What Are the Most Important HR Issues for Contemporary Organisations in Australia - Research Paper Example

Human Resource Management in Australia Contents 1. Introduction 1 1.1 Purpose 2 1.2 Scope and Limitations 2 2. Identification of three HR issues 3 2.1 Description and critical analysis of Recruitment & retention of talented staff 3 2.2 Description and critical analysis of Issue of elevating Customer Satisfaction 4 2.3 Description and critical analysis of Employing & developing leaders 5 3. Recommendations for contemporary organizations 6 4. Conclusion 7 5. Bibliography 8 1. Introduction Human resource management is termed as the tactical in addition with logical loom towards the organization of a business house’s main possessions i.e. the employees who separately and communally put in their efforts for the attainment of a business’s set goals. (Armstrong, 2002) The main characteristics of Human Resource comprises of following 5 aspects: Business management Personnel supervision Personnel administration Employee management, and Industrial management In Australia, The Human Resource Management is moreover recognized by practitioners as a more pioneering vision of administrative center management as compared to conventional approach. (Grobbelaar, 2005)Evolution of modern methods compels the HR managers to articulate their objective with specificity to facilitate easy understanding and implementation by the staff and to allocate the required resources to realize their assignments in effectual manner. 1.1 Purpose Human Resource Management is an immeasurable field and there are countless issues allied to it, this paper will focus only to identify core issues in addition with their possible reforms and theories related to issues which are faced by Human Resource Practitioners in Australia. It is certainly obligatory to classify the confrontations faced by Human Resource Practitioners operating in Australia in array to execute and build up viable HR practices & policies for the benefit of the organization. 1.2 Scope and Limitations The Human Resource Practitioners are requisite to recognize the peripheral together with interior influences that will affect the institution and devise an approach to prevail over the influences or at least abolish them. The key confronts that are being countenance by HRM Practitioners in Australia are primarily owing to the symphony of the labor. The role of the HR manager is increasing with the transform in hostile market atmosphere and as well accentuating that “Human Resource Management” ought to engage in recreating a more tactical role in the triumph of an organization. (Burke, 2006) Frequently services to clientele are unswervingly pretentious by the possessions obtainable to deliver. With condensed finances, the challenge for HR is to pool resources with line to search for added efficient employ of labor to convey the anticipated necessities of customers, stakeholders, employees and business. There are two main reasons behind significance of power together with politics for HR. 1. The coherent model of administration is discredited as the motivating strength in organizations. (O'Neil, 1998) 2. Human resource managers can stipulate the best practices in the globe but devoid of the authority to operate, zero will be implemented. (O'Neil, 1998) These facets of authority in management is usually overlooked in the organizations ensuing in steady policies remain unchanged over time. (Sofo, 1999) 2. Identification of three HR issues The major 03 topic of concerns that are encountered by the HRM Practitioners in the Australian economy are: Recruitment & retention of talented staff. Issue of elevating Customer Satisfaction Employing & developing leaders (Schuler, 1988) Human Resource Practitioners core confronts are to strive, be bendable and compliant in the corporate environment. (McKenna, 2008) These confrontations have been faced by the HR managers not only during the fiscal year 2008-09 but for roughly last decade. In the approaching pages the paper will endeavor to converse these three challenges in detail. 2.1 Description and critical analysis of Recruitment & retention of talented staff In array to be viable in both the Australian as well as international markets, Australian firms had started emphasizing unanimously on the soaring requirement to magnetize new recruits and retain their existing staff due to a number of reasons that are further discussed in detail. (OECD, 2005) During the last few years, Australia had suffered from skilled manpower shortages. With inadequate supply of talented staff, there have been increased instances of talent being switched away from employers owning down to earth HR facilities towards employers offering attractive reimbursement packages and perks. All the way through the implementation of governmental policies a cultural anticipation of premature sequestration has urbanized in Australia. Consequently, it had been recognized that growing statistics of staff over age of 55 years are leaving their jobs intensifying the dilemma of labor shortage. (Armstrong, 2002) It is also evident that shortage of skilled labor is intimidating Australia's capability to prop up the contemporary resources boom. Talent shortages crop up for an assortment of reasons: Sturdy economy with near to the ground rates of joblessness joint with the temperament of the trade cycle and the recurring nature of employment (Grobbelaar, 2005) Intensification of novel trades with a small number of geared up capable people available Location/relocation of novel projects into diverse regions comprising bucolic areas with a unusual skill foundation (Grobbelaar, 2005) Lack of awareness in meticulous industries amid latent job seekers Technology transformation within a production ensuing novel technique and consequently new skills are needed immediately (Grobbelaar, 2005) The aging workers and diminution in the number of new participant to the labor force 2.2 Description and critical analysis of Issue of elevating Customer Satisfaction People management issues certainly affect satisfaction of customers and stakeholders. A lot of researchers had commented on the noticeable raise in buyer anticipation and the subsequent decline in trustworthiness leading to mounting challenges for Australia’s small size organizations. Proficiency scarcity in such industries as “manufacturing, nursing and teaching,” (Burke, 2006)might consequence in organizations being incapable to cope with customer as well as stakeholders demand. For instance, the lag in resolving present talented people shortages had impacted on the extent and eminence of services offered in the health and education sectors. The HR managers of these sectors are struggling to fill the gap while formulating policies to retain experienced labor as at the same time attracting novel people in array to endow with the service levels to which clientele and stakeholders have develop into habituated. (www.ahri.com.au) Consumer and stakeholders agreement is usually noticed as an unswerving rejoinder to contemporary business practices and as such necessitates effectual HR to hunt for instantaneous solutions. Technology enhances the velocity of fabrication and service to clientele nonetheless; it relies on staff being well-trained in related applications. (Sofo, 1999) The capability of employees to be industrious shows a relationship straightforwardly with the satisfaction of customers and stakeholders. (Mabey, 1998)In the due process, HR and line management is required to effort mutually to augment entity and team productivity in accordance with client and stakeholder expectation. 2.3 Description and critical analysis of Employing & developing leaders It was collectively considered by the organizations that leadership is a grave factor upsetting business in Australia and globally. The amplified prevalence of corporate collapse, immoral behavior by superior management and a deficiency of suitable business role models in modern times had provoked commentary and calls for steps to be taken to restore the mislaid grounds in this vicinity. (Price, 2007) The retirement of the “baby boomers” from the Australian labor force is affecting on the growth of good business leaders in Australia. As existing leaders retires, budding leaders are gradually more constrained in their admittance to latent mentors and role models. (OECD, 2005) The demand to spawn short-term domino effect at the rate of long-term sustainability effects on “leadership development.” (Brewster, 2003)Leadership is observed to be as requiring mutually a long-term vision for the organization and the nerve to affirm this image within an institution. Continuous pressure to produce short-term result together in the private sector and public sector are referred to as leadership confronts for Australian businesses. 3. Recommendations for contemporary organizations The core revelation of the “AHRI/CEDA” research is the understanding that challenges currently defying trades in Australia necessitate Human Resource to develop into a practical strategic contributor. (www.ahri.com.au)In accordance, Australian academic institutions require to rework their postgraduate HR core curriculum contributions to set up prospect HR practitioners to carry out at the echelon requisite by current and future businesses. It is strongly recommended that there is a intense need to secure the gaps identified in the study. Senior HR practitioners should be capable to apply specialized HR acquaintance transversely to the complete span of HR accountability while advising way outs for a recognized trade challenge. For the vocation that entails distinguishing and organizing the impact of diverse fields of HR awareness and how they effort jointly to perk up yield and additional industry outcomes. “Job Embeddedness” theory argues that the business and the society to which the worker belong produce three sets of forces that unite to formulate it more prone that they will settle on in their employment. These sets are detailed below: The scope to which people have associations with other persons, organizations or activities The degree to which their profession and society are alike or suitable with added facets in life, and Personage perceptions concerning cost if they quit one from their work or society. 4. Conclusion The Three Human Resource Issues identified are significant issues continuously distressing the trade success operating in Australian markets. They subsist across all industries and are impacted by a collection of variables at any set time. By formulating HR stratagem and solutions to deal with these trade challenges on behalf of their organizations, the HR professionals has to exhibit a considerable brunt in the attainment of the trade achievement factors i.e. delivering apparent assessments to the institution. The foregoing discussions designate the function HR is able to play in forming commerce solutions that influence the issues grave to company success. (Jackson, 1999) The mission at present for HR professionals is how to incorporate the understanding achieved about the trade triumph factors and the Human Resource solutions to them into specialized guidance and hooked on labor practices. As per a governmental survey, there will be a demand of approximately 2 million talents by the year 2010-11 in all the sectors of Australia. To cope with the emerging tribulation of labor scarcity there is a intense need to fill these gaps by formulating and implementing the strategies on time. (Price, 2007) 5. Bibliography Brewster, C. (2003). “Contemporary Issues in Human Resource Management: Gaining a Competitive Advantage.” Oxford University Press. Grobbelaar, M. (2005). New Regionalism in Australia. Ashgate Publishing Ltd. Jackson, S. E. (1999). Strategic Human Resource Management: A Reader. Blackwell Publishing. Mabey, C. (1998). Experiencing Human Resource Management. SAGE. McKenna, E. (2008). Human Resource Management: A Concise Analysis. Financial Times Prentice Hall. OECD. (2005). Ageing and Employment Policies: Australia. OECD Publishing. O'Neil, G. (1998). Australian Human Resources Management: Current Trends in Management Practice. Allen & Unwin. Price, A. (2007). Human Resource Management in a Business Context. Cengage Learning EMEA. Schuler, R. S. (1988). Personnel/human Resource Management in Australia. University of California. Sofo, F. (1999). Human Resource Development: Perspectives, Roles and Practice Choices. Allen & Unwin. www.ahri.com.au. (n.d.). Read More