The paper “ The Australian Federal Police - the Extent of Alignment of Human Resources Department Practices and Their Implications” is a thrilling example of a case study on human resources. The human resources department in the police force is obligated with the task of recruiting law enforcers, ensuring that their work environment is conducive and providing favorable terms for their line of work. The police force Human Resource department is also tasked with ensuring that the relationship of these law enforcers with their colleagues in higher ranks is good. This paper, therefore, highlights some of the Australian Federal Police Human resource issues. BackgroundThe Australian Federal Police is a law enforcing body within the Australian government that ensures that set law and policies governing the societies are adhered to and observed.
The common goal for the Australian Federal Police is to ensure the provision of a diverse, safe, fair, accountable and respectful workplace environment for Australian society. Through its law enforcement obligation the Australian Federal Police is built on the vision of fighting crime together and in the long end winning. This body is estimated to have a total of 6,571 staff of whom 44% are outside the Act, and a total of362 found abroad.
From the totals, 6,571 staff female staff members comprise of 35% (Hameiri 2009). Some of the profound strength of the Australian Federal Police is its success is fighting the crime problem in Australia. One the other hand, one major weakness of this body, is its complacency in enforcing the law. AnalysisThe extent of alignment of HRD practices and organizational strategies and their implicationsOrganizational strategies are the drives for an organization’ s Human Resource Development practices.
The organization strategy, in this case, spells out the organization's operations and governs how things within the organization will be run. Therefore, the Human Resource practices in this are dependable on the organization strategies. The organization, therefore, has to approve the Human Resource practices taken up by the company’ s human resource department ensuring that they are in line with its set strategies. An organization strategy, therefore, has to consolidate its Human Resource practices for it to be successful (Alagaraja 2013). On the other hand workforce, planning also contributes to the achievement of these organizational strategies. In case, the Human Resource practices are left out in the creation of the organization strategies the organization’ s long-term goals might end up not being archived.
This shows that the Human Resource practices are crucial in the creation of an organization’ s strategies. Therefore, it’ s inherent in the organization’ s strategic planning rather than simply being a boost for the achievement of this goal (Carden and Egan 2008). Human Resource strategies focus on capturing ‘ the people element" workforce planning plays a significant role in meeting these set strategies in the course of achieving its long-term goals.
Workforce planning, in this case, ensures that the Human Resource debarment recruits the right workforce, with the right mix of skills, attitude, and behavior towards their job position (Index to Human Resource Development Review 2006). This will enable the organization to perfectly implement its practices. Lack of alignment of these issues might hinder the achievement of organizational goals by ensuring that the organization functions smoothly. This is likely to result in frequent operational problems due to the different strategies took up by the organization, its Human Resource department and the organization workforce in implementing these strategies (Human resource management: the key concepts 2011).