Review of JKL Industries' HRM: Strengths, Weaknesses, and Compliance

This report provides a comprehensive review of the Human Resource Management (HRM) functions at JKL Industries. It begins with an analysis of the strengths and weaknesses of the company's existing policies and procedures, covering areas such as the code of ethics, health and safety, workplace harassment, anti-discrimination, privacy, record keeping, training, and performance management. The report then evaluates the legal compliance of these policies, identifying areas where JKL Industries meets legal requirements and where improvements are needed. Furthermore, the report assesses the current ethical practices within the organization, including confidentiality requirements, and identifies any relevant sustainability issues related to performance management and training. The report concludes with recommendations for improving JKL Industries' HRM practices, ensuring legal compliance, and promoting ethical behavior. The analysis highlights the importance of aligning HRM policies with legal standards and ethical considerations to foster a positive and productive work environment.

Review human resources
functions

TABLE OF CONTENTS
INTRODUCTION:..........................................................................................................................1
PART A...........................................................................................................................................1
3 A) Analysis of the strengths and weaknesses of JKL Industries’ policies and procedures.....1
3 B) Evaluation of the legal compliance of their policies and procedures..................................3
3 C) Evaluation of current ethical practices, including confidentiality requirements.................5
3 D) Identification of any relevant sustainability issues relating to performance management
and training ................................................................................................................................5
REFERENCES:...............................................................................................................................7

INTRODUCTION:
Human resource management is very crucial part of every organisation. It manages and
controls inflow and outflow of work force within an organisation. The role and responsibility of
HR is in very wider context. They perform various roles that consists from developing policies
to taking exit interview (Fisher and Davey, 2017). Their main responsibility is to ensue that
policies set by top management is been followed or not. Besides this, by implementing several
policies HR creates better working environment in organisation. HR performs various functions
such as performance appraisal, managing leaves, solving conflicts, providing training, etc. They
act as a mediator between top level and employee. A slight change employees behaviour will
affect business operations. Also, changing of policies or procedures affects organisation culture.
This directly affects employee productivity. Therefore, HR has to ensure that organisational
culture must be maintained and controlled. This report will show how change in employee
behaviour lead to decline in sales and profits. This overall report will reflect on JKL industries
HRM policy and procedures. It will show how HR functions are been affected by change in
policies in JKL industries.
PART A
3 A) Analysis of the strengths and weaknesses of JKL Industries’ policies and procedures
There are different policies and procedures followed in JKL company. It describes its
core values and ensures that legal requirements are been compliance or not (Rao and Dhillon,
2017) The strength and weakness of policies are described below :-
Code of ethics policy
 Strengths – Its strengths are employee have to respect and treat each other in well
manner. They have to be honest to company. Also, employees have to protect the privacy
of other as well as organisation.
 Weaknesses- Its weakness is there is no such laws or legislation listed in this policy.
Thus, in case of violation of any code of ethic, company will not be able to take legal
action against that employee (Iqbal, Nadeem and Zaheer, 2015).

Health and safety policy-
 Strengths – Its strengths is the standards that are lead by government is been
implemented in this policy. This ensures that there proper working environment within
company. Also, JKL has is concerned on reducing health hazards.
 Weaknesses – There has not been any changes made in policies in recent times.
Moreover, there is no proper tools and equipments in JKL to tackle any serious threats or
hazards.
Workplace harassment policy
 Strengths – The policy is been highly implemented in all levels of JKL. It ensures that
there is no form of bullying or harassment activities performed by employees (Langford,
Fellows and Gale, 2014). It has helped in creating a positive and better working
environment.
 Weaknesses- The policy is does not contain any legal action that can be taken against
employees. Action taken will only be in form of counselling or performance
management. This increases chances of bullying or harassing others.
Anti discrimination policy
 Strengths – It consists of all those policies that ensures right of protecting privacy of
both organisation and employees.
 Weaknesses – There is no legal compliance in this policy (Meijer and Bolívar, 2016).
Privacy policy-
 Strengths- There are different policies followed in JKL. It contains privacy act of 1988.
 Weaknesses – In this employees are exempted from privacy act.
Record keeping policy
 Strengths- It follows the standard for record keeping of data that ensures effective
protection of it.

 Weaknesses – The acts are not sufficient to take legal action against any employee.
Training policy
 Strengths- It provides equal opportunities to every new graduate in gaining employment.
They can apply through common government website (Dislich, Keyel and Hess, 2017)
 Weaknesses – there is no such acts that makes the policy legally compliance.
Performance management policy
 Strengths- The performance of employees is measured on basis of KPI. Also, policy is
legally compliance by certain acts.
 Weaknesses – The acts are not sufficient. Thus, it does not provide adequate
development opportunities to employees
3 B) Evaluation of the legal compliance of their policies and procedures
JKL ensures that all policies and procedures are been followed and implemented by every
employee (Isa, Kamaruzzaman and Berawi, 2017) For this there are some legal compliance
that has been laid down. It will help in taking legal actions against employees. Also, it will
ensure that there is no illegal practise followed by workers. The legal compliance of polices
are :-
 Code of ethics – There is no legal compliance associated with this policy. It is lacking
some legal acts.
 Health and safety – This policy is effectively compliance with legal requirements. It
includes several acts such as Work Health and Safety Act 2011, Workers Compensation
Act 1987, etc. these are sufficient to be followed.
 Workplace harassment- This policy is effectively compliance with legal requirements.
It includes several acts such as Workplace Gender Equality Act 2012, Racial
Discrimination Act 1975, etc. these are sufficient to be followed (Painter-Morland,
Hibbert and Russon, 2018).
 Anti discrimination policy- It is lacking some legal compliance in this policy.

 Privacy policy- It only includes privacy act 1988. So it is not sufficient as it can lead to
violation of several other things.
 Record keeping policy- There is only one act by which policy is been legally
compliance. Thus, it is not sufficient for JKL.
 Training policy – There is not single act in this policy.
 Performance management policy – It is having relevant legal compliance but not
sufficient (Fisher and Davey, 2017).
Recommendations :-
 JKL should consider this and include acts in code of ethics that are been set up by
government. It will ensure properly following of this policy by employee. Thus, it will
help in taking any legal action in case of violation.
 Company can provide healthy and safe environment to employees. They must ensure that
policies are been properly implemented and followed in all departments.
 HRM can make it more effective by laying down some more acts in workplace
harassment policy.
 Organisation can include some acts in anti discrimination policy that is set by
government to ensure that no act of discrimination is followed (Rao and Dhillon, 2017).
 JKL can include some more acts related to privacy to make it effective. It includes
privacy act 1988 that is not enough.
 Enterprise can include various other acts in record keeping policy to ensure privacy of
data and information.
 Company can make its training policy as legal compliance by including various rules and
regulations set by local bodies.
 JKL can improve this by revising again by including some more acts in performance
management policy (Iqbal, Nadeem and Zaheer, 2015).

3 C) Evaluation of current ethical practices, including confidentiality requirements
Staff members and officers of the company are expected to respect and assist the core
values of JKL
 Respect others as well as treat others with complete fairness.
 Act as per the appropriate standards, legislation and market codes of practice.
 Act honestly for protecting JKL reputation and avoiding conflict of interest.
 Safeguard the privacy of other as per the corporate privacy as well as record keeping
policies (Langford, Fellows and Gale, 2014).
 Ensuring that individuals are mindful of the fact that their personal data is being gathered.
By reading this policy it is analysed that employee are only expected to follow code of
ethics. They arr expected to respect each other values, ethics, etc. JKL believes that employee
will remain honest to company. They will protect privacy of each other as well as company data.
Besides this, confidential data will not be shared with each other. Only limited persons will be
having authority to access that data.
The deficiencies in this policy is there is no legal compliance in it. This restricts
organisation to take any legal action against employee in case of violation of this policy. This
policy states that employee will understand what is expected from them but sometime it may
lead to disrespecting others due to work load or stress. Along with this, employee can break data
privacy by sharing data with each other. Hence, in this case no legal action can be taken against
that employee. (Meijer and Bolívar, 2016).
3 D) Identification of any relevant sustainability issues relating to performance management and
training
The performance of employee is measured with appropriate means. It is done twice in a
year by managers. For measuring performance certain key performance indicators are set up by
managers. Also, it is also done by taking feedback of others. Moreover, all employee are given
equal opportunities for training. This helps JKL to provide new graduates and young talents in
employment (Dislich, Keyel and Hess, 2017). Furthermore, after providing training
performance is measured.

There is no such relevant issue related to this. It is because it can be seen that company is
giving equal opportunities to every one. Also, having appraisal two times will help in retaining
employees and reducing turnover.
6.4 Impact of recommendations on the current policies and procedures.
The two HR function being Performance management policy and Vocational education
and training, apprenticeships and traineeship policy (Ngo, Lau and Foley, 2008). The
performance management policy of JKL helps workers in motivating so as to enhance their
performance for a particular time period. Thus JKL has a set of policies and procedures which
support its core values so as to work in compliance by workers following legislative
requirements.
The recommendations though provided needs to be complied with daily working by all
through respecting each other either its a manger or subordinate. Such legislative requirement
which impacts no sex discrimination Act 1984 and Freedom of information Act 1982 has been
followed at the JKL (Collings and Mellahi, 2009). The performance of employees will tend to
increase if each and every person works in coordination as they have common goals to achieve.
The performance management policy of JKL will bring in changes in the working environment
of the company by providing rewards and recognitions to excellent employees so as to motivate
others to work meeting standards. Such an HR strategy will help achieve sales target efficiently
by the company.
Another HR policy incorporated by JKL is Vocational education and training,
apprenticeships and traineeship policy to provide development facilities to all employees either
newly recruited or the current working persons (Collings and Mellahi, 2009). Such a training and
development program designed at JKL will tend to bring changes in the working environment of
the company by enhancing overall growth and profit margin. The main purpose of this policy is
to control turnover of employees by retaining talented employees in the organization. It will
bring changes as developed workforce will provide improved quality of output. The
apprenticeship or training work will motivate workers to take up challenging tasks in order to
gain rewards and recognition.

Thus, both the functions of HR is recommended to change in JKL with the changes in
current policies and procedures as well as with newer technology and innovation (Ngo, Lau and
Foley, 2008).
6.5 Impact of recommendations on JKL Industries’ ethical framework and code of conduct.
JKL Industries follow a corporate code of conduct framework which is complied by all
working at the company. The code of ethics focuses on providing quality products and services
to customers at reasonable prices without harming the environment. Such a practice followed at
JKL helps it in achieving greater results. The code of conduct abide every person at JKL to resect
others, needs to act according to the set rules and legislation as well as protect privacy of others.
It has been recommended that abiding with the code of conduct will enhances personal
satisfaction of employees thereby raising performance appraisal. It has also been recommended
to honestly safeguard the interest of the company which will impact in form of providing better
cultural environment to all (Pichler, Simpson and Stroh, 2008). The above recommendations will
provide stability in the working environment of JKL. Abiding the code of conduct will overall
enhances organizations image which will impact its share price value creating more incentives
for all. In order to carry out ethical practices it was recommended to implement corporate social
responsibility department inside JKL which will close check various activities performed at the
company. The use of less paper and discarding plastic articles has been recommended which has
impacted positively on the company.6.4 Impact of recommendations on the current policies and
procedures.
The two HR function being Performance management policy and Vocational education
and training, apprenticeships and traineeship policy (Ngo, Lau and Foley, 2008). The
performance management policy of JKL helps workers in motivating so as to enhance their
performance for a particular time period. Thus JKL has a set of policies and procedures which
support its core values so as to work in compliance by workers following legislative
requirements.
The recommendations though provided needs to be complied with daily working by all
through respecting each other either its a manger or subordinate. Such legislative requirement

which impacts no sex discrimination Act 1984 and Freedom of information Act 1982 has been
followed at the JKL (Collings and Mellahi, 2009). The performance of employees will tend to
increase if each and every person works in coordination as they have common goals to achieve.
The performance management policy of JKL will bring in changes in the working environment
of the company by providing rewards and recognitions to excellent employees so as to motivate
others to work meeting standards. Such an HR strategy will help achieve sales target efficiently
by the company.
Another HR policy incorporated by JKL is Vocational education and training,
apprenticeships and traineeship policy to provide development facilities to all employees either
newly recruited or the current working persons (Collings and Mellahi, 2009). Such a training and
development program designed at JKL will tend to bring changes in the working environment of
the company by enhancing overall growth and profit margin. The main purpose of this policy is
to control turnover of employees by retaining talented employees in the organization. It will
bring changes as developed workforce will provide improved quality of output. The
apprenticeship or training work will motivate workers to take up challenging tasks in order to
gain rewards and recognition.
Thus, both the functions of HR is recommended to change in JKL with the changes in
current policies and procedures as well as with newer technology and innovation (Ngo, Lau and
Foley, 2008).
6.5 Impact of recommendations on JKL Industries’ ethical framework and code of conduct.
JKL Industries follow a corporate code of conduct framework which is complied by all
working at the company. The code of ethics focuses on providing quality products and services
to customers at reasonable prices without harming the environment. Such a practice followed at
JKL helps it in achieving greater results. The code of conduct abide every person at JKL to resect
others, needs to act according to the set rules and legislation as well as protect privacy of others.
It has been recommended that abiding with the code of conduct will enhances personal
satisfaction of employees thereby raising performance appraisal. It has also been recommended
to honestly safeguard the interest of the company which will impact in form of providing better

cultural environment to all (Pichler, Simpson and Stroh, 2008). The above recommendations will
provide stability in the working environment of JKL. Abiding the code of conduct will overall
enhances organizations image which will impact its share price value creating more incentives
for all. In order to carry out ethical practices it was recommended to implement corporate social
responsibility department inside JKL which will close check various activities performed at the
company. The use of less paper and discarding plastic articles has been recommended which has
impacted positively on the company.
Thus both the HR functions and its recommendations has impacted the working of JKL
by enhancing its overall image in corporate world as well as in the society or community in
which it operates (Bratton and Gold, 2012). The use of eco-friendly things has brought in new
changes in the company making healthier circulation of air.
Thus both the HR functions and its recommendations has impacted the working of JKL
by enhancing its overall image in corporate world as well as in the society or community in
which it operates (Bratton and Gold, 2012). The use of eco-friendly things has brought in new
changes in the company making healthier circulation of air.
PART B
Covered in PPT.
ASSESSMENT 2
PART A
1. Analyze the workforce data JKL industries and evaluate HR functions.
Human resource department palsy the essential role in order to have smooth function of
the enterprise. These as are-
 Recruitment and selection- The HR of the JKL industries need to take initiatives in order
to select the potential and qualified candidate.
 Orientation- It is need to be given as it is helpful in order to give assistance in relation to
adjust new employee in the firm.

 Maintaining good working condition- by providing the good working condition and to
motivating them the firm can undertake its business activities properly.
 Managing employee relationship- The HR of the JKL need to focus over the relationship
of employees so that they are able to conduct operational function of firm effectively.
 Training and development- The employees are need to provide effective training so that
they are able to carry out the operation in the impelling manner.
Work analysis data-
It is need to be conduct in order to determine the operation of the firm. It can be
concluded with the given analysis that in the demographically situation there are total number of
144 employees in this sales force and mechanics are highly influenced with the demo-graphical
condition.
2. Description on internal and external research to evaluate the effectiveness of the current HR
practices.
HR practices will be defined with the help of internal and external research technique as
are-
Internal analysis- The high turnover is resulting in the case of sales force and mechanics
as 18 and 10 respectively. The turnover is increasing in each quarter as it is 6 in quarter 1, 8 in
quarter 2, 9 in quarter 4. The Absenteeism in the each quarter of the employees is also increasing
as 307 in quarter 1, 351 in quarter 2. 358 in quarter 2, 429 in quarter 2 and its total is 1445. Thus,
it is analysed that HR need to play its function in expertise manner. There are total number of
144 employees in this 83 are females and 67 are males. Thus, it can be said that the company is
focusing over the women empowerment in the large manner. The HR operation need to be
conducted so that rate of turnover from the enterprise can be decreased. By providing good
working condition to the employees' absenteeism can be controlled.
External analysis- IN is need to be conducted on the basis of this two things as are-
1. The Australian Bureau of Statistics is Australia's official statistical organisation. It works
as to assists and encourages informed decision-making, research and discussion within