The Australian Human Resource Development Model - Coursework Example

Human resource development is as essential part of business as being able to continuously evolve helps to deal with the different needs of the business. Human resource as a field has witnessed continuous changes in the last decade which has improved the manner in which different activities were carried out. This paper looks to explore the manner in which human resource development has taken place in different organizations of developed countries in the last decade. The paper explores three developed countries i.e. Australia, America and Germany to identify the changes in the field of human resource. This is supported by different examples, the period of global financial crisis and slowdowns along with past literature reviews which will help to substantiate the importance of human resource development and the manner in which different organizations and economies have been able to gain due to it. The Australian HRM model is being recognized many as one of the prime reasons for their success and carrying out continuous and necessary reforms has helped them to meet the different needs easily (Ballon, 2006). The Australian human resource model sees employees as a part of the family where they look to develop them so that they become more efficient and is able to carry out the different roles in a better way (Kono & Clegg, 2011). This has helped the Australian to work on a model where they look at development of people so that they are able to deliver superior performance. The overall impetus is towards development of the human resource for better functioning. The American model on the other hand views employees as resources which needs to be managed thereby contradicting the manner in which both economies look at human resource (Pudelko, 2014). The model looks to use employees in the most optimum level and aim towards gains for the organization. The model looks at using the different resources so that better gains can be ensured over a longer period of time. Australians are also looking to adopt the philosophy of America so that better development becomes possible which has thereby raised concerns regarding the manner in which balance will be achieved between the traditional methods and human resource developments which are taking place. With regard to the German human resource principle it is viewed that they look to treat employees with respect and look to garner maximum our of them so that the contribution is increased and it helps to shape the manner in which different economic decisions are taken (Matanle, 2013). Their model looks at proving the required respect and based on it looks to identify the different dimensions which will help them to improve and develop their business. The manner in which human resource development is taking place it is witnessed that Australians are slowly looking to adopt the American HR model in comparison to the German model. Some of the major ramifications and developments which is witnessed in the field of HR is performance orientation, results orientation, moving away from seniority principle and increased flexibility. The manner in which Australian economy has looked to evolve and adopting the HRM practices from America has brought about the required changes in their dimensions (Jacoby, 2005). In a similar manner it is seen that over the last decade Germany has also looked to adopt from the American HRM changes and it is seen with regard to degree of flexibility, promptness, mobility, individuality, performance and result orientation. The human resource development has thereby been based on different areas and dimensions which has been adopted by different economies and has resulted in improving the manner in which different decisions are taken. An important thing to note here is that all the three economies have increased the pace at which human resource development is taking place. More and more importance and impetus is being given to identify the different areas which need to be worked on so that the process shapes the manner in which different resources are used (Kalleberg, Knoke, Marsden & Spaeth, 2006). This has helped the organizations to be able to motivate the employees and has provided the framework through which the overall development has become possible. Australia is looking to outpace America and Germany with regard to the manner in which human resource development is taking place as the economy is ready to give away the traditional practices and is willing to adopt new ways and mechanism which will help them to improve their performance (Ichniowski, Levine, Olson & Strauss, 2010). This changes look towards ensuring that the process matches with their industrial needs and requirements and has thereby helped them to find out the different areas which will help them. It is further examined that over the last decade the role of trade union has decreased in all the economies especially Australia and America. This has become because more powers have been vested in the hand of the management and employees have been provided with more powers. This has helped to reduce the differences between the management and the employees and has thereby attributed towards improving the manner in which different decisions are taken (Evans, Pucik & Barsoux, 2012). One of the changes which Australia has witnessed is moving away from the concept of seniority and lifelong employment to a more balanced structure which has been adopted from the American HRM model. In addition to it looking to have specialist for different job position, experienced personnel and flexibility in the working arena is one of the major changes which have been witnessed. Studies have also showed that flexibility in the system has increased for the three economies i.e. Australia, America and German economy. It is quite evident that Australia has adopted from the American model and has given importance to flexible working arrangements (Edwards, Almond, Clark, Colling & Ferner, 2005). This arrangement provides an opportunity to even work from home and has thereby helped to improve work life balance. The German economy is also looking to adopt the same model and is working towards making the required ramifications. This process has helped the Australian economy as the contribution of employees has increased. The process has also led towards reduction in wastage and has multiplied the overall efficiency. The changes and developments has thereby helped the human resource function to become more effective and determines the manner in which different activities will be carried out within the organization. The human resource development is also witnessing changes with regard to team orientation, more intensive training of workers, and participative decision making. The Australian economy has looked to adopt the different principles and has made changes in the manner different human resource practices were developed. This is in line with the major changes which the world economies require and has thereby helped to ensure that the development contributes towards the manner in which different decisions are taken. The American economy is also looking towards continuous changes in the human resource development and has aimed towards working on the different parameters so that the overall potential and future expectation increases (Inohara, 2010). It is further seen that all the three economies are seeing organizations adopt different models which they seem will provide better returns. Different organizations in Australia, America and Germany are looking towards continuous changes and adoption of HRM model which they feel will support them. Organization at the lower level has looked towards having a process of continuous training, better models which helps to identify the performance of individuals, better mechanism of addressing the specific needs of individual employees and increasing flexibility so that contribution of employees improve (Pascha, 2014). Australia has looked to ensure that the human resource developments which are taking place is being adopted from different economies which have fetched better returns and has thereby been reflected in their own system (Dalton and Benson, 2012). America has been innovative and has come up with new and different ways which increases the overall relevance of human resource and provides an opportunity through which development becomes better. Germany has looked to follow a similar model and has aimed towards increased dependence and development of the economy through HRM policies which helps to garner maximum opportunities of growth in the future. The HRM policies which has been developed by Australia and the changes which is witnessed is seen in the manner cultural integration has taken place. Australia has given importance to ensure that they have people from different culture so that working in the global arena becomes possible. This is a change which is also witnessed at the lowest level in America and Germany as they have also looked towards adopting a model where better integration of culture becomes possible (Kochan, 2006). This has helped to ensure that the different developments which the human resource function is witnessing is clearly reflected and has helped the economies and organizations to be able to develop the required fundamentals through which better development becomes possible. It is further examined that human resource development is not only taking shape at the economy level but the same is being reflected in the local level. For example different organization is Australia like Vodafone has looked to adopt the principle of flexible working arrangements. This has helped to improve the work life balance and has provided increased opportunities to the employees (Ballon, 2012). In addition to it the chances for employees to move up the ladder and ensure continuous development of their skills through training has also been stressed on. This has helped the Australian economy to be able to withstand the different need of changes and has provided the required ramifications through which human resource development has become possible. The American and German economy has also looked to be more flexible and has adopted the different human resource development in a positive manner. This has improved the manner in which different resources are used and has multiplied the overall mechanism of carrying out different activities. This process has helped the Australian economy as the contribution of employees has increased (Pudelko, 2006). The process has also led towards reduction in wastage and has multiplied the overall efficiency. The changes and developments has thereby helped the human resource function to become more effective and determines the manner in which different activities will be carried out within the organization. The overall process has thereby reaped better rewards and has ensured that the different developments gets reflected in the manner in which different human resource decisions are taken. Thus, the overall relevance and mechanism which has been adopted by Australia, America and Germany with regard to the human resource development has improved the overall mechanism of working. It has helped the economies to stay ahead of competition and has brought the required changes through which overall business development has become possible. It has to be further noted that continuous human resource development is required and the process needs to be carried on so that the manner in which different activities are carried out can improve. It has also been witnessed that the Australian economy has looked to adopt different HRM practices from the American and German HRM model as it helps to shape their performance and provides the different dimensions through which business development has become possible. Working on the same and improving the human resource function continuously will evolve the manner in which different resources are used and will have a positive impact on the overall performance. References Ballon, R. J. 2006. Organizational Survival, in R. Haak and M. Pudelko (eds.) Australian Management in the Search for a New Balance between Continuity and Change, Houndmills, New York: Palgrave, 55-77 Ballon, R. J. 2012. 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