Human Resource Management Report: Environmental Impact and Theories

This report provides an analysis of Human Resource Management (HRM) at Crown Resorts Ltd, focusing on the impact of various environmental factors on HR planning, job design, and the application of HRM theories and concepts. The report examines how political, economic, legal, social, technological, and environmental factors influence the company's operations and HR strategies. It also delves into several key HRM theories, including Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, System Theory, McClelland's Acquired Needs Theory, and Alderfer's ERG theory, to explain employee motivation and organizational performance. The report concludes with recommendations for Crown Resorts to enhance teamwork, delegate responsibilities, and improve its overall HRM practices to achieve its business objectives effectively. The report aims to provide a comprehensive understanding of the challenges and opportunities facing HRM in a dynamic business environment.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Main Body.......................................................................................................................................3
Impacts of environmental factor on HR planning, job design and HR theories and concepts....3
Theories of Human resource management..................................................................................6
RECOMMENDATIONS- ...............................................................................................................7

INTRODUCTION
Human Resource management is an effective management and strategic approach of
organizational employees in order to help business gain a competitive advantage. It is mainly
concerned with focussing on systems, policies and management of people. Crown Resorts Ltd. Is
one of the Australian's largest entertainment groups. It is having complimentary investments and
strong portfolio future projects. It has to face many external and internal challenges like property
damage, digital disruption, cyber incidents, changes in legislation, political, economic, legal and
environmental factors. HR departments of Crown resorts Ltd (Albrecht & et.al 2015). Are
responsible for dealing with internal and external factors and ensures organisation to achieve
success through people. Its professional manages human capital and aims at implementing
processes and policies. There are some limitations of like it lacks universally approved academic
base, HRM needs implementation of programmes such as career planning, counselling and
sometimes it lacks support of top management (Kramar, 2014). Thus, in this report there would
description of HR theories, concepts and impact of environmental factors on job design and
planning.
Main Body
Impacts of environmental factor on HR planning, job design and HR theories and concepts.
There are various external factors that affect HR planning, job designing and quality of
work in Crown Resorts Ltd. These include political, economic, legal, social, environmental and
legal factors.
Political factors
Australia is liberal-capitalist democratic country. Government imposes various taxes that
aim to protect the national economy or environmental laws for natural heritage of the country.
There are government interventions in international business which has to be handled by HR
department. These include tariffs, Import quotas & VER ( Voluntary export restraints). Crown
resort Ltd can find itself suitable in Australia due to free-trade zone, some of the favourable
administrative policies, favourable tax system, world class communications and tax system.
Political system of Australia is stable which has positive advantage on Crown Resorts Ltd
(Archer & et.al. 2016). It hosts a developing economy with skilled, well-educated and multi-
lingual workforce and a competitive cost base.

Economic factors
Australian economy is one of the largest mixed market economies in the world.
According to the reports it has GDP of A$ 1.69 trillion in 2017. Its GDP is still ruled by service
and financial organisations. Economic factors include policies and economic conditions of
respective country. It commonly affects Crown Resorts Ltd. Through employment, interest rates
and inflation. Talent management and globalisation are regular number of challenges for HR
profession. It has shown positive growth during last decade of 2001-2011 at the time of recession
(Curtin, 2016). It is characterised by a stable economy with strong domestic demand and
increased FDI inflows. Instead of rigid economic performance, it is facing challenges relevant to
income disparity that is hindering its economic growth. It has open market with minimal
restrictions and low unemployment which is a can help HR department to choose a well
developed staff.
Social factor
Within a population, a set of beliefs, customs, behaviours, values and practices exits.
Before entering into a targetted market international companies often goes through an
examination of the socio-cultural environmental. Australia is a collection of diverse people filled
with young society. There is existence of no official religion i.e. Anglican 26.1%, Roman
Catholic 26%, Non-Christian 11%, other 12.6%. There is increase in level of education and they
respect for equal worth and dignity. Migrants of Australia have adapted its informal, tolerant and
broad society. As compared to manual workers non-manual workers earn more though upper
level workers such as tradespeople earn satisfactory in personal service positions and sales. For
best employment opportunities, higher education is preferred (Longoni, Luzzini and Guerci,
2016). All Australians have right to express their opinions, beliefs and culture and can freely
participate in its national life. There is more use of accumulating various cultural groups into
dominant British Australian traditions and national culture is shaped by female population
relative to men. Thus, there is much awareness regarding social stratification among Australians.
HR department of Crown Resorts Ltd. Could not have any problem regarding social factor as
people value each other and provide right of equality for opportunities.
Legal Factor
Crown Resorts has to face many legal challenges like Privacy Act 1988 and other
legislation to approve legally binding rules and guidelines (Armstrong, 2014). Certain Penalty

rates have changes for restaurants, hospitality, fast food and retail. The Fair Work commission
has determined public holiday penalty rates in Restaurant Award from first full day pay period
starting on or after 1st July 2017. Employees are allowed to get paid rates when they work early
mornings and late nights. Other than this, HR department has to deal with export and import laws
and information on lodging a Business activity Statement (BAS), Intellectual Property law. It is
necessary to understand Australian regulatory obligations for any business (Al Ariss, Cascio,
and Paauwe, 2014). These are essential for the integrity in the market, fair competition and
sufficient protection for indulged parties. There are many international agreements that impact
Australian environment. These laws provide security on trade mark and design protection,
registering a domain name and providing security on copyrights. Under business laws, privacy
on product liability, consumer laws and competition laws are provided. Australia impose tariffs
and duties and free trade agreements on organisations like Crown Resorts Ltd. Thus, HR
department consult with higher authorities and document all legal rules and regulation which are
followed by this company.
Technological factor
Technological environment means influencing business by developing in the field of
technology through new inventions of production and various different improvements. New
innovations improve quality and reduce costs. Two main organisations i.e. The Commonwealth
scientific and Industrial Research Organisation (CSIRO) and The Defence Science and
Technology Organisation (DSTO) support Australian government. Regular advancements in
computer technology has enabled huge variety of data usage and unlimited storage of
information (Nyberg and et.al. 2014). It has changed the face of HR in Crown Resorts Ltd. It has
successfully adopted new technologies to improves and develop its services. Through technology
it has enhanced convenience, ease-of-use which is major driver for innovation as consumers try
to seek solutions that provide added convenience. Technology has made outdoor activities of
Crown Resorts more appealing including concerts and events. Thus, it adds convenience to
consumer lifestyle and brands to expand and evolve that can reach consumers easily.
Environmental Factor
HR department must take into account environmental factors in their decision making.
Organisation should comply with global changes that could become a significant factor for it
(Dhar, 2015). Crown Resorts is moving towards 'Going Green in Australia' and decreasing the

impact of operations through more efficient use of raw, materials, energy and packaging. It also
ensures that all suppliers work towards the same environmental objectives. There is effective use
of water which is being a scarce resource in Australia. HR department focuses on its availability
and quality and aims at using renewable resources. Consumers are also attracted to those
organisations which are environmental friendly. This organisation is focussing on eco-friendly
environment to increase its business and which would impact its profitability. HR management is
regularly focussing on usage of less energy and water. They are using paper bags instead of
plastics and are following Environmental rules which would certainly help them to prosper in the
future. In today's era environment has become most important part of everybody's life and so
every organisation want to that it should comply with all its rules and regulations.
Thus, these external factors put effect on HR department of Crown Resorts Ltd. Of
Australia.
Theories of Human resource management
Human resource managers of an enterprise plays essential role which helps to sustain
business operations. They works as to outlines the policies which are imperative in facilitating
employer and employee relationship. Under this, one of main task is to successfully motivates to
employees so that all together they can achieve financial goals of an enterprise. It is one of
largest firm of gaming and entertaining group. He plays the essential role in determining the
success to an enterprise (Bailey & et.al., 2018). It is taking initiatives in leading business
activities in appropriate manner. Higher level authorities should understand risky condition so
that they can adopt the one suitable strategy which lead to play business function in the
appropriate manner. There motivation theories of human resource manager will be helpful to
process enterprise activities systematically. It is also function of management which work as to
concerned with hiring, motiving, maintaining people in organisation. In order to maintain
motivation works in attaining best result there are number of theories of Human resource
management will be discussed as are-
Abraham Maslow's Hierarchy of needs theory- This theory explains that individual to the
enterprise motivated as per the level of needs. Under this, basic level will be inclusive security,
social needs, psychological and many more favourable condition. The all need to be addressed so
that employee can feel better and can process business activities systematic mode (Schmidt and

et.al., 2018). Under this, needs at higher level such as self actualisation and self esteem can be
handled by providing channelling tough task in together manner.
Herzberg two factor theory- It is theory which explains that there are mainly two factors which
works as to motivates workers as are hygiene and satisfiers. These are not determinants of
success it results in underperformance. In addition to this, there are number of factors which are
determinant of success. The employees to the enterprise need to process the activities as are
security, growth opportunities organisation policies and working conditions (Nie, Lämsä and
Pučėtaitė, 2018). In this, human resource manager is responsible person who works as to make
the essential improvement so that there can be enhancement in profitable condition of an
enterprise. It is motivational aspect which process business activities in systematic manner.
System theory- It is an interdisciplinary theory and it helps to understand the complexity of an
organisational performance. It treats organisational performance in open and closed manner. It
helps the management of the firm so that all issues in the enterprise can able to get sort and
effective steps towards it can be taken.
McClelland Acquired needs theory- It is one of theory which work as to recognise as that each
individual need to prioritize the differently. In an organisation most of the individual use to work
but they do division of work as per their wants and need. On the basis of it each things can be
done in systematic manner (Gutierrez-Gutierrez, Barrales-Molina and Kaynak, 2018). This
theory defines that each work is need to be done in team manner so that better outcomes can be
achieved. In addition to this, it can be said that the higher achiever can be driven by the
responsibility, degree of risk and feedback on their performance.
Alderfer's ERG theory- In an organisation, the need of an individual activities depends on
three manner as are existence, relatedness and growth. In addition to this, the need of an each
person is need to be identified so that firm can able to achieved its group goals. It is one of the
systematic approach which helps to define the overall activities in effectively mode (Boon and
et.al., 2018). In addition to this, it can be said that the management should tap as per the
capabilities of workers and it also avoiding wasting and untapped resources.
RECOMMENDATIONS-
On the basis of above report, there are some recommendations with help of which business
activities of crown resort can be undertaken in expertise mode as are-

 Top level of manager should work as to encourage team work and they must look over
the areas in which team can perform their business activities expertly.
 It is responsibility of senior manager to pas some level of authorities and responsibilities
so that employee to an enterprise can able to undertake business activities. With the help
of which they can able to feel encourage and process business activities in the systematic
mode.
 Top level manager of the firm should get ensures that all employees are feel like that they
are part of the team. It is process which allows to perform business activities in the
systematic and expertise mode.
 Top level managers should allows the workers who are working on middle level workers
to take the proper decision but the crucial decision should be taken by the senior level
employees itself.
 Top managers should understand that workers are need to be feel respected, belong and
respected. This kind of process will be helpful in order to effectively contribute to gaols
so that managerial activities can be done in systematic mode.
 Organisation should design business activities systematically and managers must process
all things in expertise mode.
 In this, employees who are essential part ho works as running business activities are
playing active role in order to achieve set targets so that they are able to make important
decision.
 The top level managers should appreciate and accelerate the employee empowerment so
that productivity of the firm can be enhanced and right decision can be taken so that
business function can be performed effectively.
 Human resource's manager of an enterprise is most suitable person and they have greatest
benefits to the organisation and individual. It is helpful in terms to have increment in
productivity to enterprise. The worker to the enterprise are key person and they plays
crucial role in order to improving the productivity to an enterprise.

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