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  • Subject Name : Management

Training & Skills Development Act

Analysis of Identified HR Issues

First, concerning the HR issues of IGA plus Liquor, it signifies the problem in rostering of its employees working for the company (IGA Supermarkets, 2020). Employee rostering is an essential part of HR policies that help determine the performance of employee working in schedules or shifts effectively. Besides, it also assists HR managers to track best performing employees in order to fit them in right shifts to improve business productivity. According to the identified HR issue, there was no given information to employees regarding the change in the roster and the schedule which is precisely specified in the Fair Work Act. As per the Fair Work Act 2009, it has been specified that in case of any emergency, the employees are required to be informed or notified before 48 hours to prevent any type of non-compliance, delay in work, or conflict within the workplace (Federal Register of Legislation, 2017). However, the management of IGA does not follow the regulation concerning the timeframe of providing information by employees as in supermarkets shifts and roster plays a crucial role in ensuring effectiveness.

Second, the issue of ISS facility services which is been identified is concerning paying less with poor equipment at the workplace (ISS, 2020). The company has zero compliance with the legislation and policies of the federal government which would possibly violate the law and will incur a penalty on business. It is mandatory and important for business operating in Australia to adhere to the set legislations effectively to ensure smooth flow of operations. This includes the Fair Work Act 2009 and Training and Skills Development 2008 which are focus on empowering employees with fair treatment at work and helps build their career in improving performance effectively (Training and Skills Commission, 2020). Within the workplace of ISS, there was lack of showing respect and empathy towards employees that have negatively violated the HR legislations. Moreover, during training and skills development sessions, the employee did not receive a salary by the management that has demotivated the employees negatively. Adhering to the HR policies and legislation is important to ensure effectiveness by serving its customers efficiently as it is under the hospitality industry.

Third, in MKS imports and exports Pty Ltd., harassing and disrespecting employees has been a serious concern identified within the company (MKS Foods, 2017). It has been recognized that playing practical jokes on employees and creating unreasonable demand for work by their supervisors or manager is been affecting employees mind and performance negatively. Superiority amongst employees by managers or top-level position holders puts unnecessary workloads and disrespects employees has been a serious issue in the company. According to the Australian Human Right Commission Act 1986, the rights of every employee must be protected by their employees to ensure a fair work environment for their welfare. Besides, as per the Fair Work Act 2009, every employee within the workplace must be treated fairly to retain human rights and protecting the security of employment. This issue affects employee performance and which consecutively leads to a decline in the overall performance of the organization.

Arguments in Support of The Analysis

Regarding the issues of rostering as found in IGA plus Liquor, adherence to the employment law of Fair Work Act 2009 is essential and effective to ensure organizational effectiveness as this particular act is been imposed to focus on the fair treatments on employees by their employers that encourage collaboration, safe and healthy work environment (Federal Register of Legislation, 2017). Besides, since IGA comes under the supermarket industry, rostering is an essential part of the business to ensure effectiveness.

On the other hand, Training and Skills Development Act 2008 is crucial and relevant to address the issue of working with poor equipment and receiving less pay by employees as identified in ISS facility services. As the company is under the hospitality industry, providing quality service is vital to gain a competitive advantage in the market (ISS, 2020). Thus, adhering to this employment law will ensure effectiveness.

Also, compliance with the Australian Human Rights Commission Act 1986 is another crucial government act that is effective in dealing with HR issue of MTS Imports and Exports Pty Ltd. Protecting the security and rights of the employee is vital for an organization to ensure a smooth flow of business operation (Training and Skills Commission, 2020). Hence, adherence to the Australian Human Rights Commission Act 1986 is crucial to ensure no violation of the law and refrain from paying any penalty. 

Evaluation of Organizational Issues and Recommendations

Based on the HR issue of IGA plus Liquor, it is recommended that the policy of rostering must be adhered effectively to improve business and employee productivity at the same time. The management of the company must strictly adhere to the policy of rostering to ensure employee effectiveness in catering quality service to its customers.

Besides, in the case of ISS facility services, training and skills development plays a vital role in ensuring offering quality service towards its customers. Proving safe equipment and paying adequately as per the industry rates will be effective and mandatory as per government law to ensure no conflicts arousals.

In addition, protecting employees from bullying and disrespect is crucial to keep employees’ morale and help improve productivity within the workplace. Thus, compliance with the Australian Human Rights Commission acts 1986 and Fair Work Act 2009 will be effective to ensure effectiveness within the business processes and strict adherence to the policies effectively.

Conclusion on HRM Issues Within Organizations

In every business organization, adhering to HR policies and mandatory employment laws is essential to ensure a smooth flow of business process at all times. As employees are the main asset for every organization, thus, it is crucial to protect them with proper treatment at work and within the workplace at the same time. Besides, compliance with the employment laws and government acts plays an important role in ensuring organizational effectiveness. Therefore, every employee must be protected with exact employment laws and legislations to safeguard human rights and organizational morale effectively. This in turn improves business effectiveness and employee productivity effectively and efficiently.

Reference List for HRM Issues Within Organizations

Federal Register of Legislation, 2017. Fair Work Act 2009. [online] Legislation.gov.au. Available at: <https://www.legislation.gov.au/Details/C2017C00323>

IGA Supermarkets, 2020. About Independent Grocers of Australia | IGA Supermarkets. [online] IGA Supermarkets. Available at: <https://www.iga.com.au/about-iga/>

ISS, 2020. About ISS. [online] Issworld.com. Available at: <https://www.issworld.com/en/about/people-make-places/about-iss>

MKS Foods, 2017. Our Story - MKS Foods. [online] MKS Foods. Available at: <http://mksfoods.com.au/our-story/>

 Training and Skills Commission, 2020. Training & Skills Development Act. [online] Tasc.sa.gov.au. Available at: <http://www.tasc.sa.gov.au/About-us/Training-Skills-Development-Act>

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