Queenslanders - Human Resource Management - Case Study Example

RUNNING HEAD: CASE ANALYSIS Case Analysis Institution Date Case Synopsis Honorable Anna Bligh, the Premier and Minister for Reconstruction is of the opinion that Queenslanders should take advantage of the resources boom through finding out the available job opportunities arising from the boom. The Premier also advocates that Queenslanders should plug into the training that is required in order for them to qualify for the available job opportunities (Bligh, 2011). The premier notifies Queenslanders that the government has made an initiative to make advertisement available to Queenslanders through a direct government website. The website provides information concerning how people can register for new courses that will assist them to apply for the job opportunities. In addition the site gives Queenslanders information about upcoming jobs expos, specifically tailored jobs and also information about government funding. Advertising will also be done on television commercials, print advertising and radio, predominantly in the regions where the Expos are undertaken. Premier Anna Bligh argues that the major focus for the government when designing the ads was to assist Queenslanders to effectively take advantage of the boom (Bligh, 2011). According to Premier Anna Bligh Queensland’s economy is in the edge of the upcoming huge leap. She attributes this to the fact that resources are more than ever sort out. The primer was optimist that by 2015 as many as 38,000 jobs will arise from the operation and construction sector. In addition currently the resource industry holds about 3,500 vacancies. As a result this is basically the reason why the human resource in the area should take advantage of the boom and get into the job market (Bligh, 2011). Anna Bligh the primer also notifies Queenslanders the adverts are majorly targeted for the underemployed and the unemployed in areas of low skilled or skilled workers and unemployment in order for them to be able to change their careers. Furthermore the initiative aims at protecting long-term and shorter work opportunities. The Premier concludes that the total funding for the campaign is about $2.7 million (Bligh, 2011). Introduction Human resource management is an essential aspect in business management. It is a function in a company that deals with recruitment, management and giving of direction to individuals who work within and outside the organization. As an organizational function, human resource management mainly deals with issues relating to individuals who are already employed and those seeking for employment. The main issues covered in human resource management include human resource strategy, performance management, employee development and planning. Effective human resource management normally ensures that employees are fairly compensated, hired, motivated and trained. The safety and wellness of employees are usually catered for through human resource management. Human resource management is therefore a comprehensive and strategic approach to management of individuals and workplace culture and environment. Effective human resource management enables workers to effectively and productively contribute to the entire company direction and attainment of goals and objectives of an organization. The management of human resource is of late moving away from traditional personnel, administration and transactional roles. Currently, is concentrating on formulation of human resource strategy, management of performance and development of employment plan. This paper seeks to undertake a case analysis of Anna Bligh, the Premier and Minister for Reconstruction statement about boosting human resource in Queensland. The scope of analysis will be grounded on evaluating three significant human resource issues, which include human resource strategy, performance management and employee development and planning. Human resource strategy Strategies in business normally depend on the understanding of demand and markets of various goods and services, understanding organization’s strengths and weaknesses and being aware of the social, cultural and political factors that promote strategy implementation. On the other hand when adopting human resources strategies, it is very important for human resources managers to be sensitive on matters pertaining labor market and attitudes and demands of employees. As propagated by the resource based view(RBV), the human resource is evidently one of the essential resources that can enhance the competitive advantage of an organization . Human resources managers should therefore also be sensitive to their companies’ jobs profile, training and skills of jobholders and essential factors that are capable of affecting strategic management within the firm (Mirvis, 1985). In the context of Queensland, human resources managers in the mining and gas industries need to utilize the statement of Premier Anna Bligh by formulating strategies that will ensure that the recruited employees are well qualified for the advertised positions. The new series of job advertisements by the Queensland government , have to devised in a manner to ensure that the advertisement does not only display the available jobs but also market the workforce that is either underutilize or not being utilize at all. Advertising the available workforce assists organizations such as mining and gas industries in Queensland to understand the labor market and know how to formulate recruitment strategies that will ensure more productive workers are employed in the industries. Workforce advertisements can also assist human resources managers to analyze labor supply and relate it with demand for labor so as to know the optimal point at which a firm can further increase its human resources (Bamberger, 2002). Even though Queenslanders are expected to take advantage of the resources boom, the government and organizations such as the mining and gas industries need to identify the essential factors in human resource strategy formulation. It is therefore important for the government and various organizations to have adequate knowledge about the demography of employees, attitudes and demands of employees and employees’ level of education before implementing a strategy that will ensure more Queenslanders are employed. Evaluating these factors will enable Queensland government to come up with a more effective advertisement strategy that will make the available unutilized human resources to take advantage of the resources boom, thus reducing the unemployment rate in the state. Evaluation of labor demography enables the government and various concerned organizations to know the age groups, sex, race and ethnicity that are either employed or unemployed (Mirvis ,1985). This normally assists greatly in formulating human resource strategies that will ensure all age groups are equally represented in the workforce. Mirvis, (1985) further argues that analysis of labor demography also ensures that there is no employment discrimination in terms of gender, race and ethnic background. Understanding of the available labor force attitudes enables the government and other concerned organizations to know the expectations, needs, satisfaction and motivation of labor force. By understanding all these, the Queensland government, when advertising the available jobs will ensure that the advertised jobs meet the expectation and needs of the job applicants. Understanding the labor force attitudes also assist the government to advertise jobs that motivates and satisfy the interested groups (Grundy & Brown, 2003). Evaluation of labor education and training assist the government to know the type of schooling, training, aptitudes and aspirations that their citizens need to be subjected to so as to fit in the available job market. Mirvis (1985) highlights that human resource strategies need to be geared toward attraction and retention of labor force that is relevant in the economy. In Queensland, for instance, several individuals are required to take advantage of the boom and grab a piece in mining and gas industries (Bligh, 2011). The government needs to provide trainings that will enable many unemployed Queenslanders to provide services that are needed in mining and gas industries. The number of Engineers, technicians and scientists need to be increased through training so as to occupy the increased work positions in mining and gas industries. It is also important for Queensland government to promote blue collar jobs so as to allow many Queenslanders to be marketable within the available job market. Formulation of human resource strategy needs to be done in such a way that the policies, programs and practices concerning individuals in and outside the organization are linked with the strategic objectives of the firm (Mirvis, 1985). Human resource strategy is very essential in delivering strategic objectives of an organization (Schuker & Jackson, 2007). This therefore implies that if the strategic objectives of the firm are to increase the workforce, manage individuals effectively and introduce labor intensive technology, it will be then important to formulate human resource strategy that will ensure the stated strategic objectives are attained (Schuker & Jackson, 2007). In Queensland, for instance, in order for the government to attain its objective of ensuring many Queenslanders takes advantage of the resources boom and seek for employment, it needs to formulate human resource strategy that will ensure many Queenslanders are capable of being absorbed in the available job positions and this has effectively been initiated through the various training expos organized for Queensland . Human resource strategy normally displays how the available human resources can be innovative in development and delivery of organization’s activities. It also sets out how the available human resources can be developed so as to externally focus on markets and customers (Swanson, 2001). The available workforce, through strategic human resource, is normally equipped with responsive and effective structures of an organization. Queensland government needs to come up with human resource strategy that will ensure all Queenslanders looking for jobs and those already at work are innovative enough in service delivery. The strategy should ensure that the trained workforce suits Queensland job market. The work force needs also to be trained in such away that they understand well the structure of mining and gas industries. Human resource strategy is normally viewed as an intent statement in an organization with regards to the way the organization is managing its resources (DuBrin, 2011). The aim of human resource strategy is usually to develop ability in an organization so as to provide the business with competitive advantage. This therefore implies that human resource strategy is usually considered as an input into an organization. Several theories have been used to explain human resource strategy. Matching theory is among the most popular theories used in human resource strategy. In matching theory, it is believed that there must be a relation between competitive strategy and internal human resource strategy. Elements in human resource strategy need also to relate. Business strategy and human resource strategy relationship is normally believed to be very responsive. The strategy is usually believed to be responsive on the basis that human resource strategy is submissive to product market logic and corporate strategy. Industries in Queensland need to ensure that the competitive strategy and internal human resource strategy are positively related so as to further develop their recruitment processes, thus reducing unemployment rate as suggested by Premier Anna Bligh. The control based theory normally believes that structures of management and human resource strategy are tools and techniques that are very essential in controlling all work aspects so as to secure labor productivity of high level. The theory is usually based on nature of workplace management and managerial behavior so as to control and monitor the role of employee performance. The selection of human resource strategy is usually controlled by differences in organizational form, management competitive pressure and labor markets stability that are often mediated by worker resistance and manager to subordinate relationships. Performance management Performance management is a systematic process in which an organization identifies its employees, as group members and individuals, in developing effectiveness of an organization and in attaining the goals and mission of an organization. Workforce performance management incorporate planning task and setting expectations, monitoring the performance constantly, developing the ability to perform, timely rating the performance and rewarding good performance. In order to support effective management principles, Queensland need to undertake broad performance appraisal and regulation of awards. Requirements for the established regulations should be inline with activities and actions being done by organizations in Queensland. Human resource management systems such as rewards, appraisal, selection and training need to be effected in Queensland so as to maintain and produce efficient and productive labor force in the economy (Schneider, 2002). The manner in which Queenslanders need to be trained and recruited in various industries such as gas and mining industries should be planned out in advance. Planning therefore, in performance management implies placing performance expectations and goals for individuals and groups to direct their efforts toward attaining objectives of the organization (Pershing, 2008). Involving workers in planning process assist workers to understand organization’s goals. Workers can also understand what should be done, why it needs to be done and how perfect the task needs to be done. It therefore implies, in the context of Queensland campaign, that Queensland citizens should be involved in the planning process of ensuring that more Queenslanders gets jobs, particularly the construction and operation jobs. This therefore will help many unemployed and underemployed individuals to know the objective of the campaign, thus making many Queenslanders to take advantage of the resource boom and apply for jobs. Involvement of Queenslanders in the planning process will assist them to understand how their efforts can be utilized in jobs application. The regulatory requirements for planning performance include establishment of elements and standards for performance appraisal plans. Elements and standards for performance need to be measurable, understandable, equitable, verifiable and attainable. The performance plan need to be flexible so that it can be adjusted very easily when objectives of the program and work requirements changes. When the plans are effectively used, they can be essential working documents that are discussed most frequently. Queensland government need to ensure that when planning on how to attract many Queenslanders to apply for the available job vacancies, its expectation need to be measurable, understandable and attainable. Queensland government needs to not only find ways of encouraging its citizen to apply for jobs but also to protect those already employed. It needs to direct organizations on how to manage employee performance so as to reduce the rate at which workers are being laid off. Employees are usually considered a significant resource for the organization. Organizations are therefore expected to apply advanced methods for monitoring, managing and improving employee performance so as to reduce unhealthy cases of employee layoffs (Schraeder and Jordan, 2011). A large number of performance issues and performance management initiative normally occurs within the organization’s context. Every organization has a culture that reflects sole values and norms or workers behavior. The culture of an organization normally serves as an essential framework for workers by defining organization’s personality and establishing strong principles for behaviors that are considered desirable or appropriate. The identities and strong principles normally embody several sub-elements of crucial importance to an organization. This therefore incorporate values, language and interpersonal factors of an organization. These cultural norms can influence how communication normally occurs within organizations. Communication is a function that is very essential to managers and should therefore be incorporated within the context of performance management. The importance of communication is further reinforced by roles relating to management of employees performance via outlets such as performance appraisals, coaching, training, goals setting, informal feedback and encouraging participation of employees in major change initiatives. It is therefore very important for all employees and managers to share a common knowledge regarding performance expectations (Schraeder and Jordan, 2011). Queensland’s government needs to ensure that when training individuals to fill up the available job positions, enough knowledge should be given to the unemployed individuals so that they can understand what they are expected to do when they are employed. Schraeder and Jordan (2011) argue that in performance management, the unemployed, underemployed and employed individuals need to be given ways in which they can grow and develop in their relevant fields. This therefore implies that individuals need to be given chances to work on projects that are very hard, to pair with more skilled and experienced employees and to provide team models in which workers can direct and make decisions. A huge responsibility and opportunities to advance within a person’s field are very essential in sustaining happy and productive workers. Queensland’s government needs to ensure its human resources are highly motivated. This can be done by introduction of rewards as part of performance management. Unemployed individuals normally get interested with employment if they happen to understand better rewards associated with it. As propagated by one the expectancy theory which is one of the motivational theories is that employees are usually motivated by the rewards they attain from a certain job. According to the theory the question that runs through the minds of every employee is basically ‘’ what do I gain or benefit out of this task?’’ As a result the practicability of the theory rests on the expectancy theory whereby an employee cognitively determines his selected behavior based on external returns or rewards associated to the job. Therefore for the government to encourage Queenslanders to take advantage of the boom and apply for available jobs, it needs to support the use of rewards as a way of appreciating employee good performance in organizations. The introduction of rewards such as bonuses and wage or salary increases will make many Queenslanders to be interested with employment and thus apply for jobs advertised by the government. This will, in the long run, reduce unemployment rate in the state as planned by the government. Employee development and planning Employee development and planning entails a sequence of concurrent initiatives, activities and programs that an organization undertakes in order to improve maintain and enhance the capabilities, performance levels and skills of its employees. According to Holland et al (2007) in the recent years, the attraction and retention of the workforce has been a significant issue in the building of organizational capabilities. It is against this backdrop that organizations should develop approaches to enhance long-term development of the workforce. The Resource based view (RBV) argues that investment on the core competencies which entail the employee skills and knowledge is very significant. Holland et al (2007) further highlight that there is need firms to attract and nurture people whose competencies will enhance the productivity of the organization. In the context of the case study the resources boom has brought about job opportunities which need to be taken up by people of Queensland. As argued by Premier Anna Bligh this jobs can not incorporate the people of the region without them having adequate training concerning the roles and duties they are to handle in the emerging industries. As a result the Primer advocated that in order for them to attractive job opportunities in the mine and gas industries they need to be trained. The move by the government to fund training expos and also organization training through the Department of Education and Training and the Department of Employment, Economic Development and Innovation, is evidently a good initiative of human resource development which will further result to building core competencies for the mine and gas industries (Won and Cho, Yonjoo, 2010). Queensland government needs to ensure that when developing employees through training, the human resource base is of good quality at both the national level and in the public sector. This normally assists in attaining national and government priorities. Developing and planning of human resource ensures that the nations’ human resources are effectively utilized in a holistic manner. The courses that Queensland government intends to offer should be more practical so as to enable more Queenslanders to be employed in construction and operation jobs within the gas and mining industries (Swanson, 2001). Queensland government also needs to provide opportunities and courses for individuals to develop their skills, understanding and attitudes that can assist an organization to attain its objectives. An analysis is very important employee development. It normally assists individuals to train and develop at a level that is very helpful in attainment of organizational and personal objectives. Employees development plan is very essential since it usually sets out how the needs of an organization and employees can be practical be addressed in steps. Holland et al (2007) highlight that it is also essential for organizations to play the role of in not only securing employment but also in upgrading of the skills and knowledge and the abilities of the employees, in order for the workers to remain relevant in the job market. In the case study what we see is that the government has made the first move in initiating training for employees in order for them to fit within the job market that is to emerge from the resource boom. It is however essential for the industries recruiting this workforce to formulate plans about of continuous training for the recruited employees. Galpin, (1994) argues that employee development is actually a continuous process. As a result the HR teams in the gas and mining industries should co-ordinate and collaborate with functional business units within the industry, in order for them to develop specific training programs that can facilitate the continuous improvement of the skills of employees after they have been incorporated into the industry. Human resource planning entails collection of information, objectives formulation and making of decisions so as to allow an organization to effectively attain its objectives (Thakadipuram, 2010). If human resource planning is effectively applied within the field of human resource management, it will assist in answering the following questions: How many employees does an organization have? What type of human resource does an organization have? How can an organization maintain its workers? How should the company optimally utilize the available resources? Programs, developed through human resource planning, does not only assist organizations but also assist employees’ career planning. Employees are also assisted in attaining objectives of the firm. Program development and training can be designed for technicians in Queensland’s companies. The trained technicians can be appraised so as to identify their personal training and development requirements. Planning of human resource need to be done by developing a periodic national human resource plan that will ensure the nation’s human resources are effectively utilized. Queensland government needs to periodically develop its plan of encouraging its citizens to increasingly apply for the available jobs. The plan should always be developed in such away that it targets a particular group of persons at certain time period. The current campaign therefore in Queensland should be planned in a way that more unskilled and unemployed individuals are attracted to apply for construction and operational jobs (Thakadipuram, 2010). By targeting individuals who can work in these areas, the government will find it easier to persuade unemployed and employed group to apply for jobs. Human resource development also entails co-ordination of human resource development activities within the public sector, private sector, parastatal and small and medium enterprises. Conclusion From the discussion, it is clear that by incorporating human resource management issues such as human resource strategy formulation, performance management and employee developing and planning, Queensland government will be able to convince its citizens to take advantage of the boom and apply for available jobs. Effective formulation of human resource strategy will ensure that the recruited employees are well skilled and have the necessary knowledge for the job. The new series of job advertisements in Queensland need to ensure that the advertisement does not only display the available jobs but also market the workforce that is either underutilize or not being utilize at all. Advertising the available workforce assists organizations such as Mining and gas industries in Queensland to understand the labor market and know how to formulate recruitment strategies that will ensure more productive workers are employed in the industries. Performance management is a systematic process in which an organization identifies its employees, as group members and individuals, in developing effectiveness of an organization and in attaining the goals and mission of an organization. Queensland government needs to ensure that when developing employees through training, the human resource base is of good quality at both the national level and in the public sector. This normally assists in attaining national and government priorities. Developing and planning of human resource ensures that the nations’ human resources are effectively utilized in a holistic manner. References Bamberger, P. (2002). Human resource strategy: formulation, implementation, and impact. SAGE. DuBrin, A. (2011) . Human Relations for Career and Personal Success, Ninth Edition, Prentice Hall. Grundy, T and Brown, T. (2003). Value-based human resource strategy: developing your consultancy role. Butterworth-Heinemann. Galpin, T.(1994). "How to Manage Human Performance," Employment Relations Today, 1994, Vol. 21, No. 2, pp. 207-225. Holland, P, Sheehan, C, Decieri, H. 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