HR Management and Organisational Behaviour



HR Management and Organisational Behaviour

Introduction

The human resource management has been so many metamorphoses since its infancy in the 1960s, thanks to a rapidly changing, marked by technological change, rapid integration of international markets and partnerships, which consequently produces a competitive environment and turbulent since the beginning of the 21st century. Hence, it became necessary to have tools that contribute business performance and strengthen its competitiveness and profitability. To do this HRM developed skills through training, capacity measurement, increases motivation through incentive systems as the application of practices and organisational tools that come in management approaches and systems to achieve strategic goals and objectives covered by the organisation using management tools like planning and management planning of human resources (Armstrong, 2009, pp. 96).

In the true sense of the term, HRM is the management of people in work organisations. It is to achieve the best possible match between the jobs of the business and human resources available to ensure a satisfactory level of performance. Today HRM became autonomous scientific discipline in science management from a process engineering resources, which consists of the segmentation of the activities of the human resources function in the areas of specific activities and operational takes place in several stages and which generally refers to a few areas: assessment and needs identification, recruitment, training, remuneration and motivation. In this perspective, organisational effectiveness and sustainability of a company depends on the consistency and performance of each of these areas. In Australia, large companies and organisations give more importance to the management of human resources. The objective of this paper is to discuss the operation of HRM in the Australian mining sector to achieve greater operating efficiency and the discovery of its contribution in the mining sector. To better understand our research we will process into two parts: one going to be devoted to the cross cultural HRM as well as inter organisational communication and team dynamics. The other part will give a panoramic view of the functioning of HRM in the Australia mining, oil and gas industry and practical field analysis proven by a case study referring to the: the BHP Billiton.

Company overview

BHP Billiton is the world's largest mining, oil and gas company headquartered in Melbourne, Australia and with a major management office in London, United Kingdom. BHP Billiton was formed in 2001 through the merger of the Australian Broken Hill Proprietary Company Limited (BHP) and the Anglo-Dutch Billiton plc. It has a dual share structure. While BHP Billiton limited is listed on the Australian Securities Exchange and is part of the FTSE 100. The company operates a wide range of mining operations in 25 countries, including iron, diamonds, manganese, coal (coking and thermal), copper, nickel, oil and bauxite.

Cross Cultural HRM

HRM is a set of practices of management aimed at mobilizing and developing human resources for greater performance of Company. This activity should aim to improve cross-communication, while upholding the organisation of Company. Human resource management is an organisational function, focused on mobilizing and developing ...