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Human Resource Management_ Summary.
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Human Resource Management:Summary
role of human resource management - correct answer-• strategic role of human resources
• interdependence with other key business functions
• outsourcing
• human resource functions
• using contractors - domestic, global
Strategic role of human resources - correct answer-Human resource management's strategic
approach that incorporates all aspects of managing the employer-employee relationship in
the workplace. It includes functions such as recruitment, equal opportunity, training,
development, separation and how they can be aligned to achieve business goals. Over the
next decade, the major strategic challenges for human resource management include the
challenges of developing and retaining talent staff, improving leadership development,
managing the ageing workforce and succession planning.
Interdependence with other key business functions - correct answer-The HRM's team's
function depends on not only the size but the nature of the business, as well as the industrial
action and unionisation in the industry or business. In larger businesses the human resource
team or manager is responsible for all these functions, where as in a smaller business the
general manager and employees may share these responsibilities.
HR-> Marketing: In recruitment HR need to specify what employee needs to be found so that
marketing can market to find this person.
HR-> Finance: paying employees and the amount of employees in the business
HR->Operations: Employing employees to operate the business or contractors.
Outsourcing
• human resource functions
• using contractors - domestic, global - correct answer-Globalisation and technology have
impacted the outsourcing process of HR.
One of the most growing functional areas for outsourcing is HR. It is increasingly common
within small and medium sized businesses to outsource the HR process. Outsourcing allows
firm to focus on other key business functions by planning for growth, development and
management of staff during this phase.
Contracting is generally recommended for non-core functions of a business. Outsourcing
maintenance to avoid industrial problems led to a loss in competitive advantage.
Domestic subcontracting is very common today and avoids the need to employ additional
"in-house" staff, along with all the overhead expenses. This allows business to focus on core
business functions, leaving some of the detailed support or compliance-related activities to
experts, such as a payroll management or order fulfilment. But it does carry risks such as
potential loss of direct customer contract, which could impact on sales over the longer term.
Global subcontracting: Outsourcing as a first step toward operating in a new market
overseas, to get acquainted with market needs before expanding with greater presence in
the market. Global outsourcing carries some risks, these include difficulty controlling the
, quality and reliability of the service, cultural differences, and well-qualified staff may be
replaced with less- qualified staff, causing the quality to decline.
Key Influences on Human Resource Management - correct answer-• stakeholders -
employers, employees, employer associations, unions, government organisations, society
• legal - the current legal framework
• the employment contract - common law (rights and obligations of employers and
employees), minimum employment standards, minimum wage rates, awards, enterprise
agreements, other employment contracts
• work health and safety and workers compensation
• antidiscrimination and equal employment opportunity
• economic
• technological
• social - changing work patterns, living standards
• ethics and corporate social responsibility
Stakeholders - employers, employees, employer associations, unions, government
organisations, society - correct answer-Stakeholders have a common interest in the survival
and success of the business. However, not all interests are shared and conflict may arise
due to competing interests and differences.
Employers and managers handle HRM issues on a daily basis. Employer's responsibilities
are increasing due to the recent legislation encourages them to negotiate agreements and
resolve disputes at the individual workplace. Under this legislation employers have gained
more power to make agreements relevant to the individual workplace or enterprise.
Employees are more educated than in past times. The structure of work has changed over
time and this has affected employee's access to work. Many unions have responded to
employee fears and have addressed employment issues such as job security and limitation
on the use of casuals.
Employer associations were created by employers as a counter party to unions, to represent
employers in the making of awards through conciliation and arbitration systems. Their main
role is to act on behalf of employers in collective bargaining sessions before industrial
tribunal courts, commissions and committees. These included organisations such as
Australian Chamber of Commerce and Industry (ACCI), Australian Industry Group (Ai
Group).
Trade unions are organisations formed by employees in an industry, trade or occupation to
represent them in efforts to improve wages and the working conditions of members. Unions
play a powerful role in HR. Membership for trade unions has declined dramatically over the
last decades at a global level in response to many factors including the shift to less
hazardous work in the increasingly dominant service sector.
Government: to simplify industrial relations and improve efficiency, a national system of
industrial relations has been created since 2007 under the labour government.
Legal - the current legal framework
• the employment contract - common law (rights and obligations of employers and
employees), minimum employment standards, minimum wage rates, awards, enterprise
agreements, other employment contracts
• work health and safety and workers compensation
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