8 References Minimum
References
References
References Minimum
References
Minimum


45 8 References Minimum.

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8 References Minimum. (Harvards Style Referencing) Details Models of reward and the labour market differ, in particular approaches adopted toward regulatory intervention in the setting of wages and other terms and conditions of employment. The interests of key stakeholders in the employment relationship also differ. Two concepts are crucial to understanding these differing approaches and interests. The impact of supply and demand in the labour market and the need to achieve social equity. This assessment focusses on the application of the two concepts to the case study. Case Study You are the Human Resource Manager, New South Wales, for Premier Health Care (PHC). PHC operates a number of private hospitals and other health care facilities within Australia and overseas. As HRM, NSW, you are responsible for the recruitment and selection of all employees at the 18 private hospitals run by PHC in NSW. The hospitals are located in Sydney, Newcastle and major regional centres throughout NSW. All of the hospitals have obstetric facilities, including maternity and neo-natal wards. There is a skills shortage in regional areas throughout Australia for appropriately qualified midwives making it difficult to adequately staff obstetric services. All of the hospitals have their own in-house catering facilities. The bulk of employees who work in the catering facilities are employed on a part-time ongoing basis and are not required to have any formal qualifications to carry out their work. There is no shortage of candidates for these positions. You are also responsible for contractual arrangements with a labour hire firm, Flexible Remedies (FR), for the provision of grounds and landscaping services for all of the hospitals. The significant majority of FR's employees are employed on a casual basis and hold few, if any, formal qualifications. In addition to FR's contractual arrangements to provide grounds and landscaping services to AHC, PR also provides contract labour for other horticultural purposes, including fruit picking. Question 1 As Human Resources Manager, NSW, PHC, explain the implications of the level of supply and demand in the labour market in the recruitment and retention of: Midwives, both in metropolitan and regional areas; and The part-time catering employees referred to above. Answer Can Include: * What is the level of supply and demand for midwives and part-time catering employees for the purposes of the question? * We know that labour markets comprise buyers and sellers. What HR functions/practices are involved in influencing the decisions of prospective employees and retaining those employees? * What is a labour market? - on what lines might a labour market be organised? * What is the level of supply and demand for midwives and part-time catering employees for the purposes of the question? Does the level of supply and demand differ? * Does the case study reflect the "real world" or current labour market stats? * We know that labour markets comprise buyers and sellers. What HR functions/practices are involved in influencing the decisions of prospective employees and retaining those employees? * What would you need to consider as HRM in these circumstances? How would you attract and retain: Midwives? Part-time catering employees? * As Human Resource Management are you a buyer or seller? * How much influence do prospective employees - midwives and part-time catering staff- have in negotiating their terms and conditions of employment? * What types of rewards would you offer to attract and retain them? Question 2 You are a union official for the union that has coverage of the majority of FR's employees. Explain the key arguments that support regulatory intervention in the setting of wages and other terms and conditions of employment for FR's employees. Answers can Include: * What are the implications of supply and demand for FR's employees? * How much influence do FR's staff have in negotiating their terms and conditions of employment? * What does the FWA seek to do for low paid workers? Why? * What would happen to FR's landscaping and horticultural staff if the FWA did not exist? * Does the case study reflect the "real world"? - Supply and demand - Under employment - unemployment * What contemporary events might be considered in the recruitment and reward practices of some labour hire organisations? Please retain from exceeding one-thousand, & two hundred words, as this is for year 12 case study.

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