HRM503 Essay: Jackson & Schuler Model for Adelaide University HRM

This essay provides an analysis of the University of Adelaide's Human Resource Management (HRM) practices, focusing on the application of Jackson and Schuler's HRM model. It begins with a profile of the university, highlighting its mission, vision, and contributions to research and education. The essay then delves into the external environmental factors presented in the Jackson and Schuler model, including variations in the global economy, technological changes, national culture, industry characteristics, legislation, the actions of unions, and competitors. Each factor's impact on HRM functions is discussed. The essay proceeds to apply the Jackson and Schuler model to analyze the external operating environment of the University of Adelaide, considering political, economic, social, and technological factors and their influence on HRM. Furthermore, the essay outlines different functions of HR, such as planning, resourcing, retention, recruitment, selection, and training and development, and examines how each external environmental factor affects these HR functions. The essay references relevant literature to support its analysis and conclusions.

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Contents
Profile of HE provider and its mission and vision.....................................................................1
External environmental factors presented in Jackson and Schuler’s HRM model....................1
Usage of Jackson and Schuler model to analyze factors of the external operating environment
....................................................................................................................................................3
Different functions of HR..........................................................................................................4
Impact of each external environment factor on the HR functions.............................................4
References..................................................................................................................................6

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Profile of HE provider and its mission and vision
The University of Adelaide has been identified for its innovations in several areas of research
by the Excellence in Research Australia (ERA). An ERA is a national research appraisal
context conducted by the Australian Research Council (ARC). The University of Adelaide is
an open university and is known to be the third oldest university in Australia. The university
was established in 1874 and is the first university known to elect a woman in the University
council. The University of Adelaide is a world-class research and teaching organization. The
university is centered on determining new knowledge, hunting innovation and preparing
educated leaders of tomorrow. The university is having a well-established status for
superiority and liberal thinking. The University of Adelaide is identified as a vital contributor
to the wealth, health and cultural life of the Australian community. The university offers
high-quality education experiences across a wide range of undergraduate and postgraduate
degrees.
The University of Adelaide is uniquely designed and drives a prosperous and entrepreneurial
future for Australia constructed on innovation, knowledge, and connotation. The focus of the
university is informed by various changes confronting today’s society comprising the
requirement for economic evolution to the new industries and jobs. There is an authoritative
of a social revolution demanding more accessibility and lifelong learning. The globalization
has influenced and offered opportunities available locally. The technological disruption
taking place has redefined socio-economic constructs. The university is even the pursuit of
sustainability in the form of social, economic and environmental.
The vision of the University of Adelaide is to be a global leader for research, design, and
execution of whole-system humanitarian and development solutions that are comprehensive,
inspiring and sustainable.
The mission of the university is to work with communities to design, research, advance and
execute an affordable and desirable complete system for critical problems faced by members
of resource-constrained communities.
The University of Adelaide is a flexible organization rapidly leveraging world-class
university-wide capabilities to advance best-in-field solutions to the international
advancement challenges. The university undertakes a well-established scientific approach to
advance innovative and relevant solutions. In combination with the research pedigree, the

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university is utilizing community engagement strategies to advance and optimize solutions
for communities and other agencies. Moreover, the university is advancing complete system
solutions. It comprises community education and training for operation and sustainment of
any solutions with the concentration on community advancement. The University of Adelaide
is having a robust association with profit and not for profit organizations which assist to
dispense solutions and are actively pursuing to wide networks to make the sure impact of the
university. For the sake of technology solutions, the university has even designed for
commercial-scale manufacture and home manufacture from recycled materials (Voegtlin and
Greenwood, 2016).
External environmental factors presented in Jackson and Schuler’s HRM model
The purpose of the HRM model is to enhance revenues and productivity along with
sustaining relative labor costs. The HRM functions have various roles in the organization
assimilating to the business and HR strategies. The external factors influencing the HR
practices are the burdens on the organizations which cannot be measured and change
according to the needs of the organization. It is significant to have a adjacent look at the
external factors as these influence the HR practices of the organization (Boer, et al. 2017).
The external environmental factors presented in Jackson and Schuler’s HRM model are:
Variations in the global economy: The variations in the global economy affects to all the
national economies. The equilibrium of the global economy as a complete effect any national
economy in an optimistic way. Therefore, unemployment rates decrease along with the
increase in the general wage and salary levels (Paauwe and Boon, 2018). The HR policies of
the organization enable change in a favorable manner. The optimistic advancements in the
global economy lead to an increase in the exportation rates. It enlarges the manufacturing
which requires an increased employment proportion.
Changes in technology: The changes in technology offer a suitable infrastructure for mental
and physical human health. The advancement in technology enables to set up an improved
organization substructure. The enhancement in the number of technological alternatives or
innovations in the business operations can form a positive image for the organizations which
can enhance revenues (Pološki-Vokić, 2016). Moreover, changes in technology make enable
enhancement human resource (HR) functions like selection, recruitment, training, educating
and performance appraisal. Add on, the international advancements in human resource

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management can be learner rapidly along with the implementation. HR functions can also be
experienced in a more active manner (Cooke, 2018).
National culture and civilizations: The national culture and civilizations have a great role in
influencing the HR management activities in the form of relocating associated national
characteristics to business life. The attitude of the top managers and HR managers is
prejudiced by the local culture and has direct and indirect impacts on HR activities. The
national culture and traditions also have a role in influencing HR activities through varying
methods of the retort of management for local compassions. The cultural values are required
to be taken into deliberation by the organizations and public actions should not be confronted
for their actions (Oke, 2016).
Industry characteristics: The industry characteristics influence HR management activities in
varied ways. The sectors like manufacturing, retail, food or services like education and health
should form their own type of HR management system. When it comes to services like
education, it is necessitated education to be sensitive towards the need for HR. Moreover,
such industries are also greatly relied on the skills, characteristics, and capabilities of HR.
The education necessitates constant technological development and innovation along with the
skills, characteristics, and capabilities of human resources (Boon, et al. 2018).
Legislation: The policies of HR are required to be per the legal necessities. The organizations
should behave in the regulatory frameworks which means exercising the execution of laws.
The HRM practices are structured by the law. The variation of HRM activities relies on laws
and regulations. The legislation influences to occupational health, equal opportunities, and
industrial links. No one in the organization should be active in the jobs who are not
appropriate as per the gender, age or strength (Jiang and Messersmith, 2018).
The action of unions: The action of unions also has a great role in structuring HR
management practices of companies. The business organizations are required to enable
unions to be active in the framework of unions law. The HR functions should deliberate the
demand of the personnel at the time of making plans. The subfunctions of HRM should also
be determined and structured by labor contracts (Berman, et al. 2019).
The action of competitors: It is always required to be proactive. Therefore, leaders in the
organization respond to the action of contestants as a extensively seen situation informal life.
The competitor companies can increase the salaries or enhance work conditions along with
improved social programs. When the competitors provide better rights and circumstances to

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the personnel, the firm should retort in the form of sustaining anticipations of its staffs to
retain them in the organization (Reiche, et al. 2016).
Usage of Jackson and Schuler model to analyze factors of the external operating environment
The Jackson and Schuler model has a noteworthy role in analyzing the factors of the external
operating environment. Therefore, it has become significant to adopt Jackson and Schuler
model as compared to the traditional HR management for effective decision making.
The external factor in the form of political conditions has a great role in influencing the
legislation. The University of Adelaide is greatly affected by the political factors of Australia.
The university is greatly affected by the government policies and procedures, strategy and
procedure of admission. The visa charges are quite high for the students. The political
environment for the University of Adelaide is suitable in Australia. The university can appeal
to the local government for lessening the visa charges for international students (Shah, 2019).
The economic factors realized by the University of Adelaide is a change in the international
economy. The unemployment rate in universities is decreasing with the upsurge in the wages
and salary levels. There is a major issue concerning employability, funding, and value for
money in Australia. The University of Adelaide is quite a competitive condition in the
Australian industry. The earning of the people is increasing and the nation is experiencing
economic progress. So, the university is still in a stable economic situation. But the students
from other nations sing high charges to be charged due to the changing rates of currency
(Brewster and Hegewisch, 2017).
The social factors can be undertaken in the form of industry characteristics and union actions.
The HR activities at the University of Adelaide are influenced in various forms. The
university is having its HR management system. The university is sensitive to the needs of
society. The University of Adelaide has greatly relied on the skills and abilities of HR to
handle its routine process from admission to class lectures. The HR personnel is enabled with
the updated technology and skills to be competitive in the working environment. The actions
of the local unions influence the routine operations of the University of Adelaide (Jackson,
Kim, and Schuler2018). The university is required to follow the framework of local unions in
the form of law. The university always needs to deliberate the demand of the personnel at the
time of making plans. The subfunctions of HRM should also be resolute and structured by
labor contracts.

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Technology has a great role in the form of technological factors. The demand of the students
is kept on changing regularly. The University of Adelaide also charges high prices for its
programs. The students are provided with world-class facilities accompanied by technologies.
The students are enabled to explore the benefits of different courses along with the value of
the investment. The university has changed its institutional structure to meet the demand of
the students. Moreover, the University of Adelaide has upgraded teaching styles and
technologies so that students can attain better employment prospects (Holland, Cooper, and
Sheehan, 2017).
Different functions of HR
The HR functions provide an organization with the structure and competence to meet
business by managing the most valuable resources of the company. Different functions of HR
have been defined below:
Planning, resourcing, and retention: The planning, resourcing, and retention is the consistent
function. The planning is done to attain the optimum use of an organization’s most valuable
asset that is employees. The planning and resourcing make sure that the best fit between the
personnel and jobs with the avoidance of manpower shortages. On the other side, the
organization first tries to train the existing employees. If a company find shortages of
employees after the retention process, the company is likely to go for the new recruitment and
selection (Banfield, Kay, and Royles, 2018).
Recruitment and selection: The recruitment is stated to the procedure of appealing, screening
and choosing latent and competent candidates based on objective norms for the specific job.
The recruitment and selection process aims to appeal to the competent applicants and
inspiring the unqualified applicants to elect themselves out. The organizations should
implement proper staffing plans pre-procedure of recruitment. Afterward, the number of
employees should be determined required in the organization (Cooke, et al. 2019). The
estimation of the number of employees relies on the yearly budget of the organization along
with the short term and long-term goals of the organization. The recruitment and selection
process is determined to be quite effective as it enables an organization to minimize costs like
engaging incompetent, uninspired and underqualified personnel.

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Training and development: The human resource department is liable to tackle the training and
development of the personnel within the organization. The department enables an
organization with the training programs and conducts training of new and prevalent staffs.
The HR department also works in concurrence with the department and managers for
determining the training requirements of the employees (Clarke, 2018). The managers and
supervisors in an organization are liable for the contracts with the training providers and
monitoring training budgets.
Remuneration and rewards: The HR department in an organization is liable for several
aspects of the remuneration and rewards. This function tackles employee payroll and makes
sure that employees are properly remunerated with the rewards. The employees are rewarded
for the extra contribution made by them in the organization (Hauff, 2019).
Employee relations: Employee relations are pillars of an organization. Employee relation is
tending to be a quite wide concept. It is also one of the critical functions of HRM. It
contributes s to foster good employee associations. The employees can influence behaviors
along with the work outputs. An organization is required to organize activities which helps
know employees at both personal and professional level. The well-developed employees
promote a healthy and equilibrium relation with other employees and employers. Employee
relations are a major key to the success of an organization (Dumont, Shen, and Deng, 2017).
Impact of each external environment factor on the HR functions
The variation in the international economy influences the recruitment policy of the Adelaide
University. The positive developments in the global economy lead to an increase in
exportation rates. It enlarges the manufacturing which requires an increased employment
proportion. The University of Adelaide is a successful recruitment and selection system to
facilitate the development of personnel. The university aims to appeal, select, appoint and
retain qualified staff. The university has defined the principles and procedures to make sure
that recruitment and selection practices are consistent and are aligned with the primary goals
of the universities such as research, teaching, and training. The policy of the university is
envisioned to operate in conjunction with the University’s enterprise agreement, pertinent
legislation and associated policies and procedures (Armstrong and Taylor, 2020).
The national culture and traditions influence the HR activities of the University of Adelaide
in the form of training and development. The national culture and traditions have a role in
influencing HR activities through varying methods of the response of management for local

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compassions. The training and development sources to easily accessible chunks of learning
aiming to support individuals and teams to navigate the new world of work with the range of
resources (Siyambalapitiya, Zhang and Liu, 2018). The training and development cover
topics like wellbeing and leading through change and uncertainty. The university is having a
leadership development framework assisting the advancement of world-class leaders.
Moreover, the university also offers broad and timely accessibility to a suite of management
development workshops (Emeagwal and Ogbonmwan, 2018).
The industry characteristics have a great role in the remuneration and rewards of employees
at the University of Adelaide. The university is sensitive to the needs of society. The
University of Adelaide has greatly relied on the skills and abilities of HR to handle its routine
process from admission to class lectures. Moreover, social factors have also a great role in the
remuneration and rewards of the employees. The University of Adelaide focuses on offering
striking conditions of employment for its employees (Shen, 2016). The policy of the
university assists in the main goals of teaching, learning, and research by assisting retention,
attraction, gratitude, and rewarding staff through remuneration and a broad range of other
benefits. The university makes sure regularly that employees are properly remunerated with
the rewards. The employees of the university also tend to contribute to extra efforts (Collins,
2020).
Employee relations influence the actions of competitors. The employees in the university are
necessitated for high productivity and human satisfaction. Therefore, the university is
required to undertake an action of the competitors so that employees can be retained in the
organization. Employee relations have an effective role in dealing with resolving issues. The
employee’s relations as the HR function are influenced by the initiatives taken by the
competitors. The University of Adelaide is always proactive. The leaders in the organization
respond to the action of entrants as a widely perceived situation in professional life (Harrison
and Bazzy, 2017). It has been observed by the university that competitor companies increase
the salaries or enhance work conditions along with improved social programs. The
competitor companies providing better rights and circumstances to the personnel make the
university to respond to its employees in the form of satisfying anticipations to retain workers
in the organization.

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