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Human Resource Management Issue In Australian Education Sector

Question

Task: There are two choices (will be announced) for Essay 3 – for example, the ‘X’ sector, or the ‘Y’ sector.
You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector.
Your essay will draw on at least five themes from Week 1 to Week 11 of this unit, being those most relevant to your selected industry sector.
Your essay will draw on the academic literature (including the articles from ‘Reviewing the Literature’ you developed for Assessment 2), and develop an argument applying that literature to your selected sector.

Answer

Introduction
Human Resource Management issue refers to the discrepancies occurs in formal process, which is related to the management of the workforce in an organization. The major task of the HR managers is to staff the employees in the organization, maintain the reward and benefits of the employees according to their performance and the designing as well as defining the work. Moreover, the managers are also responsible for motivating the employees as well as taking care of the needs of the workers in an institution. Additionally, they have also looked after the entire management process by identifying and mitigating the issues that arose in the process of the work. HRM is related to every organization and the recruitment and the attraction of the employees are included in this sector. Australia is a country, which is famous for its contribution to the educational field across the world. Recently, HR managers are facing different issues in retaining and attracting employees in the educational field. In this process, different issues have been come out and mentioned the basic challenges in the workforce.

The study has been composed to find out the major Human resource management issue that has been faced by the teachers in the educational process. In this process, the HRM managers have faced difficulties in the management of the workforce in the Australian Educational field. The study will mention the core concerns that have caused damage in workforce management. The needs of the teachers with the changing environment and the problems related to that will also be mentioned. The main objective of the study is to find out the major reasons that have caused the HR managers to fail in retaining experienced teachers in the education field of Australia.

Talent Retention and Development to overcome Human resource management issue
The first article is based on the causal Human resource management issue that has caused the major problems in the sustainable workforce of Australian Early Childhood education sectors. The study was based on the qualitative analysis of the Australian educational industry and the reviews of the different academic resources and the government policies regarding the educational sector. The major problem in this part that has been come out from the research outcome is the high rate of employee turnover along with the failure of the government in retaining the skilled workers in the workplace. This issue was impacted hugely as it was related to the primary educational industries of Australia. It has been seen that Australia is famous for its quality education in the different sections of the Educational field (Garrick et al., 2017). The crucial causes of the employee turnover were insufficient nominal payment, career development issues, and recruitment of the ineligible candidates in the workplace and the immense pressure of the work. The regulations related to the early education section of Australia are not that much product and the employees have not seen the sector as a productive one for their future (Davidson,  Tsakissiris&Guo, 2017).

It has been seen that the teachers engaged in the early education sectors in Australia have faced the challenges in their salary issues. The salary structure is so minute in the case the primary section and the government has not sanctioned the proper assistance in the training for the teachers. The improper government policies have not enough for the implication of the proper training season for the teachers. The lack of training and the scarcity of the knowledge are the major issues for the teachers as the primary education is the crucial stage of education. The Human Resource Managers have faced difficulties in the recruitment of the eligible teachers in the educational field. In some scenarios, it has also been seen that HRM managers have forced to implement ineligible teachers in the educational industries of Australia (Verma et al., 2018).

Apart from the attraction, the HRM managers have faced Human resource management issue in the retention process of the experienced candidates because of the minimal income structure as well as the immense pressure of the work in the workplace. The pressure is huge, as early childhood education needs patience and attention in the workplace (Shields et al., 2015). Moreover, the income structure is so less according to the work pressure that the employees have faced less motivation in the workplace. Besides, the lack of proper regulation of the government has impacted the mentality of the teachers as there are no beneficial healthcare benefits for the employees. In association with these issues, the commitment of the teachers in the workplace is retrograding and this enhances the employee turnover in this section (Davidson, Tsakissiris&Guo, 20160.

Human Resource Planning In the Changing Environment
In this section of the study of, it has been observed that the teachers of the Australian educational industry have dissatisfied due to the different issues in the working environment and they are seeking for the better opportunity for their career in the educational field (Rasheed, Humayon, Awan& Ahmed, 2016). The study was conducted among the 960 teachers through quantitative analysis by creating an online survey. In the survey, the teachers have been asked various questions regarding the major causes of dissatisfaction in the working environment of the educational field. It has also been asked for their views of the changes that are necessary for the improvement of the educational field (Cumming, Sumsion& Wong, 2015).

From the analysis of the survey conducted, the expressed causes of dissatisfaction are the lower salary structure and the lack of facilities in the teaching environment. The major Human resource management issue that has arisen in the workplace was the workload. Almost every teacher has expressed in the online survey that they are not satisfied with the policies regarding the work reward balancing (Pentyala& Ahmed, 2018). The teachers have a minimum salary by the working pressure and workload. They have aced many demotivation factors, as, after the immense hard work, the rewarding system is not proper. The major filed that they have focused on in the workplace was the lack of productive changes for the betterment of the work environment (Rook, 2016).

 According to the mentions of the teachers of the Australian educational field as employees, the officials of the institutions and the government are not focusing on the changes they have demanded. The prevailing issue was the classroom size and because of that, the teachers have faced difficulties in giving the lectures as among the large quantity of the, it is kind impossible to give the proper education (Patel, Sinha, Bhanugopan, Boyle& Bray, 2018). They have wanted for small classrooms with limited students for the sake of a better educational environment. Apart from that, it has also been seen that the teachers have faced other Human resource management issue that is the scarcity of the essential elements of the teaching process, which have to be included by the teachers with their own money (Baum, 2016).

The lack of an organizational structure has forced to reduce the sustainability of the educational environment. The HRM managers have faced the loss of the teachers as they are looking for better opportunities in different fields. Moreover, the increased politics in the working environment has also reduced the attraction process in this particular field. The unregulated work pressure and the reduced productivity in the working environment have affected the working process of the HRM managers as they have failed in the retention of experienced employees in the different educational institutions (Boxall, Bainbridge&Frenkel, 2018).

Management of the Performance
This section is based on the section, which formulates the major causes of the management defects of the HRM working process and the regulations of the government. With the help of the online survey process, the teachers of schools and the universities have mentioned the proper causes of the increased turnover rate of the employees in the educational sector. The major cause of the turnover is the less salary structure of the teachers in accordance with the job pressure. It has been seen that the work pressure is immense in the workplace, where the teachers have not felt the sustainable condition for a better future (Heritage, Gilbert& Roberts, 2016). Moreover, the defective infrastructural formation has also affected the working process of the teachers. There was a lack of the proper informational aspects among the teachers as the HRM managers have faced the difficulties in finding the proper experienced teacher for a certain job role. The lack of training for teachers is the major criteria for fulfilling the recruitment process.

The institution of Australia has faced management issues in the teaching environment as there is no practice of gathering the performance report (Kelly, Cespedes, Clarà& Danaher, 2019). The lack of the performance report has increased the practice of recruiting the ineligible candidates for the teaching profession. On the other hand, the satisfaction level is also a major key to overcome Human resource management issue in the process of the retention of experienced teachers in a particular organization. Most of the experienced teachers have told in the survey that they have faced major difficulties in the working environment. It has been seen that the Australian government, as well as the officials of the organization, have failed to increase the satisfaction level of the employees as the increased pressure and the less salary structure rendered the performance reward balance (Andrews et al., 2016).

Workplace negotiation Process
The fourth article has been based on the Human resource management issue of recognizing and evaluating the implementation of the flexible workforce within the educational sector of the country. It is very much important to make out the usefulness of a flexible workforce within the educational sector of the country Australia. The study focused on the qualitative analysis of the Australian educational sector mixed with the reviews of varied academic resources (Davidson, Tsakissiris & Guo, 2017). This particular article focuses on the recognition of diverse industrial and legal issues that work within the education industry of the country Australia and accumulates profits from the transactions. In this context, it needs to be stated that the environment of Global Education created by the Australian Sector is based on the prolific ability to work in the workforce (Brunetto& Beattie, 2019).

One of the main issues in the form of problem evidenced in the education sector of Australia is its lack of funds to recruit members in the organization. It is very much important to have a sufficient amount of funding to recruit a considerable number of employees in the education sector of the country (Montague, Burgess & Connell, 2015). More importantly, the influence of the lack of funding has caused a loathsome problem in gaining efficient skillful labor for the educational sector of the country. It has been noticed that there tend to be some business sectors that have agreed with the contingent workforce format for the betterment of the education industry and make a plan to make an integration of the same in other areas of the country (Markey, McIvor & Wright, 2016).

Besides these there tend to be some other issues as well like unmotivated workforce, low quality of education and poor infrastructure which has caused problems for the education sector of the country to continue its activities accordingly (Akter, Ali & Chang, 2019). The workforce of the country needs to be motivated enough to gain more benefits in terms of the education sectors of the country. It is very much important to motivate rather inspire the workforce of the country to make a sound impact on the welfare of the education sector (Fells & Prowse, 2016).

Apart from unmotivated workforce there also remains the poor quality of education prevailing in the sectors of the country. Education plays a vital role in shaping rather molding the life of an individual effectively and hence there should be the best quality of education that needs to be given among the students of the country so that they can be able to gain the prominent light of education. In this context, it needs to be stated that the Government of Australia needs to take sufficient steps to eradicate the problem effectively as well as efficiently.

Managing Workplace Health and Safety
This particular article aims to go through several reasons that make an impact on employee turnover in the education sector of the country. The study observes the pre-service education mixed with training that influences on the decision of the teachers. In this context of Human resource management issue, it needs to be stated that effective pre-service training proves to be beneficial for the teachers of the education sector of the country. Through effective training, the teachers of the country will be able to manage their activities efficiently (Kochan & Lipsky, 2018). The Government of Australia needs to support the teachers for the sake of receiving preserve training efficiently. In that cs, the infrastructure needs to be good enough to give training to the teachers.

It is because poor infrastructure often causes hindrance in gaining good quality pre-service training meant for the teachers of the country. Along with this, there has to support for the government to enhance the level of training for the teachers. If the teacher does not get sufficient pre-service training then it will become difficult for them to carry out their profession effectively as well as efficiently (Bong, Rameezdeen, Zuo, Li & Ye, 2015). In another way, it will create the chances for job satisfaction for the teachers which will give them the extra inspiration to carry on their merry way of giving education to the students of the country.

On the other hand, it will prove to be beneficial for the education sector of the country to earn profit and attract the attention of the people of the country. In addition to it there will be an opportunity for the educational industry to keep a sound relationship with their teachers. Indirectly it will be beneficial for the employees as well to manage workplace health and safety through it. It is of prime importance for the education sectors of the country to increase employee retention by providing them his sufficient remuneration for their work (Chadwick & Travaglia, 2017). The education sectors of the country need to provide facilities suitable for employers to work within the sectors.

Along with this, there has to be a strong communication channel between the employers and the employees for the betterment of the education sectors of the country in order to overcome Human resource management issue. At the same time, sufficient measures should be taken so that there should not be any employee reduction happening within the country. It is because employee reduction will do more harm than good which will create problems for the governing agency of the sector to carry out it's functioning smoothly (Potter et al. 2017).

Conclusion
Thus from the description, it needs to be concluded that there remain some problematic issues in the education sectors of the country Australia that need to be resolved at the earliest. Effective human resource management deals with Human resource management issue linked with compensation, organizational improvement, motivating employees, giving them the required benefits coupled with efficient and effective training. Therefore the education sector of the country needs to adopt an efficient approach in terms of implementing human resource management with prominent steps for the betterment of the educational sectors of the country. The issues discussed earlier need to be resolved for the benefit of the country. The workforce needs to be motivated for the welfare of the country. The managers of the organization need to take sufficient steps in recruiting in the form of hiring new people in the organization so that it can expand its growth. There has to be efficient work policies and infrastructure within an organization as it makes a reduction in the turnover of the employees and helps in attracting new labor towards the industry.

Reference List
Akter, K., Ali, M., & Chang, A. (2019). Work–life programs and performance in Australian organisations: the role of organisation size and industry type. Asia Pacific Journal of Human Resources.

Andrews, S., Bare, L., Bentley, P., Goedegebuure, L., Pugsley, C., &Rance, B. (2016). Contingent academic employment in Australian universities. LH Martin Institute.

Baum, T. (Ed.).(2016). Human resource issues in international tourism.Elsevier.

Bong, S., Rameezdeen, R., Zuo, J., Li, R. Y. M., & Ye, G. (2015). The designer's role in workplace health and safety in the construction industry: post-harmonized regulations in South Australia. International Journal of Construction Management, 15(4), 276-287.

Boxall, P., Bainbridge, H., &Frenkel, S. (2018). Human resource management issue Styles of HRM in Australia and New Zealand.In Handbook of Research on Comparative Human Resource Management.Edward Elgar Publishing.

Brunetto, Y., & Beattie, R. (2019). Changing role of HRM in the public sector.

Chadwick, S., & Travaglia, J. (2017). Workplace bullying in the Australian health context: a systematic review. Journal of health organization and management, 31(3), 286-301.

Cumming, T., Sumsion, J., & Wong, S. (2015). Rethinking early childhood workforce sustainability in the context of Australia's early childhood education and care reforms. International Journal of Child Care and Education Policy, 9(1), 2.

Davidson, P., Tsakissiris, J., & Guo, Y. (2017). A systems model comparing Australian and Chinese HRM education. Journal of Learning Design, 10(1), 31-40.

Davidson, P., Tsakissiris, J., &Guo, Y. (2016).Education for management: Australian and Chinese perspectives.

Davidson, P., Tsakissiris, J., &Guo, Y. (2017). A systems model comparing Australian and Chinese HRM education. Journal of Learning Design, 10(1), 31-40.

Fells, R., & Prowse, P. (2016). Negotiations in the workplace: overcoming the problem of asymmetry. In Building Trust and Constructive Conflict Management in Organizations (pp. 75-92). Springer, Cham.

Garrick, A., Mak, A. S., Cathcart, S., Winwood, P. C., Bakker, A. B., &Lushington, K. (2017).Teachers’ priorities for change in Australian schools to support staff well-being. The Asia-Pacific Education Researcher, 26(3-4), 117-126.

Heritage, B., Gilbert, J. M., & Roberts, L. D. (2016). Job embeddedness demonstrates incremental validity when predicting turnover intentions for Australian university employees. Frontiers in psychology, 7, 582.

Kelly, N., Cespedes, M., Clarà, M., & Danaher, P. A. (2019).Early career teachers' intentions to leave the profession: The complex relationships among preservice education, early career support, and job satisfaction. Australian Journal of Teacher Education (Online), 44(3), 93.

Kochan, T. A., & Lipsky, D. B. (Eds.). (2018). Negotiations and change: From the workplace to society. Cornell University Press.

Markey, R., McIvor, J., & Wright, C. F. (2016). Human resource management issue Employee participation and carbon emissions reduction in Australian workplaces. The International Journal of Human Resource Management, 27(2), 173-191.

Montague, A., Burgess, J., & Connell, J. (2015). Attracting and retaining Australia’s aged care workers: developing policy and organisational responses. Labour & Industry: a journal of the social and economic relations of work, 25(4), 293-305.

Patel, P., Sinha, P., Bhanugopan, R., Boyle, B., & Bray, M. (2018). The transfer of HRM practices from emerging Indian IT MNEs to their subsidiaries in Australia: The MNE diamond model. Journal of Business Research, 93, 268-279.

Pentyala, R., & Ahmed, B. (2018). Strategic Human Resource Management (SHRM) Practices of Indian Fast Moving Consumer Goods (FMCG) Industry with Reference to Advanced Analytics Approaches. SJCC Management Research Review, 8(1), 57-74.

Potter, R. E., Dollard, M. F., Owen, M. S., O'Keeffe, V., Bailey, T., & Leka, S. (2017). Assessing a national work health and safety policy intervention using the psychosocial safety climate framework. Safety science, 100, 91-102.

Rasheed, M. I., Humayon, A. A., Awan, U., & Ahmed, A. U. D. (2016).Factors affecting teachers’ motivation: An HRM challenge for public sector higher educational institutions of Pakistan (HEIs). International Journal of Educational Management, 30(1), 101-114.

Rook, L. (2016).Challenges implementing WIL in human resource management. In The Gold Sponsor of the ACEN 2016 Conference was Intersective, supporting work-integrated learning in Australia (p. 14).

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ...&Plimmer, G. (2015). Human resource management issue Managing employee performance & reward: Concepts, practices, strategies.Cambridge University Press.

Verma, P., Nankervis, A., Priyono, S., Moh’dSaleh, N., Connell, J., & Burgess, J. (2018). Graduate work-readiness challenges in the Asia-Pacific region and the role of HRM. Equality, Diversity and Inclusion: An International Journal, 37(2), 121-137.

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