UO Foundations of HRM: Performance, Bullying & Well-being

This case study examines human resource management strategies within Inclusive Future Education Australia (IFEA), focusing on performance appraisals, addressing workplace issues like teasing and bullying, and promoting employee well-being and work-life balance. It suggests implementing management by objectives for performance appraisals, coupled with low-cost benefits and performance-based pay. The study emphasizes HRM's role in aligning strategies with business objectives, recommending training programs for conflict mediation and anti-bullying policies. Furthermore, it highlights the importance of work-life balance initiatives, suggesting the creation of a work-life balance policy to improve employee satisfaction and productivity. The analysis underscores the necessity of monitoring and evaluating HR interventions to ensure their effectiveness in achieving organizational goals. Desklib offers a platform for students to access similar solved assignments and resources.

Foundations of Human
Resource

Table of content
MAIN BODY..............................................................................................................................................3
1. Important to undertake performance appraisals and suitably reward performance at this
organization and types of performance appraisals, and employee benefit and compensation schemes
would work best for organization............................................................................................................3
2. Problems at the organization around employee’s teasing one another and HRM strategies and
functions would deal effectively with this behavior before it turns into bullying....................................5
3. Employee well-being, work-life balance projects important in the workplace and suggestion of what
might be suitable for the organization’s employees and justify your recommendations..........................7
4. Recommendations for each of the above*, explanation of HR interventions should be measured and
goals could be set so the HR intervention’s success can be measured.....................................................9
REFERENCES......................................................................................................................................12

MAIN BODY
1. Important to undertake performance appraisals and suitably reward performance at this
organization and types of performance appraisals, and employee benefit and
compensation schemes would work best for organization
Importance of performance appraisals and performance rewards
Involvement of different performance appraisals is useful for organizations. And it requires in
profit and nonprofit organization as well. Performance appraisals assist in communicating with
employees on how they are performing in their role, areas that gives benefits in future growth
and provide an agreement on new objectives and creating a plan to meet the set objectives (Lollo
and O’Rourke, 2020). It is important to undertake quality performance appraisals here at
Inclusive Future Education Australia (IFEA) as research suggests that when conducted well,
performance appraisals can increase job satisfaction, organizational commitment, and decrease
employee turnover. Individual who decide to build their career in IFEA industry almost people
prefer to get performance appraisal, also not only in this industry on the other hand multiple
industry prefer this term to build career in where they get performance appraisal.
As IFEA has indicated some of their staff haven’t maintained the skills required to
service their current roles. I believe implementation and involvement of performance
appraisals at IFEA will assist the human resource manager and the employees in knowing the
level of their current skills and areas for professional development. This is going to be a
positive influence to create a positive bond between management and employees and
improve the communication within the organization.
Within IFEA industry its important term to involve performance appraisal because it has
power to influence experts performance and develop efficiency in education distribution.
Stone lists quite a few appraisal systems to consider before implementation, these include,
ranking, grading, graphic scales, critical incidents, behaviorally anchored rating scales,
behavior observation scales, essay description, management by objectives, the balanced
scorecard, and assessment centers.

As part of the performance appraisals, it is important IFEA include suitable rewards
based on performance which is useful or beneficial for work culture long term sustainability.
It is important to include a form of reward whether it can be financial or non-financial
rewards as a result of the employees meeting the objectives set during their performance
appraisals. Rewards have been proven to increase motivation amongst employees, improve
job satisfaction, entice potential employees as part of the employee value proposition and
increase an employee’s commitment to the organization. Involvement of rewards, other
essential benefits also part of performance appraisal in organization play effective role in
growth and expansion of higher consistency.
Performance appraisal suggestion
I consider that the most suitable performance appraisal system for our organization is the
management by objectives method. Now that IFEA has established their organizations goals,
each manager can sit down with the employee’s individually to establish their personal
objectives. A benefit of this method is that employees can communicate their own goals and set
their own targets and timeframes in which they can be achieved Regular performance appraisals
will ensure the necessary skills are maintained and IFEA do not find themselves in a position
where hiring is required because of staff lacking skills.
Once objectives and targets have been set, continuous monitoring is required to ensure they are
being met and any necessary adjustments are made. From here, managers can evaluate
performance, provide feedback and determine if the employee is eligible for the additional
compensation associated with meeting their targets (Dundon and Rafferty, 2018).
Employee benefits and compensation scheme suggestion
To coincide with the performance appraisal method of management by objective, I believe it
would be appropriate that we first look at introducing low-cost benefits to across the board to all
our employees. Within IFEA organization employee benefits and compensation scheme
suggestion mainly includes provide monetary values in specific time and engage continuously
increment which helps to encourage individual for their performance effectiveness.

 Low-cost benefits may include flexible work schedules, new hire welcome packages,
movie nights, office snacks, paid time off for volunteer work, office social events.
 Secondly, to align with the individual targets set during the performance appraisals it
is recommended that a payment for performance (PFP)is introduced. PFP plans vary
and are linked to the measure that has been set for the individual in accordance with
the business objectives (Diawati and et.al., 2019). I believe this IFEA would benefit
from this compensation scheme as it has been shown to increase employee motivation
and performance.
2. Problems at the organization around employee’s teasing one another and HRM strategies and
functions would deal effectively with this behavior before it turns into bullying
IFAE industry when decide to engage new practices, strategies within business activities
its import term to involves they mainly needs appropriate HRM. Because they do have great
experience for many areas (Chowdhury and et.al., 2022). It is important that our HRM strategies
and functions align with the business objectives at IFEA. HRM function or strategies beneficial
for IFEA industry for ensure the best outcomes, our training needs to specifically address the
aims. Our human resource development activities must also be highlighted and link back to the
performance appraisal and reward systems by addressing key behaviours and competencies.
IFEA organization provide facilities of multiple Australian student who has lack of financial
sustainability also from the government rules they provide and develop concern on Aboriginal
and Torres strait island people for employment distribution and distribution of education as well.
And this term makes higher reputation of organization which helps to influence more customer
attraction and its develop efficiency in performing given task.
On my role as the human resource manager is to best equip managers with being able to identify
and provide strategies on dealing with unacceptable or difficult behaviours.
 The first step to building a successful strategy is identifying the training needs to provide
direction and the purpose of the training activity. The training activity I would suggest to
avoid the teasing becoming a bigger issue is, management training that includes case
studies.

Another training strategy we can implement is conflict mediation training and coaching for
managers. It is important that managers understand the definition of conflict, how it surfaces in
the workplace, the different stages and then management of the behavior (De Clercq and Brieger,
2021).
With the right training distribution, managers can detect negative behaviour in their subordinates.
Manager has duty that when they identified unwanted, indiscipline within organization
environment they do have to take action against on it. This will also aid in building trust within
the team to create a positive working environment for all.
HRM when not consider and develop higher focuses on their strategic decisions it impacts on
their growth, quality of performance, influence bullying and many more other activities.
Also, Once the training has been completed, it is important to evaluate and monitor the training
and development outcomes to measure how well the activities have met the objectives. Without
proper monitoring and evaluation, it would be difficult to identify the success of the training, if
modification is required for a better outcome or other areas of improvement.
In addition to the training strategies, I believe we should introduce anti-bullying policies
and procedures. Policies are used by the human resource (HR) department to manage different
issues and challenges in the organization. Policies and procedures provide a statement on how an
organization perceives issues by which members of the HR department can use to guide how
they handle issues arising with employees
Within IFEA organization HR department has duty to engage actions and rules which helps to
manage conflicts and almost problem generate from indiscipline activities in internal
environment. So for the career dvelopmeenet in the specific area individual has duty to follows
multiple essential approaches.
Once established, the policies and procedures should be delivered to the employees through
regular training sessions on this topic in addition to their regular work activities. It maintain
discipline within organization practices.
Various type of unwanted and crucial activities or events within organization environment
impacts on employees and student mind-set. So bullying in the workplace has shown to have a

serious negative impact on an organisation and correlates to absenteeism, sickness absence,
turnover, poor job satisfaction and job commitment, even leading to legal matters in worse case
situations (Hasan, Jawaad and Butt, 2021). The effects of bullying on individuals have been
identified as high levels of stress, anxiety, depression, and post-traumatic stress disorder. Victims
of bullying are said to be associated with lower performance in the workplace.
3. Employee well-being, work-life balance projects important in the workplace and suggestion
of what might be suitable for the organization’s employees and justify your recommendations.
Importance of employee well-being and a work-life balance
Work-life balance and employee well-being is becoming a focal point for organisations as
studies show there is an impact on the productivity and performance of employees when these
areas are lacking. Employees that practiced their own work-life balance strategies had improved
health conditions and general wellbeing when compared to employees that didn’t practice work-
life balance. With family dynamics changing, IFEA organisations have realized the traditional
work structures are no longer compatible. Some factors causing the change include an increased
number of women in the workforce, an ageing population and other everyday events such as
mid-life stresses and marriage breakdowns (Hammer, 2021).
HR play major role in work life balance management in organization because they do have duty
to maintain goodwill of working culture. Within IFEA organization HR concern on many area
like. Work-life balance is defined as the division of time and focus between work and activities
outside of the workplace. Work-life balance can easily manage when IFEA industry HRM has
duty to analyze which major factors affect on individual life effectiveness from working culture.
Idea of this term requires appropriate distribution of work which not impacts on individual mind-
set or their life effectiveness. It is important work-life balance can achieve as the benefits for
employee’s well-being include, lower stress levels, improved attendance behaviors, increased job
satisfaction, lower turnover rates, and employees feel more in control of their scheduling and
responsibilities (Birtalan, 2021).
The benefits of work-life balance within IFEA organization which serves educational
effectiveness for student future benefits, it also extend to the organisation by creating a more

appealing work environment, improved company culture, enhanced productivity from employees
and a healthier and more engaged workforce.
Organizations offering work-life balance flexibility are often viewed as a trustworthy
which assists with employee work engagement and motivation. To create a positive work-life
balance at IFEA, it would be recommended that the start by creating and implementing a work-
life balance policy that is shared with the organization. The policy should be available to all
employees and the utilization of the policy be monitored by the organization (Sharma, 2021).
During the creation of the policy, we will be able to determine the most suitable initiatives for
the organization, any costs that might be included and how we can implement them. It is
important for employees to be aware of what is available to them to ensure they are receiving the
benefits of the initiatives.
Suggestions to create work life balance
Effective work life balance can possible when management develop specific policies in
working culture like flexible working arrangements, provision of health and wellbeing
programmes, provision of childcare benefits or services, leave as required to cover family needs
and organisational understanding and support.
My suggestion would be to firstly implement flexible working arrangements at IFEA.
Flexible working arrangements can be described as flexible working hours and part-time work
that is arranged between the manager and the employee.
In some roles where there aren’t time constraints, flexible working arrangements may be
easily implemented. In the case of a 40-hour work week, the employee can determine the times
of day they will work to ensure their responsibilities are met. This flexible schedule may look
like a shorter work week with longer hours, early mornings or late evenings, or choosing to vary
the lunch break times.
It would be advised that IFEA implement flexible working arrangements in a formal
manner. Research shows there are greater success rates of the implantation when the
organization develops formal practices for their employees to follow.

4. Recommendations for each of the above*, explanation of HR interventions should be
measured and goals could be set so the HR intervention’s success can be measured
HRM interventions is all above refers to includes application of new ideas which provide
benefits and useful for improvement in overall organization performance.
It includes implementing some essential benefits can boost morale, attract more talented
employee, and create a more enjoyable work environment. Thus idea of this term its very
important term to involves continues motivation towards with performance appraisal
development which helps to make more consistency in performing organization task. IFEA
industry which survives vocational education, thus its important term to continuously add on new
and essential approaches which has power to develop higher efficiency in performing task of
organization growth. Within IFEA industry which continuously engage practices for business
growth and effectiveness its essential term that HR team continuously evaluate performance
identification of employee and in case any individual not perform and manage their life
effectiveness, they do have authority to remove from organization. Continuously involvement of
employee with perfect identification of their skills and knowledge is best practice which is done
by human resource management. It plays major role in business success because of expert’s
involvement, proper consideration and distribution of training, learning and beneficial rules and
regulation expansion (Slowiak and DeLongchamp, 2021). IFEA industry management mainly
develop focuses on continuously expansion of new techniques, facilities, implementation of
government policies, regulation for student success and for their career effectiveness.
Human resource interventions should be measured to ensure the strategies that have been
implemented into the organisation by the HR team are serving their purpose. Evaluations of the
HRM function also provide feedback to the management team on the outputs of the HR
department and the alignment with the company’s strategic business objectives (Gorjifard and
Crawford, 2021). Human resource management and their interventions can be managed within
organization practice can be easily measured by performance identification of employee, their
working culture, new practices and many more.
Nutley identifies various assessments that can be conducted to ensure the success of the
HR department and their efforts. Performance audits which review the performance outcomes as
a result of the implemented HR strategies, particularly looking at turnover rates, sickness and

absence rates and employee stability. User satisfaction to assess managements satisfaction with
the outputs of the HR department. Value-added audits determine the value being added by the
HR department and their various techniques. Lastly a strategic contribution audit to determine
whether HR is being managed strategically.
Cost per hire: HRM interventions can be measured using a combination of qualitative and
quantitative factors. Measurement results will identify the success of the HR departments
strategic contribution to the company’s objectives and employee wellbeing (Akter, Ali and
Chang, 2021). HRM has duty to evaluate how individual develop earning for organization. Idea
of this term creates efficiency in organization culture because HRM department can easily set
intervention on the basis of individual skills and power of working condition identification.
HRM interventions can easily set organization goals because of great experience in
specific area and they mainly prefer from perfect identification of inventions because they do
have duty to influence organization performance and in term of IFEA organization who provides
Vocational education, its import term to add on best practices for identification of market trends
in education and organization requirements evaluation. Without having appropriate idea of recent
trend badly impacts on learning and growth of students.
So perfect management of all the essential needs and terms within organization practices
can easily manage and resolve conflicts. IFEA organization HRM has responsibility to develop
higher attracts towards with specific inventions like new technology involvement with human
experts who has great knowledge, rewards, benefits involvement, performance appraisal,
management of work force diversity, employee well being expansion and many more. Expansion
of all the important things has power to influence overall business growth with great manner. HR
department has duty to involves flexibility within environment practices as well because it helps
to build relation and employee when perform their task without any strictness or fear they can
reach business goals with great manner. In terms of IFEA organization when educational experts
have no authority and flexibility in their rules then it badly impacts on their positive attraction
towards with business. Consideration or all the import term defiantly get and achieve success
business goals.
Measuring the implementation of flexible work schedules

The success of implementing flexible work schedules here at IFEA can be measured using a
combination of Nutley and Bargerstock’s methods. Organization HRM has duty to engage
multiple interventions within business practices. It’s important term to involve flexibility within
organization culture but the major thing which requires in IFEA industry within educational
services is engage flexibility within business practices, but the major term which require is to
consider within addition of flexibility is specific rules like in emergency employee can take
leaves, other leaves, extra benefits, holiday, leaves on specific festivals or events and many
more. Flexibility means distribution of relaxation and human condition or situation
determination.

REFERENCES
Book and journal
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