Training and Development in Business Results †MyAssignmenthelp

Question: Discuss about the Training and Development in Business Results. Answer: Introduction The purpose of the essay is to understand the Jackson and Schuler theory and analyze it with the chosen higher education organization. It also focuses to understand the functions of human resource management such as planning, resourcing selection and recruitment, training and development and maintaining employee relations in the organization. The chosen HE provider is University of Queensland situated in Brisbane in Australia. The university is a research and teaching institution with three beautiful campuses in South East Queensland named as St. Lucia, Herston and Gatton. The selected organization was founded in the year 1909. It is one of the leading universities which offer bachelor, associate ad master and other specialization programme. The mission of the organization and the vision of the organization are to make the world a better place by developing the leaders of the future generation full of knowledge. The essay below will highlight the external factors of the organization as per the HRM model of Jackson and Schuler the global environment categorizing several other factors such as industrial relations, market condition, technology and legislation that affects the HRM decisions making in an organization. After reading the essay, it will be clear that how the Jackson and Schuler model proposed in 1905 affects the various decisions that take place in the University. The legislation such as non discrimination act, industrial relations and unions, the industry market trends, global labor market and regional culture that affect the employee hiring process, and the new and evolving technologies together combine to become external factors. These external factors contribute in the decision making of the organization. The chosen Higher Education (HE) provider is the University of Queensland (UQ), situated at Brisbane, Queensland, Australia (Queensland 2018). It is one of the leading universities among the worlds top universities. The university consists of programs of associate, bachelor, master and doctoral degrees through a college, a graduate school and six faculties with a wide range of subjects. It is mainly a research and teaching institutions and was founded in 1909 by the state parliament. The UQ has 3 campuses namely, St Lucia, Herston and Gatton. Students are from all over the world with an approx number of 141 different countries, are a part of the university. It operates with six faculties and 8 globally recognized research institutes and research centers with more than 1500 scientists and engineers. The university consists of more than 17,800 academic and professional employees with an operating budget of $1.8 billion each year. Their alumni expand to 170 countries (About.uq.edu.au 20 18). The universitys mission and vision contributes for the future strategies, and in the making of the decision and activities. The policies and procedures are framed accordingly to implement the strategic plan ensuring the right activities with the added value and effort. It also states a purpose and a commitment from the institution side offered to its students to make them completely prepare for driving the leadership of the future successfully. The mission of the university states the three purpose of an organization as stating that UQ utilizes the excellence of creation, preservation, transfer and application of knowledge to influence the society and shape the future, and inspire the new generation in order to develop their skills and ideas to benefit the world and build them the leaders of tomorrow. The university accomplishes vision to make the world a place where the leaders are filled with adequate knowledge to make the world a better place. The statement aligns with the strategic decisions of the university. The intention of this vision is carried forward to serve through current and future action of the institution. The UQ ensures to apply highest standards in its value and actions to benefit the community and pursuit excellence. The university adds into its values to support the people by ensuring their safety and wellbeing and providing equal opportunity to the people and with time recognizing and rewarding them with the achievements. Promoting diversity in ideas and among cultures to create vibrant environment for the future generation and respect for the work and among the people. The university encourages innovation and opportunities supporting freedom and creativity. The decisions are in accordance with ethical standards. Industrial Relations and Unions: It is an important factor that affects the organization as it reviews the industrial relations and the union that stand regarding any decisions such as labor unions demanding healthcare facility from the employers. Employment relations are often framed accurately in the form of policies and procedures which simply states the practices in any country with the drivers who shape the relations are the employees, employers, unions and governmental body (Schuler and Jackson 2014). Industry and Market Conditions: Industry and market condition indicate the necessary decisions that are taken by the organization related to its industrial and other competitors market situation. Some laws and regulations are mandate for every particular industry which regulates to all the organizations operating in the same. Market condition can be considered as the rate of competitiveness, the competitors, growth rate and the market trends in order to meet the product line. Global Labor Markets National and Regional Cultures: It is an important factor that regulates the industry and the organization operating in it. The global factors affect the employment perspective and the challenge that comes out is the employers present everywhere. The main reason that supports the organization is the national and the regional employers who are mostly influenced by varied of cultures they come from. The market analysis gives overall information about the cost of labor in the market and the availability of the same (Cascio 2018). For the employers handling and managing a long source of process to hire the skillful labor as per the requirement and after the fulfillment of the labor market trends becomes a challenge itself. Laws, Regulation, Treaties: Laws and regulations affect an organization by all the perspectives that somehow affect the organizational decisions and the activities taking place within the organization. The company operating in the market has to follow certain laws and regulations along with the treaties to maintain their relationship with the other company and the industrial relations are affected by the same. New and Evolving Technologies: This indicates the technology being introduced in the industry by any of the existing or new organization that affects the overall industry and creates competitive advantage for the introducing company of technology. The rapid development and influence of technology, increase competition resulting into greater impact in the economic, political and workforce section related to the industry. Industrial Relations and Unions: The university has a strategic plan to increase its funding from the industry including, government and wider community to engage. It also commits to increase its source of funding from the non-government industry and international industry as well. In order to build philanthropic support to attract the student support success, transforming teaching and learning and the discovery impact. Provides with the designing framework of Professional Services Capability that supports developing, recognizing, rewarding of the high performance among the staff. It aligned its scholarship programs such that a wide number of students are attracted through enriched learning and experiences. Industry and Market Conditions: The University aims to increase its revenue from the international students. They will focus on diversifying the source of countries by engaging to partnership, recruitment and engagement in the emerging markets like Indonesia. This will lead to effective use of Special Studies Program (SSP). It also plans to create a strong presence in the developing countries to hold the market. The university ensures that the responsive of operations and professional services are to be built with a similar culture of UQ to provide high quality. It enhances its facilities and resources with the ability to invest in the same. Global Labor Markets National and Regional Cultures: Ensuring the external engagement measures to recruit the academic skillful employees, appraisal and promotion processes. In order to achieve the strategic goals the HR department of the university offers to provide the capacity and the capability of the workforce by strengthening the skills of analytical, advisory and digital of the employees. To increase the support for collaborations the connectors and facilitators are partnered. The university also considers student recruitment, enrolment and support. It provides with reward mechanisms for high performance staff to keep the potential employees within the organization process. It encourages staff by conference attending and providing opportunities to boost their skills. Laws, Regulation, Treaties: The University focuses to implement and improve the integration of different functions across the research lifecycle including the funding, data management and ethics within the University. The operation of the university includes policy and development framing, considering strategy to improve its operations, legal services to ensure the operations are agile. It ensures a gender pay equity framework for pay negotiations along with introducing diversity in the University for a Flexible Employment Environment. It supports to develop and implement a Reconciliation Action Plan to create respectful relationships within the university. It also offers endowment fund for the socioeconomically disadvantaged and remote backgrounds to help them. New and Evolving Technologies: The University enhances its IT governance in order to make sure that the information technology of the university aligns with the strategies and high quality perspective of the university. Technology is used to strengthen the curriculum, pedagogical and assessment renewal. With the aim to improve the effectiveness and the efficiency of the student experience the review of delivery model is enhanced for providing student services and administration. It believes in providing the student with the best experience to enhance the skills of the student such as a student hub for new formal and informal teaching and learning spaces. It also invests in the digitization and active learning delivery process to develop technical and professional skills (About.uq.edu.au 2018). The typical HR functions are: Planning, resourcing and retention: The planning, resourcing and retention strategies undertaken by the HR are performed in order to plan the manpower of the organization and divide the work to each of the employees as per the job specification and the skill required. Implementing effective retention strategies can help the HR to function and organize the employees to work and perform effectively and efficiently. Retention strategies help to retain the potential employees from the organization (Paauwe and Farndale 2017). Recruitment and selection: This is an essential function of the human resource development which primarily focuses on the betterment of the organization and increases the sales revenue and affects the product margin of the company. The workforce of the organization is relatively chosen by this process and is responsible to recruit and select the right people for the right job with the right skill. Recruitment is done on the basis of the required skill and according to the job description. Training and development: Training and development is a function that is performed by the HR department in order to facilitate the facility and its staff according to the present requirement of the market (Pollock, Jefferson and Wick 2015). This includes approaching with several sufficient training programs that enable the employees to the way of advancement which will benefit to achieve the organization goals. The trainings can be based on the technology advancement, management strategy advancement or for the development of the employees in a particular skill. Remuneration and rewards: Employee remuneration is offered to each of the employees of the organization to compensate and give rewards for the work performance of the employees. it is provided and design in a way which can attract employees to perform their specific job efficiently and effectively. HR focuses on this function to provide the employees towards motivation. Remuneration is a source of income and standard of living for the working employees and affects the productivity and performance of the employees. The methods of remuneration are based upon the companies that affect the working condition of both employee and management. Employee relations: the typical function of HR is to manage employee relations. It is important to maintain an effective and healthy relationship with the employees in order to establish trust and confidence within the organization (Butler and Callahan 2014). In case of any conflict or misunderstanding between the employees or with the managers or simply any dispute within the organization, it is the duty of the human resource department to intervene the situation. The job of maintaining the employee relations in the organization ensure the smooth operations to run in the management. Industrial Relations and Unions: Industrial relations can also be termed as internal policies and procedures that impact the HR activities. For example, the university if is committed to promote the teaching staff, in that case to ensure the employees it is necessary to provide them with the essential training and development programme to make them eligible of promotion. As the university is unionized with respect to formed by the students union, the HR of the university has to engage for the collective bargaining on matters which is presented in order to solve and make better decision on the same. The change in government can enable to a new administration and relation to markets and industries. Industry and Market Conditions: Market conditions are never the same as observed by the history of market in all over the world. The extent of competition in the industry affects the ability of the organization in the entire decision making. The trends are calculated on the basis of the shift of the market growth and availability of the job position (Deming 2017). The ability to equip and train the employee and maintain the assets is a part of planning. In the planning process the external economics can have a significant impact. For example, in the university while hiring the efficient professors and research team members, it is essential to be more selective and economically strong. This shows that building economic factor into human resource plan its a difficult task. Global Labor Markets National and Regional Cultures: Global market and regional culture can affect the decision of the employers as well can stand out to be one of the most challenging factors for the organization. The labors are influenced by their cultural and social views that help them to regulate and create an understanding to make decisions of choosing the employers according to their needs. In the same manner, the social factors can influence HR planning. The equality and diversity accounts are to be maintained to open up equal opportunity for all its employees. For example, the women professors are to be prevented against being discriminated as compared to men professors. This will increase the trust between the employees and the employer (Rees and Smith 2017). Laws, Regulation, Treaties: Employment law is the essential law that needs to be determined by any of the company while recruiting employees. Legal system affects the human resource planning as it changes according to the environment. In many cases, the time to frame and implement the changes it takes time to come into effect. It is important to be update with the new laws and regulations (Bratton and Gold 2017). For example, to reflect employment law changes in the university policy and to implement the same, there can raise a need of a training to make the policies clear and bring it into action. Legislations such as Non Discrimination act, Health Insurance Profitability Act. New and Evolving Technologies: Existing technology and new technology bring about new requirements in skills and specializations, and these in turn increases the need to be aware of the proficiencies ad the training materials and resources in order to make the employees advance while planning human resources. While introducing new services would require recruiting skilled employees or training the existing employees to meet the need. For example, in the time of lecture in the classroom, using the interactive classes such as with the help of projector it will become more attractive and for operating such equipments it is necessary to either train the existing professors or hire new professors. Conclusion From the above discourse, it can be concluded that the Jackson and Schuler HRM model is a useful tool to analyze the organizations global environment such as the technological perspective, industrial relations and unions related to it, global labor and the regional cultures and the overall legislations that need to be framed and amended within the policy and procedure framed within the organization. The University of Queensland is situated in Queensland, Australia engaged in providing research and higher education facilities to the students coming from all over the world. It offers three build campus to its students. The programs offered to the students are bachelor, associates, master and doctoral degree by a great faculty consisting of 17,800 professional teachers. The mission of the university is to provide the students with the superior quality of education and make the world a better place by creating knowledgeable leaders is a vision. The external factors of the university is w ell elaborated in the above discourse where it is clearly visible that the university plans its strategic goals accordingly to extract its source of income by making relations with the non-government and international industries. It is indulged in plans aiming to develop the skills and knowledge of the professional employees in order to make them promote within the university. It offers scholarship plans for the disadvantaged groups to accomplish its vision to make the world a better place. It implements several policies and legal laws to entertain the university environment in a peaceful manner. The recognized external factors affect the extreme decisions of the human resource department of the university. It can observe that the university puts its complete effort to attract the students from across the country along with maintaining its reputation of being one of the leading Research and Teaching Institute in Australia. 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Available at: https://www.uq.edu.au/ [Accessed 30 Mar. 2018]. Rees, G. and Smith, P. eds., 2017.Strategic human resource management: An international perspective. Sage. Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today.Journal of Organizational Effectiveness: People and Performance,1(1), pp.35-55.