Human Resource Management: Practices, Laws, and Sourcing

This assignment comprehensively addresses key aspects of Human Resource Management (HRM). It begins by describing core HRM practices and functions, including recruitment and selection, training and development, compensation strategies, job analysis and design, performance management, and staff retention. The assignment then explains relevant legislative, regulatory, and industrial requirements for businesses, such as the Work Health and Safety Act 2011, the Privacy Act 1998, and the Fair Work Act 2009. It outlines various options for sourcing labor, including recruitment agencies, casual labor, new graduates, offshore workers, outsourcing, and consultants. Furthermore, the assignment explores the impact of technology on job roles and discusses labor market options. Finally, it describes the requirements of a human resources strategic plan, emphasizing the importance of aligning HRM with organizational goals. The document includes a list of cited references for further study.

Running Head: Human Resource Management
Human Resource Management

Human Resource Management 1
Question 1: Describe human resource practices and functions:
Human resource management is the administration of the human resources in business. The HR
of the company is focused on the management of the people within the organization, for this, the
human resource department performs certain practice and functions.
a. Recruitment and selection- HR recruitment and selection practice are based on the strategic
goals of the company. In this practice, HR of the company attracts and selects the candidate. HR
uses various ways to find the suitable employee for the company (Armstrong, and Taylor, 2014).
Recruitment is identifying the needs to employ someone for job vacancy and selection is a
process of choosing right candidates.
b. Training and Development- This is HR function that is concerned with the organizational
activity for improving the performance of the employees. Learning and development of the
knowledge, skills, and ability are required to enhance the job performance.
c. Compensation- Compensation is often given by the employer to reward their employees. HR
follows this practice to retain and motivate their employees. Better salary and incentive packages
are one of the ways to attract the new employees towards the company.
d. Job analysis and design- Job analysis is a practice of gathering the data for the job description
in regards to the job. Job designing is a process of deciding the information of job in regards to
the duties and responsibility. This is the duty of the HR to conduct job analysis and design.
e. Performance management- The motive behind conducting the performance management is to
encourage and increase the employee effectiveness. This is an on-going practice where
employees and the executives work collectively to monitor, plan and review an employee’s

Human Resource Management 2
contribution in achieving the goals of the business (Budhwar, and Debrah, 2013). This process
takes place in the presence of the HR of the company.
f. Staff retention and succession planning- Most of the employees need to be challenged and look
at the opportunities to grow. The proper succession plan will help the HR in monitoring and
develop the employee’s talent and skills. Hiring the best candidate for the job and the company
culture is must for the HR to retain the talent in the company (Marchington, Wilkinson,
Donnelly, and Kynighou, 2016).
Question 2: Explain the following legislative, regulatory and industrial requirements for
the business:
a. Work health and safety Act 2011- The Act offers the agenda to the business to safeguard the
health, safety, and welfare of the employees in a company. It makes sure the health and safety of
the other individuals who might get affected by work.
b. Privacy Act 1998- This act regulated the safety of the personal information. The Act consists
of thirteen Australian Privacy principles which are applicable only to the private sector
organizations.
c. Fair Work Act 2009- This act administers the connection between the employer and employee
in Australia. The employers offer a safety net of smallest entitlements, fairness at work, provide
a flexible working arrangement and prevent the discrimination against the employees (Capuano,
2016).
Question 3: Outline following options for souring labor:

Human Resource Management 3
a. Recruitment options- HR can source labor through different recruitment options, some of the
recruitment options are Recruitment agencies, Job Board advertisement, and flat free
recruitments.
b. Casual labor- The hiring of the casual labor can be done for the completion of the specific
task. Casual labor is usually hired for hours, days or for a specific task, in this part-time labor is
typically scheduled for a minimum number of hours.
c. New graduates or trainees- The HR of the company is now appointing the new graduates or
trainees on large scale. This is the cheapest and the best way of sourcing the employees.
d. Offshore workers- The offshore work talk about jobs on oil or gas drilling platform or rig out
in the sea. This work is appropriate for the people who succeed on exceptional challenges,
excitement, and unpredictability.
e. Outsourcing- It is a practice in which company hires a party from outside to regulate the
services. HR outsourcing happens when a business teaches an exterior supplier to take the
accountability for the HR practice and functions (Makkar, Kumar, and Pahuja, 2015).
f. Contractors/ Consultants- The consultants offer recruitment solution for employers. The
consultants maintain the relationship with the job seekers and the employers so that they will be
able to fulfill the requirement of both the clients.
Question 4: Explain the impact of technology on job roles.
Technology is bringing the changes in the business world along with the changes in the working
conditions there are changes in the job roles. Technology made the recruiting more efficient and
effective, now HR can post the job vacancy offers on social networking sites which attract the

Human Resource Management 4
numerous job seekers. The training and development methods are changes; with the use of
technology the company is able to give training to employees at distinct locations (Stone,
Deadrick, Lukaszewski, and Johnson, 2015).
Question 5: Outline labor market options for sourcing labor supply
Labour market refers to the supply and demands of the employees, in which the employees
provide the supply, on the other hand, the employers, provide the demand. The HR needs to
manage the inflow and the outflow of the employees in the organization that helps the HR to
maintain the labor supply for the near future. The labor market options consist of the recruitment
and outsourcing through which the sourcing of labor supply can easily be done (Hummels,
Munch, and Xiang, 2016). These are a most common option which is used by the business for
sourcing labor supply.
Question 6: Describe the requirements of a human resources strategic plan
The human resources strategic plan is required for linking the HR management to the strategic
plan of organization. To achieve the organization goals, mission, and vision, it is required to
integrate the human resource capacity. This strategic plan is required to analyze the human
resource forecasting so that the team gets to know about the need of the human resource in the
organization (Grant, 2016). The reason being the human resource is one of the crucial resources
with the help of which company will be able to achieve the goals.

Human Resource Management 5
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.
Capuano, A., 2016. Giving Meaning to'Social Origin'in International Labour Organization
('ILO') Conventions, the Fair Work Act 2009 (Cth) and the Australian Human Rights
Commission Act 1986 (Cth):'Class' Discrimination and its Relevance to the Australian Context.
Grant, R.M., 2016. Contemporary Strategy Analysis Text Only. John Wiley & Sons.
Hummels, D., Munch, J.R. and Xiang, C., 2016. Offshoring and labor markets (No. w22041).
National Bureau of Economic Research.
Makkar, D., Kumar, H. and Pahuja, A., 2015. HR Outsourcing in India: A Tool for Global
Competitiveness.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), pp.216-231.