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The Evaluation of the role of the Strategic Human Resource Management

Table of Contents

1.INTRODUCTION................................................................................................................................3

2 ROLE OF HUMAN RESOURCE MANAGEMENT............................................................................3

3. ADVANTAGES OF HUMAN RESOURCE MANAGEMENT............................................................3 3.1 Cost and Time Effectiveness................................................................................................3 3.2 A Competitive Advantage....................................................................................................3 3.3 Managing Disputes...............................................................................................................4

4. THEORETICAL FRAMEWORKS.......................................................................................................5
4.Psychological contract ..........................................................................................................6
4.2 Unitarist Framework...........................................................................................................6 4.3 Pluralist Framework ...........................................................................................................7 4.4 Marxist Framework.............................................................................................................7 4.5 Suggested Framework of HRM...........................................................................................7

5. LEGAL CONTEXT............................................................................................................................8
5.1 Regulating Work in Australia...............................................................................................9
5.2 Issues the Australian government are attempting to balance with laws............................10 5.3 Provisions of the Fair Work Act (Cth) 2009 regarding the comments of Ms. Cutter.........12

6. CONCLUSION AND RECOMMENDATIONS................................................................................12

7. REFERENCES.................................................................................................................................14

1. Introduction
In the ever growing and increasing modernisation of the workplace, we are constantly changing and redefining the processes and meanings of Human Resource Management. HRM deals with the management of both employees and employers and thus encomposses a variety of roles within the oganisation. One fundamental concept of HRM in current organisations is the ability for management to understand disputes, employee’s rights, industrial relations and the ethical responsibility in context with the legal, political and socio-cultural factors as it plays a significant role in forming a strategic structure for the business to implement. Whilst discussing these contexts, the issue for organisations to implement a suitable yet effective theoretical framework must be determined as these approaches will affect how HRM operates within the workplace as well as its defining role within the organisation.

2. Role of Human Resource Management
Employees are the most important asset within a business thus exemplifying the importance of HR in an organisation. Industrial Relations is the relationship between employees and employers, it’s a crucial role in which HR is responsible for. The conflict resolution process is a main component of industrial relations and is relevant regarding the case. Ms Cutter mentioned that “All you get is conflict so why bother trying to change things”. Whilst this statement may be true to some extent, there are many mechanisms implemented to prevent and resolve such conflicts within the workplace which will be further discussed in the report....
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