Business

1. Group Assignment
Contents
Part 1.................................................................................................................................................2
Operational Context of HRM ...........................................................................................................2
 Training and development:...................................................................................................2
 Compensation:....................................................................................................................3
 Performance Appraisal.........................................................................................................3
 Industrial relations policies and procedures...........................................................................4
 Health and safety programme and Legislation.......................................................................4
Part 2.................................................................................................................................................5

2. Group Assignment
Part 1
Human Research Management Function: The function of HRM (Human Resources
management) is very important and play a key role in the organization. One of the
major role of the HRM is to design a plan for the organization to use its human
resources. Basically, HRM is mainly focused on the Human Resources and it is always
plan a strategy to use Human Resources in such way that the organization can get
maximum profit out of it and it will not affect the personal right of the employees as well.
So, keeping all that in mind while making plan is the role of the HR. (Bianca, 2007)
Operational Context of HRM
A
 Training and development: It is the main role that the HRM must do. It Provide
the knowledge of the job and the skills that are needed for the job. When the new
employee enters the organization even he/she are just beginner or the
experience pro still the organization provide them the basic training to know
about the organization environment. The requirement of this training is because
every company follow different work culture and different set of rules and
boundaries in which the company perform their task and managing their work
force. So, every employee which is newly recruited must have to do this training.
It does not matter whether the new comer is experienced or fresher.
The development part is to enhance the skills of employee to provide him more
responsibility and Raise their rank in the organization. It is important part of the
job of HRM on which the success of the organization is depend and it has great
impact on the profit or the loss of the organization as well.
Aotearoa Institute of Technology also provide the Technical, Vocational and
professional education to their employees as well. Which is quite the essential
part of this institute because as student’s future is depending on it more the

3. Group Assignment
betterment of the training and development high the quality of the education
provides in the Institute. (Human Resource Management, 2012)
 Compensation: The compensation is the other job of the HRM (Human
Resource management). It is defined as the reward or the benefit that the
employee gets from the employer for the hard the employee did for the company
it can be in the form of financial or non-financial meaning it can be money bonus
for the employee or it can it in the form of promotion as well. It has a great impact
on the organization because every employee need motivation when it comes to
work and rewarding the employee give him/her the motivation not only him/her
but all the employees as well as they also start feeling that they can get that
reward as well. Every big industry is depending on their employee’s efforts for the
industry this is the expectation of every company, but the employees have their
expectations as well and satisfying those needs is the job of HRM. Simply define
HRM must design a compensation system in such a way that it will provide the
positive attitude to the employee toward the organization so that they can work
beyond their limit for the company and help the company to achieve the success
in the market industry. (Nazir, 2012)
 Performance Appraisal: Performance Appraisal mean in simple words is to
deeply analyze the quality of work done by the employees and then give rank to
the employee accordingly. It gives rise to the discussion that whether it can be
done by the Manager or supervisor or not. The manager level of organisation
cannot get the overall view of the performance but at some level it makes the job
HRM easy to evaluate the employees on the base of the remark of the employee,
but it cannot provide the true facts to support it. So, for that the HRM analysis the
performance and give remark to the employees. It helps in many action like the
promotion or demotion or the reward and if there any employee who need
training. These all inspect consider with the information that achieve during
performance appraisal. Also, the employee’s future depends on this evaluation,
so employee want any negative feedback in the evaluation and have high hopes

4. Group Assignment
for the future from it. The disciplinary action is also taken after this if needed to
manage the organisation employees and make sure that every employee is
doing their work and that no employees is having any trouble handling his/her
job. (MGM , 2017)
 Industrial relations policies and procedures: Industrial relation policies is
simply mean the relation between the union of the employees and the company's
higher management. Here also the HRM plays a significant role so that there will
be no complications between the employees and the Higher management. This
look easy but it is the most delicate and complicated issue to handle. A little
delay in the best decision can become a reason of loss for the company. So the
HR department has to check that all the rights of the employees should be given
to them and the legal policies that consider the employees should be follow
properly. For example here in New Zealand it is legal policy that the employees
should work 40 hours and it is excluding the extra hours or overtime. The
employees should be informed by the company about their rights and how they
can use them and protect them. If the company is not telling this to their
employees then it is against the legal lawsuits. So it is compulsory that the
employees should be informed about all the term and condition of the company
before taking his/her sign on the company contractor. Employee can file a case
against the company if the company is hiding the information related to the
employee from him/her. So this all is the job of HRM that the issue like this will
rise because not only it give rise to the general problems like the strike , Protest
but also it will put bad impact on the reputation of the company and it will cost the
company a big amount of money. Because as a result company can lost their
precious employees along with the trusted customers of the company. (Indutrial
Relations, 2013)
 Health and safety programme and Legislation: Every company should have
the health and safety programme. It is again the job of HR department that there

5. Group Assignment
should be general information provide about the job and the work environment to
the new employee even if he/she is experienced. The reason for this is every
company have different layout that why the new employees should be provide
the little tour of the company giving him/her the information about the first Aid and
exit plan in case of emergency. There is one New Zealand law act on the health
and safety as well according to which the work place should provide the
protection to their employees from the work place accidents and the risk that the
employees have to take during the work. The HRM role here is to keep an eye on
the work place and remove any hazards that might take place during work. It is
the responsibility of the HRM department that the employees should not face any
kind of mental or the physical damage during work or due to work because only
then the employees can give their 100 percent to the company. Healthy
environment at work place also give rise to innovative ideas as well which is the
basic necessary of the company. It all comes under the act 1974 health and
safety act. (NHS, 2014)
Part 2
C
AIT is more considerate toward providing equality to the employees on the work place
by giving every one equal opportunities and chance to get the promotion and reward
from the Institute. Institute not even considering the cost in this matter. Also the other
main issue the Institute is dealing with the harassment issue and being fair to every
student by providing the biased decision for each and every students. System is putting
all their efforts to ensure that the student as well the as the teacher can get best from
the education system. Same thing is being applying for other employees of the institute
as well. The other factor that keep in check in the institute that the students and teacher
should have mutual understanding so that if the student is facing any problem he/she
can tell that to the teacher openly. Apart from theses thing still AIT is not the institute

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without the demerits. There are some areas that need improvement and for that the
providing recommendations are given below:
When we talk about the equality the first thing that we need to discuss is the
understanding because only then we can find out if the need of each and every person
is being satisfied or not. For that there are some recommendation that we can put into
use:
1. Employees get together events: There should be events in the institute in which the
participation of the every employees of the institute should be compulsory. It will be very
useful for the interaction between the higher management and the employees. This will
help to decrease the gap between them and increase the comfort level of the
employees which visa versa increase the performance level of the employees.
2. Woman Empowerment: There should be one event in the organization in which all
the female employees should take part and open up their thoughts about the work place
in front of all. This will provide them the feel of protection and confident to speak against
the wrong deeds if happen.
3. Socializing events: There should be an event in the organization in employees from
different culture and believe take part and share some information about them and their
traditions. It will encourage other to know some more about them and this will give rise
to mutual respect toward each and also it helps to clarifies the issues between the
employees. Because what happen sometime is the believe of one person can be
become nuisance for others.
4. Reward ceremony: There should be a reward ceremony in the institute in which
students and teachers will be rewarded by the management for their hard work. This will
provide them motivation and goal to them
5. The disciplinary division should do their job properly to prevent the things like
partiality, Bullying and cheating in the institute. Strict action should be taken against the
person if he/she will be charged with any of the above crimes and every employee and
students should have the access to talk to the division about their problems.

7. Group Assignment
6. The personal information of the employees should not be disclosed to anybody like
their culture or religion, Sexual preference and the personal opinion. It should be save in
the system only accessed by the higher management.
7. The process like hiring and providing training should be done with a proper way. So
that when the hired person start his/her job there should be no confusion about the role
and no reason for the rise of any dispute.
8. There should be a arrangement for the employees with kids like any day care centre
inside the facility so they can work without any kind of stress regarding their children.

8. Group Assignment
 Harassment/Bullying –
It is hardest task for any organization to maintain its working environment that they feel equality
and independent to work without any fear or stress factor. The working environment can be
maintained only by educating people about working culture of environment like in New Zealand
working environment. To minimize harassment at work, the staff should communicate and
interact with each other. For instance, no one can pay any employee less than $15.75/ hour if any
employer is doing so then it is a harassment case.
Every employee should be treated with equality, no matter at what position thy are. The higher
authorities must request the staff members for completing a specific task (Harassment, n.d.).
 Prejudices/Biases –
Prejudices or biases can be based on number of factors like age, race, religion, employment
position or on political thinking. There is a nepotism fact that can be type of prejudice which can
be seen mainly in family business by giving first preference and opportunity to you relatives or
close friends consequently going to affect company in long term.
To prevent this type of discrimination, strict guidelines and training should be given to staff about
the working environment so everyone has equal priority towards any job. The human right act
1993 prevents people from getting discriminated in New Zealand culture (Working together:
Racial discrimination in New Zealand, n.d.).
 Ethnocentrism –
Ethnocentrism is when people from different class, race, religion or country work together and
they made groups on based on that in a working environment. It can lead to downgrade the
working culture at Aotearoa institute. It weakens the humanity relations at work
Multilingual culture standards need to be considered and then it might be age of new mentality,
which can be gainful (Examples of Ethnocentrism, n.d.).
 Stereotyping –
Stereotyping can get arise from number of diversity factors like gender, age, religion or
nationality and treat the person based on the history of individual or group. It is most commonly
happened in companies that lower the confidence and self-esteem of other employees.
It is classified as public belief in which one person has Fixed mindset about the specific topic due
to which others have faced discrimination at work. Common example of stereotype at work are
racial, gender profiling, cultures or group of individuals (Stereotype Examples, n.d.).
 Discrimination –

9. Group Assignment
It is common experience gained by most of New Zealand employers according to New Zealand
General Society Survey (NZGSS). The society had taken a survey during 2008-2010 on 17271
respondents and they had found one in ten people has faced some type of discrimination during
last twelve months (Working together: Racial discrimination in New Zealand, n.d.).
It also effects on people mental health.
 Blaming the Victims –
When employees make a complaint against an employer regarding discrimination or biasness
then HRM should take disciplinary action against it and provides a positive environment to the
victim, so the victim can work as before he or she was working. The HRM always must maintain
multicultural working environment (ROBERTS, 2016).
It can be minimized by HRM by taking following steps:
 Offer your main goal with the group and vividly characterize the part every individual
play in accomplishing the broad image.
 Have a qualities, practices and process center as opposed to blaming individuals.
 Before giving sudden reaction to any incident, clear communication should be done to
see it from other angle (Eliminating a culture of blame, n.d.).
 Backlash –
Backlash is termed as if someone is spreading negative thought, behavior on other staff members.
As some companies need an amendment in their strict guidelines which can be bad impose on
staff members. The same issue has happened with aotorea institute. The old policies were
imposed on students and staff members by indirect way of bias views (Backlash, 2017).
Opportunities
 Mutual respect/ acceptance:
To maintain the working environment, the working team should respect each other in every
aspect whether it is a culture or anything. These all things helps to make healthy relation within
staff members and boost the working performance and quality of service of every individual as
there is a cooperation and team work.

10. Group Assignment
 Impartiality / Fairness:
Company should accept diversity as lot of employees are from multi-cultural country. To
maintain the environment, there should be equality for any chance in an organization. For having
growth in institute, HRM should take extra efforts to control it.
 Ethnorelativism:
This concept should be adopted by company that people working in their firm are from diverse
culture and backgrounds and every individual have their own thinking, culture and value. So by
considering Colorblind organization they should hire suitable employee to accomplish the target
with various background people.
 Objectivity:
If Institute is adapting diverse culture staff members, it will help the institute as they will be more
conveniently help their customers from different cultures. Major of unable to satisfy the
customers according to the demands. Staff members from diverse region can accomplish this task
effectively on basis of diversity.
 Empowerment:
If people from diverse cultures must work together, they must respect value, rituals, share
thoughts. So, there will be team work to achieve definite goals. The outcomes achieved are better
than before if there is more collaboration.
 Recognition/appreciation:
Employees respond to appreciation imparted through affirmation of their incredible work since it
asserts their work is regarded. At whatever point agents and their work are regarded, their
satisfaction and proficiency rise, and they are convinced to keep up or upgrade their incredible
work. In addition, at some point worker feel anxious as English isn't their first dialect at work
environment and less friend to share their perspective however if the association give prizes or
thankfulness representative feel certain and perform well to give his best yield toward association.

11. Group Assignment
B – Equality and Diversity guidelines policy of 2017
Issues and Challenges
 Harassment/Bullying
Harassment can be different forms which can be sexual or racial harassment. New Zealand deals
with these allegations on daily basis. It does come under the Employment Relation Act 2000 &
Human Right Act 1993. Under Employment Relation Act 2000, employee has got 90days and
Human Right Act 1993 allows for 1-year time for filing compliant. If an organisation experience
sexual harassment which is in the form of sex talk, sending sex materials as photos, videos or any
visual display, its possible irrespective of gender. Now, racial harassment can be faced by anyone
based on ethnicity or by mocking the accent of certain country. Harassment can also be gender
based such as transgenders were abused for their appearance. This issue will make employees
more with hostile nature (Bullying, harassment and discrimination, 2017).
 Ethnocentrism:
Differentiating different groups of communities and proving one group superior and the other
group inferior. This practice encouraged by employer will prove damaging effect in near future as
diverse group of people might feel inferior and will not perform at their best for organization,
because they feel unwanted which will hinder the liberation of real talent.
Opportunities
 Impartiality / Fairness:
Organization should be more diverse because all people are equal and deserve an equal chance.
By hiring people of various cultures background organizations strive to provide equal chances. In
order to promote their advancement in the organization. They consider it important to take extra
measures to support them.

12. Group Assignment
 Fairness:
Fairness among employees will create a positive workplace environment and this result in 100%
satisfaction of employees and in turn profit to organization.
 Empowerment:
Organization needs to become more diverse because there is a lot to learn from different cultures.
As a result, organization can perform work better and define new goals. Collaboration improves,
staffs develop themselves, and work outcomes are better, because of the different perspectives
that are available at workplace.