HR Management Briefing Report
Introduction
Management of human resources (HR) can be considered the most essential factor for all organizations as it assesses their development and survival. The presence of a well-managed and well-developed management mechanism of human resources can generate better opportunities for all Australian businesses. The extraordinary innovation and flexibility of SMEs provide a contribution to the national economy of Australia as it plays an essential part in job creation and business development. Employment productivity can be understood as a workforce or workers efficiency which is calculated conditional to other employees performing similar tasks as well as potentially improving and influencing a company's performance. Vital factors like work experience, skills, and training mainly influence employee productivity which facilitates capacities of workers to perform tasks in a more efficient manner. Policy related to human resources denotes enhancing the quality, skills, knowledge, and efficiency of human resources in the form of offering vocational education and incorporating inactive and unemployed youth specifically into the market of employment (Delery and Roumpi, 2017). This HR briefing paper therefore thoroughly elaborates on youth unemployment issues all over Australia as well as highlights ways in which sustainable HR management practices could be utilized to eliminate the potential gap of unemployment among staff.
Background Information
Starting employment just after completing compulsory education assists people in the development of skills and abilities as well as motivating a productive and socially inclusive society. Not taking participation in employment or education can make a huge contribution to future unemployment with employment insecurity and lower income issues. Extended-term job loss and unemployment issues can also comprise poor mental and physical health, family disruption, minimized social participation, and poor well-being and attainment for unemployed people's children (Denny-Smith et al., 2021). The rate of youth unemployment within Australia reflects no potential alterations within 2023 as compared to the last year 2022 and it was estimated to be staying around 8.29%. According to the AIHW report of 2021, it can be observed that the rate of unemployment among the youth whose age group of in between 15 to 24 years till the month of 2020 has attained 16% which is a potential rise from 12% within the year 2019. Since 1997, it has been considered the highest rate. Since, the outbreak of COVID-19, within March 2020, monthly analysis conducted reflected the increase in rate at 11% in the month of April 2021 and 16.4% in the month of July 2020 (AIHW, 2021). Hence, the AHRI has given their justification that organizations and educational institutions following HRM systems yet not have a strong connection to deliver flexible transitions from students to staff or employees. Further, it is recommended that sustainable enhancements need to be made by organizations to review and tackle social complexities within strategic HRM of Australian enterprises. Currently, Australia implements a long-term and conscious initiative for management of the HR that would make sure every stakeholder's necessities both at present as well as in the upcoming years shall be accomplished.
Purpose
The strategy of profit maximization in the form of enhancing productivity level is an innovative management initiative undertaken by organizations having HRM systems in place that will showcase consistency within the paradigm of sustainability. The approach will position the same value on future and current success without compromising future generations' necessities. Some major priorities and concerns of the board of directors would constitute looking after the financial health of the organization, the market share of the firm as well as the performance carried out by it comprising all staff. Basically, with the help of sustainable HRM, these outcomes can be made sure to take place in the form of increasing the in-house talent pool of the organization (Dorta-Afonso et al., 2021). This approach shall assist in attaining societys aims in order to minimize unemployment as well as fulfill local requirements around Australia.
Within the management briefs, supervisors will be required to give proper feedback to employee problems highlighted as well as further support them and their teams in managing and performing tasks. Human resources managers should be required to maintain a balance between accomplishing the business needs with employees' needs on grounds of advantages and payments along with noticing other factors such as life quality and job happiness (Vrabcov and Urbancov, 2022). Practices and policies of human resource management should followed and abide by every applicable federal state and local regulations and legal rules.
Challenges dealt with by the Employment Unit of Australia
Biasness or discrimination is showcased by HRM of Australia towards the choice of the community which further places limitations on marginalized groups such as Indigenous and Aboriginal groups of people in Australia. For example, due to having a diversified language as well as following different types of cultural values and practices, discrimination is mainly experienced by Torres Strait Islander people. Furthermore, complexities are also faced by Indigenous groups of people who reside in rural areas of Australia within the context of management (Dorta-Afonso et al., 2021). When employers no longer place a demand for the skill set of individuals, the unemployment issue mainly arises in the economy within the selected sector. In addition, hiring managers do not hold the right perception of applicants who are presently at their older age. This is because the elderly groups of people are not capable of standing themselves out within the modern life pace and working more efficiently like the youth (Huynh, 2023). When comparison is done with candidates who are more seasoned, favoritism is given to younger people within particular aspects. Technology difficulties are faced by older groups of staff within the work or managerial setting.
Hemphill and Kulik (2016) identify specific human skills that have been provided as outdated by technological progress due to the fact that robots can presently perform the task. The procedure of automation has made it possible, specifically, by the technology of big data which removes the requirements for several human laborers by accurately and rapidly accomplishing their job roles. For instance, it has been evident that the banking sector of Australia has a history of issuing certain pink slips mainly to data entry staffs a disproportionate amount. An essential part is played by gender, age, and sexual orientation within the procedure of discrimination. For instance, harassment and racial discrimination are usually dealt with by the LGBTQ community people on the worksite (Vrabcov and Urbancov, 2022). According to the common people, they do not obtain the ideal features to be in a relationship yet it can be analyzed that LGBTQ people hold the potential or capability to make a relationship work properly. Hence, these young people face complexities in situated low-cost housing specifically by staying within deep proximity to their workplace (Hemphill and Kulik, 2016). Besides this, fractional unemployment can be considered a procedure in economics that takes place when knowledge imitations extend the procedure to find purposeful unemployment.
Maritz et al. (2020) explore discrimination within the work environment is usually faced by women around Australia due to having misconceptions in mind that they are less capable and incompetent as compared to men. Besides this, to save costs on benefits of expensive maternity, few owners of small and medium-sized companies shall not provide precedence of women within the procedure of recruitment. Basically, it is observed that when fewer payments are made to women by experts in human resource management in comparison to men, it is an astonishing fact for some of the society people in Australia as well as around the entire world. This scenario needs to be analyzed from the managerial viewpoint, by applying the framework of Demand Efficient Unemployment. This can also be referred to as Keynesian employment which arises when sufficient demand is not present for services and goods within the economy that also results in production as well as corresponding minimization within employment. Due to this, only a small amount of people are being employed by business organizations (Maritz et al., 2020). For example, as a COVID-19 repercussion, within Australia, the aviation sector deals with a potential downturn that causes minimization of both recruitment attempts and staff size for maintaining a continuous revenue margin. As most employees are found to be women, the comparatively high rate of unemployment for women within firms can be obtained as biased or discriminated.
Actions of Human Resources Management (HRM)
Apprenticeship
As per Coffey, Farivar and Cameron (2018), managers are suggested to offer apprentices to young people in Australia who are unemployed as it can be a necessary step to reduce the rate of unemployment. At the same time, it will make sure an adverse impact is not obtained on the bottom line of the business. It is also believed that expenditures of training shall be required by apprenticeship from several organizations, which can result in the exposure of not obtaining any financial impact or having short-term loss in a condition even when a chance is there for achieving long-term sustainability and financial success (Coffey, Farivar and Cameron, 2018). Furthermore, researchers have also outlined that more preferences are presently given to internship programs instead of apprenticeships due to the fact that positive results have been generated by interns while being noticed by management as well as forming at least a minimum amount of money. Efficient promotion and marketing in relation to the internship program must be overviewed by professionals within the management of human resources. Reuver, Voorde and Kilroy (2019) find it is the perception of employers that inadequate compensation is provided to interns for the time they spent in their work. Hence, a poor reputation is obtained by intern programs within the labor market. So, the upcoming HRM action would be altering this viewpoint by making a partnership with educational institutions (Reuver, Voorde and Kilroy, 2019). Particularly, the procedure of selection must make sure eagerness is maintained by the firm to provide an allowance to children so that from their early years, they are able to spend sufficient time within their office units.
Awareness should be maintained by HR leaders and managers with regard to the skill limitations and knowledge within their operations carried out by team members or solely focusing on the company. These areas of concern need to be addressed in the form of monitoring or training procedures (Teigen, 2022). This has to be carried out because the mentioned gap in skills creates complexities for the youth in Australia who find new jobs or stick to their existing ones. Human resource management can be carried out effectively in the long term when managers are able to produce the latest initiatives or measures that improve the capabilities, skills, and competencies of workers. Attaining extended terms of success shall be available to the usefulness of the program to support young individuals to secure employment of their choice and further provide advantages to their well-being, happiness, or health (Latura and Weeks, 2022). The program of development and training as it has been mentioned within the present research and analysis has been capable of accomplishing the long-term necessity of organizations and community people.
Recommendations
To address and eliminate the issue of youth unemployment around Australia, it would be the foremost priority and responsibility of managers to operate for eliminating the skills gap among employees. Based on the perception of Marston et al. (2019), assisting personal growth in the form of continuous training and education will not only help to lower the level of unemployment yet also create several innovative opportunities for employment by stimulating innovators and entrepreneurs development (Marston et al., 2019). Considering an extended-term initiative to carry out proper management of human resources, motivating creativity and innovation can be identified as two vital components to managing business organizations to attain their targets or objectives.
Through the management briefing, it can also be noticed that there is a necessity to give importance to a broad range of employees and applicants who opt for getting employed at a particular position. Equal chances at both employment and educational fields should be provided to all individuals without considering their gender, socioeconomic status, or background. They should be treated equally with relevant benefits as it is given to their general counterparts. HR management departments of Australian companies shall be required to establish a significant development and training team to offer staff with the adequate expertise and knowledge required for executing their jobs (Reuver, Voorde and Kilroy, 2019). This would be followed up by obtaining a team of talent acquisition for seeking out and recruiting competent and skilled employees.
Reflection
The entire analysis carried out has the objective of investigating my knowledge and critical thinking skills by focusing on my previous experience with regard to the development of societal complexities like rising unemployment issues and specifically presenting in the form of an HR management briefing. This study review would be a vital learning aspect for me that shall help me further in the process of enabling leadership development in a better way within the upcoming years. I had received the allowance and opportunity to investigate the performance of my superiors as well as compare their procedures to the kind of things required to attain extended terms of sustainability, my development playing the role of a leader can be successfully reflected through this management briefing.
The research findings obtained by me have also resulted in my personal growth. Specifically, I have been able to experience different kinds of feelings and thoughts. During the initial stages of my human resources management course, I developed less knowledge of the process of managing an organization and ensuring its success. Currently, I have been able to remain aware as well as widen my knowledge and understanding considering the effectiveness of maintaining sustainability and producing benefits for the overall community by focusing on their growth and well-being without just emphasizing the organizations productivity and growth.
The kind of assumptions that I made before carrying out any research with regard to the stages of underemployment and unemployment were totally incorrect. I realized that both factors played an important role to harm or damage the entire society or economy. This research has basically highlighted the significant measures undertaken by company leaders or managers to resolve complexity and concerns related to unemployment and making potential investments within the upcoming employees generation. I had no such knowledge regarding the effectiveness of sustainability in business organizations and I thought it was just a part of maximizing the profit of the business. At present, I have also been able to explore other concepts like corporate social responsibility being a part of sustainability and the benefits it provides to businesses. Finally, I got to know that the ultimate aim of sustainable growth is enhancing life quality for existing generations and also ensuring people from future generations do not receive any significant harm.
I have obtained much flexibility throughout the research study and evaluation that I carried out and I feel this characteristic would assist me to go ahead with my personal and professional life smoothly. Some major findings that were essential for me included strategies applied by business leaders to make an adaptation to altering situations by investigating original strategies of HRM and tackling with unemployment issue efficiently. I understood enhancing the skills of staff would be essential by making them perform diversified work and also innovative opportunities should be provided to every team member so that they can work together for maximizing rate of production and employment rates.
Gradually, with the help of the flexibility attained, I have been able to improve my imagination, communication, problem-solving, and time-management skills. In my past days, I had an idea that leaders and managers of a firm only carried the responsibility to produce the latest strategies for the business. In the latest analysis that I developed from this review, my perception changed as I discovered staff or employees of the company are equally important like business leaders or managers to develop innovative and sustainable business strategies. This can on a quicker help resolve societal problems and create a positive organizational culture.
Having constant support from this research, currently I view the effectiveness of preparing future employees. I had a perception before that the firms who delivered free internships and apprenticeships had been simply making attempts to take the correct steps for today's youth. Approaches like these have supported businesses to achieve success within the extended term, based on the current findings in management briefing contexts. Now, my thought process is that a higher influence is obtained by the company when they make an extensive collaboration with various educational institutions. I feel a potential return on purposes of investment can be carried out by making these amalgamations.
I have become aware of the fact that when managers are likely to select between maximizing profits and assisting the community, various complexities come in their path. During this analysis, I have presented that some managers around Australia and likely to raise the issue of discrimination or bias against applicants due to their gender identity, age, physical disability, or sexual orientation. If I had taken the responsibility to hire employees for an organization, the suitable candidate would be selected by me as well as passing over other people who have not yet been qualified. Also, to ensure bias does not take place, I would place equal consideration on both male and female people for the professions in which they are being hired. In addition, to remove any kind of conflicts within the workplace, I would provide equal opportunity to both female and male employees to voice their opinions and thoughts regarding any business issue. Gender diversity would also be promoted along with making sure that negative feelings, complaints, and differences are mutually aired.
I have gained a deeper knowledge and understanding of perspectives of management as well as challenges awareness confronted by individuals within the latest world. Keeping a notebook of reflection has provided an allowance to me for focusing on managers as well as evaluating the challenges faced from my point of view. My behavior towards life has been influenced by my responsibility for the community of stakeholders as well as other people. It has further assisted me in becoming a skilled manager as well as facilitated my earnings relevantly. I have mainly developed the knowledge that sustainable management of human resource practices can result in financial viability for the short term as well as extended viability for the organization. I also feel the placement of a proper code of conduct or policy for employees would enable me to handle ethical situations correctly in an organization.
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