TOPIC 4: HUMAN RESOURCES
Strategies in Human Resource Management
• leadership style
• job design – general or specific tasks
• recruitment – internal or external, general or specific skills
• training and development – current or future skills
• performance management – developmental or administrative
• rewards – monetary and non-monetary, individual or group, performance pay
• global – costs, skills, supply
• workplace disputes
– resolution – negotiation, mediation, grievance procedures, involvement of courts and tribunals
• job design – general or specific tasks
• recruitment – internal or external, general or specific skills
• training and development – current or future skills
• performance management – developmental or administrative
• rewards – monetary and non-monetary, individual or group, performance pay
• global – costs, skills, supply
• workplace disputes
– resolution – negotiation, mediation, grievance procedures, involvement of courts and tribunals
Leadership style
TASK:
Complete this quiz to work out your leadership style.
Read the article Leadership Styles from Mindtools.
Define various leadership styles in this table.
Complete this quiz to work out your leadership style.
Read the article Leadership Styles from Mindtools.
Define various leadership styles in this table.
Job design
TASK (based on Hickey et al, Cambridge HSC Business Studies. 2nd edition, p.344):
Use the following key considerations to develop a job design for a position at a fast-food store.
Use the following key considerations to develop a job design for a position at a fast-food store.
- Who does the job? > characteristics, skills and qualifications
- What needs to be done? > tasks needed to be completed in the general sense
- Where must the job be done?
- When do tasks need to be completed? > consider lead-times and deadlines
- How should the tasks be completed? > the general tasks broken into more specific tasks
Recruitment
- Internal and external recruitment (tutor2u)
- Soft Skills in Demand
- Hays Report Shows Chronic Global Skills Shortages Despite High Unemployment
- Read about Country Road's recruitment process.
Training and development
- Learning and development (AHRI)
- Why Employee Development is Important, Neglected and Can Cost You Talent (Forbes)
TASK: Explain why Australia Post would spend $20m on Future Skills Investment.
Performance management
Performance Management (AHRI)
Rewards
READ:
TASK: On this virtual wall respond to the following questions (please write your first name with your answers):
- the blog post Performance-related Pay doesn't encourage Performance
- Team-based Compensation vs Individual (Chron)
- Phones, cars, surgery - the new HSC incentives (smh)
- Country Road's various benefits and the training and development they provide (link is to Head Office but click through for other areas of the business).
TASK: On this virtual wall respond to the following questions (please write your first name with your answers):
- What motivates you to work or study?
- Do monetary or non-monetary rewards motivate you better? Why?
- Do you prefer to work alone or in a team? Why?
- Do you think pay should be related to performance? Why/why not?
- When you work in a team how should your performance be assessed?
Global
TASK: Read the smh article Importing people to pour beers and extract the relevant details in the article into a table for each of these categories, within a global framework:
- cost of employees
- skills of employees
- supply of employees
Workplace disputes
FairWork's Effective Dispute Resolution:
- Managing conflict in the workplace (Queensland Government)
When a workplace dispute occurs the main goal is to find a resolution. All employment contracts should include grievance procedures for when a workplace dispute occurs. By law, enterprise agreements must include a procedure for dispute resolution and must allow employees to be represented by a third party if requested. Generally the grievance procedures go through the following steps:
- Negotiation
- Mediation: where someone not involved in the dispute attempts to help the parties to the dispute come to a resolution
- Arbitration: where someone not involved in the dispute listens to the people involved in the dispute and makes a decision as a resolution
- Private mediators and arbitrators may be required when the workplace dispute fails to be resolved within the business. If the business does not use a private body the dispute can be referred to the Fair Work Commission who will then act as a mediator and/or arbitrator. In this case the FWC is acting as a tribunal that can make a law binding decision to the resolve the dispute.
- If all else fails, as a last resort, the dispute can be taken to court by either party to sue for damages or for breach of contract. This action can be taken at any time in the process but is expensive and the courts like to see a genuine attempt at resolution first.