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Us:25695

A7640

Answer 1
For any organization to function effectively, it must have resource of men (Human Resource),
money, materials and machinery. The resources by themselves cannot fulfill the objectives of an
organization, they need to be collected, co-ordinate and utilized through human resources. And,
the effective management of human resources is also vital. Hence, Human Resource
Management (HRM) has emerged as a major function in organisations.Human Resource
Management is the organizational function that deals with issues related to people such
as compensation, hiring, performance, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.
The administrative discipline of hiring and developing employees so that they become more
valuable to the organization.
Human Resource management includes:
conducting job analyses,
planning personnel needs, and recruitment,
selecting the right people for the job,
orienting and training,
determining and managing wages and salaries,
providing benefits and incentives,
appraising performance,
resolving disputes,
Communicating with all employees at all levels. Formerly called personnel management.
Maintaining awareness of and compliance with local, state and federal labor laws.
These are also called as functions of human resource management for the purpose of effect
you utilization of human resource.

In total there are nine copies of the Treaty of Waitangi including the original signed on 6 February 1840. at least 13 of them women. without giving up their authority to manage their own affairs. By 2006 just 67% of individuals living in New Zealand were only of European blood. copies of the Treaty were taken around New Zealand and over the following months many other chiefs signed.[1] After the initial signing at Waitangi. additionally. immigrants were to be chosen on non-ethnic grounds Second. The Treaty established a British Governor of New Zealand. Form then on. But in the 1970s there were two important changes First. recognized Maori ownership of their lands and other properties.the and of assistance to British immigrats 1975 challenged expectation that the British were best potential New Zealand. Maori believed they ceded to the Crown a right of governance in return for protection. contrasted with in excess of 90% 30 prior year It likewise influences the Human asset administration rehearses. and gave the Governor the right to govern the country. signed the Treaty of Waitangi. there were noteworthy movements from different nations. Answer 3 Maori presenting New Zealand with a bicultural perpective.Until the 1960s most immigrants to New Zealand were British and esaily adjust to New zealand life. There was a flood first from the Pacific Islands and from the mid-1980s an expanding number from different spots – prevalently Asia. The considerable Duth community who arrived in the 1950s was expected to adopt local customs. from Africa and the Middle East. New openings for work are shaped . and gave the Maori the rights of British subjects.immigration was making the country multicultural . the Treaty gave Britain sovereignty over New Zealand. from the 1990s onwards. From the British point of view. The English and Maori versions of the Treaty differed significantly.Around 530 to 540 chiefs. so there is no consensus as to exactly what was agreed to.Answer 2 The Treaty of Waitangi is a treaty first signed on 6 February 1840 by representatives of the British Crown and various Maori chiefs from the North Island of New Zealand. Better approaches for occupation are created by distinctive individuals.

This is the reason East Pack has turned into an undeniably engaging post-harvest alternative for Kiwifruit producers over the North Island. a network access supplier (through its auxiliary Extra). and a major ICT supplier to NZ organizations (through its Gen-i division). Telecom gives a greater number of prizes to representatives than any privately owned business. The beneficial effects of these functions are discussed here . a portable system. motivating employees as well as workplace communication. and the Grower Owned structure. giving altered line phone benefits. stock administration. Private East Pack It is a Packing House organization which meets expectations for kiwi apples and oranges packing. performance appraisals. We will accomplish this through: Industry Leading Returns and Financial Performance Operational Excellence Augmented Orchard Profitability through Outstanding Customer Service Making a Sustainable Future Answer 5 An organization cannot build a good team of working professionals without good Human Resources. workplace safety. It has worked as a traded on an open market organization since 1990. training them. operational efficiencies.eastpack reliably conveys industry-heading plantation door returns (OGR) as a result of. Telecom constructed three diverse instructional classes to prepare their future representatives.Answer 4 Open Telecom Telecom New Zealand is a New expansive interchanges administration supplier (CSP). Orchard to Market. East Pack's vision is to be World Class. The key functions of the Human Resources Management (HRM) team include recruiting people. Engineering utilized as a part of telecom is quite overhauled in correlation of any private association. It is an open organization Infrastructure of it is exceptionally immense. and much more.

A good working condition is one of the benefits that the employees can expect from an efficient human resource team. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby. They first hear the grievances of the employees. the staff members get the opportunity to sharpen their existing skills or develop specialized skills which in turn. In other words. When needed. today. motivate the employees. Then they come up with suitable solutions to sort them out. companies must put a lot of effort and energy into setting up a strong and effective HRM. They design the criteria which is best suited for a specific job description. Performance Appraisals HRM encourages the people working in an organization. when taken on a regular basis. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. For this reason. seminars and various official gatherings on behalf of the company in order to build up relationships with other business sectors. You can say conflicts are almost inevitable. Their other tasks related to recruitment include formulating the obligations of an employee and the scope of tasks assigned to him or her. A safe. without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. Based on these two factors. Maintaining Work Atmosphere This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. In such a scenario. to work according to their potential and gives them suggestions that can help them to bring about improvement in it. . they take timely action and prevent things from going out of hands. will help them to take up some new roles. Managing Disputes In an organization. there are several issues on which disputes may arise between the employees and the employers. A friendly atmosphere gives the staff members job satisfaction as well. the contract of an employee with the company is prepared.Recruitment and Training This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people. helps them execute the goals with best possible efforts. Performance appraisals. the HR department plays an active role in preparing the business and marketing plans for the organization too. They organize business meetings. clean and healthy environment can bring out the best in an employee. Sometimes. Any organization. Thus. they also provide training to the employees according to the requirements of the organization. Developing Public Relations The responsibility of establishing good public relations lies with the HRM to a great extent.

and others in. An “employee” means any person. who work under a “contract for services”: for information see “Other types of workers: Contractors and volunteers” in this chapter. (“Contract of service” is the legal term used to describe the contract under which employees work. It requires employers and others to maintain safe working environments. The Act covers all employees. whether they are full-time or part-time employees. employees. or in the vicinity of. The Act provides a structure for employers and unions to negotiate collective agreements and for employers and employees to negotiate individual agreements. places of work. and implement sound . The Act applies to all New Zealand workplaces and places duties on employers.that is. principals and others who are in a position to manage or control hazards. as opposed to independent contractors. The Employment Relations Act 2000 applies to all employees. The emphasis of the law is on the systematic management of health and safety at work. or adult or young employees. fixed-term or casual employees. When mediation is unsuccessful the Act also allows employees to seek the assistance of the Employment Relations Authority and the Employment Court to resolve their employment relationship problems. The Act provides for mediation services to help people resolve their employment relationship problems.that is. other than work on the house or its fittings or furniture  a person intending to work .) Employees include:  a home worker .Assessment task Two Answer 1 Employment Relation Act 2000 The main legislation governing employment relationships is the Employment Relations Act 2000. who is employed by an employer to do any work for hire or reward under a contract of service. Health and Safety in Employment Act 2000 The object of the Health and Safety in Employment Act 1992 is to promote the prevention of harm to all people at work. someone who works for somebody else in a private home. the selfemployed. of any age. someone who has accepted a job offer but has not started to do the work.

It was amended by the Holidays (Transfer of Public Holidays) Amendment Act 2008 and the Holidays Amendment Act 2010. It recognizes that successful health and safety management is best achieved through good faith co-operation in the place of work and.practice. Impact: The annual holiday provisions in the Holidays Act 2003 apply even if the employment agreement is silent on the subject of holidays. the law does not prevent the employer providing the employee with entitlements over and above those provided by the Act Human Right Act 1993 The Human Rights Act 1993 aims to provide protection to the human rights of people in New Zealand. This guide includes those changes. and bans people from inciting racial disharmony. However. in particular. A person must be disadvantaged because of the discrimination. . The Holidays Act 2003 provides minimum legal entitlements to: Annual holidays Public holidays Sick leave Bereavement leave. he Holidays Act 2003 makes clear that each component of holiday arrangements must be at least as favorable to the employee as the entitlements specified in the Act. through the input of those doing the work. The Act makes it unlawful to discriminate against you because of certain personal characteristics (“prohibited grounds”) in a number of areas of public life (for information see “Prohibited grounds of discrimination under the Human Rights Act” and “Areas of public life covered by the Human Rights Act” in this chapter). The Human Rights Act also specifically bans sexual and racial harassment. Holiday Act 2003 The Holidays Act 2003 helps to promote balance between work and other aspects of employees’ lives. It seeks to do this in line with various United Nations conventions and covenants on human rights. The Act also includes a number of exemptions that allow discrimination when it would otherwise be unlawful under the Act.

dog registers. among other things. Privacy Act 1993 The Privacy Act 1993 aims to promote and protect individual privacy. The Act provides for the appointment of a Privacy Commissioner. and  Access by each individual to their personal information. The Act establishes information privacy principles for:  the collection.The rules in the Human Rights Act apply to discrimination by private organisations and individuals. Examples of public registers are rates databases. Discrimination by the government and other public bodies is covered by the New Zealand Bill of Rights Act 1990. The Act also regulates public registers. The Privacy Commissioner has the power. use. transport registers and the electoral rolls. land registers. The Act contains information privacy principles to guide agencies about the:  purpose for which personal information may be collected (principle 1)  permitted sources from which personal information may be collected (principle 2)  obligations of agencies when they collect personal information directly from the individual concerned (principle 3)  manner of collection of personal information (principle 4)  storage and security of personal information (principle 5)  access to personal information (principle 6)  correction of personal information (principle 7)  checks on the accuracy of personal information (principle 8) . to issue codes of practice and investigate complaints about interferences with privacy. disclosure and storage of personal information by agencies.

The Treaty of Waitangi is not one large sheet but a collection of nine documents. Only 39 chiefs signed the English sheet presented at Manukau Harbour. It enabled the British to establish a government in New Zealand and confirmed to Maori the right to continue to exercise rangatiratanga. It was then taken around the North Island and South Island for signatures – in the end 512 chiefs. put pen to paper and agreed to the terms of the Treaty. It provides for minimum wage rates and a maximum working week. Eight of the nine sheets were signed in to reo Maori. between the British Crown and Maori chiefs in 1840. Treaty of Waitangi Act 1975 The Treaty of Waitangi is an agreement. Minimum pay There are three minimum wage rates:  the adult minimum wage applies to all employees aged 16 and over who are not new entrants or trainees . and  use of unique identifiers (principle 12). It also influences public decision-making when there is specific reference to the treaty in legislation. including men and women. The Treaty was first signed at Waitangi in the Bay of Islands on 6 February 1840 with some 40 chiefs present. The Treaty is generally regarded as New Zealand’s founding document and influences the relationship between Maori and the Crown. the Treaty is one of the factors taken into account when Parliament makes laws or when the courts interpret laws that refer to the treaty. retention of personal information (principle 9)  limits on the use of personal information (principle 10)  limits on the disclosure of personal information (principle 11). Today. Minimum Wage Act 1983 The purpose of this Act is to provide for minimum wages in New Zealand and provides for their annual review. written in both Maori and English.

From http://humanresources. From http://www.nz/act/public/2003/0129/latest/DLM236387.nzhistory.retrieved. or who are trainees  The training minimum wage applies to employees aged 16 and over who are doing recognized industry training involving at least 60 credits a year. From http://www.retrieved.A.com/od/glossaryh/f/hr_management.retrieved.S Fernando (2014) present business information (PowerPoint slides) retrieves royal business college.nz/politics/treaty-of-waitangi Human right act 1993.htm Treaty of Waitangi(2014).org. or who are supervising or training other workers. the new entrants minimum wage applies to employees aged 16 and 17 except for those who have completed 200 hours or three months of employment. There is no statutory minimum wage for employees who are under 16 years old. References G.net. Human recourses management (2014).html .govt.communitylaw. whichever is shorter.retrieved from http://legislation.about.nz/community-law-manual/chapter-4-human-rights/human-rightsact-1993/ Holidays act 2003.