employee wage increment despite their performance in an organization. On
the other hand, shows that the legitimacy of institutions lay in their ability to protect the right of
employees and therefore there is need to increase their pressure on the organization (Dessler,
Griffi ths & Lloyd-Walker, 2017).

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Analysis and critical thinking by comparing the HR practices and policies
The policies and practices of the HR in Australia have ensured that the there is equal pay to all
the employees and this helps in the implementation of all the business organizations. The
discrimination between the employees is based on their age and the gender and it is not accepted
in the HR policies for the Country of Australia. The HR policy which leads to the discrimination
from the employees in the wages being paid as violation of the Fair Pay Act .Therefore the HR
issues which have taken place in Australia have resulted in the non compliance of the policies of
HR in Australia (Heneman & Judge, 2015).
The strategies is compared to the other organization in the Country and the strategies that is
similar in both the organization and there are different norms laid down in the organization and it
is for paying the employees which should work in hand with the Government policy guiding
human resource management.
Similarly, this indicates that organization human resource structure outlined in organizational
chart normally complies with government policy pertaining to the labour policies. In this
scenario the organization designs the human resource strategy and the government standards
along with the organizational culture. This does not usually do not have any contradiction and it
shows the importance of organizational behaviour in solving the human resource issues (Ibid &
Kelly 2013).
The ways HR plays a vital role in the survival of the Organization
 The HR helps in the supporting and helps in the implementation of business strategies of
the company,

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 The HR creates and then maintains a competitive advantage for the company,
 It Improves the responsiveness of potential for the company,
 It helps in increasing the number of feasible strategic
 It helps in improving the cooperation between the HRM department and line managers
(Maguire, 2017)

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References
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European
resource management. Springer.
Brewster, C., Sparrow, P. & Harris, H. (2015), Towards a new model of globalizing HRM.
International Journal of Human Resource Management, 16(6), p. 966.
Dessler, G., Griffi ths, J. & Lloyd-Walker, B (2017), Human Resource Management, 3rd edn,
Australia, Pearson, p. 567
Fair Work Commission | Australia's national workplace relations tribunal. (2017). Fair Work
Commission. Available at: https://www.fwc.gov.au/ [Accessed on 25 Aug 2017]
Heneman III, H.; & Judge, T. A. (2015), Staffing Organizations. USA: McGraw-Hill.
Ibid, p. 31; & Kelly D. (2013), A shock to the system? The impact of HRM on academic IR in
Australia in comparison with the USA and UK, 1980–1995. Asia Pacific Journal of
Human Resources, 41(2), pp. 149–71.
Maguire, J. (2017). Woolworths hits back against exploitation claims. HR Online. Available at:
http://www.hcamag.com/hr-news/woolworths-hits-back-against-exploitation-claims-
216760.aspx [Accessed on 25 Aug 2017]

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