Managing Human Resource in Australian Organisations

The report discusses the importance of motivation, contemporary building and career development, recognition and rewarding performance in human resource management. It also highlights the need for federal policies to rectify male-dominated workforces and flexible timing to solve problems. The report provides a summary of the key points and recommendations for future improvement.

Human Resources in Organisations

Table of Contents
A. INTRODUCTION .....................................................................................................................3
B. The news story in brief................................................................................................................3
C. Identification of the human resource issues raised in
relation to theories or models .........................................................................................................4
CONCLUSION................................................................................................................................5
RECOMMENDATION...................................................................................................................6
REFERENCES................................................................................................................................7

A. INTRODUCTION
The government and legal policy makers in Australia have been encouraging
the employment and retention of mature aged workers. They have observed a skill
and labour shortage which may affect the economic growth. This report is in
context of a news article regarding the shortage of skills and human resources in
Australia. The report will focus on the reducing labour rate in the Australia which
is negatively affecting the business and the economy of the country. The report
will briefly discuss the news story in order to achieve a better understanding of the
issue. This report will identify the human resource issues rising in Australia in
relation to the various theories of Human resource management. The report will
also provide effective recommendation in order to overcome the growing issue of
skill or talent shortage in Australia
B. The news story in brief
The news story is in concern to the reduction of employee talent or skills in
Australia, the candidates or job seekers thinks that the biggest barrier of their
career development of growth is their age(Marchington and et.al,,2016) The news
story reflects that a survey was conducted on around 4500 global job seekers
including the candidates in Australia in order to identify their attitudes towards
searching job and career progression. According to this survey it is clearly
concluded that Australian job seekers are more likely to believe that age is a major
barrier in their career development and growth as compared to the candidates in
United Kingdom and United states. The percentage of the candidates having this
perception in Australia was 37% which was very high in comparison of the other
countries. The news article also included the perception of the manager at
Manpower-group, Sue Howse. She agreed with the fact that age is a globally seen
barrier for the candidates in developing their career specially in Australia(Bratton
and Gold,2017). The Manger added to her statement that the employers who retain

the mature employees can achieve competitive advantage and avoid the barrier of
talent shortage. She also stated that even though the retention of mature labors is
beneficial very few Australian companies are grabbing this opportunity. The news
article mentioned that Sue Howse supports the retention of the mature or aged
workers in order to fill the job vacancy which can help the organizations to
overcome the issue of talent or labor shortage in Australia. In addition to this, the
news article proves that it is not important to just hire or recruit old employees in
the organisation but there should be an understanding among the employers with
regards to the work preferences of various age groups. The news article focused on
the issue and challenge faced by the organizations in Australia with respect to the
employee shortage affecting the performance of the businesses in the country.
C. Identification of the human resource issues raised in
relation to theories or models
The major issue developed and raised in Australia was the retention of the
mature or aged employees in the organizations. This resulted in the shortage of
talented and skilled employees affecting the performance of the businesses and
organisation operating in Australia(Brewster and Hegewisch,2017). The Human
resources are the major element of each organization and business, each and every
organization needs to develop most effective and strong workforce in their
business in order to perform the business function effectively and efficiently. This
has crested a big issue in Australia, the candidates believes that age is a major
barrier which can affect their career development negatively, this also leads to
demotivation among the candidates or job seekers in Australia. It is important for
the organizations to focus on retaining mature and talented employees as well as
give chance to new employees with innovative ideas. There should not be any
discrimination on the basis of age so that the job seekers can get employment and
organizations in Australia(Pinto,2015). All these issues are related to the human

resource and its management, therefore the major issue developed due to this
situation or shortage of the talented employees is the fluctuation of human resource
department policies and working activities. It is very difficult for the huan resource
management to allocated the human resouces in various departments as the young
employees are not much talented or skilled and can not perform some roles
effectively.
There is an integration system for retaining employees that can be applied. This will enable to
make sure that all the issues that are faced from the side of workers are eliminated. With this
respect, there are 5 phases that are involved in this and they are as follows:
 Analysing organization climate: This is the place where workers are able to perform the
task given. It is important for the management to consider this areas so that employees
are able to perform with their full efficiency.
 Designing stimulating work: All employees within the firm need to have proper
understanding about the type of roles that has to be played by them(Cascio,2018).
 Training motivational leaders: Motivation play vital role to make employees to perform
with their full efficiency. It develops interest and willingness to perform the roles in
appropriate manner.
 Contemporary building and career development: People prefer to perform the work in
which they find growth. Talent can be made stable when individuals are able to find
appropriate support for their future.
 Recognition & rewarding performance: In accordance with the performance made
workers should be provided with rewards so that they get boosted up.(Reiche and
et.al,2016).
CONCLUSION
Form the above report is based on human resource in organisation at Australia. In this
report is focus on Australians are more likely than America face making career decision making.
There are barrier of the candidate is one of the major issue and solve them. To manage

manpower is most important part to arrange work and employers who embrace candidates across
a broad age spectrum. The various organisation in Australia will gain benefit and are likely to
create a competitive advantage in terms of addressing skills shortages. As per the above report
some strategy is to be used to solve such kind of issue like increase the age of retirement in work
place.
RECOMMENDATION
In working environment some new policy is to be introduce like federal policy is to be
rectify for male dominate work force. It is one of the most important part in internal working
environment. The report also uncovered wide ranging sexual harassment and bullying within the
force. To change some timing factor is also the best recommendation for future improvement and
taking time bomb facing problem is to be solved. On the other hand, flexibly timing is also the
best recommendation is help to solve any problem in the future. Around 83 % worker is happy
with this solution is to be used in work place and make some improvement in working condition.
This solution is help to increase the number of years of working with organisation, at least 3
years. Some more new recommendation is to be needed are as follows :-
 A decrease in hours, alteration of days, or substitution to a part-time role
 Accessing annual or age-long service leave of absence to maintain wage with reduced
work time.
All such kind of solution is more important to solve any issue regarding the
workforce and managing manpower in organisation.

REFERENCES
Books and Journals
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and
cases in international human resource management. Taylor & Francis.
Pinto, J. K. (2015). Project management: achieving competitive advantage. Prentice Hall.