The Effect of the External Environment on Work in Australia Essay

Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,

The internal factors to be considered when planning the human resource requirements for an organisation are the internal planning force, demands for products/services, technological change, skill requirements, workforce profiles (age, gender, ethnicity, ability) and new markets. Internal planning factors are within the business to help the organisation change to cope with new methods of work or new demands; it may be the business is being introduced to new technology or new product lines. Also it maybe developing new skill so that the workforce can work more efficiently.

Living and working conditions near the turn of the 20th century in Australia was very diverse and many social issues where apparent. Firstly, working conditions where often poor and the majority of working class Australians had little to no spare time due to being devoted to their jobs. Many men felt entitled to be the strength of a household and provide for the family, and often women and children had to seek employment because most families needed more income flow, however women mostly tended to their household duties . Working conditions where poor and jobs consisted of long hours of labor and little pay, however 4 weeks’ annual leave was granted just as it is today. Secondly, living conditions where very cramped and unsafe, the average

Australia has gone from a highly centralized wage determination system to a mainly decentralized one. There has been a move away from accords and awards to enterprise bargaining, through the 96 Workplace Relations Act. Recent policies include changes to unfair dismissal claims and the 2005 workplace reforms package.

Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business

Jobs are more stressful so people do not have job satisfaction. An Australian work week is meant to be 38 hours, but the average Australian, according to ……..????? works 39.7 hours per week. This may bring people financially rewards but it effects the wellbeing of people because they become more stressed as they do not get a work life balance. (Australian Bureau of Statistics, 2015). The Australian government now wants to cut cost to the health system, disability Support, age pension and less funding to schools. Australians now have to pay to see doctors. This will effect the wellbeing of Australians because these are the people who need this help the most. (MacCallum,

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

Human resource issues – numerous human resource issues can lead to multi-skilling, weakening the power of trade unions, enhancing skill sets, personnel development, and empowerment initiatives, enhancing skills and increasing job security.

Australia’s Human Resource (HR) practices are regulated by laws that specify the employers and employee roles as well as the working conditions. As such, there is minimal opportunity for exploitation or unethical business practices. But for the regulations to take effect, the relationship between an employer and employee needs to be recognised. This report seeks to analyse some HR issues that are pertinent to businesses that operate on a contractual basis.

Look of workforce in Australia is changing. It is no longer the same as it was 20 years ago. Where young men were the main workers and old people and women were sitting at work with their kids (Nankervis et al. 2006, p.54). Nowadays number of old people has increased dramatically, which is affecting workforce and brings new challenges to human resource. New implications that human resources have to deal with are appropriate age allocation, keeping old employees working for as long as possible and avoiding clashing of different generations. Also combine experience from old employees with knowledge of new technologies from younger ones. All these can be done by correct human resources strategies, which will benefit organizations and

Breakings through the chains of corporate slavery is in full affect. In other words, nobody wants to work for a heartless corporation that does not value their staff. Individuals are educated and ready to make a career change if necessary. The overwhelming feeling of being imprisoned by a job is dreadful. Even the most loyal captive will seek an opportunity to break free from a dreadful organization. The sensation of being confined within an organization with no room to grow or expand is a daunting feeling. When individuals are treated as if they do not matter, it raises the question; why stay here? If employers are naïve enough to think that there are no other options for hard working people, they are wrong. The information being

The world is changing and the environment we are living in is becoming very competitive by the day. Considering the work environment of this changing world, both the employees and employers at the workplace are facing a lot of risk issues, regarding this rapid change in the economy and society followed by the overpowering competition. In order to sustain in the business market and meet the consumer demands, the organizations and the employers are required to come up with new methods and unbeatable prices of products. Moreover due to the emergence of globalisation, these organizations are bound to apply cost-cutting approach (lower wage approach), which influences the shifts in workforce composition, labour utilization and labour demand. (Rani, 2000) This shift leads to what can be defined as ‘labour flexibility’. According to Standing (1999), the term can be defined as a rise in new technologies, development of more complex labour control structures, participation of labours throughout the world with the help of globalisation.

There are several factors that can have an impact on the relationship between employees and employers; these are identified as internal and external factors.

The earth is very competitive today for each and every business. In every sphere of life and business, competition has become more and more aggressive. Every firm tries to obtain and retain efficient employees to meet the future challenges. In this rivalry, obtaining and retaining the best employees has become very important, as employees are that factors who make a firm alive and proceed to the path of profit. Many people pay the house rent from their income which is 60% of the total income of a person.

Employee Relations are influenced by a number of internal and external factors, all of which affect the strategic balance between labour and management. It is important that we are aware of the key factors influencing employee relations in order to strike a proper balance within the working environment.