Send the link below via email or IMCopy
Present to your audienceStart remote presentation
- Invited audience members will follow you as you navigate and present
- People invited to a presentation do not need a Prezi account
- This link expires 10 minutes after you close the presentation
- A maximum of 30 users can follow your presentation
- Learn more about this feature in our knowledge base article
Human Resource Management Project - RMIT HR
Transcript of Human Resource Management Project - RMIT HR
- assist staff in knowledge development
- develop and implement the strategies
- Primary and Secondary data
- Indicate employee relation issues on interpersonal conflict,under-performance and misconduct
- explanations and causation
RMIT HR unwilling to disclose too much information
topic: employee relations, not inc. other HR topics
Primary Data collection:
Human Resource Management Project-
"The university brings knowledge with reach through education and research to enrich and transform the future of individual, cities, industries and nations"
"RMIT will be a global university of technology and design. RMIT will focus on creating solutions that transform the future for the benefit of people and their environment"
Hiring more Case Management human resource specialists
Training all managers to have the same corporate culture and values
- hiring more Case Management human resource specialists
- Training all managers to have the same corporate culture and values.
15 years employee
Ongoing performance and behaviour issues
Had favourites, did not get along with peers
Unwilling to change and did not attend meetings during Performance Improvement Plan
Secondary Data collection:
Theory from textbook (Human Resource Management)
Theory from online
not getting along with peers
not meeting KPIs
not accepting responsibilities as manager (lack of communication with team, led to inefficient production of projects)
not accepting responsibilities as employee (avoidance of given tasks, not attending Performance Improvement Plan meetings
having favourites + treating staff unequally = unacceptable work behaviour
End of Presentation
Analysis. (2014). [image] Available at: http://www.researchrockstar.com/wp-content/uploads/2011/03/bigstock_Graph_analysis_11233205.jpg [Accessed 16 Oct. 2014].
Bratton, J. and Gold, J. (2012). Human resource management. 1st ed. New York: Palgrave Macmillan.
Corporate Value and Culture. (2014). [image] Available at: http://cdn2-b.examiner.com/sites/default/files/styles/image_content_width/hash/04/6d/046d1d327abda75b9d2f2fe197cebc2c.jpg?itok=47bUN6N2 [Accessed 16 Oct. 2014].
Gough, M. (2014). People Plan to 2015Realising strategy through high performing people.
Human Resource Management picture. (2014). [image] Available at: http://covers.booktopia.com.au/big/9780230580565/human-resource-management.jpg [Accessed 12 Oct. 2014].
Imani, F. (2014). What Is Misconduct in the Workplace?. [online] Small Business - Chron.com. Available at: http://smallbusiness.chron.com/misconduct-workplace-16111.html [Accessed 13 Oct. 2014].
Thank you for listening.
What is causing these issues?
diversity: different culture background, life experiences, work experiences, values and personalities
personal barrier to accept diversity
not having required skills for the job position
lack of communication skills and organisational skills
lack of communication
lack correction of unacceptable behavior
Through findings and analysis:
caused by personal barrier to accept diversity in workplace and give equal opportunities to different employees.
may be due to not having required skills for the job position, also because of not undertaking and performing job responsibilities.
may created by lack of communication and correction of unacceptable behavior.
Skills vs Wills: Under-performance
may also be considered as
due to existing skills but lack of will in improving performance.
Interview with RMIT HR senior advisor. (2014). [Recording] Available at: https://www.dropbox.com/s/t3fsggg0rnjjoov/JJ.m4a?dl=0 [Accessed 9 Sep. 2014].
Introduction leadership. (2014). [image] Available at: http://www.actioncoach.com/siteFiles/photos/articles/Leadership_An_Elusive_Attribute_Critical_To_Business_Success.jpg [Accessed 16 Oct. 2014].
Limitations. (2014). [image] Available at: http://1wpnews.files.wordpress.com/2013/02/limitation-plane.jpg [Accessed 16 Oct. 2014].
RMIT HR logo. (2014). [image] Available at: http://www.digital-ethnography.net/storage/rmitlogo.jpg?__SQUARESPACE_CACHEVERSION=1362346207927 [Accessed 10 Oct. 2014].
RMIT, (2014). RMIT Strategic Plan 2015. [image] Available at: http://mams.rmit.edu.au/lwcbqa77mwt01.pdf [Accessed 24 Aug. 2014].
Terminating an Employee – Serious Misconduct v Underperformance. (2014). 1st ed. [ebook] HIA.com.au, pp.1-4. Available at: http://media.hia.com.au/emails/whatsnew/qld/documents/2012/NAT%20-%20NFSIRR0848%20-%20Terminating%20an%20Employee-%20Serious%20Misconduct%20v%20Underperformance%20200411.pdf [Accessed 10 Oct. 2014].
Training. (2014). [image] Available at: http://www.sailingscuttlebutt.com/wp-content/uploads/2014/09/training.jpg [Accessed 14 Oct. 2014].
Week 10: Diversity. (2014). .
Week 12: performance management and appraisal. (2014). .
Yourcareer.rmit.edu.au, (2014). RMIT - Your Career at RMIT - Position Details. [online] Available at: http://yourcareer.rmit.edu.au/jobDetails.asp?sJobIDs=549621&stp=aw&sLanguage=en [Accessed 14 Oct. 2014].