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This report sets the context for the second part of the project-assignment in which students are attempting to solve a problem relating to the case study organization by using research literature to...

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This report sets the context for the second part of the project-assignment in which students are attempting to solve a problem relating to the case study organization by using research literature to recommend ways the organization can improve and better align and integrate its existing leadership development and talent management processes.

The purpose of the first part of the project-based assignment is to identify the key challenges that the case study organization faces in attracting and retaining high quality staff. The Capability Review Report provides an in-depth but somewhat dated external analysis of the organizational capability challenges facing the case study organization. The ‘State of the Service Reports’ by the Public Service Commission and ‘People@Work2020’ by AHRI provide insight into generic workforce challenges facing all organizations in Australia today.

The first part of the project assignment needs to demonstrate the student understands the generic challenges facing the case study organization both from its dynamic external environment and from its internal environment. The former requires an understanding of the challenges public sector organizations face in the labour market in attracting high quality employees. The latter requires an understanding of case study organization’s workforce profile in terms of its ‘stock and flow’ (i.e. the workforce size, composition, and changes over time).

The report for the first part of the project-based assignment should contain a clearly designatedIntroduction Sectionthat introduces the case study organization, outlines the types of information used in the report, explains the key issues identified in the report and defines any key terms and concepts used. The Introduction should also introduce the line of argument about workforce challenges being advanced in the report.

The research report should contain aBackground Sectionthat provides an overview of the case study organization including its mission, vision and values, its corporate strategies and an overview of its key workforce management challenges. The Background Section should be based upon a rigorous analysis of information about the workforce profile using HR metrics such as staff absenteeism, staff turnover, staff engagement levels over time and details of any significant changes to the organization that have workforce management implications (e.g. changes in structure, strategy, leadership, culture, resourcing levels).

The report must contain aDiscussion Sectionthat addresses four specific questions:

  1. How did the Capability Review rate the case study organization in terms of the capability assessment model used?
  2. What were the key HR practice areas that the Capability Review highlighted as needing improvement that may have a workforce management implication?
  3. What has the case study organization reported about steps taken to meet the workforce challenges identified in the Capability Review or in response to other more recent challenges such as resourcing, downsizing, restructuring, outsourcing or the introduction of new technology and/or business systems?
  4. What are the implications of generic workforce management challenges faced by the Australian Public Service as reported in recent ‘State of the Service Reports’ or ‘People@Work2020’ that have relevance for the case study organization?

The report must contain aConclusions Section.The Conclusions Section should address the significance of the challenges to the case study organizations from changes in its external and internal environments that may affect whether and to what extent the case study organization is effective in attracting and retaining high quality staff.

Answered Same Day Apr 08, 2020 Swinburne University of Technology

Solution

Soumi answered on Apr 15 2020
139 Votes
4
HUMAN RESOURCE MANAGEMENT
(FOR ATTORNEY GENERAL’S DEPARTMENT)
Table of Contents
Introduction    3
Background    3
Discussion    3
1. Capability Review rating Attorney General’s Department in terms of Capability Assessment Model used    3
2. Human Resource practices needing Improvements that require an implication of Workforce Management    4
3. Steps taken by Attorney General’s Department to mitigate issues of the Workforce    4
4. General Challenges of Workforce Management faced by Australian Public Service that might have implications of Attorney General’s Department    4
Conclusions    5
References    6
Introduction
The Attorney General’s Department is the department under the Australian federal government that maintains justice and law in the country. It is headed by the Secretary of the department, which is why the role of the Secretary is administrative, along with looking after the executive duties (Attorney General’s Department, 2018). This report is based on secondary sources of information, such as the People@Work 2020, Annual Report of the Attorney General’s Department and their Capability Review report. Human resource management (HRM) can be defined as an area of organisational function that requires making strategic decisions and managing the workforce of the company (Cascio, 2018). As defined by Anitha and Begum (2016), employee retention is known as the method used to retain the employees of the company for a long time. The concerned report focuses on analysing the HRM issues of the Attorney General’s Department that can help them to retain their high quality staffs.
Background
The key identify of the Attorney General’s Department lies in delivering policies and programmes that are important for maintaining the justice and law of Australia. Their organisational function have majorly comprised of making frameworks that are solely concerned for maintaining law and order. Hence, the organisation can be considered as a government solicitor due to their advisory role that they play (Attorney General’s Department, 2018). Since the role of the organisation has been such a crucial one and requires not only effective but also justified decision-making; therefore, they maintain a suitable organisational structure of hierarchical nature that involves flow of information from higher to lower gradient (Attorney General’s Department, 2018). This is indicative of the fact that they have to manage a huge and responsible workforce, for which they need to implement a number of HRM strategies.
Discussion
1. Capability Review rating Attorney General’s Department in terms of Capability Assessment Model used
The Capability Review report is an analysis of the capabilities of an organisation in terms of being...
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