Task 1 – A HRM.Org.Nz
BUS302 Strategic Human Resource Management. Without human capital, nothing can replace it. It is recognized as an important factor in business and society.
The concept of human resources can be understood mainly in terms of assets and investments. The point of view of human resources as assets means to secure high quality human, to cherish and utilize it, and to maintain high value at all times, in order to increase the value of the assets by considering them as assets.
The view of human resources as an investment is to increase their value as an asset by investing in developing their potential.
In the past, due to the lack of awareness of human resources, the amount of investment in human resources was relatively less than the investment in organizational physical resources and financial resources.
However, now, human resources are becoming more and more important in contributing to organizational performance than other resources due to improvements in the level of economic and social culture and rapid changes in the environment.
In this context, human resources are becoming the most important strategic resource that plays a crucial role in the organization’s adaptation to the environment and its continued growth.
The University of Auckland founded in 1883, Auckland is the country’s largest university. The mission of the University of Auckland is to be “A research-led, international university, recognised for excellence in teaching, learning, research, creative work, and administration, for the significance of its contributions to the advancement of knowledge and its commitment to serve its local, national and international communities.”
(Mission and Values, N/D) To accomplish this mission, the University of Auckland has a reasonable ‘Human Resource Management’ through Work Policy, Staff benefits, Equity at the University and so on.
Flexible Work Policy
The University if Auckland is committed to enhancing recruitment and retention, providing an excellent working environment, and increasing staff member engagement and productivity through supporting a balance between work, family and personal life.
Providing flexible employment practices and conditions which support a balance between work, life and family needs. (AucklandThe, 2013)
The University of Auckland allows staff to consider three types of superannuation scheme and provides discounted health insurance, leaning and development oppor tunities.
And also staff can take advantage of discounted five childcare/early childcare education centres and leisure, recreation and culture. University of Auckland supports for staff with disabilities that they can get discount at Goldie vineyard on Waiheke Island and immigration support as well.
In addition, library, global relocation assistance, equity, car parking and flexible working hour are provided for staff. Particularly, it is special to support officially all staffs who are not citizens or residents.
The University of Auckland has a licensed advisor to make the immigration process as easy as possible for all their applicants. (AucklandThe, 2013)
Treaty of Waitangi
The University of Auckland has a strong history of developing partnerships with Maori. Tertiary education for indigenous peoples is also a crucial issue worldwide.
The University of Auckland aims to become New Zealand’s foremost site of excellence for Māori in tertiary education. (The University of Auckland, 2013)
Equity at the University
Support for Maori and Pacific staff, staff with disabilities, LGBTI staff, Carers, working parents, mature age staff and other equity groups. (Equity, N/D)
Task 1 –B
- Employment Relations Act
The employment relations act covers a range of topics including that recruiting, employment agreements, trial periods, union membership training and development.
The purpose of this law is to maintain a fair and productive relationship between the employer and the employee. If there is no established law, villain employers will abuse labor contracts and trial periods, and employees will suffer.
So government help to build reliable employment relationships based on legal protection for healthy work environment. (Laws governing HRM in NZ, N/D)
- Minimum Wages Act
The Government of New Zealand has set a law to set a minimum wage level for workers’ livelihoods and to pay the employer more than that level.
There are three minimum wage rates that Adult minimum wage, Starting-out wage, and Training minimum wage.
The current minimum wage for adults is $ 15.75, starting-out and training is $ 12.60. (Minimum wage rates, 2017) Adult minimum wages that the most common type of wage, it applies to all employees working in New Zealand except for the starting-out workers or trainees.
A starting-out wage is an employee between the ages of 16 and 19 who is entitled to a minimum of 40 credits a year to become qualified. Training minimum wage applies to employees who aged 20 years or over and has completed industry education with 60 credits to become qualified. (Laws governing HRM in NZ, N/D)
- Holidays Act
New Zealand Government legally stipulates minimum leave and holidays entitlements. All employees (part time, full time, fixed term and casual) can get at least four weeks of paid annual holidays each year for rest. Sick leave and bereavement leave allow to employee after six months of current continuous employment with same employer. Employees can take a holiday any time when they are not feeling well or need a break. Of course, employer should encourage taking a holiday to maintain a good work environment. (Laws governing HRM in NZ, N/D)
- Follow laws
Employer is obliged to follow the laws made in the country that minimum wages, and holidays and so on. It should also be recognized that the relationship between the employer and the employee must be based on specific legal protections as well as mutual trust. Employee has to write and sign on their employment contract and it must be completed with employer before working. Employment contracts vary according to job description, but they must also comply with the mandatory provisions that must be included in all employment contracts.
- Code of conducts
“This is a management tool for setting out an organizations values, responsibilities and ethical obligations.” (Code of conduct, 2017) The employer has to set out a clear and fair staff policy. If the company does not announce the big and small rules of the company properly, the employees will definitely get confused. For example, the company have to be covered in induction that general topics and job-related topics. General topics are that company structuring, safety procedures, pay scales and pay days holidays and so on. Job-related topics are that job task, introduction to the supervisor and co-workers, job objectives and so on.
- Safe environment
Employers must follow established laws from government, set their own code of conduct, and strive for the work environment of their employees. If there are any problems, employees should not hesitate to come to the employer and try to resolve the problem as soon as possible. Appropriate staff training is also necessary for the development of the staff and the company. Feedback can help employees pinpoint where employees are standing, what they need to do, and so on. (ICAEW, 2012) In addition, it is important to thoroughly eliminate harassment and discrimination in the workplace, and provide adequate compensation and growth opportunities to help create a good working environment.
The whole thing can not be good just doing what employee need to do individually. Of course they have to work individually, but they have to work together for the whole team and respect each other. For teamwork efficiency, it is most important to understand each other first because everyone has their own personality, and their personality is different. So based on this background, employees will be able to create the best team by exchanging opinions and respect each other. This will naturally lead to a good working environment.
- Good performance individually
Employee must personally set goals and strive to achieve their goals. Competing in good faith for team members’ personal development also contributes to creating a vibrant working environment. It is not to unconditionally check each other and dislike them, but to compete for their own development without harming each other. It will be an environment that employee wants to work for a long time, if they feel satisfaction when they look back and look at themselves rather than feel like going to a company to get a salary.
Task 2 – A
Based on your analysis above, evaluate strategic workforce planning including
Technique used by the organization to put the right person at the right job. There are two type of staffing strategies:
Internal Staffing Strategy : Recruits for new positions to workforce pool
External Staffing Strategy: placement of candidates work systems design, learning and development, performance management and compensation management of the Chosen company and discuss the relative issues the company is facing for each aspect discussed above.
Task 2 – B
Recommend improvements in the 5 areas discussed above based on standard practices in the literature through reviewing no less than four peer reviewed journal articles as source.