HRMT11011 - HR Planning Tool: Analyzing Workplace Issues & Policies

This assignment focuses on identifying and analyzing human resource issues presented in a media article using a structured planning tool. The analysis covers topics such as human resource policy, low wages for part-time work, and revaluing family values, with specific examples from the article linked to relevant textbook chapters and journal articles. The assignment highlights the importance of aligning HR policies with company implications and human resource management principles, particularly regarding flexible working hours, paid parental leave, and gender equality in the workplace. It emphasizes the need for companies to address gendered workplace norms and promote gender-egalitarian relationships, considering the impact of work hour flexibility on employee wage development and the challenges faced by women in low-wage jobs. The analysis further explores the evaluation of shared roles between males and females, talent retention, and the influence of personal beliefs on biases within the workplace. The assignment concludes by referencing a range of scholarly sources to support the identified issues and proposed solutions.

HRMT11011 – Assessment 3 Planning tool
Read the Media Article and then use this table to assist you to identify issues.
HR Issue Example from the
media story that
reflects the issue
(include the
words here)
Chapter in
textbook to which
it relates (and
include page
numbers)
Journal
article you
have found
that relates to
this issue
Your notes
Human
resource
policy.
“There are calls
for more
workplaces to
allow men flexible
working hours and
paid parental
leave, as many
fathers look to
"share the care" of
their children.’
“Policies of the
Chinese state
during the post-
socialist era have
engendered
demographic and
socioeconomic
changes that
intersect with
gender and class
to both enable and
restrict women’s
social mobility,
autonomy, and
independence.”
“A growing
body of
scholarship
suggests that
persistently
gendered
workplace
norms and
policies limit
men’s and
women’s
ability to
create gender
egalitarian
relationships
at home.”
The Human
Resource
policy has to
be well
aligned as
per the
implications
of the
company and
the human
resource
management.
Low paid
wages for
part time
work
“I think a lot of
pressure is put on
the mother often
as being the
primary carer, and
I think it is nice to
be able to share
that responsibility
between the dad
and the mother.”
“High level of
unpaid roles
carried by women
who continue,
often, to undertake
the greater burden
of housework and
child care and who
may consequently”.
“Work hour
flexibility is
detrimental for
the flexible
employee’s
wage
development.
Men and
women benefit
from flexible
working
hours.”
Talented and
productive
employees
must be
considered as
asset by the
human
resource
manager of
any
organization.
Revaluing
Family
Values
“People tend to
have strong beliefs
whether about the
whether there are
fundamental
differences
“People may be
naturally inclined to
focus on
information or
opinions that
support their
“Understandin
g of the work‐
hours
problems
faced by
women
precariously
The
evaluation of
the shared
roles is
required to be
considered so

between the
capabilities of
females and
males”
particular
worldview, which
explains why
biases arise but not
what to do about
them ”
employed in
low‐wage jobs
by addressing
how work‐on‐
demand
scheduling
and other
features of
part‐time
labour in the
neoliberal
economy limit
women's
ability to make
ends meet.”
that the
employees
can be
retained in
relation to
that of the
women
career.

Slaughter, A. M. (2015). Why women still can't have it all (pp. 84-102). OneWorld.
Powell, G. N. (2018). Women and men in management. Sage Publications.
Berns, S. (2017). Women Going Backwards: Law and change in a family unfriendly society.
Routledge.
Gaetano, A. M. (2017). Women, Work, and Marriage: Challenges of Gendered Mobility in Urban
China. In China’s Urbanization and Socioeconomic Impact (pp. 109-124). Springer, Singapore.
Prance, G. (2017). Natural clocks. In About Time (pp. 26-38). Routledge.
Jacobs, A. W., & Padavic, I. (2015). Hours, Scheduling and Flexibility for Women in the US
Low‐Wage Labour Force. Gender, Work & Organization, 22(1), 67-86.
Nomaguchi, K., & Johnson, W. (2016). Parenting stress among low-income and working-class
fathers: The role of employment. Journal of family issues, 37(11), 1535-1557.
Langner, L. A. (2018). Flexible men and successful women: the effects of flexible working hours
on German couples’ wages. Work, employment and society, 32(4), 687-706.
DePasquale, N., Polenick, C. A., Davis, K. D., Moen, P., Hammer, L. B., & Almeida, D. M.
(2017). The psychosocial implications of managing work and family caregiving roles: Gender
differences among information technology professionals. Journal of family issues, 38(11), 1495-
1519.
Hoobler, J. M., Lemmon, G., & Wayne, S. J. (2014). Women’s managerial aspirations: An
organizational development perspective. Journal of Management, 40(3), 703-730.
Pedulla, D. S., & Thébaud, S. (2015). Can we finish the revolution? Gender, work-family ideals,
and institutional constraint. American Sociological Review, 80(1), 116-139.
Yavorsky, J. E., Kamp Dush, C. M., & Schoppe‐Sullivan, S. J. (2015). The production of
inequality: The gender division of labor across the transition to parenthood. Journal of Marriage
and Family, 77(3), 662-679.
Could men's inflexible working arrangements be damaging the career prospect of their wives?.
(2018). Retrieved from http://www.abc.net.au/news/2018-08-31/calls-for-better-working-hours-
for-men/10184968?section=business