Comparing Hrm Practices in Australia

Abstract This essay discusses virtually how it is impossible to comp atomic number 18 S come forwardh-East Asiatic Human alternative practices with those employed in Australian companies due to substantial discordences in organizational, legal and soci adequate to(p) environments. In the political view, authoritiess from south-east Asian companies and Australian companies atomic number 18 compargond found on their conformity with the grasp rights and standards. age in the legal aspect, the Australian tractability on projection justice and the Philippine labor enroll which states separatewise is discussed and how Australian and Philippine HRM practices atomic number 18 affected. Lastly how culture, norms, perspective, and the affectionate environment of Australians and Philippines bewilder factors in HRM toilsome to lay out rules regarding tardiness and absenteeism of employees and how Australia universe a first founding democracy and Philippines cosmos a third world land affect product line design.An bird of Jove who was natural an Eagle, chow chow how other Eagles do, surrounded by other Eagles, and flies as high up as other Eagles scourtually grows up to become an Eagle while a Falcon who was born a Falcon, eats how other Falcons do, surrounded by other Falcons, and flies as fast as other Falcons eventually grows up to become a Falcon. The comparison of Human Resource wariness practices between south-east Asian companies and Australian companies is both like the Eagle and the Falcon.Depending on the countrys society, government and cultural beliefs, practices of worldity alternative managing of companies differ in approach. Differences of Human choice anxiety practices in connection with the political aspect between some south-east Asian countries and Australia can be differentiated by how well the countrys governments claver to companies in the country the strict accord on practicing and respecting labor rights a nd labor standards rectify by the International Labor Organization. non a single country has labor laws that be in full compliance with ILO Conventions No. 87 and 98, and the average strike off in the region (south-east Asia) for de jure labor standards (DJLS) is 69 (out of coke) (Caraway, 2010). With this, forgiving resource management practices be somewhat sub standard in south-east Asian countries. Labor rights of employees ar not world strictly imposed. In the Philippines for frame tend, career development of an employee is not a sight disposed attention by HR theatre directors of companies.Trainings, seminars and certifications of various skill requirement fees are shouldered by employees or are required from persons applying for a specific mail in a company. Most employees mother out minimum recompense, little to or no benefits at all, and most of the time they are not compensated for overtime lick rendered to the company. The voice of labor unions is often lay on deaf ears. W hereas the government of Australia imposes genuinely strict Labor laws in which employees get the most out of their employment.Wages are above minimum, weekend schedule rates are higher than weekday lop schedules, and overtime work rendered for the company is properly noted and compensated. course advancement, trainings and certifications required for certain skills by the law are often shouldered by company. Worker safety is closely given emphasis in Australian companies beca usance the government ordain hold the company unresistant whatever ascertains to the employee with regards to safety during works hours. Australian law is precise lenient and flexile regarding labor and legal matters about employee and employer relation.The Australian government lets the individual states regulate its ingest labor law. For example the minimum wages in Melbourne whitethorn differ from that of new-fashi unrivaledd South Wales and as such. Also maximum working ho urs per week are slump for all employees whether part time or full time. Further more(prenominal) international students and vacation workers are given working privileges provided they alike pay taxes and with limitations. in that locationfore as an HR manager, the scope of potential employees are not limited to citizens of Australia or those with working visas however.An Australian HR manager should base his or her decisions with regards to the diversity of culture within the company. date in south-east Asian companies, HR managers are not faced with the like scenario. In the Philippines for instance, Only Filipino citizens or corporations, partnerships or entities at least cardinal percent (75%) of the authorized and voting with child(p) stock of which is owned and controlled by Filipino citizens shall be permitted to participate in the recruitment and placement of workers, locally or overseas. (Labor code of the Philippines, art. 7), therefore in a Philippine company m ostly Filipino employees are working there. An HR manager practices decisions and makes plans based on the culture of the Filipino battalion. The affectionate environment affects Human resource management practices by putting into account what the prune of standard norms are accepted in the society. One example of this is the development of human resources as influenced by the companys demographic location. As stated in the journal made by Kim, 2012 social development can be define and applied in various situations.Compared to social, societal is often used by social scientists when they are referring to the influence of societies, or things arising from the conditions hard-boiled by society. Although there is no certain(prenominal) or universal way as to how human resources should develop, it is often how each and every(prenominal) employee perceives what the norms are in their society do they act upon the boundaries of right and wrong. Human resource managers should base their actions and plans to fit the employees attitudes and environment.In the Philippines for example, most Filipinos possess the bad habit of being late most of the time. A major(ip) cause of this is that the roadway and public lift system is poor which in crease results to heavy traffic during rush hours. This being a problem which persisted for years now, the people got used to this system which eventually became a habit to them. And this being a public scenario in the society, the people began thinking that the attitude of being late is within the norms of the society. While here in Australia, public enthrall system and roadway systems are very efficient.People tend to get to their destination a lot faster and with ease. And because of this company policies in both countries differ regarding employee attendance and tardiness. pursuance is an example taken from the staff manual of arms of the staff of (St. Scholastica College Manila, 2006) in the Philippines regarding abse nteeism and lateness. UNDERTIME AND TARDINESS Note that 1. In spite of a first offense, unity can slake earn 100% of the merit pay. 2. In spite of a second offense, integrity can still earn 75% of merit pay. make out of Offense Frequency (Cumulative)Sanction First2 hoursOral Reprimand Second4 hoursFirst compose Warning Third6 hoursSecond Written Warning Fourth8 hoursSuspension 3 days Fifth10 hoursSuspension 5 days Sixth12 hoursSuspension 10 days, letter of commitment required upon choke to work Seventh14 hoursDismissal As you can apprehend from the example there are half a dozen levels of punishment before resulting to a departure or bourne from work. This is because the company is more lenient to the employees because of being late is one bad habit of Filipinos which is rampant within the society.While in Australia there are not that many stages before termination when it comes to absenteeism and tardiness. An example is that a workplace policy of a business in Austral ia has two groups sort out I These types of actions may result in immediate discharge Excessive absenteeism heedless of reason Group II These types of actions may result in a scripted standard followed by suspension and/or termination absence and tardiness without reasonable cause, Absence from Salon without permission (BHA Salon oeuvre Policy & Procedure Manual, 2011).In regards with the policy in an Australian company, tardiness in the workplace will result to a written warning which will then be followed by a suspension and then termination if excessive absenteeism is done by an employee. There were not some(prenominal) warning given to the employees with regards to tardiness and absenteeism because here in Australia, tardiness doesnt happen often and isnt considered a social norm. Another point to look at is that, Philippines is a third world country whereas Australia, being a first world country, has good sets of policies laid out for human resources.Employees are not exp loited here in Australia. Whereas in the Philippines, take nurses as an example, the nurse to patient ratio is one nurse is to twenty patients sometimes even going as high as fifty patients per nurse. Hospital administrators, primarily those working for government hospitals, are not able to hire extra workforce because of the miss in calculate to pay for those additional nurses. Instead they turn their sights on saucily graduated and fresh nurse permit holders. Hospitals open courses which offer them on the job training and work experience.By doing this, the hospital has answered the bespeak for additional workforce through the use of fresh nurses wanting to have work experience background on their resumes. So in a work sphere of influence the core of the work force comes from new nurses who recently acquired there nurse license. here in Australia, hospitals have ample amounts of budget therefore having the means to adhere to the pattern nurse to patient ratio. Not only tha t, hospitals are better equipped in making a nurses job a lot easier and much safer. thence nurses are motivated to give out better work output by delivering quality nursing care to patients. Therefore an Australian companys human resource manager may have this set of plans, criteria or models, whereas an HR manager in a south-east Asian company may the same or not. So to an extent it is impossible to equate the practice in human resource managing because there are a lot of factors to consider just like the bird of Jove will always be an eagle so as a hunt down will always be a falcon.