Role of HR involves a continuous cycle of:

o Employing staff with the right skills and experience

o Training staff to make on new roles or to cope with new technology
o Rewarding staff with a range of benefits
HRM functions and processes need to be aligned with strategic direction of the
business
Four main elements of HR cycle/staffing
o 1. Acquisition
Identifying staffing needs
Recruitment
Selection
o 2. Development
Training
Development and performance management
o 3. Maintenance
Monetary and non-monetary benefits
Legal responsibilities
o 4. Separation
Voluntary and involuntary
Acquisition
Attract good applicants
Screen them
Select the right one
Orientation program

Advantages
Dis-advantages

Advantages

Dis-advantages

Internal recruitment
Cheaper
Good motivator
No new
perspectives/experiences
Can create unhealthy
competition between
workers

External recruitment
New perspectives/experiences
More choices
More expensive
Takes more time
Existing workers may feel
unappreciated

Use own HR
Cheaper
People within business will
have best idea of who will
fit in to the business
culture
Takes longer
In smaller business, might
not have real HR experts

Outsourcing
Saves time
HR business specialises in
finding applicants

Doesnt know the culture of

the business
Can be expensive

Development
Development is improving the performance of employees through educational programs.
Effective development programs ensure that experienced and talented staff is retained. They
enhance employees motivation and commitment to the business through promotion
opportunities over the longer term. Research shows that employees who feel more competent
in their jobs and are recognised for their achievements are more motivated and satisfied at work
and also achieve higher levels of performance.

Induction: an effective induction program is carefully planned to introduce a new employee to

the job, their co-workers, the business and its culture
Key features of an effective training program include:
1. Assess the needs:
a. Of the individual (skills, knowledge, attitudes, for long and short term)
b. Of the job (competencies required)
c. Of the business (for e.g. culture, goals standards, service levels)
2. Determine the objectives of the training program for the business, job and individual.
Management input and support are critical for a successful training program
3. Consider the internal and external influences. Internal influences the attitude of
employees to training, staffing, financial and physical resources available for the
program. External influences include any new training issues and government programs
4. Determine the process- that is
a. The content of the training program
b. The learning principles to be applied, include participation, repetition,
demonstration and feedback
c. The learning method applied
d. Location of training programs, whether on-site or off-site
e. The participants involved employees, supervisors, HR manager, external
consultants
5. Evaluate the training program
Mentoring (holistically improving person) and Coaching (improving specific skills of workers)
Mentoring is a mutually agreed roe, which suits experienced staff keen to transfer knowledge
and skills through succession planning. Coaching is focused on improving skills and
performance, and on helping individuals manage specific work roles more effectively.
Performance appraisal
Performance appraisal is a process of assessing the performance of an employee, generally
against a set of criteria or standards. It is used to identify areas for mentoring, coaching,
leadership development or performance management to enable the employee to contribute
most effectively to a business success.
Distinguish between education and training
Education is learning about skills and attributes for future jobs and promotion, whilst training is
learning about skills for the current job.

Acquisition

1. Define acquisition in the HR process

Acquisition is a critical process of acquiring the right staff for roles in the business.
2. Distinguish between job analysis and job design
Job design is the process of designing the content of a job and how it will interact with other
jobs and employees, whereas, job analysis is an ongoing process, which is a detailed analysis of
al the tasks, responsibilities, persona attributes and reporting relationships needed in a position.
3. Explain the relevance of a skills audit to the acquisition process
Skills audit is a formal process used to determine the present level of skilling and any skill
shortfalls that need to be made up either through recruitment or through training. This is
necessary to understand the employees skill level and provide an idea of how much training is
required for employees to be operational, hence influencing the acquisition of more suitable
staff.
4. Outline considerations for the business with regards to the acquisition of new staff

In HR management maintenance focuses on the processes needed to retain staff and manage
wellbeing at work. Maintenance involves looking after staffs wellbeing, safety and health,
managing communications effectively and complying with industrial agreements and legal
responsibilities.
Maintenance
Rewarding
o Monetary and non-monetary rewards
Legalities
o CSR (bullying)
o Award (IR. Framework)
o Workers compensation / Health and Safety Act.
Participation process
o Strong communication
Benefits for employee
Benefits for employer
Employee participation
Feel greater responsibility in
Greater involvement of
the business goals greater
employees greater morale
job satisfaction
Teamwork
Gain a greater sense of
Co-operation brings greater
belonging with the company
productivity
Flexible working conditions
Employees can balance their
Greater productivity
home and work lives, leading
to greater satisfaction
Training and rewards
Gain greater knowledge and
Employees bring back the
strategies
skills for the future, more
knowledge they learn and
benefits (monetary and non)
apply it in the company
for working at their company

Separation

Voluntary
o Voluntary redundancy
o Retirement
o Resignation
Non-voluntary
o Dismissal
o Non-voluntary redundancy

Distinguish between voluntary and involuntary termination.

Voluntary separation may take the form of resignation, relocation, voluntary redundancy or
retirement. Involuntary separation may take the form of contract expiry, retrenchment or
dismissal.
Clarify why involuntary separation must be managed carefully.

--Aussie Thongs Pty Ltd is a well-known Australian beach footwear business. Because of poor
domestic economic conditions, Aussie Thongs Pty Ltd wants to expand to oversea markets to
increase the business long-term sustainability. However, tapping into new oversea markets
poses a great risk to the business success hence requires effective management. This report
provides recommendations on:
Funding options
Due to Aussie Thongs Pty Ltd growing gearing ratio, the business should develop a stronger
cash flow t
Marketing plan
Financial management strategies
0404224449
melissa.burgess11@det.nsw.edu.au