Importance of a Proper Work Environment for Employee Performance

This literature review discusses the importance of a proper work environment for employee performance. It highlights how a healthy work environment can encourage workers to give their best performance and improve the standard of the company. The review emphasizes the significance of communication, team spirit, diversity, creativity, and growth in the workplace. It also cautions against too much relaxation and no professional ethics that might discourage workers from giving their best performance.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Task 1
Brief description of the company:
This study will discuss about the Australian airline company Qantas. It was found in
the year 1920 that has grown to be one of the largest airline (Qantas AU, 2018). They have
built a strong reputation in the market about their safety, operational reliability, customer
service and performance in the market. The airline brand is operating regional, international
and domestic services.
Size of the employees:
Qantas has an approximate employee list of 30,000 people. They fly thousands of
customers on a daily basis with the assistance of the 30,000 employees (Qantas AU, 2018).
The company and their workers have a strategy to maintain a good relation with the clients
and co-workers. The workers in Qantas make sure that they are treating each other and the
clients with optimistic, inventive, genuine behaviour that makes the brand a great
organization (Sarina & Wright, 2015). The employees also contribute a good amount of their
work life to meet the important issues in the organization. They have a cabin crew team that
helps the unfortunates and disadvantaged people.
Types of employees:
This paragraph will describe the employee management with reference to the
Atkinson flexible firm model. This model describes to design the workforce to meet the
organizational target through flexible staff management. Qantas has a flexible staffing system
and the staffs make sure that the customers are satisfied with their service. The company had
faced a downfall in the year 2012 since then it is trying to improve its condition and make a
better staff management system (Investor.qantas.com, 2018). They also initiated reward
programs to encourage the workers to work flexibly and smoothly in the organization.

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Description of the HR and their role:
Qantas had faced a turbulent phase since when the HR strategy has been strengthened
and they are focusing on HRM of the company. The HR management has made the
organization one of the largest turnarounds in Australian history. The HR team was specially
formed in the year 2013-2014 to assist the implementation of transformation plan that
resulted in a profit by 2015 (Weller & O’Neill, 2014). The HR contributed to the design and
the plan for transformation partnering with the single businesses to encourage sustainable
transformation and cost outcomes.
HRM model by Nankervis:
According to Nankervis the role of HRM are varied and depends on the nature of the
organization. It includes the vision, skills of HR professional and line manager. The main
responsibility of the HR is to ensure that the organization is including the proper number of
employees with the desired quality and skills required for the company (Nankervis et al.,
2013). On a contrast the HRM of Qantas is somewhat similar but they need to emphasis more
on their HRM strategy and build a better scope for future development. The company must
focus on their management skills to avoid any disturbance in employee management system.
Approach to the HR:
The Qantas airlines was on the verge of reducing their cost in the past few years. This
created a lot of disturbance in the entire system. However, the new HR models are unable to
recognize the fact that the workers are unable to express their needs and the idea of work life
balance is outdated. They HR should make sure that the workers are meeting their need and
the outcome sis not forced from them (Hampson, Junor & Gregson, 2012). The HR should
emphasis on the factor that the workers are completely dependent on the satisfaction they are

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receiving from the work life. They should not be forced to given an outcome that might
hamper their interest from the organization. The HR can create a high quality work place that
will encourage the workers to enjoy their work life.
Description of the HR function that are performed:
Qantas has HRM resource in four major areas such as the business segments, shared
services, corporate, shared services, development and learning. The HR is responsible for the
right of the people and providing training to the newly hired under job analysis. There have
been few gap in delivering the responsibilities in the organization that has led to few
confusion and conflicts in the entire organizations (Low & Lee, 2014). The HRM has failed
in change management and analysis strategy. The HRM is responsible for the employee
remuneration and as well as benefits.
Task 2
Job retention reasons:
The company that will be discussed in this task is the Commonwealth bank, Australia.
The company maintains few employee friendly strategies that attract the workers and
enhances their job retention tendency in nature (Robbins et al., 2013). The company typically
focuses in their employee management skills and tries to provide their best skills for
managing the workers in the organization.
High level understanding:
The primary reason for the employees to continue in the company are the company
has an extremely employee friendly attitude for their workers and tries to maintain a good
relation with them. The company spontaneously supports the staffs and motivates them to
maintain a healthy and work oriented life. They support the workers to in cult their culture
and also motivate them to meet the goal in the work place (Bernstein, 2012). They also offer

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rewards to the best working employee and the thus encourages them to meet the target or do
extra work in the organization. They also considers few things like flexible working hours for
the workers, public acknowledgement. They make sure that the employees financial
contributions are meet (Telfer, 2017). They maintain a clear and open communication skill
with the workers and also maintains a proper transparency while communicating with the
employees.
Key learning concept:
The company maintains a concept of hiring the right person for the company who is
suitable to meet the company requirement. The company acknowledges the employees and
also motivates them to meet their target (Rodwell & Teo, 2013). They reward for the best
employee thus increasing the interest of the workers. Thus this has become the main reason
why the staffs prefers to stay in this company and they remain in this company.
Task 3
A performance management plan for the job role of –
Job description and overview of the company:
The paragraph will describe about the job description and role of the HR role in the
Commonwealth Bank. It is an Australian multinational bank and has business all over the
world. It also includes variety of financial services and is listed one of the largest company in
Australia. The company has a requirement for hiring the desiring and able workers who will
be worth working for the company and will make sure that they are giving their best for the
company development.
The study will discuss about the role of the HR in the company. The role of HR is
very important in every organization (Jiang et al., 2012). The HR specialists are responsible
for hiring, recruiting, interviewing, managing and placing the workers in the company. They

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handle employee relationship, direct and coordinate them and also manages them as per
requirement. The HR role has two divisions among which one is HR recruiter and the other is
responsible for managing the worker. The HR generalist carries out the responsibilities in the
areas like: department development, information system, employee relation, training,
development, benefit, employment and benefits to the company. The HR makes sure that the
employees are working accordingly and comfortably in the company and are able to meet the
company aim.
Position description:
The recruiter will partner will the manager in the company and meet the need of the
company. This position nurtures the relationship with talented workers and helps them to
utilize it to give their best in the performance (McDermott et al., 2013). The position of a HR
is very important for the company as they decide the selection of the employees and handle
the challenges faced by the employees in the workplace. The employees are placed in the
company by the selection of the HR.
Duties and responsibility:
 They need to develop and implement strategic initiatives for recruiting the diverse
talents.
 Work with managers and hire the best quality workers for the organization
 Develop a string relationship with the hiring manager.
 Manage full cycle recruiting process, meet the goals for recruiting, and implement
employment marketing strategy.
 Tracking and reporting key metrics to measure and predict the activities of the staff.
 Implement the search strategy for selection of vendors and performance metrics.
Description of the most suitable type of performance

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The most suitable performance for them is it hire new employees and analyse the
qualities in them that can be used by the company to meet their target and improve the
condition of the organization. Every organization a spires to improve and expand. It is the
role of the HR recruiter to the best possible worker for the organization. The HR scrutinized
the quality in the workers and uses them to meet the company goal (Bolden, 2016). The
company also depends on the HR to hire the best performing workers who will be suitable to
give their best to the company. The HR is the core of the company working system as they
are solely responsible for the proper management and working of the organization. The
production count and quality is completely dependent on the HR selection. As the HR selects
the worker who will be eligible to work for the company. The most suitable type of
performance of the HR is hiring new candidates for the company. The HR is responsible for
hiring the best worker for the company and has to make sure that they are making proper
decision.
Justification:
The job role of the HR is to create a better selection in hiring the best employee for
the company. It is important for the company to select the best worker for the company and
hire the skilled workers who are eligible for the job role (Daily, Bishop & Massoud, 2012).
The HR has to make sure that they are hiring the employees accordingly. The role is highly
important and the company relies on this role as the production standard and quality is
dependent on this step.
Table demonstration:
This section of the study will focus on the pros and cons of the performance by the
HR in the company. The job role of the HR is most important and is highly on demand to
create a better working of the organization. However, there might be few risks related to this
performance.

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Pros Cons
 The job role determines the
production quality and quantity in
the organization
 They motivate the employees to
work efficiently
 They meets the challenges faced by
the workers and also mitigate them
 They organize and manage the
workers in a desired manner.
 They help the organization to grow
and meet their target by encouraging
the workers to do to.
 The selection might not be correct.
 If wrong selection are made then the
service of the company will be
hampered
 If they are not conducting the issues
will proper care then it will lead to
chaos and misunderstanding
(Bolden, 2016)
 The work environment can be
damaged if the issues in the work
place are not met by them.
 The workers might feel demotivated
if the HR is not adjusting.
 The mistakes done by the employees
might have to be answered by the
HR of the company.
Table 1: Pros and Cons of the performance of the job role
(Source: Low & Lee, 2014)
Task 4
Literature review:
Importance for a proper work place environment:
Workplace is the place where the employees have to give their best performance to
get a better outcome in work life. The combination of good work and environment

8HUMAN RESOURCE MANAGEMENT
determines the capability of an individual to survive in the company or organization.
According to Weller & O’Neill (2014), a workplace must have a good environment for every
job role starting from the role of a sales person to the auditing person. The environment
determines the chances for an employee to give their best in the workplace. This was also
supported by McDermott et al., (2013) stating that if the environment is healthy and
promising then the workers automatically get interested to work and gives their best to the
company. It was stated by Bolden (2016), which if the communication is clear and there is
clarity in the communication the workers will be able to work according to the company
requirement.
The author also stated that communication plays a vital role in every job role. There
are high chances of success and better performance if the communication between the
workers and the officials are clear and fluent. A work environment with good communication
system encourage the workers to maintain a good relation with the co -workers and increases
the team spirits. It was said by Weller & O’Neill (2014), that team spirit forms the core of a
group and positive environment. It encourage the workers to work in group and improve their
skills and at the same time provide a better performance in their job role. A group
performance also includes rewards and recognition thus encouraging the individuals to
perform the best. Low & Lee (2014) stated that a work environment that encourages
diversity, creativity, growth, makes the workplace a preferable place for the user. However
there is too much of relaxation and no professional ethics might not be successful for
business growth. Too much good environment and no professional rules might discourage the
workers from giving their best performance and thus decreases the standard of the company.
As stated by Robbins et al. (2013), the workers must assure a proper balance in the work
place that will help them to maintain a professional environment and also help them to work

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with a proper environment. This is required in every organization and thus it should be
maintained in them.
Importance for proper selection of employees:
Recruiting is most important part of every organization. a proper selection of
employees determine how well the company would perform or give service to the customers.
The companies must make sure that they are giving their best to select the worker and
implement in the correct position. According to Bernstein (2012), a proper recruitment
process will fulfil the desire of the company to get the best and needed service from the
workers. The HR has to make sure that they are receiving the best performance from the
hired workers. The production and performances of the company is determined by the types
of worker they hire for the company. According to Chapman, Howe & Ainsworth (2015), the
company should also give chance to the immature and fresher’s to the company instead of
always hiring the experienced and skilled workers. The fresher’s should also get chance to
work in these organization as it might be known that one day they might achieve a certain
target that is most desired by the company or organization (Telfer, 2017). The need for proper
selection is important along with this the identification of the employees skill should be done
accordingly so that they can be placed in the organization in the position where they can give
their 100%.

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729.
Bolden, R. (2016). Leadership, management and organisational development. In Gower
handbook of leadership and management development (pp. 143-158). Routledge.
Chapman, A., Howe, J., & Ainsworth, S. (2015). Centre for Employment and Labour
Relations Law The University of Melbourne.
Daily, B. F., Bishop, J. W., & Massoud, J. A. (2012). The role of training and empowerment
in environmental performance: A study of the Mexican maquiladora industry. International
Journal of Operations & Production Management, 32(5), 631-647.
Hampson, I., Junor, A., & Gregson, S. (2012). Missing in action: aircraft maintenance and the
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Management, 23(12), 2561-2575.
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Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2013). Human resource management:
strategy and practice.
Qantas AU, (2018) Fly with Australia’s most popular airline
 Qantas AU (2018) retrieved
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