Essays on Queenslanders - Human Resource Management Case Study

Download full paperFile format: .doc, available for editing

The paper 'Queenslanders - Human Resource Management" is a great example of human resources case study.   Honorable Anna Bligh, the Premier and Minister for Reconstruction is of the opinion that Queenslanders should take advantage of the resources boom through finding out the available job opportunities arising from the boom. The Premier also advocates that Queenslanders should plug into the training that is required in order for them to qualify for the available job opportunities (Bligh, 2011). The premier notifies Queenslanders that the government has made an initiative to make advertisement available to Queenslanders through a direct government website.

The website provides information concerning how people can register for new courses that will assist them to apply for job opportunities. In addition, the site gives Queenslanders information about upcoming jobs expos, specifically tailored jobs and also information about government funding. Advertising will also be done on television commercials, print advertising and radio, predominantly in the regions where the Expos are undertaken. Premier Anna Bligh argues that the major focus for the government when designing the ads was to assist Queenslanders to effectively take advantage of the boom (Bligh, 2011). According to Premier Anna Bligh, Queensland’ s economy is in the edge of the upcoming huge leap.

She attributes this to the fact that resources are more than ever sort out. The primer was optimist that by 2015 as many as 38,000 jobs will arise from the operation and construction sector. In addition, currently, the resource industry holds about 3,500 vacancies. As a result, this is basically the reason why human resource in the area should take advantage of the boom and get into the job market (Bligh, 2011). Anna Bligh the primer also notifies Queenslanders the adverts are majorly targeted for the underemployed and the unemployed in areas of low skilled or skilled workers and unemployment in order for them to be able to change their careers.

Furthermore, the initiative aims at protecting long-term and shorter work opportunities. The Premier concludes that the total funding for the campaign is about $2.7 million (Bligh, 2011). Introduction Human resource management is an essential aspect of business management. It is a function in a company that deals with recruitment, management and giving of direction to individuals who work within and outside the organization.

As an organizational function, human resource management mainly deals with issues relating to individuals who are already employed and those seeking employment. The main issues covered in human resource management include human resource strategy, performance management, employee development and planning. Effective human resource management normally ensures that employees are fairly compensated, hired, motivated and trained. The safety and wellness of employees are usually catered for through human resource management. Human resource management is, therefore, a comprehensive and strategic approach to the management of individuals and workplace culture and environment.

Effective human resource management enables workers to effectively and productively contribute to the entire company direction and attainment of goals and objectives of an organization. The management of the human resource is of late moving away from traditional personnel, administration and transactional roles. Currently, is concentrating on the formulation of human resource strategy, management of performance and development of employment plan. This paper seeks to undertake a case analysis of Anna Bligh, the Premier and Minister for Reconstruction statement about boosting human resource in Queensland.

The scope of analysis will be grounded on evaluating three significant human resource issues, which include human resource strategy, performance management and employee development and planning.

References

Bamberger, P. (2002). Human resource strategy: formulation, implementation, and impact. SAGE.

DuBrin, A. (2011) . Human Relations for Career and Personal Success, Ninth Edition, Prentice Hall.

Grundy, T and Brown, T. (2003). Value-based human resource strategy: developing your consultancy role. Butterworth-Heinemann.

Galpin, T.(1994). "How to Manage Human Performance," Employment Relations Today, 1994, Vol. 21, No. 2, pp. 207-225.

Holland, P, Sheehan, C, Decieri, H. (2007). ‘’Attracting and Retaining Talent: Exploring Human Resources Development Trends in Australia Human Resource Development International’’10(3). p247 – 262.

Honorable Bligh Anna Premier and Minister for Reconstruction. (2011).’’ Work for Queensland – we need you here campaign to help Queenslanders grab a piece of the resources boom’’

Mirvis , P. (1985) . ‘’Formulating and Implementing Human Resource Strategy: A Model of How to Do It, Two Examples of How It's Done’’ Human Resource Management, 24( 4) Pp, 385-412.(14)

Pershing, (2008). Current status, future trends, and issues inhuman

performance technology, part 2: Models, influential disciplines, and research and

development. Performance Improvement, 47(2), 7–15.

Schuler, R and Jackson, S. (2007). Strategic human resource management

Wiley-Blackwell, 2007

Schneier, C. (2002). Implementing Performance Management and Recognition and Rewards (PMRR) Systems at the strategic Level: A Line management. Human Resource Planning. 12(3). 78

Thakadipuram, T. (2010). Leadership wholeness: a human resource development model

Thomas. Human Resource Development International. 13(4), p 463–475

Won Yoon and Cho, Yonjoo.(2010). Theory Development and Convergence of Human Resource Fields: Implications for Human Performance Technology. Performance Improvement quarterly, 2 3 (3 ). p 3 9 – 5 6, 29

Schraeder, M and Jordan, M. (2011). Managing Performance a Practical Perspective on Managing Employee Performance. The journal for cälity & participation. 60

Swanson, R. A. (2001). Human resource development and its underlying theory. Human

Resource Development International, 4, 299–312.

Download full paperFile format: .doc, available for editing
Contact Us