International Human Resource Management: A Case Study of Charles Darwin University

This study delves into the key principles of human resource management within higher education institutions, specifically focusing on Charles Darwin University in Australia. It examines the university's profile, mission, and vision, and analyzes the impact of external environmental factors, as outlined in Jackson and Schuler's (1995) HRM model, on the university's HR functions. The study also explores the various functions of human resource management, including planning, organizing, leading, controlling, retention, recruitment and selection, training and development, remuneration and rewarding, and employee relations. By analyzing the impact of external environmental factors on these functions, the study provides valuable insights into the challenges and opportunities faced by higher education providers in managing their human resources effectively.

International Human Resource Management

Table of Contents
1. Identify a HE provider in Australia or in your home country/state/territory. Briefly
describe the profile of the HE provider and discuss its mission and vision.............................4
2. Discuss the external environmental factors presented in Jackson and Schuler’s
(1995) HRM model.....................................................................................................................6
3. Different the different functions of Human Resource........................................................8
4. Discuss the impact of each external environmental factor on the HR functions of the
chosen HE provider.................................................................................................................10
References.....................................................................................................................................18

This study of international human resource management includes the key principles of human
resource department for higher education providers like universities, seminars and etc. Different
theories of human resource management have also discussed in this study in an efficient manner.
The profile of the higher education has been described in this study by taking the example of
Charles Darwin University from Australia. The mission and vision of this university have also
explained in this unit in an efficient manner. The impacts of human resource management on
higher education provider have been taken place in this unit in a well-behaved manner.

1. Identify a HE provider in Australia or in your home country/state/territory. Briefly
describe the profile of the HE provider and discuss its mission and vision.
It is very well known that human resource management plays a very strategic and significant role
in helping any association in maintaining and building up the competitive advantage. Charles
Darwin University is well known as the Australian public university. This university helps in
making about 24000 students knowledgeable and educated as of 2010. It is very well established
from 2003 after the amalgamation of Northern Territory University of Menzies and Darwin.
According to Foster, (2017), the higher education administration program is well designed for
those students, who want to get enter into the role which is related to the administration in
universities and colleges, post-secondary, agencies of state educations and etc. A higher
education university supports the students for improving their skills in the better manner. This
university examines the effective strategies and innovative strategies for improving the success
of the students as well as their career path. The introductory commentary examines all the
current challenges to persistence and the completion. The higher education universities help the
students in managing their education in most appropriate manner. The Charles Darwin
University includes different kind of activities to educate their students in high profile manner
(Foster, 2017).
Mission and Vision of Charles Darwin University
The Charles Darwin University provides several higher education institutions. According to
Manning, (2017), the mission of Charles Darwin University business school is basically to
empower, discover, connects and to grow the students with the efficient skills and knowledge.
They are very influential supporters of the society. This university helps the students in
providing all the resources to empower their behaviour, knowledge ability, and skills as well.
The Charles Darwin University works with the vision to make their students very creative and
innovative. They work for recognising the dual sector school of business at international level
and to engage the students and stakeholders actively. The Charles Darwin University includes
the various systems and procedures to educate their students for building up their career in most
successful manner. It also includes the different functions for the betterment of their faculty so
that the education system can get improved globally by the innovative ideas and thoughts. The

Charles Darwin University is very well established in Australia with its positive image or
goodwill for providing best services to its employees, faculties and for providing best education
system to its students as well (Manning, 2017).
The main vision of Charles Darwin University is to expand their education system globally by
expanding their education level with best possible resources and technologies. Providing a wider
range of vocational degrees, various training courses and degrees of higher education also gets
includes in the vision and mission of this university. The Charles Darwin University also
includes the part-time education system online and external as well. It helps the students to
become educated with all the resources and skills, which can help them in future references for
building up their career.

2. Discuss the external environmental factors presented in Jackson and Schuler’s
(1995) HRM model.
The below analysis includes some of the major external environmental factors which are well
presented in the HRM model of Jackson and Schuler.
 Regional and National Culture- It is well observed that the national and regional factors highly
affects the environment of the education provider or university. National culture really exerts a
powerful pressure on the system of attitudes, values and the behaviors of the people. The rules,
regulations, policies, ways of living, festivals, agriculture society, tradition and etc. also affect
the entire environment of the higher education provider like as Universities. The positive
environment of national and regional culture helps in presenting some new and good changes in
the environment of the university which helps in growth of its. On the other hand, the negative
environment affects the university in many of the negative ways.
 Industrial Market Conditions- According to Maxwell, et. al., (2017), the good or bad
conditions of various industries also affects the environment of Charles Darwin University in
very efficient and effective manner. The growth of the industries helps in increasing the
resources and facilities of the universities. A positive or good situation of the industries is
famous for providing the better education system by inventing some new technologies and ideas
as well. It greatly helps in making the education system better. But it brings up so negative
results or the situation of loss in terms of the bad situation. The positive situation of the
industries helps the faculties in providing some different innovative and creative ways which
help them in educating the students in such a great manner. Wherein less resource demotivates
the faculties of a university to educate the students efficiently (Maxwell, et. al., 2017).
 Laws and Regulations- The factors which need some modifications in the education system are
completely related to the law and legal regulations of their countries. As same it is also related to
the features of their national culture. According to Dow, (2017), the rules and regulations affect
the environment of the university in both negative and positive manner. Some laws, policies, and
regulations prove very beneficial for the faculty, students and environment of the university, but
sometimes it affects negatively as because the laws and policies creates the situation of bounding

which most of the people do not like. Many of the times people feel unhappy with this which
impacts the entire environment of the Charles Darwin University in such a negative manner
(Dow, 2017).
 Social Factors- According to Lesley, (2018), the social factors such as fashion, trends and etc.
creates some changes in the environment of Charles and Darwin University negatively and
positively. Most of the times faculty and students both get attracted to the negative environment
of society which hampers the environment of this university in such a negative manner. The
positive environment helps the university with fruitful results in expanding their education level
globally. In order to get established for longer, peaceful nature is very much required. As
because population, crowd, connections with bad people affect the environment of a university in
such a bad or negative manner (Lesley, 2018).

3. Different the different functions of Human Resource.
 Planning
If you don’t have any idea in mind then any road will be suffice. Planning is the foremost
part of management functions. Under planning function, a blueprint of the works to be done
is formed so that no overlapping is done.
 Organising
In this management function resource allocation is done. Resources are organised and
allocated to different departments so that they can carry forward there works. Coordination
and integration is the key of success in this function.
 Leading
It is a critical function of management. Every business has people to work with and it
depends on managers and leaders how effectively they use their potential for the work.
Leadership is the essence of successful management.
 Controlling
The evaluation of the plans and activities whether they are going according to the plans cones
under controlling. Comparing the desired and actual results for evaluation is the part of
controlling.
 Retention
The process of retaining the employees in an organisation is known as retention. Under this,
company put extra efforts to sustain and retain the employees in the organisation so that the
working environment remains stable and labour/employee turnover remains low.
 Recruitment and selection

The process of inviting the pool of potential employees in the company is known as
recruitment. It is a positive activity as it is inviting job application from the prospects.
The process of selecting and screening of capable and skilled candidates from the pool of
mass is known as selection. Selection is process is necessary as the company cannot afford to
employee all the candidates. It is a negative process from the view of candidates.
 Training and development
Under the process of training and development, the employer provides training and
mentoring to the employees to make them work ready and fit for the organisational culture.
Under this, proper training is provided to the newly recruited candidates so that they can
develop a better understanding of the work and the environment of the organisation.
Under the development process, recruiters help the employees to develop a new skill in the
employees so that they can develop in their career and field.
 Remuneration and rewarding
The process of awarding the employee for their work in the monetary terms is known as
remuneration. It can be the basic pay and the incentives which the person is getting for
his/her work done. On the other hand, rewarding is done when an employee puts some extra
efforts in the work. It is payback for the employee for his extra efforts.
 Employee relationship
To retain the employees in the organisation for a long run, smooth and balanced employee
relations are necessary in the organisation. The relations which an employee and the
employer shares in the work place is termed as employee relationship. It can be personal or
inter personal relationships. To build the relationship, trust and faith is necessary.

4. Discuss the impact of each external environmental factor on the HR functions of the
chosen HE provider.
As business organisation affects from both internal and external environment, human resource
also have their own internal and external environment. These environment factors make issues
complex within the organization. External environment of HRM are changes in international
economy, changes in technology, changes in national economy and culture, government rules
and regulations, competitors policies and many more. Because of these factors there is a
requirement of properly understand the impact of external environmental factor on HRM
practice. HR functions- recruitment and selection, training and development, orientation,
compensations and performance of employees are affected by these external environment
factors. This task helps in understanding the role and impact of external environmental factors on
HR practices.
(Figure1 - Factors Affecting HR Practices)
(Source- Noe, et. al., 2012)
Here is the demonstrate of the role of the impact of the external environment factor on a wide
range of HRM practice-
1) Changes in International Economy –

This is one of the biggest factors which affect the practice of HRM directly or
indirectly. Changes in international economy include recession in countries which
affects all over the world. Improvement and growth of world economy helps in
increase in national economy of all countries, this affect in a positive way.
2) Change in Technology-
Changes in technology have both positive and negative impact on human resources
policies. Changes in technology affect every aspects of human life. In current time
technologies improves a lot. With changes in technologies all work of HR manager
has been done through developed technology (desktop, online and there are lots of
programmes available at different sites).
3) Changes in national economy and culture –
National economy affects directly or indirectly the work of human resource activates
of all the organisations. Changes in any kind of work has both positive and negative
aspect, changes in national economy and culture also have. Positive changes would
increase the demand and supply of labour, product and services whereas negative
changes decrease the profit, turnover of the organization.
4) Government rules and regulations –
Every organization has to be following the rules and regulations which are made by
the government. Government rules and regulations are those which are made for the
benefit of the country so it is required for every organization to follow them properly.
All the HR policies should be made as per the government legal rules.HR managers

have to prepare the policies after considering all the rules and regulations of the
government. There are various policies which are made in respect of HRM practices –
equal employment, sexual harassment prevention, safety and health management,
labour policies, union contract grievances.
5) Competitors policies –
According to Tiwari and Saxena, (2012), HRM activities create competitive
advantages for other companies. Competitors are those who develop complexities for
others business environment. Although competitors provide different career options
to various organisations. Different firms can increases wages and salaries and provide
better services to the society so they can provide better employment area to the
public. Professional and competitors policies also impacts on human resource
management.
 External environment factors
The factors which effect the organisation externally are said to be the external factors. The
factors are beyond the organisational control and no one can escape from its effects. The
degree of its magnitude is determined by the adaptability of change by the organisation.
External environment comprises of two types of environments namely micro external
environment and macro external environment.
 Micro environment
The micro environment also known as operational task environment or the task environment
as it has direct effect or bearing on the operations of the business of an organisation. Micro
environment consists of several factors which have to be kept in mind. These are as follows;

 Suppliers: They affect the business organisation directly. Suppliers provide the raw
materials and other supplies which are required to form the product and services
 Public/stakeholders: The society or environment in which the organisation is running is said
to be the public. They must be taken proper take care as they affect the reputation and image
of the company.
 Customers: Customers are the lifeblood of every business organisation, without them the
business cannot earn money and survive in the market. They are the true stakeholders in the
company.
 Creditors: They are the financers which provide funds to business to carry on its operations.
As without funds, the business cannot run for long. They are the second most important
stakeholders for the company.
 Macro environment
Macro environment is also known as general or remote environment. Its effects are more
uncontrollable and adverse on the business environment. It affects the industry as a whole.
Several other factors are involved in the macro environment. These are:
 Political
 Economical
 Social
 Technological
 Supply of skilled employees
 Demand of skilled employees
 Unemployment rate
 Company’s reputation

 Employment legislation
 Government rules and regulations
 Political
It comprises of the political conditions which are prevailing in the country. It includes the
political stability of the country, rules and regulations which they are going to imposed on the
business organisations.
 Economical
The state of the economy of the country comes under economic environment. The
economic conditions affect the operations in many ways.
 Social
The state of the society, their norms, cultures, beliefs, practices comes under social
environment. It can have an indirect impact on the business operations.
 Technological
With the advancement in technology, it is very important to update the systems timely. It
the necessity of time to modify according to the changing scenario.
 Supply of the skilled employees
The number of people available to work according to a particular skillset for an industry is
the current supply of the skilled workforce in the market. If the availability of the number of
people is high and the requirement by the industry is low then, it will create a jobless market
in the economy.

 Demand of the skilled employees
The number of skilled people required to work in the industry is said to be the demand of
the skilled people. If the demand by the organisation or the economy is high and the supply is
low then it will create an imbalance in the economy which will further leads to shut down of
industries.
 Unemployment rate
It is the rate or per cent of people who are currently unemployed or jobless in the
economy. If the unemployment rate is high in the economy, it will lead to youth agitation
which will affect the growth of the country.
 Government rules and regulations
The government of a nation also effects the human resource management decision. The
rules and regulations stated by the government have to be followed by the companies. It can
be retirement age, number of female employees in the company, nominal wage regulations
etc.
 Employment legislations
The legislations are formed by the government for the protection and welfare of the
employees. These are formed to facilitate the welfare and protection of employees from
unethical activities by the employer, exploitation and malfunctions there are several acts
which are formulated to protect the interest of the employees like labour laws, companies act,
employment acts etc.
 Company’s reputation

Everyone has a dream company which he/she wishes to work. It is because of the
reputation of the company which the company possess in the market. The image of the
company also determines its human resource planning.

This unit basically includes the study of higher education providers. The external environmental
factors according to the HRM model of Jackson and Schuler's (1995) has been taken place in this
study to understand it well. The various factors have been analysed the external operating
environment of Charles Darwin University. This study of international human resource
management also includes the different function of HRM such as resourcing, planning, retention,
recruitment and selection, development and training and etc. The rewards, remuneration,
employee relations these kinds of functions of HRM in the organisation has also included in this
study in the perfect manner. All these functions of human resource management help in
providing the better services to the customers' and students of higher education providers. The
impacts of each external environmental factor on the functions of HR in Charles Darwin
University has also discussed in this study very well.

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