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In the last decade or so Australia has experienced a major change in the structure of employment from the standard full-time workers to new and ever growing forms of non-standard employment such as part-time work casual work contractors and so on The driving force of this change has been the phenomenon known as globalisation which has forced Australian companies to compete on the international arena with other major businesses in a search for profits as this competition grows businesses in Australia have been exploring ways to increase performance and cut costs in order to become more productive and efficient which in turn resulted in the adoption of employee flexibility Many factors have impacted on these decisions these factors include the vulnerability of Australian business to global competition and the deregulation of employment relationships Hartmann L Patrickson M 2000 however with theses changes new human resource practices are needed to manage the growing numbers of non-standard and externalised employees within organisations The purpose of this paper is too look at the casual workforce within a business with special attention upon flexible firms composed of a functionally flexible core of full-time workers surrounded by a ring of numerically flexible casual workers Atkinson J 1984 1987 the aim includes determining what strategic human resource strategies and approaches would be best for their management whilst at the same time keeping in mind the focus and aspirations of the business What is Strategic Human Resource Management To tackle the issue at hand it must first be determined what human resources management is and furthermore what is strategic human resources management Stone RJ 2005 defines human resource management HRM as the ongoing process of managing people within the employer-employee relationship and thus involves the productive use of people in achieving the organisations strategic business objectives and the satisfaction of individual employee needs Strategic human recourse management SHRM on the other hand is the idea that human resource management can
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