Human Resource Management, Talent Development, and Legal Compliance

This report provides an in-depth analysis of Human Resource Management (HRM) practices and their role in talent development, specifically within the advertising industry, using Mother London as a case study. The report explores the significance of HRM in shaping corporate culture and enhancing employee knowledge, focusing on recruitment, selection, training, performance appraisal, and employee retention strategies. It evaluates Strategic Human Resource Management (SHRM) practices and their alignment with business strategies, emphasizing selective hiring, employment security, and the development of effective teams. Furthermore, the report examines key legislation and areas for consideration in recruitment and selection, particularly within the Australian context, including the Privacy Act, Fair Work Australia Ombudsman, Workplace Health and Safety Act, and Labour Hire Licensing Act. The conclusion emphasizes the importance of aligning HRM practices with overall business goals and objectives to drive innovation, employee development, and legal compliance.

Introduction to Human
Resource Management &
Learning And Talent
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 2...............................................................................................................................................1
Role of HR practices and its contribution in success of an organisation....................................1
Evaluation of HR practices in SHRM and its link with business strategy of organisation.........3
Key legislation and areas for consideration in recruitment and selection...................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Every business organisation aims at shaping its corporate culture and developing
knowledge of its employees. Human resource management of business organisation introduces
various programs so that it can benefit in improving performance of individual employees and
team as well. Mother London is one of the creative and independent advertising company.
Mother London offers services of design and product development, branding, digital content and
have offices in New York, London, Shanghai And Los Angeles. In the following report, key
legislation and areas for consideration in recruitment and selection in advertising business
organisation are explained. Various HR practices and its role in contributing success for Mother
London is also explained further.
Main body
Task 2
Role of HR practices and its contribution in success of an organisation
Human resource management of every business organisation plays an important and
essential role in developing effectiveness of business operations by improving efficiency of its
employees. HR practices helps in achieving organisational goals and objectives and it also
supports in contributing different forms of capital required for the business (Banfield Kay and
Royles, 2018). Mother operates its business in advertising sector requires talented and skilled
employees who can come up with new and innovative ideas. HR practices adopted by Mother
helps in establishing positive effect on human resources of the company.
Selection and recruitment: Mother agency aims at recruiting and selecting the best
available candidates so that it can bring innovative and creative ideas for advertising and it also
plays great role in gaining sustainable position in competitive business market. Selection and
recruitment is the process which brings success for business organisation through its talented and
skilled employees. Knowledge and skill of human resource of company majorly contributes
different forms of capital such as developing brand image and loyalty of its customers. Internal
recruitment and selection process involves transfer, promotion, referrals of employees. External
recruitment and selection process includes providing advertising in newspapers, television and
etc.

Various methods and approaches of recruitment and selection used by Mother agency also brings
potential drawbacks. External recruitment selected by Mother advertising agency takes long time
and costs more money and it also discourages present employees (Chelladurai and Kerwin,
2017). Talented employees within the organisation feels disappointed as their chance for
promotion and appraisal lessens. Internal recruitment selected by Mother agency blocks the entry
of new and innovative ideas which is needed at every point of time in advertising companies.
Developing workplace strategies and policies: Business policies and strategies plays
essential role and ensures fairness and continuation of activities and operations (Bailey and et.al.,
2018). Mother agency aims at developing policies and strategies in a way that helps in
motivating and encouraging employees. HR practices develops strategies and policies which
includes works to be managed by different departments of the organisation.
Training and development: Mother advertising agency aims at providing proper
training development programs to its employees so that they can come up with creative and
innovative ideas. Training and development programs plays an important role as it provides
motivation to employees and it also develops their skill and knowledge which helps in
contributing different forms of capital. This also contributes towards the success of Mother
advertising agency.
Performance appraisal and management: Performance appraisal is the HR practice
used by Mother which focuses on motivating employees. Performance management practices
needs to meet business and industry standards. Mother makes sure that performance of every
employees is assessed and measured so that it can properly provide them with compensation,
bonus, benefits and training as well.
Employee retention: Mother advertising agency aims at motivating and encouraging its
skilled and knowledgeable employees. Talented employees need to be motivated and appraised
so that they retain in business and contribute towards the success (Cooke and Bartram, 2015).
Employee retention practice of HR plays major role by contributing financial form of capital as it
helps in reducing employee turnover. Employee retention in business organisation brings
positive results and also helps in developing image in the global competitive market.
Maintaining healthy and safety at workplace: HR practices adopted by Mother plays
role of creating a workplace that is safe and healthy so that employees put their best potential and
bring positive outcomes. Safety and healthy measurements are taken, policies and procedures are

followed so that human resource of company brings the best outcomes and contributes success
for business organisation (The Role of Human Resources, 2018).
Key legislation and law management: HR practices also plays role of maintaining
different laws and legislation related to business environment and workplace. Proper
management of laws and regulations ensures smooth flow of work and also safety of employees
at workplace (DeGeest and et.al., 2017). Handling of laws and regulations provides motivation to
employees and contributes and increases brand image of the company. Mother advertising
agency aims at properly managing the rules and regulations which helps in developing brand
image and loyalty of customers.
Evaluation of HR practices in SHRM and its link with business strategy of organisation
HR practices adopted by every business organisation aims at achieving overall goals and
objectives of the business organisation. Mother advertising agency operates its digital business
around the world requires Strategic Human Resource Management so that it can sustain in
competitive business environment (Hill, 2017). Different HR practices helps in motivating and
encouraging employees and increases their knowledge and skills. Employee retention is
maintained by various HR practices which lessens employee’s turnover. Following are some HR
practices adopted by Mother advertising agency with perspectives of strategic human resource
management.
Selective hiring: Mother aims at hiring the selected employees which brings value to the
organisation. Selective hiring refers to recruiting those candidates from the pool of available
candidates who fit best for vacant position in the company. Strategic Human Resource
Management aims at recruiting and maintaining talented and skilled workforce that come up
with innovative and creative ideas. This leads to creating brand image of the company and also
ensures sustainable position in the global business environment. HR strategy for selective hiring
is combined and linked with business strategy and plans are executed accordingly.
Understanding the objective of business and its strategy helps in making appropriate HR strategy
which can results in effective and positive results and outcomes.
Employment security: Strategic Human Resource Management aims at providing
security to employees so that they feel motivated and encouraged (Johnson, Lukaszewski and
Stone, 2016). Mother advertising agency requires innovative and creative ideas so that it can
sustain in competitive advertising business environment. Employment security provided to

employees helps in creating brand image of the company and bring positive benefits for overall
business organisation. HR strategies are linked with business strategies and accordingly different
plans and procedures are made so that business objectives are achieved effectively. Employment
security or job security provided to human resources plays essential role as it helps in retaining
the valuable and skilled resources. Selection and recruitment of employees and training given to
employee’s costs much to the organisation, therefore, security and retaining of employees plays
great role.
Effective individuals and teams: Employees with talent and skills comes up with
innovative and new ideas that bring success and positive outcomes for the organisation. Better
results are obtained when individuals put their efforts and skills in group and team tasks.
Strategic Human Resource Management aims at providing training and development to
individual and team so that they work towards common goal and bring positive outcomes.
Teamwork of employees of Mother London advertising agency results success and best
outcomes. Business strategies and HR strategies are linked and combined in a way that it results
in increasing effectiveness of business operations and activities. Performance of individuals and
teams are measured as it is another standard of performance management. Innovation and
creation on the part of employees are assessed effectively as it plays important role in achieving
overall organisational goals.
Training and development: Mother advertising agency focuses on assessing and
measuring performance of employees and team so that it can provide proper training to
employees (Knies and et.al., 2017). Investing in training and development programs for
employees brings effective results and benefits. Selecting and recruiting talented candidates
requires adequate training and development programs. Strategic Human Resource Management
aims at providing proper training to human resources of the company as technological
developments are happening in corporate and digital business environment. Training and
development programs ensures polishing and increasing skills and knowledge of employees.
Link between business strategy and HR strategy is maintained in the Mother agency
which brings effective results and also helps in achieving overall goals and objectives. HR
practices needs to be made in a way that helps in achieving goals and objectives of the overall
business organisation.

Key legislation and areas for consideration in recruitment and selection
Various key legislation related to selection and recruitment affects every business
organisation. Selection and recruitment of the best available and talented candidates needs to be
done as it ensures the achievement of overall organisational goals and objectives. Mother
advertising agency might get affected in country Australia as it has various key legislation and
areas for consideration relating to recruitment and selection procedure. Mother advertising
agency follows various regulations and rules provided by the country (Kossek and Thompson,
2016). This leads in minimizing associated financial risk and government penalties and potential
lawsuits as well. Following rules and key legislation also helps in increasing brand image and
loyalty of customers towards the business. Following are explained some legal rules and
obligation which needs to followed while doing recruitment and selection in Australia.
Privacy act, 1988: This act ensures to handle and manage the personal and private information
of individuals such as name, contact number, address, signature, date of birth, medical records
and bank details. Personal and private information of individual candidates needs to be
maintained properly by the organisation under this law (5 Acts and Legislation Recruitment
Professionals Need to Know, 2018). Mother agency aims at monitoring the rules and regulation
and manages privacy of its employees.
Fair Work Australia Ombudsman: This act is governed by fair Work Regulations, 2009 and
Fair Work Act, 2009. This law aims at maintaining and promoting safety and health of
employees, contractors and employers at workplace. Mother agency follows rules and
regulations and accordingly provides information and also advices regarding work rights of
employees and its obligation under this act. Breaches and penalties are charged for breaking of
rules and regulations by the business organisation.
Workplace health and safety act: every business organisation needs to focus on maintaining
health and safety of its employees as national policies are established for the same. Australia
focuses on improving work related health and safety standards and policy for the human
resources of business organisation. Mother advertising agency plays legal responsibility and
implements various practices that covers different safety regulations. Australia ensures to
provide safety to human resources through Occupational Safety and Health Act, 1984 and Work
health and Safety Act, 2011.

Labour Hire Licensing Act, 2017: This act ensures to protect workers from getting exploited at
work place by labour hire services providers (Nankervis, Rowley and Salleh, 2016). Labour Hire
Licensing Act promotes integrity of labour industry. Australia ensures that every business
organisation follows rules and regulation provided under this act. Mother advertising agency gets
affected while doing recruitment and selection in Australia as it has to follow regulations
provided under this act.
CONCLUSION
Business organisation develops various HR practices and business strategies that help in
achieving overall goals and objectives. Different HR practices ensures in providing training and
development to employees that results in increasing skills and knowledge of employees.
Improved knowledge results in bringing innovative and creative ideas that benefits overall
organisation. Workplace health and safety is maintained by business organisation which also
helps in motivating and encouraging employees. Different laws and legislation affects the
recruitment and selection process. Various HR practices adopted by business organisations
determines and ensures selective hiring, job security, providing training and development to
employees and making effective teams that bring positive outcomes for overall organisation.

REFERENCES
Books And Journal
Bailey, C and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Cooke, F.L. and Bartram, T., 2015. Guest editors’ introduction: human resource management in
health care and elderly care: current challenges and toward a research agenda. Human
Resource Management, 54(5). pp.711-735.
DeGeest, D.S. And et.al., 2017. RETRACTED: The Benefits of Benefits: A Dynamic Approach
to Motivation-Enhancing Human Resource Practices and Entrepreneurial
Survival. Journal of Management, 43(7). pp.2303-2332.
Hill, T., 2017. Manufacturing strategy: the strategic management of the manufacturing function.
Macmillan International Higher Education.
Johnson, R.D., Lukaszewski, K.M. and Stone, D.L., 2016. Introduction to the special issue on
human resource information systems and human computer interaction. AIS Transactions
on Human-Computer Interaction, 8(4). pp.149-159.
Knies, E. and et.al., 2017. Strategic human resource management and public sector performance:
context matters.
Kossek, E. E. and Thompson, R. J., 2016. Workplace flexibility: Integrating employer and
employee perspectives to close the research-practice implementation gap. The Oxford
handbook of work and family, 255.
Nankervis, A., Rowley, C. and Salleh, N. M., 2016. Introduction: Human resource management
and organisational effectiveness–an overview and synthesis. In Asia Pacific Human
Resource Management and Organisational Effectiveness (pp. 1-13).
Online
The Role of Human Resources. 2018. [ONLINE]. Available through:
<https://2012books.lardbucket.org/books/beginning-management-of-human-resources/
s05-the-role-of-human-resources.html>

5 Acts and Legislation Recruitment Professionals Need to Know. 2018. [ONLINE]. Available
through: <https://www.bullhorn.com/au/blog/2018/09/5-acts-and-legislation-
recruitment-professionals-need-to-know/>