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Contemporary Issues in Human Resource Management

1. Introduction

This topic on “Contemporary Issues in Human Resource Management” defines on a short case taken where nearly one in two candidates prefer part-time work in Australia. The case defines about the demand in part-time work, which is increasing hugely in Australia with the higher rate preference and the increasing desire to workplace flexibility. The research also defines instance where priority of women add flexibility in part-time jobs while the implications from Manpower Group Solutions in Australia and New Zealand has intended the growing pool of the job seekers that prioritize flexibility, employment and part-time work over their salary (Petrou et al. 2012). This would mean that part-time work continue to rise employers on creating effective jobs for future. However, the CEO of an organisation selected i.e. Australian Red Cross has analyzed the above article and requested the HR Consultant to advise management team with the implications on employee and government issues and the need of recommendations to confront it (Mowday, Porter & Steers, 2013). Major part-time jobs options for Australian Red Cross includes Store Assistant, Team leader, Quality and Practice officer, etc.

2. First issue (Employee Issue): “Poor work administration and unnecessary rigidities in the organisation”

2.1. Clarification of issue

In Australia, ensuring continuity for the Organisation chosen has to prepare management view so that part-time employees along with the full-time employees could do work. According to McDonald, Bradley & Brown (2009), this could create the prevented part-time workers an undertaking role offered to them when provided a path of career progression. Although part-time work is available for Red Cross, the shifts tend to remain organized in a rigid fashion. This would mean that the part-time h ........

preference and the increasing desire to workplace flexibility. The research also defines instance where priority of women add flexibility in part-time jobs while the implications from Manpower Group Solutions in Australia and New Zealand has intended the growing pool of the job seekers that prioritize flexibility, employment and part-time work over their salary (Petrou et al. 2012). This would mean that part-time work continue to rise employers on creating effective jobs for future. However, the CEO of an organisation selected i.e. Australian Red Cross has analyzed the above article and requested the HR Consultant to advise management team with the implications on employee and government issues and the need of recommendations to confront it (Mowday, Porter & Steers, 2013). Major part-time jobs options for Australian Red Cross includes Store Assistant, Team leader, Quality and Practice officer, etc.

2. First issue (Employee Issue): “Poor work administration and unnecessary rigidities in the organisation”

2.1. Clarification of issue

In Australia, ensuring continuity for the Organisation chosen has to prepare management view so that part-time employees along with the full-time employees could do work. According to McDonald, Bradley & Brown (2009), this could create the prevented part-time workers an undertaking role offered to them when provided a path of career progression. Although part-time work is available for Red Cross, the shifts tend to remain organized in a rigid fashion. This would mean that the part-time hours for the employees would be accommodated by the working shifts and sometimes by the regular ones. Besides, poor work administration might have less chances to develop best practices when concerned with the shifts of the employees. Leeman et al. (2014) argues that this may emphasize in communication and consultation of the staffs as well. For the organisation, it is intended that sharing seven-day night shift rosters between the part-time employees could be permitted on an increasing base when adopted with full-time staffs as a healthier work practice.

2.2 Literature and theory

Literature

From the news story, the issue highlighted here is about the poor work administration and the unnecessary rigidities in Australian Red Cross. As described by Kauhanen & Nätti (2015), in terms of job opportunities, the Industrial relations in Australia have focused with the obligations and collective rights. Besides, for the employees working in Red Cross has amassed with a healthy portfolio of assets that requires the organisation to develop and grow their services with the vulnerable groups. As argued by Hall & Krueger (2012), the digitally enabled workforce has also increased the technological change with the rapid growth of peer-to-peer and the freelance employment market. On words of the author, it is also prevalent that the full-time work for an employer’s premises with the worker’s flexible working arrangements, which are mostly fixed.

Dealing with the disputes on the unnecessary rigidities of the organisation, the grievances for the part-time jobs for the employees hold discussions at the workplace with the managers and the immediate supervisors. As opined by Eagan Jr, Jaeger & Grantham (2015), if those grievances and the disputes remain unresolved for a certain period because of the inefficient process, then the differing arrangements could have a chilling effect in the resolving issues. From the point of the author, this could also result in a greater role for having fair commission.

Advantages and Disadvantages

Advantages

For the issue confronted on poor work administration and unnecessary rigidities, performance-based conversations could prove for the employees an evident opportunity to offer and coach the work-related feedback (Hall & Krueger, 2012). Besides, targeting the staff development for employees doing part-time jobs could help them to identify the employee development opportunities in case of effective succession planning. However, it is trick to have the positive appraisals in order to focus on what employees are doing in their jobs.

Disadvantages

Poor work administration may lead to discouragement, and it is not any pleasant experience. The process in part-time jobs is not corrected evidently(Broadbent, 2012). Time consuming is another factor where the manager tends to spend an hour in checking the employee’s performance appraisals. Besides, biases could be difficult as it is an objective and structured process, which are common to assess the performance that has a flair bias of natural evaluations.

Theory

However, as assumed by Cockx, Goebel& Robin (2013), using Discrepancy theory, the difference of part-time jobs in Red Cross could be experienced. The author also intends that the standards of personal expectations for an employee using this theory could be analyzed on comparing the personal expectations, free markets, threshold requirements and the existing bias. It may sound that the direction and magnitude of discrepancy could assist in determining the outcome to allow the employee to have possible actions and reactions in their Part-time jobs. Chiang & Hsieh (2012) argues that personal satisfaction in terms of performance might vary with high magnitudes for employees working for the Organisation. Thus, measuring the magnitude of this theory should work for the employees by seeking limited use of the management disciplines in their part-time jobs.

2.3 Recommendations          

The issue however could be improved by addressing long-term workforce in the community services for Australian Red Cross. As the company has recently overshadowed its institutional commitment to analyze the market competitive benefits, the working conditions could be a prerequisite to retain and attract the part-time employees with experience, skills, attitudes and productive environment. It is also recommended to take in account of the skill set to execute the purchased services. Moreover, the company would also urge to address the gender equity issues in order to ensure employees with benefits, including the pay for professionalism and skills.

3. Second issue (Employer Issue): “The Employment Agreement Clauses with the public restrictions”

3.1. Clarification of issue

It is considered that employers do protect their trade secrets and the competitive strategy with the employment agreements, which contain confidentiality, non-compete and the non-disclosure clauses (Broadbent, 2012). In case of the primary job that are subject to terms, the employee cannot work else part-time because employers put restrictions/clauses to it. However, on failing to the honour with the terms and conditions for working part-time with the primary job can fire you right away. For the public relations, the employees as intended by the employees will not engage outside the employment activities (Eagan Jr, Jaeger & Grantham, 2015). They would negotiate for the employment that conflict with the official government responsibilities and government duties.

3.2 Literature and theory

Literature

In the study of Beechey (2013), the working relations for the part-time employers in Australia may hamper the efforts by the employer in order to introduce flexibility in the workplaces. The author from the above statement has made a scope for the employers to take an initiative, which includes about the growing acceptance of leaders to flourish in the workplaces. However, Australian Red Cross needs to give careful consideration on how they protect the commercial interests during the engagement of the part-time employee with the cessation of the engagement (Bartoll, Cortès & Artazcoz, 2014). In some cases, the employers intend that the government employees that do not work with the executive branch might have to seek approval on taking another job.

According to Mowday, Porter & Steers (2013), it is seen that the economic recovery in the part-time jobs since recession over the last few years has been well documented, and the core part has a debate to get the employers hiring again. It is also a self-fulfilling prophecy where employers were not hired because they had lot huge number of customers, and the customers did not buy anything because they did not have any jobs to supply the income. Things got better when the employers were starting to bring on the new employees for Red Cross (McDonald, Bradley & Brown, 2009). For the company, it was prioritized that people were getting back to the work but the prevalence of the part-time jobs had low wages, no benefits and had erratic schedules. However, Red Cross for this instance was had to give a careful consideration on how they would protect the commercial interests during the engagement of the worker with the cessation of the engagement.

Advantages and Disadvantages

Advantages

In cases of employment agreement clauses with the public employee restrictions, it is important for the employer to be efficient to keep the cost down in areas where it is needed to take full cover (Leeman et al. 2014). It is also intended for the employer to take wide advantage for increasing retention and the recruitment of the staffs by offering a value in working practices for employees. For the employer, it is also viable by expanding the pool of potential recruits that tends to bring a wealth of expertise, skills and experience.

Disadvantages

The employer on employing the staffs for Red Cross could feel the difficulty of the recruitment costs, which are greater as the company has intended for a single part-time worker (Beechey, 2013). Besides, there could also be the additional costs that may be intended on benefits and training.

Theory

According to Leeman et al. (2014), using the social identity theory, the individual behaviours could be perceived with the state of the perceived groups and differences. The contrast made could be generalized in terms of social identity through the interpersonal groups. Kauhanen & Nätti (2015) states that the employer’s behaviour in their part-time jobs could also be solely determined with the individual characteristics on social category memberships. Besides, a key assumption intended from this theory analyzes that the employees would be motivated intrinsically with positive distinctiveness (Eagan Jr, Jaeger & Grantham, 2015). In particular, it is been found that the employees under these conditions would endorse the resource distributions in their jobs to maximize the expense of personal self-interest. Building on this, employers assisting the employees in Red Cross should possess individual mobility, social competition and social creativity (Petrou et al. 2012). Unlike the provisions defined for the employers, it could be lawfully decided with the independent contracting agreements given to them.

3.3 Recommendations

As the traditional working hours are changing instantaneously, it is not becoming common for the employers to offer flexible schedule but it discovers benefit in terms of having productivity with the flexible workforce. For Red Cross, in terms of the issue confronted above with the employment clauses, offering a solution to the problem would be effective. It is specific that everything should be accomplished during the tenure of the part-time employee wants. Besides, it is recommended for the employer to demonstrate a value to the prospective employer through the willingness of the job to be done. Perhaps, focused time management and the stellar inter-personal skills would allow the part-time employee to work efficiently. Moreover, the employers in such cases working with Australian Red Cross can find access to the part-time work that improves the ability for retaining and recruiting during low employment. This also makes a winning strategy for both employers and employees.

4. Third issue (Government Issue): “Legal Rights to the Part-time works does not have a commonality”

4.1. Clarification of issue

Despite the few rights insisting on working part-time, generally for women returning from the maternity leave, believe that they do have a right. The requests for working part-time are very frequent for the organisation chosen. Besides, no such extensive research is been conducted to the success area of these requests. According to Cockx, Goebel& Robin (2013), the major concerns exist with the agreement that have a basis where women return to jobs that are lesser quality than to the others, which they have worked with full-time. However, the importance for developing the legal avenues intended by the government for seeking part-time work in Red Cross are mainly based on the individual remaining in their job, or the conditions with fewer working hours.

4.2 Literature and theory

Literature

Principally, on beginning of a year, the employees with one-year’s service with the employer have limited access for asking arrangements in work. According to Chiang & Hsieh (2012), the right to request is mainly confined to those who are studying in schools. The author intends there is no such right that could have a tribunal adjudicate on refusal by that employer. Besides, the national right has to be processed well, and in case of a breach, the employer could be penalized but will not be granted a request on flexibility. From the study of Mowday, Porter & Steers (2013), the wider issues for the government also carries substantial caring responsibilities, which could take the matter forward instantly. Unlike the national right, it is intended that the Victorian law also provide the employee to seek the independent arbitration by the tribunal rather by the employer’s refusal.

Increasingly, it is intended that managers from organisations call upon to manage the employees through technology rather to have face-to-face flexible working arrangements. While the risk in bullying increases with the meeting being conducted remotely as the manager in the organisation cannot see the employee’s non-verbal cues. Besides, the employees do not have any access to the interpersonal support structures. McDonald, Bradley & Brown (2009) argues that on managing the remote teams might lead to bullying the complaints on the subordinates and peers where the employees misinterpret the information over technology. Rather, for the employees doing their part-time jobs, discrimination for them could also aid as they work from home (Kauhanen & Nätti, 2015). The reason might be due to the needs that are associated with the protected attributes under the discrimination law.

According to Hall & Krueger (2012), the safety regulators for Australian Red Cross include working from home as an instance that is remotely associated. This helps the individual to work alone but it causes the risk of harm, as the worker does not find assistance with his /her fellow mates. Already, in terms of legal issues, the government finds flexibility to match up the specific needs and skills on these part-time jobs (Eagan Jr, Jaeger & Grantham, 2015). Nevertheless, wage-setting process is very complicated on defining the cross-jurisdictional issues that are arising from the workplace relations. However, critics has stated that Australia’s arrangement does not serve the needs for the low paid while the wages are been paid for expensive skilled workers. As argued by Tims, Bakker & Derks (2012), the legislation on the legal rights has imposed that the employees doing part-time jobs should ensure setting the conditions for employment to be paid what the amount might be.

Advantages and Disadvantages

Advantages

For the Legal Rights in Part-time works, the major advantage for the employee should ensure that they are been treated fairly (Chiang & Hsieh, 2012). On sharing no commonality for Red Cross, it is highly ethical for the employees to motivate the employees on good ground. Unlike, this prevents the conflicts that rise in getting a bad reputation with the confronted law.

Disadvantages

Here, the government that have no commonality has to pay the employees when they are not working, and they might hire a temporary to pay them. This may add redundancy and can give a bad reputation where the part-time employees who are no working during the period (Hall & Krueger, 2012). Moreover, some of the companies unlike Red Cross can increase the cost and take time to monitor the effort.

Theory

As opined by Zhang, Fried & Griffeth (2012), using the equity theory, it could be analyzed on determining the distribution of resources where equity is measured in the ratio of the benefits and the costs. It is developed that for the employees that tries to maintain equity should perceive the inputs and the outcomes of others as well. As the issue analyzes the instance on the legal issues that do not have a commonality for the employees doing part-time jobs, it could be considered that forming a relationship setting legitimately entitles the contributor to the rewards (Hall & Krueger, 2012). On the other hand, the outcomes that are intended might have negative and positive consequences on the employee’s job satisfaction area.

4.3 Recommendations

It is recommended that for the employees doing part-time jobs for Red Cross, an appropriate legal structure for their future operations could work well for the non-profit sector. It is also imperative that the legislation should provide the association a constitution basis to work with the degree of legal certainty on the part-time jobs for most employees in Red Cross. However, the organisation also supports the broad principle from migration to the legislative provisions that are enacted by the non-profit organisation. This also adds changing nature of activities and the complexity of operations.

5. Summary and conclusion

The research paper on the news report given supports on the instances that have been found out to analyze the issues that are confronted based on an objective. As part-time has been growing simultaneously on comparison to the full-time jobs, most individuals prefer doing part-time jobs. However, an organisation is been selected, which reviews the major issues for the employee base on doing the part-time jobs. This instance is supported by giving a good clarification, literature and a recommending point. Moreover, the motivator to the subject analyzes a brief area where the administrative barriers, legal issues and unnecessary rigidity is been explained.