Australian Department of Foreign Affairs and Trade - Issues in Human Resource Development - Case Study Example

Name: Tutor: Course: Date: Australian Department of Foreign Affairs and Trade Introduction In every organization, it is the goal of the management to ensure that they have the right people for the job. This is an important step in promoting achievement of the goals that the organization wishes for. The importance comes from the fact that employees get trained so s to develop their skills further. In addition to improving the performance of the organization, this development enables the employees to work with confidence. In a way, it motivates them to work better. This paper shall examine human resource development at the Australian Department of Foreign Affairs and Trade. An analysis of the goals that this organization has shall be done together with evaluation of the policies that are used in human resource development. Background of the organization This department of Foreign Affairs and Trade has the responsibility of managing the international relations and the programs of trade and development assistance. It has its headquarters at Canberra. It also has embassies, consulates and high commissions across the world. This department advances the interests of the Australian citizens internationally. It manages the foreign relations of the government as well as its trade policies. This organization does this by strengthening the security of Australia, its prosperity and helping the Australians and those who are travelling overseas. In addition, the department issues advice on trade and foreign policies to the government. It works with other agencies of the government so as to ensure that the pursuit that the Australian government has in its global, bilateral and regional interests are effectively coordinated. This department is part of the commonwealth departments and was established in 1987. The organization manages more than 95 overseas posts in 5 continents. It has a staff of over 3600 people that include those who are locally engaged. Analysis of the organization The department of foreign affairs and trade has six goals that are to be achieved. These goals include: Enhancing the security of Australia Strengthening the global cooperation in manners that will enhance the interests of Australia Assisting travelling Australians and those Australians who are overseas Contributing to the growth in the economy of Australia, its employment and the standards of living of the people Efficiently managing overseas estates that are owned by the Commonwealth Fostering the public understanding of the trade and foreign policy of Australia and to project a positive international image of Australia The department has a strategic plan for the years 2011 to 2014. This has been encompassed in the mission of the organization which is to develop and strengthen mutual interest in a relationship that is rapidly expanding. This is because the organization is required to engage other countries in relationships that will facilitate achievement of its objectives. For this reason, the organization has taken a strategic direction that requires that it continually develops and implements the priorities of the government in foreign, international security and trade sectors. This is meant to enhance the interests of Australians both locally and internationally. This department also strives to strengthen international relationships and partnerships bilaterally and in multilateral forums. The department has recognized that the world is increasingly interdependent and complex. This implies that for development in any relationship or issue, there is need for wider resonance together with international coordination and cooperation accordingly. The department has a strategic ally in the United States. It has continued to engage this ally. In addition, the department has intensified its engagement with other countries like China. It is also making a strategic engagement that will incorporate Japan and the Republic of Korea in its interests. Further relations have been enhanced with the Pacific Island and this includes the strengthening of regional trade and integration of the economy. The position of the Australian Department of Foreign Affairs and Trade in the market has been enhanced with the relationships that it has created with various countries and organizations. The department works to get maximum access to the market and to be competitive in its trading. In addition, it has pursued liberalization of trade through regional, bilateral and multilateral initiatives. Negotiations for some agreements seem difficult and complex; despite this, the department has continued to advocate for outcomes that are ambitious from the World Trade Organization. Through the Free Trade Agreements that the organization has had with various countries, the organization has opened an open, non-discriminatory and predictable trading arrangements for exporters and investors in Australia. The department has also strived to enhance the economic integration that exists among the nine pacific members. The number of Australians who travel overseas every year keeps rising and the department has placed its priority on providing the services that will promote safe travel of the people. The department also has measures that will facilitate efficient services are offered to Australian citizens. Such services include offering of passports. This will ensure that the department continues to supply its services to people in Australia and outside Australia. Besides, the department has continued to manage its resources effectively by carefully prioritizing the regular review of its allocations on the budget. The measures that the organization has taken in ensuring continuity in service provision will facilitate the long term success of the organization along with ensuring that the capability of the organization is expanded further. Issues in human resource development According to Noe and Winkler (2012), a highly successful adaptation of the process of training and development of employees brings out the importance socially, environmentally and economically. The training and development that is offered by the organization are relevant to the corporate goals of the department. The effectiveness of their training program was reviewed in 2011 and new programs set up. Their program has also incorporated new programs that include the leadership and management program as well as the program for developing professional skills. Training and development is done in a structured approach that will see the employees get the best out of their own abilities. Human Resource Development Werner and DeSimone (2011) stated that human resource development involves three functions: these include training and development, development of the organization and development of the career. Training of human resources involves a process that is modified so as to modify the attitude, the knowledge and the skills of the individuals. This is done through a learning experience that is meant to achieve a performance that is effective through a range of activities. The purpose of the program is to develop the abilities of workers so as to satisfy the current and future organization’s needs. On the other hand, development is the growth of the ability of an individual through either conscious or unconscious knowledge. Programs on development entail studies and experience that are planned. They are supported by a counseling facility. For development to be realized, there has to be a gain in the experience in combination with the understanding of the concept that will illuminate it. This gives an increased confidence to the individual to act in ways tht will show they are better resources to the organization (Wilson, 2005). According to Cartwright (2003), training of human resources and developing them is done as a partnership between the individual and the organization. Before the program is done, the organization has to assess the need for the program. This entails evaluation of the importance of the programs in terms of the value for money that will be received from the activities of training and development. By analyzing these factors, the organization will be able to determine the needs to be met by the program so as to cover all the relevant areas in the program. For an organization to grow, to change and to succeed, the ultimate dependence shall be placed on the human resources. To better invest in human capital, organizations use training and development. This investment is similar to any other investment since the aim is to obtain benefits from the investment. The benefits obtained from the investment are measured from the bottom line. This bottom line is not measured using raw figures but using the market share and the relative profits that the organization gets. For the DFAT, the benefits will be obtained from the satisfaction that the customers get from services delivered by the organization. This can be observed from the customer feedback received. The program of training and development is not a cheap program. However, the failure that can be faced by the organization when they do not have human resources that perform as required can be very costly to the organization since it will taint their reputation and this will affect the existence of the organization. Therefore, it is a worthy investment. While training, the program, has to be linked to the goals and objectives that the organization wishes to obtain. The program will improve the attitudes and attributes of human resources and as a result, make them better performers. Organization development involves improving the effectiveness of the organization and the wellbeing of the members through planned interventions that will apply the concepts of behavioral concepts. These programs lay their emphasis on both micro and macro organizational changes. Micro changes are aimed at developing the individuals, teams and small groups in the organization. On the other hand, macro changes are aimed at improving the effectiveness of the organization at large. For instance, organizations have sought to enhance their effectiveness through introduction of employee involvement programs that involve important changes in their work expectations, their reward systems and the procedures for reporting. In such a program, a human resource development professional shall be involved so as to act as an agent for change. This is because the process of facilitating change requires consultations on the strategies that can affect the change that is desired by the organization. Career development is used by organizations as a process by which individuals go through stages that are characterized by a series of stages with a set of themes, tasks and issues to be covered. The process involves two processes that include career management and career planning. Career management is about taking the steps that are necessary to enhance the achievement of the pln. The process focuses on what the organization can do so as to improve career development of the employees. On the other hand, career planning is about the activities that are performed by the individuals through the assistance of the counselors so as to enable them assess their skills and abilities and to enable them develop a career plan that is realistic. This plan sets the individuals on track to their career since they set a plan that will act as a guide in what they will follow in their career (Werner and DeSimone, 2011, pp. 12). Strategies in HRD Various strategies are used in development of human resources. The strategies have been aggravated by the need to change, the focus on quality and the increasing responsiveness and flexibility of organizations. In addition, there are new competitive structures that require that organizations bring in strategies that will enable them fit into the new requirements. In order to sustain the competitive advantage, human resource development is used as a strategy that can be used to enhance employees’ competence and to meet the current competitive needs. Together with meeting the needs of the organization, human resource development shapes the strategy and enables the organization to fully utilize the business strategies that are emerging. Workplace diversity is also used by organizations to promote the flexibility of the workforce. Such a strategy enables the involvement of all employees in the achievement of the goals and objectives of the organization (Noe & Winkler, 2012 pp.373). Findings and conclusions The environment under which the staff of the Australian Department of Foreign Affairs and Trade works in is highly dynamic and requires that the staff are managed so as to respond effectively to the demands of their work environment. This organization has deployed its staff overseas so as to advance the objectives of the foreign policy and this includes the campaign by the United Nations Security Council. While the department performs regular placements, recruitments and postings of skilled staff so as to ensure that the positions are filled, it has also invested heavily in the training and development of its employees. This training was targeted at improving their skills and their experience so as to make them perform better at their work. In the year 2011, the Australian Department of Foreign Affairs and Trade invested more than $ 9 million in the training and development of the skills of its staff. To improve the human resource at their proposal, the DFAT has various programs that are meant to enhance the skills of the resources at their disposal. For instance, the DFAT has the policy graduate program. This program is targeted towards the graduates who have the academic qualifications through their academic backgrounds. The program is meant to advance the interests of Australia over a wide range of areas. This ranges from trade to security and they will be able to represent the country in a formal capacity as they serve overseas. This program takes a two year stint and it combines placement of works with training modules that are formal. It also entails courses for filling of gaps between the graduates and the requirements of the organization. Such gaps are usually found between what the graduates have been taught and what they face in the outside world. Candidates are taken through a negotiation and presentation skills; courses in diplomacy, people management and human rights principles. In addition, the DFAT has the corporate graduate program that selects candidates with qualifications in ICT, accounting and human resource management. It prepares trainees for a career that will make them manage the human and resources of the department along with their programs. As they serve overseas, the corporate officers are responsible for the management of the administrative processes of the post. They also provide passport and consular assistance to citizens of Australia. This program also entails a two year period that combines formal training modules. They are also trained in post management, consular issues, audit, corporate planning, management and financial services. Workplace diversity has also been done by the DFAT. For instance, the organization has celebrated various like the international women’s day in 2011, the reconciliation week in 2011, and the international day of disability. The organization has also enhanced career development and employment opportunities for employees with disabilities and for indigenous employees. The organization has a well-developed network that is used to enhance workplace diversity. Recommendations The business of the department entails interaction with people from various countries and having different cultures. Providing satisfaction to everyone proves a key challenge since satisfaction levels differ. However, there is a satisfaction threshold that needs to be attained by the organization. To better achieve this, the organization should invest more on its feedback system. This can be achieved through establishment of online membership where individuals can join online and give their responses with respect to what they feel should be done better. Works cited Australian Government, Human Resource Development, retrieved on May 3, 2013 from: http://www.dfat.gov.au/dept/annual_reports/10_11/corporate/4.html. Australian Government, Australian Department of Foreign Affairs and Trade, accessed on May 3, 2013, available at: http://www.dfat.gov.au/dept/. Cartwright, Roger, Implementing a Training and Development Strategy, UK, Capstone Publishing Limited, 2003. Gradconnection, The DFAT Graduate Programs, retrieved on May 5, 2013 from: http://www.gradconnection.com.au/department-of-foreign-affairs-and-trade/graduate- jobs/human-resources/. Noe, R.A. & Winkler, C., Training and Development Learning for Sustainable Management 2e, Sydney: McGraw-Hill, 2012. Werner, Jon and DeSimone, Randy, Human Resource Development, Erin Joyner, USA, 2011. Wilson, John, Human resource development: learning and training for individuals and Organizations, Kogan Page Limited, London, 2005. Read More