Business Ethics Human Resource Management

Question: Discuss about the Business Ethics for Human Resource Management. Answer: Introduction The present reflective journal will suggest the effectiveness of the human resource management in an organization. There are many resources found in the different companies irrespective of the purpose of the business. However, it can be concluded that out of all the resources of the organizations, the notion of the human resource management is one of the vital resources. There are certain organizational aims and objectives. Depending upon the nature of the business the management determines the goals and objectives of the organizations. The role of the human resource management contributes one of the significant portions of the process of achieving and accomplishing the common organizational goals and objectives. The study is supported by different working experience in various Australian Organization. The overall discussion will focus on what are the key factors, which will analyze the effectiveness of human resource management while organizing a business in the 21st century. Completing the work with the help of the employees is one of the most challenging of the managers (Baggini 2012). Business exists in a dynamic environment, which is changing and fluctuating on a frequent basis. The managers need to perform a continuous process in the decision-making activities of the business. HRM policies plays a very important part in the organization to develop programs, policies, strategic planning and meet the expectations of the stakeholders (Bohlander and Snell 2013). Human capital is the overall study is classified into four crucial parts, which includes the application of human resource management in Australia, strategic HRM practices and policies, recruitment, and selection process of the different Australian organization, and managing diversity and work-life balance is the three es sential points, which will be analyzed, in the overall study. Human Resource Management in Australia Australia is one of the developed countries across the word. There are different kinds of job opportunities, which this particular country provides. The country maintains an active as well as a proper GDP growth rate. However, this part of the study will summarize the conceptual foundations of the HRM practices and policies, which will talk about the roles, and activities of a companys human resource function. However, there are certain challenges which different organization in Australia faces while developing a proper human resource management in the organization. Selecting the best measures among the various kinds of alternatives is one of the most crucial jobs of the human resource managers in Australia (DeCenzo, Robbins and Verhulst 2013). In this part of the assignment, there are three important points which need, which will emphasize in the development process of a proper HRM in the organization. Human resource management, strategic HRM practices and policies, and talent manag ement are the three essential points, which will analyze the effect of human resource management in the organization. The application of a proper strategic human resource management will ensure various organizations in Australia to follow different kinds of roles and activities. To accomplish the common goals and activities of the management, a different manager tries to implement different types of managerial strategies. Some of the key points, which are included in the overall process of developing a proper strategic HRM, include industrial relations, job analysis and designs, human resource planning, recruitment and selection strategies, performance management, compensation and rewards and measuring and evaluating Human resources. These are some of the steps which different organization performs in the process of developing a strategic human resource practice for the accomplishment of the common goals and activities. Now we will conclude about what are the different kinds of theoretical perspective of effective HRM policies of the organization. I feel that there are three essential parameters in the theoretical aspect of the HRM policies, which includes behavioral view, resource-based view, and political influence. However, it can be concluded in the study about what are the different kinds of measures, which Australian workplace follows in the process of implementing overall policies of HRM, the management (Dessler 2013). Ethnic diversity in the company, value of the employees, structure of the economy, skill deficiencies, changes in the employment contract in the company, and changes in the place of work, legislation, and ethical considerations are some of the important points, which will focus on the Australian composition of the HRM Polices. Now we will conclude that what are the different kinds of challenges as well as what are the unlike issues which majority of the Australian organization faces irrespective of nature, as well as objectives of the industry, are highlighted in the following part of the study. Development of global market, managing the global working environment and managing the international assignments are the three essential points, which need to analyze in a defined manner. The part in this particular study is to develop the critical factors of sustainability in the process of the HRM policies of the organization. From my experience, survival is one of the key initiatives in every business plans and policies (Dessler 2013). Some of the key factors include meeting the needs of the customers, meeting the employee needs for a reasonable compensation of employment and the application of a proper balance scorecard approach are some of the key initiatives which majority of the organizations not in Australia, globally follows in the process of developing sustainability in the business operations. I feel that managing the HRM polices of the organization includes; Developing People and Rewarding people are the three essential points of the overview of the HRM practices. I feel that ethics contribute as one of the significant parts in every aspect of the business. Development and application of proper ethical conduct in every aspect of the firm will evaluate all the relevant activities in an appropriate manner by following all the rules and regulations in the desired manner. There are certain codes of ethics, which will enroll towards supporting article, which inform and guide the moral practice of HRM polices in the organization. The Code expresses the principles and tasks, which are integral to different kinds of HRM policies. It is intended to assist all the workers, cooperatively and independently, to act in a ethically accountable manner towards persisting the profession's aims. Strategic Human Resource Management Some of the major points, which will cover in this particular topic, are describing the difference between strategic formulation and strategic accomplishment, the list of the mechanism of the strategic management procedure, which will talk about the role of the HR functions in the formulations of the overall strategies of the organization (Dowling, Festing and Engle 2013). Identification of different challenges, as well as identification of the various kinds of issues which different groups irrespective of purpose of the business as well as the size of the business, faces in the overall proceedings. The notion of the strategic management will evaluate the process and an approach, which will address the competitive challenges of which an organization is facing in the overall proceedings and operations of the business. There are different kinds of strategies, which will conclude how different organization based on the nature of the as well as objectives evaluate the operations of the business. Cost, differentiation, and focus are some of the extraordinary measures, which will focus on porters generic strategies. On the other hand, defender, analyzer, prospector, and reactors are some of the key points, which will analyze miles and snows strategic process. From my experience, I would like to conclude that there are individual components of the strategic organization process, which will formulate the overall decision-making process of the organization. However, we can conclude that the progression of deciding on a strategic direction by defining the missions and visions of the organization in a pattern is the notion of accomplishing the organizational aims and objectives. Some of the key elements include scanning both the external environment as well as the internal circumstances of the organization, which implies the application of the SWOT Analysis (Ghillyer and Ghillyer 2012). With the use of the SWOT Analysis tool, the company will be able to evaluate all the major activities of the organizations by scanning both the internal environment as well the external environment. Planning is the primary step of any business firm, which mainly bridges the gap between the present and the future, similarity the implementation of planning us equ ally important (Halkias and Thurman 2012). In the case of strategic human resource management, the choice is the way an association will attempt to fulfill its missions and visions for its long terms goals and objectives. What I feel that the role of management policies is another crucial point, which needs to be analyzed in a proper manner in order to conclude the linkage between the HR policies and the strategic management process of the organization (Hayton 2011). From my experience, I feel that there is four points significant point, which will conclude the linkage between the HRM planning and policies and strategic planning. Administrative linkage, one-way linkage, two-way linkage and integrative linkage are the four crucial points in the overall policies. Now we will conclude the formulation part of the strategies. It is performed based on the external analysis and based on the internal analysis, which will focus towards determining the mission, goals and strategic choice of the organization. The structure of the organi zation contributes a significant portion of the implementation process. Strategies need to be implemented in such a manner, which will accomplish the overall goals and objectives (Lawler and Boudreau 2012). The choice of strategies, need of the human resource management and firms performance are the three major factors, which will focus the implementation process. Role behavior model is required in the organization of an individual performance of the group. The application of the role behavior varies on the numbers of dimensions and in additional, different role; responses are required by various strategies (Mondy and Mondy 2012). The implementation process of the directional strategies will evaluate the following measures, which includes certain parameters. Concentration strategies, internal growth strategy, external growth strategies and divestment and downsizing plans are some of the key parameters which majority of the company follows in the directional strategies. Nevertheless, it can be concluded that the Strategic human HRM policies proactively provides a competitive advantage throughout the organizational procedure (Prescott and Rothwell 2012). However, the organizations need to formulate the strategies basis on the requirements of the organization. Recruitment and selection followed in organization Human resource management is one of the vital as well as one of the significant assets of the organization. However, in can be said that to select the right employees for the right job the application of developing a proper recruitment strategy is one of the best options. Any practice and activities of the organizations, which is carried out with the primary purpose of identifying and attracting potential employees. The overall recruitment strategies will aim towards selecting the right people for the organization (Robbins and Coulter 2012). Nevertheless, to implement proper recruitment strategies, different organization need to achieve different kinds of the plans and policies in the selection process. The decisions of the group will affect the practices and systems, which will influence the behaviors of the employees towards evaluating the performance of the team. There are certain characteristics which different group based on the purpose of the business needs to develop in the re cruitment strategies. From my experience in different Australian organization, the industrial background of the selected country is healthy, and it provides different kinds of job opportunities to various employees. The political condition of the country is very much stable as the government of the country supports it in an effective manner. It boosts the overall working condition of the country. To develop a proper selection process, determining the correct source is another important point for the development purpose of the recruitment strategies. There are individual recruitment source as well as recruitment strategies, which a different organization follows (Rothwell et al., 2012). There are certain classifications of the groups, which include IT, Banking, Retail, Basic resources, consumer goods and services, healthcare, oil and gas, technology, travel and tourism, utilities and telecommunication are some of the core business organizations in the country. The working and the operations of the financial sector will differ from the efficient functioning of the retail sector. On the other hand, the working activities of the telecommunication sector will change from the active operation of the travel and tourism industry. It is found that based on the requirements of the working operations the management of different companies from various kinds of industrial backgrounds needs to implement the recruitment strategies and recruitment sources. However, there are some basic sources, which majorities of the organization follows in the HRM management. Internal as well as external sources, right applicants and referrals, advertisement procedure, internet recruitment process and compassing are some of the key attributes which organizations based on the perspective of the business follows (Truss, Mankin and Kelliher 2012). On the other hand, the selection procedures over the organizational history are instrumental to its ability to survive, adapt and grow different functions based on the selection plans and procedures. Reliability, validity, utility and legality are the four Australian selection standards which different companies irrespective of its business follow the standards. The role of the employees contributes as one of the significant parts towards accomplishing the organization objectives. There are different responsibilities, which the manager needs to perform in the company (Werner, Schuler and Jackson 2012). However, out of all the major responsibility selecting the right person for the right job and at the same point of time getting the work done by the employees is another important thing, which the managers of the organizations need to perform. Managing diversity and work-life balance Diversity management is one of the crucial parts in any organization. It is the process of managing peoples and similarities. It is a set of well-defined activities, which will recognize the different kinds of potential strengths for the organization. The process which management creates an environment, which will contribute a crucial part in the organizational aims and objectives, can be concluded as the managing diversity. There are certain expectations which different organization expects from the employees. From my experience, there are certain expectations, which a different employee expects from the group. Therefore, the combination of both the expectations will result in the process of diversity management in the company, which will automatically focus on the work-life balance. Some of the key parameters which individual organizations expects from the employees are to fulfill the organizational goals and objectives, which includes productivity, sales, quality and much more. Si milarly, on the other hand, there are certain expectations of the employees from the organization, which includes getting better working environment, proper pay system, job security and much more. However, I think different applications of diversity models in the overall managerial plans and procedures. Organizational values, mission, and visions of the company, desired culture, objectives results and similarities and difference between individuals are some of the keys as well as the common attribute, which different companies follows in the business operations. There is a need of similarities between the objectives as well as subjective components, which will specify the dimensions of the diversity (Wheelen and Hunger 2012). Nevertheless, it is one of the prime sources of maintaining a proper competitive advantage in the organization. The second part of the study will evaluate the work-life balance to evaluate employment opportunity and will earn sufficient income and at the same point of time managing the responsibilities of the personal life. There need to a balance between the employee's personal life and staff professional life (Wilton 2013). However, there are certain features towards maintaining a proper work-life balance program. Promoting a healthy working environment, this will encourage the employees to achieve work-life balance. It also recognizes the overall impact of the needs of both personal as well as professional life. The most important thing is the different employees will have different needs associated towards maintaining work-life balance. From my experience, in Australia, there is certain flexibility, which different organization follows in the overall organizational plans and procedures. Some of the significant benefits, which are provided by the organization to its employees, are highlighted in the following part of the study. Flexible working hours, part-time work option, job sharing, telecommunication and work from home, sick leave, employee assistance programs and relocation service are some of the key options, which the working culture of Australia provides to all its employees. From my research, work, the employees are benefited and get different job options, the company will be benefited in particular ways. On the other hand, if the enterprise, as well as the employee's, follows a proper work-life balance some of the important aspects are highlighted in the next part of the study. The most important thing it will improve the morale of the employees and job satisfaction (Werner, Schuler and Jackson 2012). If th e morale of the employees is boosted, the organization will be benefited in certain ways and it will ensure in the smooth flow of works and services in different Australian companies. Conclusion The process of this particular reflective journal is to highlight the core process of the human resources management, which are followed in Australia. There are certain features, which will emphasize on the main factors of the Australian Human Resource Management. The report is classified into four parts, which includes human resource management in Australia, the application of the strategic human resources, which will be context of the legal framework followed in the human resource management. The third factor includes the use of selecting the best recruitment strategies among different kinds of the alternative process in Australia. The final point, which is reflected in the study managing the diversity in the workplace and towards maintaining a work-life balance in the operations of the human resource models and policies. All the necessary, as well as all the crucial point of the HRM, polices in different Australian organizations follows in policies. There are certain key strategies, which are considered in the process of the development of this particular reflective article. 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