Human Resource Assignment : Human Resources Essay

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

21 John Hsu, ‘Work Choices Legislation Upheld by high Court’ (2006) Batallion Legal 1, 1-2 < http://www.batallion.com.au/Web-workchoices.pdf> at 9 April 2007.

NHS staff had flexible working provision before because it is a 24 hours service however, a the new changes were made by the Government to cut down budget, nurses had to work more for less, sometimes they had to stay overtimes but they did not get more money for this. In my opinion they should be able to have flexible working because it increases staff’s motivation and productivity which could benefit the organisation and the patient’s care would be better.

Implementing flexible working practices pay and reward schemes and career development initiatives can also be observed.

4.3 Thirdly, the Flexible Working 1997; this legislation provides a statutory right for employees to request flexible working. At Pershing this is seen in the form of a change to working hours, working times, and which location the employee is based.

The objective is to use flexible working as a tool and to formalise a strategy to assist with staff retention and enable the company to be more competitive in the employment market.

The implementation of the Fair Work Act 2009 which came into force on January 1st 2010, was to create a national workplace relations system for the purpose of setting wages and conditions of employment. This legislation is overlooked by the Fair Work Commission and ombudsman, whose role is to maintain a safety net of minimum wages and conditions and ensure compliance with the Fair Work Act. The creation of the Fair Work Act (2009) is to regulate business cooperation’s for the purpose of providing safety nets for minimum wages and entitlements, flexible working arrangements and ensure fairness at the workplace. Under the Fair Work Act 2009, ten National Employment Standards

Figure 1 provides the detailed data behind each of these types and which of these provisions have been most and least frequently offered. The statistics behind each of these types (Figure 1) helped me to analyse which flexible working patterns have really been offered and then comparing such data with the uptake of such offerings by the employees (Figure 2Error: Reference source not found), provided a clear view on which provisions actually work.

Flexibility is made up of numerous components however, within in the context of the workplace involves thinking creatively about how working lives can be better structured to match individual and business needs (Job Access, 2012). Following the review of penalty rate provisions, amendments to the flexibility clause were sought after with particular attention paid to the manufacturing industry. Greater flexibility was requested in the taking

Todd (2012) questions the validity of these sweeping arguments made by employers seeking to challenge the FWA. She draws upon wider research which demonstrates that generalisations linking flexibility and organisational productivity should be treated with caution as the specifics of this within organisations are also correlated to aspects of leadership and organisational culture (Abernathy, 2011). In essence, small flexible

Brief summary of information: Provides suggestions and options for employer on developing and managing equitable flexible work practices.