Strategic Issues and HR Management Analysis for PwC Australia Report

This report provides an analysis of the strategic issues and human resource management practices at PwC Australia. It explores the importance of talent innovation, employee safety, and effective leadership in driving business performance. The report highlights the role of the HR department in assessing employee capabilities, implementing strategies for workplace inclusion, and ensuring compliance with employment laws. The discussion focuses on PwC Australia's approach to workplace inclusion, recruitment strategies, employee communication, and performance management. It emphasizes the significance of high-performance work systems, employee motivation, and strategic HR processes in achieving organizational goals. The report concludes by emphasizing the importance of improving productivity through employee development, a positive work culture, and effective management, and it references various academic sources to support its findings.

Running head: ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
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1ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
Introduction
Talent innovation for business performance is important for the development of the
organization. In that case, the organization needs to focus on organization people safety and
leaders are in right place to motivate other employees. However, the potential within employees
and their quality and capabilities are judged by Human Resource Management. The department
is impacted by company growth (Rothaermel2015). Human resources findings and implemented
strategies are important in that scenario and their vision is reflected by the company's strategy.
For the long-term business market diversity in workplace and inclusion of employees and
employment law is important for delivering quality service to the organization. The community
management and inclusion of female leaders are such steps that evaluate employees’ efficiency
and create a better workplace for customers. In this paper, PwC Australia is the company where
the major strategic prospect of workplace inclusion is the prime work to be focused on
(Pwc.com.au 2017).
Discussion
Workplace and corporate strategy is the inclusion process that human resource team
needs to implement in their program. Job seekers need to have a minimum quality to get
qualified in organization operation process. PwC Australia is one of the leading service firms
that help Australian business, government and non-government sectors by bringing on the power
in global network firm (Pwc.com.au 2017). The global Human Resource Technology is the
major amendment that most of the organization has done in their firm. The reason behind the
strategy is to include better employees who can provide their effective inputs for the

2ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
development of power generation in different deals in PwC Australia. The cloud HR process has
climbed up 73% which is on 68% two years ago.
Recruitment and Employee selection is based on the impressive nature, holistic nature
or by the merit of that employee. The approach of hiring and sense of recruitment are the key
aspect of an HR. Communication is a big prospect for HR department and in this HR team need
to communicate with all employees and job seekers (Wheelen and Hunger 2017). So their mental
condition and validating the situation is the key aspect for that reason. Decision-making quality
needs to be accurate and this quality identified the personification of that employee. The review
of employees and their capabilities are judged by the HR team so the hiring decision needs to be
intuition based that implemented over the organization.
Performance management in an organization evaluated by the production level an
employee. The rate of production may be different in some cases and that production rate
depends on simplification and genre of work. This is the reason training and workshops need to
be practiced in this form of management scenario. The Government and Non-Government sector
in Australia wants better performance from their employees and rising their position (Parker,
Morgeson and Johns 2017). This is not irrelevant at all as the production impacted over the
national economy and widespread discussion over performance framework. The multi-level
framework for the high-performance level in government sectors in Australia has been noticed
and that signified of system-level design principle is important for different sections in their
business market. High-level performance can only judge by the incorporation of key practices
and dynamic capabilities in management (Rees and Smith 2017). On the other hand, effective
performance change can only happen by the multi-level conceptual practice framework.

3ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
People and Organizational strategy are mainly imposed in those sections where an
interacting operational process is very slow and employees are not capable enough qualified to
deliver better products for the development of their organization. Market life mechanism and the
individual work opportunities are key marking objective that provides client benefit and better
business accession. In this case, new operating model is important for leadership development as
leaders are evaluating new strategies and theories for the better change management in HR
department. Profit accountability and design of the organization is the general growth that lasts
for many years (Miles and Sadler-Smith 2014). To focus on the mission and vision of the
organization, strategic goal and approach is a major purpose that provides cultural enhancement
and team building attitude. PwC has basically imposed their attention on their level of production
(Pwc.com.au 2017). The power generation and effective rights of assessments is the better
operating model of innovation, advantage and production level. The change management model
can take formal and informal strategy and decision making cases in that occasion.
Deals in environment and employees’ safety and security are the key issue for the
organization. The responsibility will confronted to HR department mine areas expected better
results from their employees. 15% increase in operating revenue generation and 64% debt
repayment in 2016 can make possible changes to make employees' intactness and better
decision-making situation for employees (Pwc.com.au 2017). Strong performance is delivered by
MT50 gold miners and their level of performance management is also good as the desired value
of potential generation has come in this process.
High-Performance Work System is a practice initiated by employees for better
outcomes. There are some commitments and productive outcomes that strengthen the
performance level and provide the better relationship with better production as well. HPWS

4ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
practices help to provide job satisfaction and deliver trust and empowering perspective that
boosts up organizational approach. Employees' attitude and their job satisfaction is another
concerning issue for HR (Boxall,Hutchison and Wassenaar 2015). Buildings strategic HR
process evaluates the levels of performance within employees are the key concern for the
organizational function. The basic theory of performance management is depending on the
implicit and explicit manner of research progression. In addition to this practices, responses from
organization performance and employees behavior is the key change management that motivates
other employees to do the process in the same way. Increasing employees' motivation for the
discretionary effort is the reason behind a better push in the market and delivers the best product
from the organization (Rowley, Shipilov and Greve 2017). The role of HR is to deliver the better
level of performance from an employee, so the department needs to motivate those people and
pay for the performance. This is the most important and modified version of performance
indicators that certainly provides better opportunities for employees and motivate employees for
organization success.
Conclusion
Therefore, from all these findings of HR management and strategic issues in an
organization, it can be concluded that improving productivity is starting from the employee's
joining. A better level in people, their productive culture, and control in management is the key
perspective that connected the better relationship between management and employees. In case
of PwC Australia, most of the power generating sectors needs enough training and workshop
process for entering into this genre, HR contextualization is important over this situation. Job
satisfaction, employee commitment in management is the key consideration that associated with
the organization change management and their constant support for better situational work.

5ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
Strategic change and management models are followed by HR departments. Their commitment
and relationship with employees need to be in that momentum so that addressing cluster and
working environment motivated others for better workplace commitment. In case of dealing with
objectives of human resource management as a manager, all organizational aspect like
communication, decision making, situation handling, dealing, services, market extension,
marketing strategy implementation all these are important for managers to know the situation
and impose the right decision on this situation to get rid of that. In this analysis, the major
objective of the manager is to determine the condition of PwC Australia and to state the issues
over there and state the understanding over the situation which is well explained in this paper for
further illustration and knowledge.

6ORGANIZATIONAL STRATEGIC ISSUES AND UNDERSTANDING
References
Boxall, P., Hutchison, A. and Wassenaar, B., 2015. How do high-involvement work processes
influence employee outcomes? An examination of the mediating roles of skill utilisation and
intrinsic motivation. The International Journal of Human Resource Management, 26(13),
pp.1737-1752.
Miles, A. and Sadler-Smith, E., 2014. “With recruitment I always feel I need to listen to my gut”:
the role of intuition in employee selection. Personnel Review, 43(4), pp.606-627.
Parker, S.K., Morgeson, F.P. and Johns, G., 2017. One hundred years of work design research:
Looking back and looking forward. Journal of applied psychology, 102(3), p.403.
Pwc.com.au 2017 Aussie Mine 2017Retrieved from: https://www.pwc.com.au/ [Accessed on 7th
January 2018]
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Rothaermel, F.T., 2015. Strategic management. McGraw-Hill Education.
Rowley, T.J., Shipilov, A.V. and Greve, H.R., 2017. Board reform versus profits: The impact of
ratings on the adoption of governance practices. Strategic Management Journal, 38(4), pp.815-
833.
Wheelen, T.L. and Hunger, J.D., 2017. Strategic management and business policy. pearson.