HR Strategies

Leadership StyleAutocratic

Democratic

Laissez Faire

RecruitmentInternalAdv

Disadv

ExternalAdv

Disadv

Job DesignSpecific

Approach( )

General Approach

( )

BP Oil Spill10,000 litres per hour leaking into Gulf. Need to solve

the problem. Crisis management time!

Need management to fix issue – Which leadership style and why?

Need to recruit environmental cleanup expert – Internal or External + why?

List 3 tasks BP workers will be expected to carry out + state whether to adopt a SPECIFIC or GENERAL design.

Training and Development (as a strategy)Aim?

Formal

Informal

Importance of training (teaching new skills):

Importance of development (preparing employees for future responsibility):

achieve long term change to skills, knowledge + attitude – lead to sustained competitive adv

QualificationsE.g. Masters

Mentorship/on the job

competitive adv + grow

motivation of employees + leave business in strong hands

Performance managementWHAT IS IT? Address individual employee performance. Managers + employees work together to monitor, evaluate and modify

their job performance and job design

Development benefits – • Administrative benefits -

Issues -

communicate expectations, helps build culture, identifies training + development need, identify strengths + weaknesses

increase productivity, assist with HR planning, shows effectiveness of current process

must get employee buy in requires effective communication from management, must be fair and objective

Rewards

Monetary

Non Monetary

Individual

Group

cash, bonuses, commission

flexible hours, holidays, parties, career support

employee of the month, ind contract review – can be detrimental

team of the month, collective bargaining

Global ContextCost

Skills

Supply

Increase in standard of living/min wage in aus – force companies such as pacific brands and optus to outsource overseas

Cost of bringing foreign employees here457 Visas

Shortage of skills – such as primary teachers, nurses, hairdressers – Temp working 457 visas – blamed on education system

Sydney – global market place for recruitment – staff are willing to relocate.

Not willing to relocate to other countries – e.g. South Africa

Town like Nowra – hard to attract

Workplace relations and disputesConflict can arise between different stakeholders. Within HR process focus is mainly on disagreements between management and staff.

Tactics when dealing with industrial disputes: Employees – Strikes Employers – Lockouts

Main dispute causes: Remuneration (pay) Employment conditions (working hours, leave, superannuation) Job security Work place health and safety

Resolving disputes

Effectiveness of HRM – Indicators:Corporate Culture Indicators – employee behaviour,

participation, loyalty

Positive culture – trust, happiness, shared understanding

AbsenteeismAccidentsLevel of disputation –

numbers of + nature of grievance

Benchmarking key variables

Quantitative – Changes in staff turnover (staff leaving, seeking transfers, no. of applicants), Lateness

Qualitative – Communication in meetings, informal observationsWorker satisfaction

Attitudes, opinions and level of motivation

Relates to - quality + quantity of production – customer satisfaction – level of innovation

http://www.brw.com.au/p/leadership/atlassian_australia_best_place_to_KMEEYtOaoxEFnhWsocHfRM