Management 11 Report: Auckland Council HR Manager Analysis and Design

This report provides a comprehensive analysis of the Human Resource Manager's role within Auckland Council, focusing on job analysis, job design, and recruitment and selection processes. The report begins by defining job analysis and detailing the methods used, such as observation and interviews, while also addressing the associated moral, ethical, practical, and regulatory issues. The job design section outlines the responsibilities of an HR Manager, including attendance, payroll, grievance handling, and performance appraisals, further discussing the moral, ethical, regulatory, and practical challenges inherent in these tasks. The report then explores the ethical, practical, moral, and regulatory issues in recruitment and selection methods, highlighting specific examples of unethical practices and regulatory non-compliance within Auckland Council. Finally, the report analyzes the moral, practical, and regulatory issues in the selection process. The report concludes by emphasizing the importance of considering ethical, moral, regulatory, and practical aspects in all HR processes within an organization.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author note

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Answer to Question 2
Introduction
The given section will be throwing light on the role of a Human Resource Manager in the
given organization; Auckland Council. The key terms which will be discussed in the following
sections are Job analysis and Job Design. The Job Analysis of the HR manager will be done and
the moral, ethical, practical and regulatory issues which will be involved in the given process
will be identified with practical example (Cascio, 2018). The next section will discuss the job
design of the role of a Human Resource Manager and discuss the issues involved in a similar
method as done earlier.
Answer to Question 2 part A
Role chosen: Human Resource Manager.
The human resource Manager is involved in managing the various employees present in
the organization. They look after various processes like appraisals, grievances as well as
recruitment and selection.
Definition of Job Analysis
Job analysis can be described as a systematic and comprehensive study of the various
component of the task to be formed. It analyses the various tasks that are a part of a job
(Cullinane et al., 2013). The information on the job analysis aspect can be gathered in many
ways. Usually, the whole team discusses the tasks involved and the manager engineers may

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conduct various tests accordingly. Methods include interviews, questionnaires, observations and
specialized methods of analysis.
Analysis method used for HR manager
The analysis process and methods which may be used for the role of a Human Resource
Manager may consist of Observation and Interviews involved. In the observation method, the
other members involved in the organization with a similar post are observed for quite some time
and all their activities are noted down (Rohmert, 2017). In the interview method various experts
involved in the process tend to undergo an interview whereby they tend to state the different
tasks that an HR Manager needs to undertake. The given section will be discussing the various
issues involved:
Moral issue
The moral issue in the given analysis method is that by using interview as a method of
analysis a company will be taking the advice of the experts involved in the organization which
may differ based on their principles and values. Thus their opinions may affect the life of the HR
Manager to be recruited.
Ethical issue
The ethical issue involved in the given method of job analysis is that by using the
interview method, the answers of the interviewee can be tampered and changed by the
interviewer. In such a case, the organization, Auckland Council may not be able to achieve a

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clearer picture of the given scenario. For the observation method, it can be stated that, observing
and entity for the job analysis is like invading his personal space which is wrong and immoral.
Regulatory issue
The regulatory issue involved in the job analysis may refer to the one with the disabilities
act. In New Zealand, there are various laws and Regulations related to equality in employment
opportunities. Hence, while the elements of the job are being analyzed for the Auckland Council,
they need to make sure that no elements are specifically included which may not be performed
by a physically handicapped person.
For instance, if the job analysis states that the HR Manager would need to roam around
in the organization that would go against the regulatory laws as a handicapped person will not be
able to do so and this element can land the organization in trouble.
Practical issue
The practical issue involved job analysis involved is that Auckland Council uses
observation method for analysis which is quite impractical in the sense that wasting time on one
employee for so long does not sound practical (Berg, Dutton & Wrzesniewski, 2013).
Answer to Question 2, Part B
Definition of Job Design
Job design refers to the outline of the job requirements in a manner that the person who
will be appointed in the given HR role in Auckland Council understands the different
requirements of the given job and what is expected out of him. The primary motive of the job
design is to improve job satisfaction and provide a quality work life to the employee.

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Job design
The job design of an HR Manager at Auckland Council has used for the post of the HR
Manager is as follows:
The person will be responsible for maintaining the attendance of the employees
He will be required to maintain the pay rolls
He needs to handle all the grievances involved in the organization.
He needs to appraise the performance of the employee.
He will be required to negotiate and roam around in the organization
Conflict Management
Moral issue
A coin has two aspects. In handling, the grievances the person may be causing harm to
the person for the benefit of the organization. For example, if in Auckland Council an issue
arises then due to organizational pressure the HR Manager may be required to look after the
interests of the organization. Hence, the grievance aspect of the design may be risky.
Ethical issue
A person may be biased. He may not be able to work well for the purpose of the
organization. Therefore, if a certain situation arises between where the HR Manager may be
responsible to look after a certain issue that conflicts with organizational aims then, if the Human
Resource Manager takes the side of his close associate, it may give rise to an ethical issue.

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Regulatory issue
The regulatory issue in the given ob design relates again to the issue of roaming around in
the organization to guide the employees and look out for problems. Auckland Council considers
it necessary to do so, however according the law, it has been stated that no design should be
made in a manner such that it goes against the laws.
Practical issue
The practical issues involved in the given design are finding the right employees who will
be conducting all the given responsibilities for Auckland Council
Conclusion
Therefore, from the above analysis it can be stated that an organization is a social entity.
Although the recruitment process of the organization like the Auckland Council is a personal
one, it needs to keep in mind the ethical, moral, regulatory and practical aspects of the job
position it is aiming to fill.

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Answer to Question 3a)
Introduction
There are different kinds of ethical, practical, moral and regulatory issues in the process
of recruitment of the respective company. The HR is the role that has been selected for the
organization named Auckland Council wherein there are issues that has to be solved in an
effective manner.
Definition of Recruitment and Selection
The recruitment and selection method is defined as the managing the different volumes of
the different job resumes. The recruitment is the ability of different organizations to source
employees to keep the organizations improving and operating the quality of the entire human
capital employed in the respective company (Greiner, 2015). Furthermore, the selection of the
candidates is done after recruiting the candidates wherein the right candidates are selected based
on the resume to fill the current job vacancies in the organization (Rees & Smith, 2017).
Ethical Issues in Recruitment
There are different ethical issues in the recruitment and selection process wherein the
companies advertise the jobs that are non-existing in nature along with altering the resume of the
candidates. There are different kinds of ethical issues that include advertisement of the non-
existing jobs wherein the company advertises the job in different websites that is not available
and such position is not vacant in the organization as well.

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In Auckland Council, the recruitment and selection method was unethical to a certain
extent wherein the candidates were given false hopes wherein they did not inform the candidates
about the recruitment of the right job positions in their company.
For instance- It was seen few years ago in Auckland Council that there was a job posting
relating to the vacancy in the post of recruitment manager. More than 50 candidates applied for
the post and then arrived to the office for the interview. However, when they arrived at the office
premises, it was seen that the candidates were told that it was a false job posting and it had
affected the brand reputation of the company as well. Therefore, from the scenario, it can be
explained that the proper recruitment and selection method has to be adopted by them, as this
will help them in attracting more candidates in the future.
Regulatory Issues in Recruitment
There are different regulatory issues in recruitment and selection technique of Auckland
Council wherein there are different legal issues involved in it. The company did not foloow any
kind of regulatory compliances that are required in posting a job requirement for a certain kind of
post.
For instance- In the respective firm, the job postings were done based on race, color and
identity of the gender. The company used different biased techniques such as color, gender and
there were discrimination of the individuals as well.
Practical Issues in Recruitment
There were different practical issues in recruitment and selection technique of Auckland
Council is wherein the strategy used by them is not effective in nature like the other companies.

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The strategy of recruitment is not usual like other companies and they follow different
techniques that will create issues for the candidates.
For instance- The company uses different kind of extra expenses in recruiting a
candidate and the practical issues faced by them is relating to the procedure of interview wherein
the company does not follow the techniques that is normal to recruit candidates.
Moral Issues in Recruitment
The moral issues in recruitment and selection technique of Auckland Council are wherein
the company does not use the ethical means to recruit the candidates in an effective manner. The
company does not follow the ethical means and they hurt the sentiments of the individuals in an
ineffective manner.
For instance- The recruitment and selection of the candidates are done in an immoral
way wherein the candidates are recruited based on race, gender and there is discrimination
among the genders as well.
Answer to Question 3b)
Moral Issues in Selection
There are different kinds of moral issues in selection process of Auckland wherein the
selection is done based on the gender of the individuals and this hurts the sentiments of the
candidates. The moral issues of the selection technique have to be analyzed by the company, as
this will help in selecting the candidates in a professional manner (Van Berkel et al., 2017).

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For instance- While selecting candidates for the different kind of positions in their
company, there was discrimination relating to the gender of the candidates. The female
candidates were not selected and the male candidates were selected accordingly.
Practical Issues in Selection
There was different kind of practical issues in selection process wherein the method used
by the company for selecting the candidates were not appropriate for all the candidates. The
candidates were interviewed with different techniques and it created biasness. This was one such
practical issue faced by the company named Auckland Council (Melanthiou, Pavlou &
Constantinou, 2015).
For instance- The selection technique used by Auckland Council is personality testing
wherein not all the candidates were suitable for such kind of tests. This kind of selection
technique is not suitable and is biased in nature as well.
Regulatory Issues in Selection
The regulatory issues in the selection technique are wherein the respective company
named Auckland Council does not follow the legal norms and regulations. The company follows
the selection process in such a manner wherein the company do not use the legal norms and rules
in recruiting candidates (Chen et al., 2015). The company did not follow the legal procedures and
they make the individuals sign bonds and contracts that is not necessary in nature.
For instance- When a candidate visited the office for an interview, the company did not
follow the different legal policies wherein the company made the candidate signed different

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documents. Such kinds of procedures are not mandatory in nature wherein the company is doing
illegal methods.
Ethical Issues in Selection
The ethical issues in selection technique are wherein the company selects the candidates
in an unethical manner. The company does not inform relating to the rules and regulations of the
company wherein the candidates are selected and they are made to join without much
information (Van et al., 2016).
For instance- The Company employed an individual wherein the company does not
inform the candidate regarding the different rules of the job. The company used unethical issues
in the selection procedure and this has affected brand image of the company.
Conclusion
Therefore, it can be concluded that proper ethical, regulatory, moral and practical
analysis is required to be done as to recruit and select the candidates in an effective manner. The
company needs to understand that the rules and regulations have to be ethical and unbiased in
nature, as this will help them in improving the reputation of the company.

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References
Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful
work. Purpose and meaning in the workplace, 81-104.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Chen, H., Li, X., Zhu, J., & Li, L. (2015). Recruitment and Selection of Dual-qualification
Nursing Teachers: A Fuzzy Analytic Hierarchy Process Approach.
Cullinane, S. J., Bosak, J., Flood, P. C., & Demerouti, E. (2013). Job design under lean
manufacturing and its impact on employee outcomes. Organizational Psychology
Review, 3(1), 41-61.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with
ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-
recruitment tool. Journal of Transnational Management, 20(1), 31-49.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international
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Rohmert, W. (2017). Recent developments in job analysis (Vol. 24). Taylor & Francis.
Van Berkel, R., Ingold, J., McGurk, P., Boselie, P., & Bredgaard, T. (2017). Editorial
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Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2016). Social media for
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