The Human Resource Function

• High levels of productivity that is more outputs from a qauntity of inputs
• Quest for productivity improvements
• People are vital inputs and resources
• Focus on the importance of human resource
• -motivated and skilled staff.

Are located in the external environment of the organisation,they drive much of the activity in human resource management.

There are four contexts.

examples of changes in attitudes that affect the HR function include changes in

• employee expectations,
• more workplace flexibility,
• greater recognition of the impoertance of work-life balance and of human diversity in workplaces.

the implementation of new technology impacts on an organisations staff in areas shuch as

• allocations to new work tasks
•  training and skill development
• changes to the culture of the organisation

laws passed by the federal and state governments impact on the organisation in several HR ways.

These include:

• OH&S (workcover)
• employee realtions (industrial relations)
• equal employment opportunitites (anit descrimination)

• Establishing
• Maintaining
• Terminating

employment involves the manager (or team) responsible for HRM in making decisions about the taking action on:

• planning the organisations human resource needs
• recruitment of staff
• selection of staff

employment involves decisions about and taking action on:

• induction of recruits (intro to job)
• incentive and motivation
• improving the work environment (the workplace)
• training
• career development
• the quality of working relationships
• employee relations/industrial relations

employment involves decisions about and taking action on:

• retirement
• resignation
• dismissal
• redundancy ad retrenchment (laying off people)

• good work performance
• job satisfaction among employees
• low levels of absenteeism
• low levels of staff turnovers

Expectations and Motivation

Employee Expectations typically are centre on:

• fair treatment by the employer (ethical management)
• steady employment
• good conditions of employment (for example,pay and leave)
• positive working environment
• a safe workplace

Job Satisfaction

can be affected by the expectations the individual brings to the job,and also by such factors as:

• the nature of work
• remuneration (PAY) for the work
• the way the work is supervised
• the quality of relationships with fellow workers/colleagues
• the existence of paths for career development and advancement
• a balance between work life and non work life.

Staff are motivated by:

• financial incentives (the pay structure of organisation)
• opportunities for achievement
• recognition for what is achieved
• opportunities to hold responsible positions
• opportunities for advancement in the organisation
• the work itself (taking pleasure in the job)

Diversity in human resouces management refers to the workplace mix of people in terms of:

• gender
• race
• nationality
• other characteristics