Assessment 1: ER Risks & Benefits Analysis Report to Management

This report, titled "Assessment 1: ER Risks & Benefits Analysis Report to Management," delves into the challenges and opportunities of hiring temporary migrant workers, specifically those on Working Holiday Visas, for a citrus-growing cooperative in Victoria, Australia. It highlights the benefits, such as expanding the talent pool, diversifying the workforce, and filling vacant positions, while also addressing potential risks like local entity registration complexities and global pay scale considerations. The report provides a comprehensive analysis of employee relations, emphasizing the importance of maintaining positive relationships with employees. It also offers strategic recommendations for mitigating identified risks, including thorough market research and the utilization of external agencies for risk management and strategic planning. The report concludes by summarizing the significance of good employee relations and providing actionable insights for effective workforce management in the context of employing temporary migrant workers.

Assessment 1 ER Risks &
Benefits Analysis Report to
Management

Table of Contents
Executive Summary.........................................................................................................................3
INTRODUCTION...........................................................................................................................4
Three benefits to the company by employing temporary migrant workers on the Working
Holiday Visa................................................................................................................................4
Analyses two risks to company of employing temporary migrant workers................................5
Recommendations........................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

Executive Summary
The report will discuss the issue faced by the organization in hiring of temporary migrant
labour. The report will highlight the benefits that comes with the employing of required workers
from the outside of the boundaries of the nation.

INTRODUCTION
A large cooperative dealing in citrus growing runs in the region of Victoria. The
pandemic time was every hard for the company as the country’s borders were closed, no
permission was given to the migrant workers to enter the country. This resulted in worsening the
financial position of the firm. With the reopening of the Australian borders the company is
hopeful to hire workers that come on working holiday visa for picking up fruits but is worried
about the maintenance of positive employee relations and is seeking for solutions by hiring an
experienced individual of industry with HRM post graduate degree. The report is based on the
hiring of migrant labours on temporary basis. Employee Relation means putting of efforts by the
business entity in order to maintain the good relations with the employees. The report will
highlight the benefits of employing temporary migrant workers on the working holiday Visas for
the purpose of picking fruit. Report will cover the two risks associated with the employment of
temporary migrant workers on the working holiday visas. Lastly the report will recommend in
accordance with the adherence to the migration laws, the ways to manage the risks involved.
Three benefits to the company by employing temporary migrant workers on the Working
Holiday Visa
Talent Pool Gets Expanded
The foremost benefit of hiring of workers from the foreign nations is that the organization
is able to get workers that are more talented. Hiring migrant workers is highly beneficial when
the company is having difficulties in getting labours from the host country. Organizations opts
for the alternative of the hiring of migrant labours from the outside of the host country when the
host country does not have labours or workers with the availability of the required skills. There
are reasons for non-availability of required workforce within the country (Reid, Ronda‐Perez and
Schenker, 2021). It can be because of the reason that the individuals in the host country prefer to
work in other sectors rather than the primary sector. It can happen that the worker in the host
country wants to or prefers to work in the industrial or tertiary sector. Also a company choose the
alternate of hiring migrant workers on temporary basis to save costs. It may happen that the
workers in the host country charges more while the workers from the foreign countries are
available at lower costs. In such cases it is beneficial to approach workers from other countries to
save the costs.
Workforce Becomes Diverse

Another benefit of hiring of temporary migrant labours from the other nations is that the
workforce of the organization is diversified. Although it is initially difficult for the organization
to handle a diverse workforce but in long run when the organization becomes habitual of
handling the diverse workforce the business gets benefitted in multiple ways (Qiao, G. and et.al.,
2022). The workers get opportunity to learn various things and develop themselves through inter
organizational communication among the employees. The workforce of the organization
becomes more productive and loyal towards the work.
No More Unfilled Positions
Employing of employees with the boundation of getting them only from the national
boundaries limits the area for the company to get applicants from. This results in filling up of
vacant places at a gradual pace (Moyce and Schenker, 2018). But when the organization opens
up for hiring of workers from various regions the places that are vacant gets filled up more
quickly. Filling up or getting of employees or workers quickly reduces the possibility and stress
of getting the work suffered because of the in availability of the required personnel to the
minimum levels. The organization is able to get the workers more quickly and at more wage
rates when it seeks the other countries for hiring of employees (Weiler and McLaughlin, 2019).
So the three benefits that the company will have when it will employee temporary worker
from the outside of the country are that the talent pool of the company gets expanded, workforce
becomes diverse and the positions remain filled. The organization is able to save the costs and
productivity increases.
Analyses two risks to company of employing temporary migrant workers
The two risk that would be faced by cited company in hiring migrant workers are been
described as follows:
Local entity registration : When employees are hired from other regions than it involves
lot of documentation such as relocation packages and settlement assistance. Moreover, it needs
to keep in mind state and federal laws while making the people work and hence there are higher
chances of risk that if laws are not compliance properly than migrants workers and company
would face intervention from the government of that country in due course of time. Furthermore,
by following such compliances the company has also the risk of increased cost to the business
that will further impact the profitability of the company in long run Pham and et.al. (2019)..
Also, all the migrant workers that are hired by the company are less known to the working

environment of the business in that country and hence even though if the laws are followed in
right manner by the company but the migrant workers are inefficient in carrying out the task that
it might only results increasing economic burden to the company(Lu, Q., 2019). Also, the
companies that need to fulfil certain duties in job post through migrant workers also created
limited job opportunities within the own country. Thus, this factor might also cause risk to the
company as the government would not support such workers that created unemployment within
the own country and its regions. Thus, local entity registration is difficult when company has
limited international expertise in inquiring process of hiring migrant workers and the laws
associated with it.
Global pay-scale: This is another risk that is associated with the migrant workers where
it can be said that every country has different pay scale for the workers based on the country
policies. Thus, it is required for every company to pay the salaries to the migrant workers based
on their local currency which might be high risk factor for the companies that have the limited
source of the profits earnings (Advantages and Disadvantages of Hiring Foreign Workers, 2022).
Also, it is risk factor when the company has not done enough market research to find out current
pay scale of migrant workers that would only further cause of dissatisfaction and inefficiency in
the working of the migrant employees in the long run. Also, there are higher chances employees
left the firm and are not able to manage properly and efficiently. Furthermore, global pay scale is
risk factor even in those cases where training need to be provided to workers in how certain work
should be carried out in limited time frame Tapia and Alberti , (2019). Also, there are chances
that migrant workers compares pay scale with that of other people that are working within the
firm that would further create conflicts within the workplace and among certain group of people.
Thus, it is riskier for cited company to bear the unnecessary expenses and cost for those migrant
workers that are not satisfied with the job and with nature of working within the organization
Saparamadu and et.al. (2021). Also, it is required that migrant workers are properly
communicated about the company current policies, rules and procedures of working so that they
do not face problems while carrying out different job roles within the workplace and also risk
factors is minimized to greater extent. Moreover, if such type of risks is not analysed by the top
management (properly) than there are chances that there is lack of communication and the
integrity among various employees that would only create negative outcomes to the business in
the future.

Recommendations
 It is recommanded to firm that it should closely observe the nature of working and
demands of the migrants workers of any country through conducting the detailed market
research analysis so that proper risk management strategy might be developed in advance
to overcome all sought of the unforeseen risks in well-defined manner. Also, migrant
workers tends to have higher expectations while moving to any other country so that
there certain personal goals are achieved Ali, and et.al. (2020). Hence, it is suggested to
the firm that proper survey and external helps from any reputed agency need to be taken
so that best possible solutions might be gathered that might be applied to avoid certain
risks. Also, external agencies also helps in development of strategic plans so that
company might use to handle the migrant workers in the best possible manner through
various techniques and methods.
CONCLUSION
Based on the report the meaning of the employee relations has been made clear. The
report has specified the importance of good employee relations. In this report the benefits of
employing temporary migrant workers have been highlighted. The report has covered two of the
risks that are associated with the hiring of migrant workers. Lastly the report has provided
recommendations for minimizing the risks.

REFERENCES
Books and Journals
Ali, M. A., Al-Khani, A. M., & Sidahmed, L. A. (2020). Migrant health in Saudi Arabia during
the COVID-19 pandemic. Eastern Mediterranean Health Journal. 26(8), 879-880.
Moyce, S. C., & Schenker, M. (2018). Migrant workers and their occupational health and
safety. Annual review of public health. 39. 351-365.
Pham, K. T. H., Nguyen, L. H., Vuong, Q. H., Ho, M. T., Vuong, T. T., Vu, G. T., ... & Ho, R.
(2019). Health inequality between migrant and non-migrant workers in an industrial zone of
Vietnam. International journal of environmental research and public health. 16(9). 1502.
Qiao, G., Li, F., Xiao, X., & Prideaux, B. (2022). What does tourism mean for Chinese rural
migrant workers? Perspectives of perceived value. International Journal of Tourism
Research. 24(2). 227-239.
Reid, A., Ronda‐Perez, E., & Schenker, M. B. (2021). Migrant workers, essential work, and
COVID‐19. American Journal of Industrial Medicine. 64(2). 73-77.
Saparamadu, A. A. D. N. S., Sharpe, A., Kim, S., Barbosa, B. L. F. A., & Pereira, A. (2021).
Low-wage migrant workers during coronavirus disease 2019: a social determinants
analysis. Journal of public health policy. 42(3). 452-464.
Tapia, M., & Alberti, G. (2019). Unpacking the category of migrant workers in trade union
research: A multi-level approach to migrant intersectionalities. Work, Employment and
Society. 33(2). 314-325.
Weiler, A. M., & McLaughlin, J. (2019). Listening to migrant workers: should Canada’s
Seasonal Agricultural Worker Program be abolished?. Dialectical Anthropology. 43(4).
381-388.
Online
Advantages and Disadvantages of Hiring Foreign Workers. 2022. [Online]. Available
through:<https://www.usemultiplier.com/blog/advantages-and-disadvantages-of-hiring-
foreign-workers>.
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