BUS2004 Human Resource Management Report Sample

Assessment Brief:

This assessment is designed to assess your understanding of current human resource management issues faced by organisations and ability to propose recommendations to solve these problems. In completing this assessment successfully, you will be able to effectively present the overview of this project, which will help in achieving ULO1, ULO2, ULO3, ULO4, and ULO5, this in turn will help you in achieving CLO1, CLO2, CLO5, CLO7, and CLO8, which collectively with other unit learning outcomes will help in achieving GA1, GA6, GA8, GA11.

The Objective Assignment includes 3 parts that are due on the following weeks:

• Part 1: News article (due week 2)

You are required to review some newspaper articles in the recent FIVE years on the internet
to identify one major human resource management (HR) contemporary issue. The issue can be related to your weekly lecture topics. After identifying the issue, a summary of one newspaper article can be provided for this section of assessment.

• Part 2: Literature Review (due week 4)

Conduct a literature review around the major HR issues you identified in Part 1. The APIC library databases and reading list in the USG can be used as major sources for the literature review. The literature review can help you further analyse the issue and explore how to resolve the issue. How the issue impacts on the human resource management and organisational success can be discussed.

Theories related are strongly recommended to apply while analysing the HR issue.

• Part 3: Recommendations (due week 6)

The recommendations should be linked back to the issue identified in Part 1 and viable solutions should be provided to resolve the issue. For successful completion of this assessment, you should discuss with your lecturer regularly (at least once a week via Zoom classes). You are required to study the material provided (lecture slides, tutorials, and reading materials), engage in the unit’s activities, and in the discussion forums. The textbooks are the main reference however, students are expected to do extensive research on the chosen topic and discuss their work with lecturer to seek support. The business report format is required for the individual assignment. The headings and subheadings are strongly recommended to structure the business report. The following is the recommended structure for the Objective Assignment:

The Harvard Referencing Style is required. For detailed requirement, please refer to the guidelines of how to write Business Report and academic writing style. It is strongly recommended to review SLS learning Enhancement Section in APIC Canvas. The link of Business Report Guideline was provided inthe assessment section of this subject in the Canvas.

Solution

Introduction 

The management in an organization plays a major role in the proper maintenance of the HR culture. However, issues in management are inevitable in case of poor leadership and management which might have a serious impact on the organizational success. MBA Assignment Expert The main aim of the report is to identify one major HR contemporary issue faced by organizations at present and analyse it properly. The major issue identified in the report is the improper management of the migrant labours and the creation of the skills gap.      

2. HR Issue and News Article Summary 

2.1. HR issue: Migrant Management and global skills gap

The major issue that has been identified is seen in the staffing shortages that have taken place across industries. Based on the news published by weforum it has been observed that in the global business landscape companies have faced problems in migration management (Weforum.org, 2022). The main reason that can be identified as leading to the global staff shortage involves the ageing workforce, the changing immigration policies and the COVID-19 pandemic. Moreover, the shifting demographics can be mentioned to be the reason for the vastly altered workforce (Tamers et al., 2020). In another study, it has been seen that the issue of stiff competition and cultural differences are mostly responsible for the global skills gap. Additionally, owing to the pandemic, the “Great Resignation” of the employees has created shortages in the workforce which has led to creating an immense problem in proper skill management. Thus, it can be stated that improper skill management is the primary reason for the slow progress of organizations.         

2.2. News article summary

Taking into consideration the news article of weforum it has been seen that in the last 60 years the total number of international migrants has only fluctuated from 3.1% of the global population to 3.6%. Furthermore, it has been seen that since migration continues to be stable attracting and managing the diverse workforce has become an important issue at hand for the global race (Weforum.org, 2022). From the article, it can be summarized that competing for high-skilled global talent has been occurring at a higher pace over the years. This can be attributed to the increasing labour shortages of the last two decades. One of the major identifications of the news articles is that the labour demand and regulations are quite contradictory in many countries. It has been identified that national immigration regulations pose a major bureaucratic threat to organizations as well. Moreover, the news article has further observed that the preparation of the global labour market for adjustments is a major concern due to cultural issues. Moreover, it can be mentioned that the pandemic has slowed down the growing migration of people and hence multinational companies are dependent on hiring labours from diverse markets and are facing a huge skills gap. Furthermore, analyzing the background of the migrant workers it has been seen that they belong mainly to middle-income countries. On the contrary, companies existing in middle-income countries have been seen recruiting migrants from poorer countries to fill the gaps in the workforce. Thus, a skills gap has become a part of various organizations altogether. Taking the instance of the existing factories in the areas such as Poland, Malaysia, Hungary or Thailand are opting for employees from Nepal, the Philippines or Mongolia rather than recruiting from their countries. Thus, it leads to a communication gap and mismanagement in the organization. Hence, migrant management is an important aspect of management for organizations.   

3. Literature Review 

3.1. Reasons behind the Migrant Labour Management Issue

The main reason behind migrant labour management is mainly because of cultural diversity primarily. However, based on the arguments of Sano and Mammen (2022), it has been seen that migrant labour is made to work at a lower pay focusing on profit primarily. This creates a sense of resentment among the employees and hence leads to conflicts in the workplace. Thus, huge mismanagement is seen in that aspect. Furthermore, considering the research of Ne'Matullah et al., (2021), it has been seen that having hired migrant workers there exists a significant difference in the language and hence a communication gap occurs. In this aspect, it is important to mention that work distribution and skill management get hampered to a great extent. Furthermore, from the research of Mucci et al., (2019), it has been seen that the lower wage of migrant labours affects the living conditions of the workers and hence increases the levels of stress in the employees. As a result, they are bound to enter into conflicts with their hierarchy delaying the work. Overall, it can be stated that the reasons identified behind the migrant labour management issue are several. Thus not noticing these issues lead to problems in HR management altogether.           

3.2. The ways in which the issue impacts organizational success

Taking into consideration bad management in the organization the success and growth of the organization are bound to be hampered to a great extent. Furthermore, from the studies of Irum et al., (2020), it needs to be asserted that low company morale hampers the methods of finishing the work. Overall, based on this study, it can be stated that the productivity of organizations is hampered to a great extent. Moreover, taking into account the research of Lee et al., (2020), it needs to be stated that resentment among employees leads to decreasing profits in the long run. From this statement, it can be mentioned that the employee retention ratio of the company is highly decreased. In the long run, this method would lead to improper work distribution since the number of employees would decrease. Thus, the growth of the organizations would be jeopardized. From the research of Singhania and Banerjee (2020), it can be stated that bad migrant labour management leads to the permanent closing of many organizations. This is mainly because poor leadership results in mismanagement of the funds. Based on this analysis it can be stated that the improper management of migrant labour leads to employee loss which in turn hampers the overall organizational success.       

3.3. Theories related to labour management

The most appropriate theory that would help in the better management of migrant labours is “Douglas McGregor’s Theories X and Y”. From the studies of Astudillo-Rodas and Riccucci (2021), it needs to be mentioned that the implementation of Theory X is authoritarian in nature while Theory Y is participative in nature. With the implementation of Theory X, the micromanaging aspects of the organization can be managed in a better manner (Chukwusa, 2018). Additionally, Theory Y helps in the development of decentralized and collaborative management in the workplace can be attained.

Based on the implementation of Theory X in the management of migrant labours it can be mentioned that the labour motivations can be increased. On the other hand, it can be stated that the implementation of Theory Y helps in imparting a sense of value to the labours. Overall, based on the studies of Provan et al., (2020), it can be stated that the implementation of Theory X and Theory Y helps in increasing the focus of the employees on achieving the organizational goals in a better manner. Considering the issue at hand, it needs to be stated that the implementation of two styles of management would help in improving the management strategies of the organization in dealing with the management of the migrant labours and the mitigation of the skills gap.  

4. Recommendations 

The recommendations which would help in increasing the gains of the organizations are as follows:

● Changing the mindset of the employers

Table 1: SMART Recommendation 1
(Source: Created by the Author)

● Progressive working arrangements 

Table 1: SMART Recommendation 2
(Source: Created by the Author)

5. Conclusions 

From the above studies, it can be concluded that at present the skills gap in organizations and migrant labour management has been seen to be the most common one. A detailed literature review has helped in concluding the fact that improper management has led to hampering the productivity of the organizations. Furthermore, the report has helped in outlining the benefits derived from the implementation of “Douglas McGregor’s Theories X and Y”. In a nutshell, it can be mentioned that the report has helped in providing a complete assessment of the issues and hence propose the rightful recommendations that would help in preventing the occurrence of these problems in the future. 

References 

Astudillo-Rodas, M. and Riccucci, N.M., 2021. Personnel management: improving employee and organizational performance. Handbook of Theories of Public Administration and Management.

Chukwusa, J., 2018. Autocratic leadership style: Obstacle to success in academic libraries. Library Philosophy and Practice, p.1.

Irum, A., Ghosh, K. and Pandey, A., 2020. Workplace incivility and knowledge hiding: a research agenda. Benchmarking: An International Journal.

Lee, K., Mileski, M., Fohn, J., Frye, L. and Brooks, L., 2020, September. Facilitators and barriers surrounding the role of administration in employee job satisfaction in long-term care facilities: A systematic review. In Healthcare (Vol. 8, No. 4, p. 360). MDPI.

Mucci, N., Traversini, V., Giorgi, G., Tommasi, E., De Sio, S. and Arcangeli, G., 2019. Migrant workers and psychological health: A systematic review. Sustainability, 12(1), p.120.

Ne'Matullah, K.F., Pek, L.S. and Roslan, S.A., 2021. Investigating Communicative Barriers on Construction Industry Productivity in Malaysia: An Overview. International Journal of Evaluation and Research in Education, 10(2), pp.476-482.

Provan, D.J., Woods, D.D., Dekker, S.W. and Rae, A.J., 2020. Safety II professionals: How resilience engineering can transform safety practice. Reliability Engineering & System Safety, 195, p.106740.

Sano, Y. and Mammen, S., 2022. Mitigating the Impact of the Coronavirus Pandemic on Rural Low-Income Families. Journal of Family and Economic Issues, pp.1-12.

Singhania, S. and Banerjee, S., 2020. Outbreak of Covid19 pandemic–A review of its socio-economic implications on India. Research Explorer, VIII, 29, pp.79-87.

Tamers, S.L., Streit, J., Pana‐Cryan, R., Ray, T., Syron, L., Flynn, M.A., Castillo, D., Roth, G., Geraci, C., Guerin, R. and Schulte, P., 2020. Envisioning the future of work to safeguard the safety, health, and well‐being of the workforce: A perspective from the CDC's National Institute for Occupational Safety and Health. American journal of industrial medicine, 63(12), pp.1065-1084.

Weforum.org, 2022. Fixing the global skills gap: Here's why firms need to get migrant management right. Available at: https://www.weforum.org/agenda/2022/11/global-race-for-labour-why-companies-must-get-migrant-management-right/ [Accessed on 10-11-2022]