HR test practice

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Macquarie University *

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1001

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Management

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Apr 3, 2024

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Case Study: Campbell Pty Ltd is a profitable medium-sized Australian family business with over 50 years’ experience in the Australian market. They manufacture and sell furniture which is also exported to other overseas markets. Due to an increase in demand, management has decided to alter the factory roster, adding a second shift each day. This would mean that some employees now must work the 6:00pm to 2:00am shift. Employees were not consulted by management and after six months are unhappy with the change in their workplace conditions. On the day of the task, you will be asked to imagine you are a business consultant who will provide advice to the owners of Campbell Pty Ltd in dealing with several issues: a. Influences on Human Resources b. Conflict Resolution Process c. Human Resource Strategies Task Requirements: In your answer, you will be assessed on how well you: · Demonstrate knowledge and understanding relevant to the question · Apply the hypothetical business situation · Present a sustained, logical, and cohesive response in the form of a business report Marking Criteria (20 marks) · Outline ONE Influences that could impact Human Resource Management Legal framework & consultation responsibilities Consultation means asking for and considering employees’ views when making decisions. Cooperation means working together harmoniously to find solutions. Consultation is important during major workplace change. This means any change to the business that will affect employees in a significant way, for example different working hours, duties, work locations or redundancies. Employers who take a consultative and cooperative approach still have the right to make the final decision on how to manage their business. Employees who have the opportunity to be a part of the process are more likely to accept change and are less likely to feel anxious or fearful. Being consulted about important decisions in the workplace can improve an employee’s engagement with their work. Requirements to consult with employees about significant changes in the workplace are set out in legislation, awards and enterprise agreements. Awards contain standard consultation clauses. These require employers to consult with employees and their representatives if: they intend to change an employee’s regular roster or ordinary hours of work, or they intend to make significant changes at the workplace. An employer who intends to change regular rosters or ordinary hours of work at a workplace must consult with employees affected by the change first. The employer must: provide employees and their representatives with information about the

proposed change, invite the employees and their representatives to give their views about the impact of the proposed change, including any impact on family and caring responsibilities, and consider any views given by the employees or their representatives. If the award also has rules about rostering and ordinary hours (for example in a different clause), the employer needs to follow those rules first. This means that if the award says that the employer needs the employee’s consent to make any changes to their roster or ordinary hours, this applies. They can’t make the changes without consent by just using the consultation clause. Under sections 70-74 of the Work Health and Safety Act 2011, employers or businesses have a legal requirement, the “duty to consult”. Social, ethics and corporate responsibility Further discussing the responsibilities of consultation in the business, employers must assess social influences in the workplace such as changing work standards and living standards, and how this affects productivity. As employees are essentially stakeholders in the business as well, the responsibility of consulting major workplace changes should incorporate the inclusion of employee participation in decision making. Therefore, even though the demand in increasing, the actual productivity of the employees may not be up to par with the demands if they don’t feel heard or satisfied with working conditions within the business, thus defeating the whole purpose of increasing the number of shifts and possibly decreasing profitability. Job flexibility will help maintain employees work/life balance and increase productivity, in turn increasing profitability for the business and employers. · Discuss the methods used for resolving the workplace disputes which is occurring. As there have been workplace disputes, this could indicate workers have not adjusted to the rapid expansion of the company. The company may have failed to put into place adequate training and development to cope with the expansion. Human resource management has not been effective and must prepare the staff for changes within the workplace or further disputation may occur. Read the consultation and dispute resolution clauses set out in your award or registered agreement. Develop a communication strategy (who, what, how, when). An internal communication strategy outlines exactly how your business will deliver key messages to your staff. Before consulting your employees about a proposed workplace change, you need to consider what that change might mean for your business. ‘SWOT’ is a commonly used business analysis and decision-making tool. A SWOT analysis helps you: build on strengths (S), minimise weakness (W), seize opportunities (O), counteract threats (T). Negotiation can also be used in employee and employer disputes, either privately or with the use of tribunals/trade unions to represent the employee.

· Recommend TWO appropriate HR strategies which could be implemented to improve business performance. The involvement of trade unions in HRM may help employees have a voice in implementing legal requirements of better working conditions and participation in decision making. Participating in decision making can also be implemented without the use of trade unions if HR can develop a communication strategy such as scheduled meetings or surveys to assess the living standards and worker satisfaction in the business. In order to keep up with consumer demand for the company’s products, employers must retain, reward, and motivate employees to meet the businesses performance goals. Monetary awards may improve employee work ethic and motivate them to perform at a higher standard. These awards can also be implemented through increasing wages for those employees who choose to take the long overnight shifts, motivating more employees to be inclined to take those shifts. This strategy is useful in reducing costly staff turnover by increasing staff satisfaction and productivity. Sequencing and scheduling can be used to improve the performance objectives of speed, dependability, flexibility and costs in operations. Monitoring and controlling of scheduling and sequencing can ensure that managers have the required information to make improvements in processes that allow the operations process to run efficiently and effectively. Without effective monitoring and controlling of scheduling and sequencing the business may operate inefficiently which can lead to decreased profits and decreased long term viability. This HRM strategy is recommended during peaks in consumer demand for product, as seen in Campbell Pty Ltd. If this strategy is used to improve business performance in objectives such as speed in product manufacturing in the factories, and is successful in doing so, this in turn may reduce the number of hours needed for employees to be working in the factory and provides an opportunity for HRM to shorten the shifts.

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