1. Describe five key functions of a Human Resources Manager.

1. The human resource manager is responsible for recruitment and selection, a very important
process which includes attracting, screening, and selecting potential and qualified candidates based on
objective criteria for a particular job. It prevents the mistake of hiring unqualified employees.

2. Orientation of new employees to help them adjust with the employer and the new job is done
by the human resource manager. This includes information concerning the objectives and goals of the
organization and how the new employee can achieve them.

3. The human resource manager ensures that good working conditions are maintained and that
the employees are comfortable and enjoy their work environment. This inherently includes employee
welfare.

4. Managing employee relations is another key function of the human resource manager.
Promoting good employee relationships helps to positively affect their behaviours and work outputs.

5. Training and development of the employees to increase their performance by improving on

their abilities. This can be done by education or skill acquisition.

2. Explain the importance of the human resources strategic planning function and list three
practices related to human resources strategic planning.

Strategic planning keeps the organization prepared at all times, because it involves the human

resources team making predictions about the company’s needs and taking the right steps to

meet them. This is important for the success of any company.

Steps to strategic human resources planning

1. Assess current HR capacity

2. Forecast HR requirements
3. Develop talent strategies

3. Explain the aim and scope of the Fair Work Act 2009 and its importance for the human
resources function.

The Fair Work Act 2009 provides the terms and conditions of employment and sets out the

rights and responsibilities of employees, employers and employee organizations in relation to

that employment. It also serves to regulate 'national system' employers and employees.

4. Outline the 10 minimum workplace entitlements for a permanent employee of an organisation

outlined in the National Employment standards.

• Maximum 38-hour week

• Requests for flexible working arrangements

• Parental leave and related entitlements

• Annual leave

• Personal/carer’s leave and compassionate leave

• Community service leave

• Long service leave

• Public Holidays

• Notice of Termination and redundancy pay

• Provision of a Fair Work Information Statement

5. Outline at least four examples of the information that must be kept for each employee
according to the Fair Work Regulations 2009.

• The employer's name

• The employer's Australian Business Number (ABN)

• The employee's name

• The employee's commencement date

6. Explain which employees are covered by unfair dismissal laws and which are not.

A national system employee is covered by unfair dismissal laws in the following cases:

• If they have completed the minimum period of employment

• If they earn less than the high income threshold

• If a modern award covers their employment

• If an enterprise agreement applies to their employment.

Those without a contract of employment are the excluded from national unfair dismissal laws.

7. Explain each of the following options for sourcing a workforce:

• Recruiting from outside of the company

It is the process of searching outside of the current employee pool to fill open positions in an
organization.

Advantages

1. Provides an opportunity for a fresh outlook on the industry.

2. Bringing in fresh talent from the outside can help motivate the current employees to produce
and achieve more in hopes of receiving recognition and promotion.

Disadvantages

1. It may cost more than hiring from within the organization.

2. It also takes more time to train an external candidate on the organization’s systems.

• Casual labour

This includes the employment of staff on a temporary basis and engaging their services for short
irregular periods.

Advantages

1. Available support when there is shortage of permanent staff.

2. No benefit liabilities.

Disadvantages

1. Increased training time.

2. Potential of friction between casual workers and existing staff.

• New graduates or trainees

This process involves the employment of individuals who are fresh in the workforce and have little to no
experience working.

Advantages

1. New perspective and ideas.

2. Updated ideas as regard technology.

Disadvantages

1. The likelihood of poor communication skills.

2. Unprofessional behavior.

• Offshore workers

This practice involves hiring an external organization to perform tasks in a different country from the
one where such task are actually performed or manufactured.

Advantages

1. Propels business expansion.

2. Lower risks.

Disadvantages

1. The risk of a cyber-attack.

2. The risk of exposing confidential data.

• Contractors

This is a practice of contracting individuals or groups to perform tasks or provide services as non-
employees. They are referred to as independent contractors.

Advantages

1. Staffing flexibility.

2. Reduced exposure to lawsuits.

Disadvantages

1. Less control over workers.

2. Liabilities in case of injuries.

• Consultants

This refers to hiring someone who acts solely or through a service company to provide services on a self-
employed basis. Services are provided under a consultancy agreement.

Advantages

1. They provide special expertise.

2. They do not require employee benefits.

Disadvantages

1. Limited control.

2. Short term interest.

• Outsourcing to recruitment consultants

The Company contracts out or outsources a part of their work to a recruitment consultant which in turn
hires employees.

Advantages

1. Reduced hiring time.

2. Better quality of hires.

Disadvantages

1. Security risks.

2. Loss of some level of control.

For each option discuss at least two advantages and two disadvantages of using options for the
provision of human resource services.