Human Resource Management for Business Firms- myassignmenthelp

Question: Discuss about theHuman Resource Management for Business Firms. Answer: In todays world, an organization cannot build an effective team of working professionals without any good team of the Human Resources. I believe the major functions of the team of the Management of the Human Resources involves selecting/recruitment of the employees, training them appraising their performances, motivating them and maintaining the safety and security of the employees. Therefore, in this essay I will discuss about the role of the Human Resource Management in Australia and the importance of the Strategic Human Resource Management. In the competitive environment of today's world, Australian workforce has been using effective techniques in order to manage the human resources. There is a wide range of philosophy that is implemented by the Australian workforce in different department, in order to deal with the challenge related to human resources. The Australian business firms are mainly known to implement the basic strategy related to human resource practice (Marchington e t al., 2016). This I believe is one of the most effective ways to deal with the complex level of challenges that are often encountered by various organizations. One of the major issues that are often encountered in the current day human resource practice is due to the shortage of skilled labors. It is also possible to deal with most of the important challenges related to human resource practice in order to improve upon the production rate of every organization. I strongly believe that with the help of effective human resource practice that are implemented across various organizations in Australia it is possible for them to have significant competitive advantage. The organizations across Australia also follow the practice of uniform distribution related to the human resource practice that helps them to deal with all type of ethical issues related to human resource practice. The uniformity in the human resource practice is it essential as I think this can help to motivate the workers and also help them to improve upon their performance level (Brewster et al., 2016). The policies that are implemented by the Australian government in order to ensure uniformity among employees are one of the major steps that can help to maintain a perfect balance within the entire work force. There is also the policy of gender pay equity, which is one of the major steps that are implemented by Australian government (De Cieri Kramar, 2003). This help to ensure th at most of the challenges related to discrimination within the workplace can be neutralized. The Australian people have also encountered issues due to racial discrimination within the workforce that have compromised upon the performance level of the organization. The human right commission of Australia has implemented legal steps in order to deal with the issues related to unethical practice in Human Resource Department. The act of equal pay for equal work in Australia is one of the major landmark legal policies that are implemented in order to deal with all type of unethical discrimination within the workplace. I do believe that the Australian government and the human right Commission have very effectively handle the issues related to racial and gender discrimination within the past few years. This is evident from the fact that there is more participation of women and candidates from Asian and African countries in the workforce of Australia. This variation can be witnessed from all sectors from manufacturing, services, and hospitality and government jobs (De Cieri Kramar, 2003). The genetic policies and procedures that are implemented across various departments in Australia have helped to mitigate risks that are associated with all type of business operational process (Bartram, 2005). The generic policies that are implemented across all organizations in Australia have helped to reflect upon the human resource practices and organizational culture. In this context, it is important to mention that the motivating work culture within the Australian workforce is one of the major elements that have helped to deal with the challenge of excess pressure and stress within the workplace. The manual of the employees, have been designed in order to deal with the opportunity of improving the workforce balance. I think it has also provided the opportunity to improve upon the scopes that have helped to overcome the basic challenges related to the shortage of skills in the Australian workforce. I strongly believe that it is important for all the managers to strictly follow th e guidelines of HR policies in order to ensure that there is no discrimination and unethical practice within the workforce. It is also essential to implement effective HR practice in order to deal with the procedure challenges of the workforce. The multinational corporations of Australia in the current day encourage workers from different cultural background, which I believe have helped to improve upon cultural diversity within the workplace and also ensure mixed talents are present within the company (Fenton-O'Creevy et al., 2008). They also encourage innovative practice, which is essential component of motivation. Overall, I believe the culture that are implemented within the human resource practice of Australia and help them to be one of the production effective workforces of the globe. This has also been a major contribution for the economic progress of the country. The multinational corporations of Australia have also been able to deal with the challenge of racial and gender di scrimination, which is a significant improvement that I have witnessed in recent years. The strategies of the human resource management can be defined as the link between the human resources with the strategic goals and the objectives in order to improve the performance of the business and to develop the culture of the organization that can foster the innovation, competitive advantages and the flexibility in the organization. In an organization the role of the strategic human resource management is to accept and engage the human resource team in the formulation and the implementation of the strategies of the company through the activities of the HR including recruiting, rewarding , training and selecting the candidates in the organization (Jackson, Schuler Jiang, 2014). The strategies are the concepts that are multi dimensional that are going well beyond the traditional form of the competitive concepts of strategies. The strategies are broad form of statements that are set in one proper direction. The strategies are always obtainable, measurable and specific those are carefully developed with the proper involvement of the stakeholders of the organization. The statements of the action are linked to the individuals and the individuals who are accountable and empowered for the achievement of the individuals that have stated the results in the specific timeframe that are desired. They are the patterns of the action, policies and the decisions that can be guide for the group towards the vision or the goals. I believe that strategic management of the human resource are designed for helping the companies for meting their best needs of the employees while for promoting the goals of the company. The human resource management deals with the different aspects of the business that affects the employees hiring and payment structure, benefits in the job, administration and provision to various trainings (Mitchell, Obeidat Bray, 2013). The human resources can also work towards providing the incentives for the work, information regarding the safety procedures and the leaves that are given due to the sickness and vacations.The strategic form of management of the human resource is the proactive form of management of the people. It requires the talent to think ahead and planning the various ways to meet the needs of the employees (Alfes et al., 2013). This phenomenon can highly effect the way in which the whole things are been done at the site of the business and by improving everything starting from the hiring of the practices of the employees and their various training programs to the techniques of assessing them and techniques. The strategic human resource management is a dub field of the Human resource management. From the early and the tra ditional form of the literature of Human Resource Management treated the notion of the superficial level of strategy rather than the pure matter of the operation, the results of which can cascade throughout the institution (Mitchell, Obeidat Bray, 2013). There is a unsaid form of territory that exists between the value of the people of the department of Human Resource and the harder form of the values that are practiced in the business that values that are implemented in the corporate cultures. The practitioners of the human resources felt very uncomfortable in the difficult environment where the strategies of the corporate world were formulated. It has been observed that there has been an increase in the awareness of the functions of the human resource that functions like an island unto itself with the softer form of values that are centred to the people that has no connection with the real world of business (Alfes et al., 2013). For justifying the existence of the human resource , their functions are being seen to be more intimately connected with the various strategies of the daily progress of the business side of the organization. Several researchers have found out that in the late nineteenth century, the clamouring of the rigorous approach to the management of the people of the organization have started to change the traditional way of managing the people according to the models of the industrial relations. The strategic forms of the human resource management mainly focus on the various programs with the objectives for the longer terms. However, instead of focusing purely on the internal issues of the human resources, the focus is invariably to address and solve the problems that effect the programs for managing the people for a longer period that have been seen globally (Martn Alczar et al., 2013). Therefore, the prime goal of the strategic management of human resource is to raise the level of productivity of the individuals where the strategies can be implemented for a long run for improving the overall motivation and productivity of the employee in the organization. However, it is very important to have a proper communication between the Human resource and the top management of the company that is crucial for having an active form of the participation in the work in the organization. In this section, I will discuss about the various key factors of the strategic human resource management. There is an explicit linkage between HR policy and practices and overall organizational strategic aims and the organizational environment. Many of the responsibilities of the management of the human resources have developed in the later years. The human resource management always tries to attempt to link the activities of the Human Resource with the measures of competency-based performances (Martn Alczar et al., 2013). They also attemptto link the activities of the Human Resource activities with the business surpluses or the profit. These two approaches indicate the two of the main factors that exists in the setting of the organization. The first factor talks about the human factors, competency and the performance of the employees and the later is the surplus production in the business. The approach to the people who are concerned is based on the belief that are formed that the h uman resources plays an important factor for the success rate of the sustained business (Martn Alczar et al., 2013). The organization majorly gains the advantage by using their employees effectually implementing the expertise and knowledge of the employees for the clarification of the defined objectives. The integration of the surplus in the business to the competency of the performances are required for the implementation of the strategies. Now, the role of the strategy comes in the picture. The way in which the employees are managed, deployed and motivated and the availability of the skills and expertise that are possessed by the employees plays a major role in shaping up the strategies of the business. The strategic orientation of the business then requires the effective orientation of human resource to competency and performance excellence. References Alfes, K., Shantz, A. 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