HRMT20024: Literature Review of Human Resource Management in Australia

This report is a review of the literature on human resource management practices within the Australian construction sector. The assignment analyzes five peer-reviewed articles, each focusing on different aspects of HRM, such as workforce planning, risk management, employee training and development, and HR analytics. The articles explore topics like identifying current and future employee needs, managing risks in HRM, the importance of training for engineers, and the challenges managers face in developing effective HR policies. The review examines the objectives, research questions, methodologies, findings, and conclusions of each article, along with how each study contributes to the broader understanding of HRM in the Australian construction industry. The assignment highlights key strategies used in the sector, including recruitment, performance-linked bonuses, 360-degree feedback, and training programs, and discusses the importance of these practices for attracting and retaining skilled engineers. The report also includes a critical analysis of each article's relevance to the author's broader research on the challenges of attracting and retaining a workforce in Australia.

RUNNING HEAD: HUMAN RESOURCE MANAGEMENT 0
MANAGEMENT FOR ENGINEERS

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Sing, M. C., Love, P. E., Edwards, D. J., & Liu, J. (2016). Dynamic modeling of workforce
planning for infrastructure projects. Journal of Management in Engineering, 32(6).
According to Sing, Love, Edwards and Liu human resource planning is focuses on
identifying the current and future needs of the employee in the organization (Sing, Love,
Edwards, & Liu, 2016). It is describes that employees are the most important component of the
organization which supports in gaining the competitive advantage. The objective of the study is
to known the procedure of human resource planning for the managers of engineers in
construction engineering sector in Australia. The study demonstrate that managers are significant
person it is because it focuses on overall needs and requirements of the engineers by providing
them adequate and suitable roles and responsibilities. The research question of the study is
focuses on identifying how the engineer’s management is done in the Australian construction
sector. It is because human resource management is the strategy to recruit competent engineers
and to retain existing engineers (Sing, Love, Edwards, & Liu, 2016). The scope of research
question and study is mainly on the management of human resource in the Australian
organization. The information is gathered by taking secondary method that is information is
collected through previous literatures, blogs as well as websites. It is because it helps in
providing adequate information according to objective of conducting the research. The previous
studies provide ideas and opinions of the different authors in conducting the study.
The findings of the researchers describes that construction engineer leads in making
plans, designing, constructing and constructing many infrastructure projects which includes
dams, buildings etc. Therefore, it is estimated that it become significant to hire and motivate
highly skilled and motivated employees in Australian construction industry (Sing, Love,
Edwards, & Liu, 2016). The findings describe that in Australian construction managers and
human resource develop various strategies to manage the engineers. The construction sector in
Australia follow different stages such as assesses the current requirements of engineer in the
organization for managing human resource in the construction organization of Australia. Further,
the requirements of engineers are forecasted to fulfill the requirements, after this gap is identified
to meet the demand and supply of engineers. The organization use different recruitment and
selection strategies. While recruiting the employee’s construction sector in Australia takes
various skills and abilities of the engineers to check the abilities and knowledge of the engineer.

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So that competent engineers will be hired according to the requirements of the organization
(Sing, Love, Edwards, & Liu, 2016).
Researchers describes different strategies is adopted in Australia for developing the
engineers by providing them various training to develop the intellectual skills of engineer so that
effective plans will be develop for infrastructure projects. The discussion revealed that nowadays
Australian organization make engineers management as the main policy of the organization due
to get efficient results in the organization (Sing, Love, Edwards, & Liu, 2016). So that
organization can gain profits in the long run in comparison to their competitors. This article will
helps in contributing in my essay because it provides the information about the importance of
managing engineers in the Australian construction sector. It also supports in increasing
knowledge about the human resource planning strategies which Australian organization used for
engineers management in efficient manner.

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Becker, K., & Smidt, M. (2016). A risk perspective on human resource management: A
review and directions for future research. Human Resource Management
Review, 26(2), 149-165
Researchers believe that practice for managing the engineers is also the major challenge
for the Australian construction sector (Becker & Smidt, 2016). It is because nowadays due to
increase in competition many organization adopts the practices in boarder terms due to rise in the
competition and each organization use effective strategies for attracting the competent
employees. The aim of the article is to identify the human resource practices used by the
Australian construction sector. Therefore researchers describes there are various risks and issues
involved for engineers management and companies in construction sector adopt the strategies to
address the issue so that talented and competent employees will remain the part of the
organization. The research question will focus on identifying the overall importance of skilled
engineers in construction sector and human resource practice which organization use to motivate
and increase satisfaction among the engineers (Becker & Smidt, 2016). The data collection was
through literature review that is by analyzing and investigating the previous articles so that
various information is gathered about the subject matter. This also supports researchers to
compare effective and ineffective engineers of the organization, so that rewards and recognition
will be provided according to the skills and abilities of engineers.
The results describes that in construction sector of Australia the organization use
performance linked bonus strategy to motivate the engineers due to provide compensation and
bonus according the performance of the employees. It is estimated that in the year 2018 about
60% of the organization adopt this strategy because through engineers provide efficient results
and increase the profitability of the organization (Becker & Smidt, 2016). The studies also find
that construction organization also use 360 degree feedback system to evaluate the performance
of engineers that is feedback about the performance of the engineers is taken from managers,
subordinates, engineers itself to evaluate performance in effective manner. So that organization
provides compensation and bonus according to the performance results and capability of the
engineers in Australian construction sector (Becker & Smidt, 2016). Therefore the studies also
revealed that companies in construction also adopt the practices of fair evaluation, rewards and
open discussion. It is because through managers can discuss the results, policies ad strategies for

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the growth and development of the engineers so that equality will be maintained in the
organization and satisfaction level of the engineers increases.
Research discussed that construction companies also organize various training sessions,
conferences and workshops so that knowledge will be shared among the engineers so that they
get develop in the long run to work on the challenging projects and provide efficient services to
the customers according to their requirements (Becker & Smidt, 2016). In construction sector of
Australia 80% of the engineers gets motivated by getting fair compensation and rewards
according to their performance. This article supports me in giving accurate data regarding the
practices used by engineers. It is because it adds the knowledge to my essay by describing the
management practices satisfy the engineers in efficient manner and gets effective results so that
organization can sustain in competitive environment. This article also provides support to
Australian organization which all are in the construction sector to develop the strategies and
policies which linked with the development of engineers.

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Zhang, L., Guo, X., Lei, Z., & Lim, M. K. (2019). Analysis of sustainable human resource
management from the employee training’s perspective. Sustainability, 11(2), 380.
Training and development is considered the important strategy to increase the knowledge
of the individual in the particular field (Zhang, Guo, Lei, & Lim, 2019). Therefore various
training is provided to the person so that they remain capable and specialize in getting efficient
results in specific area. The purpose of the article is to increase the scope and courses of training
provided to the engineers in the Australian construction sector for raising their knowledge. It is
because the deciding the training programs according to the requirements of the engineers are
becomes the difficult task for the construction sector of Australia. The research question focuses
on management of the engineers by providing them appropriate training so that they can work on
specific job in the infrastructure projects. The estimation describes that 90% of the individual
abilities increases due to attaining training sessions and various other workshops (Zhang, Guo,
Lei, & Lim, 2019). The data collection was done by adopting both primary and secondary
method that is by conducting the survey and through analyzing the previous researches. So that
accurate and complete information about the training courses provided by Australian companies
to the engineers who are under the construction sector will be gathered.
The findings describes that various courses is provided to the engineers according to their
requirements in specific area. Researchers describe that general construction engineering,
transportation engineering, water resources engineering etc. The study also demonstrates that this
training session will be arranged according to the needs and requirements of the engineers
(Zhang, Guo, Lei, & Lim, 2019). These training programs will be given about three months by
the Australian construction organization and can be extended according the capability of
engineers. Researchers also demonstrate that the organization also organize various on the job
and off the job training to increase the skills of the engineers. Therefore, management also uses
job rotation, role play training in the construction sector (Zhang, Guo, Lei, & Lim, 2019).
Researchers believe that the work of engineers are more challenging because of using various
intellectual, communication, problem solving and planning skills so that efficient policies will be
developed for the projects and communicate in efficient manner for maintaining coordination
and team work in the projects. The companies in construction sector also organize various
leadership programs to develop the capabilities of the managers to provide guidance to the

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engineers (Zhang, Guo, Lei, & Lim, 2019). Researchers finds that managers play an important
role in motivating and increasing efficiency among the team members so that projects will be
develop effectively while reducing the expenditure of the organization.
The discussion describes that engineer’s management in the organization become
important for retaining the competent engineers and for attracting new and skilled engineers in
the construction sector. However, in Australia organize training to the newly recruited engineers
in the organization so that engineers will be managed in effective manner. In my opinion this
article will also support me in essay writing because of giving the knowledge regarding the
raising of specific knowledge of engineers in particular area. So that one can understand the
training strategies adopted by construction sector to organize and manage engineers effectively.

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Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The
International Journal of Human Resource Management, 28(1), 3-26.
According to Marler and Boudreau human resources management is the strategy which is
adopted by the organization to do all the practices and approaches in managing the employees of
the organization (Marler & Boudreau, 2017). The organization also adopts various practices and
strategies which links the personal objectives with the goals of the organization. The aim of the
research to understand the issues managers faced in developing the policies for the engineers in
the construction sector of Australia. Researchers selected this study because it not much of the
study is conducted to identify the problems and challenges which managers faced for developing
the policies which motivates the employees and also leads in connecting the goals of
organization and individual in effective manner (Marler & Boudreau, 2017). The research
questions of the research describe to find the challenges in identifying the needs of the engineers
and developing the policy so that productivity will be achieved in efficient manner. The
information collection was done through the secondary method by taking the ideas and opinions
of the previous researchers; data collection was also done by focusing on observation method. It
is because it leads in providing effective results by observing the issues managers faced so that
complete information will be gathered.
The analysis describes that due to differences in the behavior, actions and attitudes of the
engineers the managers faced issue of selecting the training method so that their skills will be
improved (Marler & Boudreau, 2017). The challenges were also in selecting the compensation
given to the engineers who performed efficient and inefficient in the month. Therefore the major
challenge which engineers faced that is selecting the best strategy to hire and select the
appropriate engineers those needs meets with the requirements of the organization. In the year
2018,construction sector in Australia finds difficulty in retaining the existing engineers so that
because different types of engineers working in the organization such as part time, casual
workers etc (Marler & Boudreau, 2017). The Australia construction sector also finds difficulty
due to globalization because due to globalization different types of engineers work in the
organization. So it become difficult for the organization to manage the engineers for following
work ethics and it is also difficult for the managers to maintain heterogeneous functions in
Australian construction sector.

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The several other challenges include selecting the appropriate training techniques and
methods, selecting the suitable compensation and performance appraisal techniques so that
engineers feel motivated and satisfied. It is because researchers discussed that incompetent
engineers reduce the overall productivity of the engineers so it become important to use practices
for the management of engineers in Australian construction sector (Marler & Boudreau, 2017).
The discussion also describes that managers also use various strategies to overcome the
challenges so that engineers shows efficiency in project (Marler & Boudreau, 2017)s. This article
will also consider useful for me in writing essay because through this, I get the information about
the issues in construction sector which is important while analyzing the management of
engineers in construction industry of Australia. Therefore, this study will also benefit the
organization in construction sector because of developing the strategies to reduce and overcome
the problems.

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Kroll, A., & Moynihan, D. P. (2015). Does training matter? Evidence from performance
management reforms. Public Administration Review, 75(3), 411-420.
In the highly competitive environment it becomes difficult for the companies in
construction sector to recruit and hire highly specialize engineer in the organization (Kroll &
Moynihan, 2015). Therefore it is estimated that in Australia many organization in construction
sector also adopt competitive pay to attract competent talent in the organization which are in the
construction industry. The aim of the study is also to identify the factors which matter in
increasing the performance of engineers. Therefore the research question demonstrates that what
are the factors and approaches which manage engineers in efficient manner (Kroll & Moynihan,
2015). The other question is also to find the degree of influence factors has on the performance.
The information is gathered through the secondary and primary method that is by taking the
interview from the managers of construction sector and also from the engineers.
The analysis shows that training the major factor in raising the performance of the
engineer it is because through job rotation and vocational training engineer can increase their
ability and capability to work in various areas (Kroll & Moynihan, 2015). It is also estimated that
in Australia rewards and recognition is also considered important to encourage and motivate the
engineer in constructional sector so that they give productive results. Therefore there is various
other factors which includes other benefits that is give by most of the companies which are in the
construction industry for motivating the engineers such as bonus, discounts in various areas.
Researchers describes with training there are various other factors which are also significant in
Australia organization in construction sector adopt open communication strategy to manage
proper relations in the organization and to reduce misunderstanding among the engineers in the
organization (Kroll & Moynihan, 2015). There are managers which changes recruiting and
selection procedure according to the requirement of the position so that skilled engineers selected
in the organization. Therefore, in Australia companies mainly used external recruitment through
hiring the engineers by campus recruitment. They also develop various practices to maintain
healthy relationship among the engineers and to provide safety to the engineers by adopting
various health and safety rules in the organization and compensating the engineers according to
their capabilities and performance.

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In the articles researchers made the discussion about the approaches which companies in
construction industry used to satisfy the engineers (Kroll & Moynihan, 2015). Researchers
describes that 70% of the companies in construction sector gets efficient results due to effective
management of engineers. The study conclude that compensation is not only the factor which
encourage the engineers there are various other approaches such as non-monetary benefits also
support in increasing the satisfaction level of engineers in the construction sector (Kroll &
Moynihan, 2015). In my opinion this article is also significant because it increase the knowledge
about the human resource approaches and practices which managers can adopt to organize and
administrate the engineers in efficient and productive manner. Therefore through organization
can also gain the knowledge by educating the leaders about the approaches which can satisfy the
engineers and through this the can also retain and hire experienced engineer in the construction
industry.