HSC Topic Human Resource Business

• Role of human resource management

  
  

  Managing the total relationship between employee and employer where the needs of both business and employee are satisfied enabling the business to achieve their financial objectives.
• Strategic role HRM

  
  

  The strategic role of human resources is responding to HRM challenges via HR management strategies (HR cycle) that focus on employees to maintain the relationship
• Interdependence with other key business functions

  
  

  Interdependence with other key business functions is how HRM and KBF's impact each other in order to maintain a healthy workplace

  Example:

  
  

  Both operations, finance, marketing and Human Resource all depend on one another

  
  

  E.g A business wanting to increase staff retainment would maintain employees by monetary rewards influencing finance as funds would be allocated to employees
• Outsourcing is acquiring skilful services more cheaper rather than hiring permanent staff
• Outsource Human Resource Functions

  Human Resource functions include, Recruitment, Induction and leadership training.

  These functions are commonly outsources to contractors.
• A contractor is someone hired from a business for their specialised skill. It is an external source which is cheaper and more productive.
• A subcontractor is someone who is hired by a contractor for their expertise and productivity
• Domestic Outsourcing

  
  

  Domestic outsourcing is outsourcing within the nation, where the business actively operates.
• Global Outsourcing

  
  

  Global outsourcing is outsourcing outside of the nation, where the business does not actively operate.
• Key Influences Acronym:

  Let Every Social Science Teacher Explain

  L - Legal

  E - Economic

  S - Social

  S - Stakeholders

  T - Technological

  E - Ethics and corporate responsibility
• Key Influences Stakeholder

  
  

  Stakeholders are individuals who are interested in the success and survival of the business

  
  

  Stakeholders influence HRM as the needs of the business and needs of stakeholders must balance and satisfy one another.

  
  

  Acronym for stakeholders

  Every Elephant Enjoys Using Giant Slides

  
  

  Employees

  Employers

  Employers Association

  Unions

  Government Association

  Society
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  
  

  Need of Employees - Individuals who produce and sell goods and services.

  Interests: Fair pay, suitable/flexible working conditions
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  
  

  Need of Employers -Individuals responsible for hiring the specific skill set needed for the business.

  Interests: Hiring right people to maximise business profits
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  
  

  Need of Employer Association - Represent employers, the association provides advice and negotiates agreements.

  Interest: To represent the interests of employers (Protects employers)
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  Need of Unions (Interest of employees) - Represent and protect employees as they fight for rights of employees and improved working conditions.

  Interests: Fight and protect employee rights
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  Need of government organisation -  Ensure the right practices are followed within businesses

  Interests: Fair legal practices followed (no one is breaking the law 

  ers)
• Key Influences Stakeholder

  HRM, (Needs of employees and business being satisfied)

  Need of society - Recognises the importance of work to people’s lives, and the need for fair rights for those at work(set the expectation regarding employees)

  Interests: Equal employment opportunities
• Legal  

  Legal influences HRM as employees terms and conditions must be followed within the business to ensure legal legislations and requirements is achieved. 
• Legal

  Current Legal Framework - Fair Work Act 2009

  • Act ensures employees and employers are free of unfair dismissal or properly handled when redundant
  • Ability for workers to speak up about working conditions
  • Protection from workplace discrimination
  • Allows workers to request for any changes including schedules, positions etc
• Key influence Legal

  2 organisations were founded by the Fair Work Act 2009:

  The Fair Work Commission

  The Fair Work Ombudsman
• Key influence Legal

  The Fair Work Ombudsman:

  The Fair Work Ombudsman is tasked with enforcing workplace laws, ensuring fair employment conditions, and providing guidance to both employees and employers
• Key influence Legal

  The Fair Work Commission:

  Resolve workplace disputes, ensure fair pay, approve work agreements, and SETS THE minimum wage
• Terms and conditions in employment contracts: Wage, Overtime, location, leave, hours
• Key influence Legal

  Employment Contract

  Modern award ~ a document which sets out the minimum terms and conditions of employment mainly sets the minimum wage
• Employment Contract

  Enterprise agreements ~ A negotiable collective agreement that is better off than the modern award regarding specific terms and conditions about wages and working conditions
• Key influence Legal

  Employment Contract

  Common Law Contracts ~ Private agreements for workers who earn up to $140 000, the contracts consist of individual agreements.
• Key influence Legal

  
  

  Minimum Employment Standards and Wages

  
  

  National Employment Standards is the national standard for employment, all the terms and conditions for employees. 

  
  

  National Employment Standards: 5 to remember

  Maximum Working Hours (38hrs)

  Flexible working Arrangements

  Sick Leave

  Parental Leave

  Annual Leave
• Key influence Legal

  
  

  Work Health and Safety and Workers Compensation

  
  

  Work Health and Safety Act 2011 Employers must provide a safe workplace for the workers well being.

  
  

  Workers Compensation Act 1998 (NSW) is financial compensation for employee injuries ONLY in the workplace.
• Key influence Legal

  
  

  Anti Discrimination and Equal Employment Opportunity

  
  

  Anti Discrimination is the unfair treatment of different people.

  Racial Discrimination 1975 (Cth)

  Age Discrimination 2004 (Cth)

  Sex Discrimination 1984 (Cth)

  
  

  Equal Employment Opportunity

  Treating all individuals fairly during employment process by ensuring no discrimination
• Key Influence Economic

  
  

  Economic refers to the demand for labour during the economic stages.

  
  

  The changes regarding G+S that impact labour and the globalisation that affects labour.

  
  

  Economic influences HRM as the economic stages of an economy determines the low or high demand for labour impacting how HR manages employees.

  
  

  E.g An economy booming will result in high demand for labour
• Key Influence Technological

  How technology affects labour/employees impacting HRM.

  POS

  • Upskilling
  • Delivery of products
  • Cheaper
  • Efficient 

  DISADV

  • Employee empowerment lower
  • Loss of employment
  • Resistance
• Key Influence Social

  Examples of changing work patterns

  • Early retirement (Ppl retire early 
  • Ageing (Ppl getting older impacts HRM)
  • Women participation increases
  • Career flexibility and job mobility (Can move and transition jobs)

  Social is about work patterns and changes impacting human resources management.

  Living Standard is the standards business have to meet. How can we achieve standard if ppl retire early, age, transition between jobs.
• Key Influence Ethics and Corporate social responsibility

  
  

  Ethical business practices are practices that are responsible and morally right/ fair.

  
  

  Benefits

  • Staff retention
  • Low absenteeism
  • Reduce cost of restarting process of acquiring and training labour
  • Good reputation
• Processes of Human Resource Management

  Acquisition

  • identifying staffing needs
  • Recruitment
  • Selection

  Development

  • Training (off job on job)

  Maintenance

  • Monetary rewards
  • Non Monetary rewards (Finge benefits, Intrinsic rewards and status)

  Seperation

  • Involuntary and voluntary
• Strategies in Human Resource Management

  
  

  
  

  Leadership style (Lead)

  
  

  Job Design (Task allocation)

  
  

  Recruitment (Being hired/ employed)

  
  

  Training and development (Developing skills)

  
  

  Performance Management (developmental and administrative performance)

  
  

  Rewards (Maintaining staff HR Cycle)

  
  

  Global Work Disputes (Solving disputes)
• Strategies in Human Resource Management

  Leadership Style

  
  

  Autocratic Leadership Style

  Autocratic Leadership is a hierarchical leadership style where one has authority and control over a team making decisions.

  
  

  ADV

  • Quick decisions
  • Clear Objectives

  DISADV

  • Less employee input
  • Employees ideas less valued
  • No freedom/collaboration (Free)
• Strategies in Human Resource Management

  Leadership Style

  
  

  Democratic Leadership Style

  Democratic leadership is a more open and creative leadership style. It is inclusive however employee inputs must be validated by the manager.

  
  

  ADV

  • Employee satisfaction
  • Collaborative (working together starts with 'C')
  • Motivated workers

  DISADV

  • Time consuming
• Strategies in Human Resource Management

  Leadership Style

  
  

  Laissez faire Leadership Style

  Laissez-faire leadership is a relaxed leadership style where leaders provide minimal guidance and relies on team to make decisions.

  
  

  ADV

  • Employees feel more committed and motivated
  • More autonomy and freedom
  • More loyalty

  DISADV

  • Unreliable Workers
  • No responsibility
• Strategies in Human Resource Management

  Job Design ~ General or specific task

  
  

  Job Design - Tailored tasks employees are expected to complete

  Job Analysis - Getting information about the job (details)

  
  

  General Tasks (Tasks that could be carried out by anyone)

  Job Enlargement (Adding similar level jobs)

  E.g Receptionist, cleaner

  
  

  Specific Tasks (Tasks that require skill and experience)

  Job Enrichment (Gives responsibility making it challenging)

  E.g Tradesmen
• Strategies in Human Resource Management

  Recruitment

  Internal, External, General or specific skills

  
  

  Internal Recruitment Is where a business hires within the business

  Adv

  • Faster
  • Efficient
  • Aware of skills

  Disadv

  • No new innovative ideas
  • No new skills

  
  

  External Recruitment is where a business hires outside the business

  Adv

  • More diversity
  • New ideas
  • New skills

  Disadv

  • Lack of employee info