Us:25695

A7640

Answer 1
For any organization to function effectively, it must have resource of men (Human Resource),
money, materials and machinery. The resources by themselves cannot fulfill the objectives of an
organization, they need to be collected, co-ordinate and utilized through human resources. And,
the effective management of human resources is also vital. Hence, Human Resource
Management (HRM) has emerged as a major function in organisations.Human Resource
Management is the organizational function that deals with issues related to people such
as compensation, hiring, performance, organization development, safety, wellness,
benefits, employee motivation, communication, administration, and training.
The administrative discipline of hiring and developing employees so that they become more
valuable to the organization.
Human Resource management includes:
conducting job analyses,
planning personnel needs, and recruitment,
selecting the right people for the job,
orienting and training,
determining and managing wages and salaries,
providing benefits and incentives,
appraising performance,
resolving disputes,
Communicating with all employees at all levels. Formerly called personnel management.
Maintaining awareness of and compliance with local, state and federal labor laws.
These are also called as functions of human resource management for the purpose of effect
you utilization of human resource.

Answer 2
The Treaty of Waitangi is a treaty first signed on 6 February 1840 by representatives of
the British Crown and various Maori chiefs from the North Island of New Zealand.
The Treaty established a British Governor of New Zealand, recognized Maori ownership of their
lands and other properties, and gave the Maori the rights of British subjects. The English and
Maori versions of the Treaty differed significantly, so there is no consensus as to exactly what
was agreed to. From the British point of view, the Treaty gave Britain sovereignty over New
Zealand, and gave the Governor the right to govern the country. Maori believed they ceded to
the Crown a right of governance in return for protection, without giving up their authority to
manage their own affairs.[1] After the initial signing at Waitangi, copies of the Treaty were taken
around New Zealand and over the following months many other chiefs signed. In total there are
nine copies of the Treaty of Waitangi including the original signed on 6 February 1840.Around
530 to 540 chiefs, at least 13 of them women, signed the Treaty of Waitangi.

Answer 3
Maori presenting New Zealand with a bicultural perpective,immigration was making the country
multicultural .Until the 1960s most immigrants to New Zealand were British and esaily adjust to
New zealand life. The considerable Duth community who arrived in the 1950s was expected to
adopt local customs. But in the 1970s there were two important changes
First,the and of assistance to British immigrats 1975 challenged expectation that the British
were best potential New Zealand. Form then on, immigrants were to be chosen on non-ethnic
grounds
Second, there were noteworthy movements from different nations. There was a flood first from
the Pacific Islands and from the mid-1980s an expanding number from different spots
prevalently Asia, additionally, from the 1990s onwards, from Africa and the Middle East. By 2006
just 67% of individuals living in New Zealand were only of European blood, contrasted with in
excess of 90% 30 prior year
It likewise influences the Human asset administration rehearses.
Better approaches for occupation are created by distinctive individuals.
New openings for work are shaped

Answer 4
Open Telecom
Telecom New Zealand is a New expansive interchanges administration supplier (CSP), giving
altered line phone benefits, a portable system, a network access supplier (through its auxiliary
Extra), and a major ICT supplier to NZ organizations (through its Gen-i division). It has worked
as a traded on an open market organization since 1990.
It is an open organization Infrastructure of it is exceptionally immense.
Telecom gives a greater number of prizes to representatives than any privately owned business.
Telecom constructed three diverse instructional classes to prepare their future representatives.
Engineering utilized as a part of telecom is quite overhauled in correlation of any private
association.
Private East Pack
It is a Packing House organization which meets expectations for kiwi apples and oranges
packing.eastpack reliably conveys industry-heading plantation door returns (OGR) as a result
of; operational efficiencies, stock administration, and the Grower Owned structure. This is the
reason East Pack has turned into an undeniably engaging post-harvest alternative for Kiwifruit
producers over the North Island.
East Pack's vision is to be World Class, Orchard to Market. We will accomplish this through:
Industry Leading Returns and Financial Performance
Operational Excellence
Augmented Orchard Profitability through Outstanding Customer Service
Making a Sustainable Future

Answer 5
An organization cannot build a good team of working professionals without good Human
Resources. The key functions of the Human Resources Management (HRM) team include
recruiting people, training them, performance appraisals, motivating employees as well as
workplace communication, workplace safety, and much more. The beneficial effects of these
functions are discussed here

Recruitment and Training

This is one of the major responsibilities of the human resource team. The HR managers come
up with plans and strategies for hiring the right kind of people. They design the criteria which is
best suited for a specific job description. Their other tasks related to recruitment include
formulating the obligations of an employee and the scope of tasks assigned to him or her.
Based on these two factors, the contract of an employee with the company is prepared. When
needed, they also provide training to the employees according to the requirements of the
organization. Thus, the staff members get the opportunity to sharpen their existing skills or
develop specialized skills which in turn, will help them to take up some new roles.

Performance Appraisals
HRM encourages the people working in an organization, to work according to their potential and
gives them suggestions that can help them to bring about improvement in it. The team
communicates with the staff individually from time to time and provides all the necessary
information regarding their performances and also defines their respective roles. This is
beneficial as it enables them to form an outline of their anticipated goals in much clearer terms
and thereby, helps them execute the goals with best possible efforts. Performance appraisals,
when taken on a regular basis, motivate the employees.

Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an organization is
largely driven by the work atmosphere or work culture that prevails at the workplace. A good
working condition is one of the benefits that the employees can expect from an efficient human
resource team. A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff members job satisfaction as well.

Managing Disputes
In an organization, there are several issues on which disputes may arise between the
employees and the employers. You can say conflicts are almost inevitable. In such a scenario, it
is the human resource department which acts as a consultant and mediator to sort out those
issues in an effective manner. They first hear the grievances of the employees. Then they come
up with suitable solutions to sort them out. In other words, they take timely action and prevent
things from going out of hands.

Developing Public Relations

The responsibility of establishing good public relations lies with the HRM to a great extent. They
organize business meetings, seminars and various official gatherings on behalf of the company
in order to build up relationships with other business sectors. Sometimes, the HR department
plays an active role in preparing the business and marketing plans for the organization too.
Any organization, without a proper setup for HRM is bound to suffer from serious problems
while managing its regular activities. For this reason, today, companies must put a lot of effort
and energy into setting up a strong and effective HRM.

Assessment task Two

Answer 1
Employment Relation Act 2000

The main legislation governing employment relationships is the Employment Relations Act
2000. The Act provides a structure for employers and unions to negotiate collective agreements
and for employers and employees to negotiate individual agreements.
The Act provides for mediation services to help people resolve their employment relationship
problems. When mediation is unsuccessful the Act also allows employees to seek the
assistance of the Employment Relations Authority and the Employment Court to resolve their
employment relationship problems.
The Employment Relations Act 2000 applies to all employees. An employee means any
person, of any age, who is employed by an employer to do any work for hire or reward under a
contract of service. (Contract of service is the legal term used to describe the contract under
which employees work, as opposed to independent contractors, who work under a contract for
services: for information see Other types of workers: Contractors and volunteers in this
chapter.)
Employees include:

a home worker - that is, someone who works for somebody else in a private home, other
than work on the house or its fittings or furniture

a person intending to work - that is, someone who has accepted a job offer but has not
started to do the work.

The Act covers all employees, whether they are full-time or part-time employees, fixed-term or
casual employees, or adult or young employees.
Health and Safety in Employment Act 2000
The object of the Health and Safety in Employment Act 1992 is to promote the prevention of
harm to all people at work, and others in, or in the vicinity of, places of work.
The Act applies to all New Zealand workplaces and places duties on employers, the selfemployed, employees, principals and others who are in a position to manage or control hazards.
The emphasis of the law is on the systematic management of health and safety at work. It
requires employers and others to maintain safe working environments, and implement sound

practice. It recognizes that successful health and safety management is best achieved through
good faith co-operation in the place of work and, in particular, through the input of those doing
the work.
Holiday Act 2003
The Holidays Act 2003 helps to promote balance between work and other aspects of
employees lives. It was amended by the Holidays (Transfer of Public Holidays) Amendment Act
2008 and the Holidays Amendment Act 2010. This guide includes those changes.
The Holidays Act 2003 provides minimum legal entitlements to:
Annual holidays
Public holidays
Sick leave
Bereavement leave.
Impact: The annual holiday provisions in the Holidays Act 2003 apply even if the employment
agreement is silent on the subject of holidays. he Holidays Act 2003 makes clear that each
component of holiday arrangements must be at least as favorable to the employee as the
entitlements specified in the Act. However, the law does not prevent the employer providing the
employee with entitlements over and above those provided by the Act
Human Right Act 1993
The Human Rights Act 1993 aims to provide protection to the human rights of people in New
Zealand. It seeks to do this in line with various United Nations conventions and covenants on
human rights.
The Act makes it unlawful to discriminate against you because of certain personal
characteristics (prohibited grounds) in a number of areas of public life (for information see
Prohibited grounds of discrimination under the Human Rights Act and Areas of public life
covered by the Human Rights Act in this chapter). A person must be disadvantaged because of
the discrimination. The Act also includes a number of exemptions that allow discrimination when
it would otherwise be unlawful under the Act.
The Human Rights Act also specifically bans sexual and racial harassment, and bans people
from inciting racial disharmony.

The rules in the Human Rights Act apply to discrimination by private organisations and
individuals. Discrimination by the government and other public bodies is covered by the New
Zealand Bill of Rights Act 1990.

Privacy Act 1993

The Privacy Act 1993 aims to promote and protect individual privacy.
The Act establishes information privacy principles for:

the collection, use, disclosure and storage of personal information by agencies, and

Access by each individual to their personal information.

The Act also regulates public registers. Examples of public registers are rates databases, dog
registers, land registers, transport registers and the electoral rolls.
The Act provides for the appointment of a Privacy Commissioner. The Privacy Commissioner
has the power, among other things, to issue codes of practice and investigate complaints about
interferences with privacy.
The Act contains information privacy principles to guide agencies about the:

purpose for which personal information may be collected (principle 1)

permitted sources from which personal information may be collected (principle 2)

obligations of agencies when they collect personal information directly from the
individual concerned (principle 3)

manner of collection of personal information (principle 4)

storage and security of personal information (principle 5)

access to personal information (principle 6)

correction of personal information (principle 7)

checks on the accuracy of personal information (principle 8)

retention of personal information (principle 9)

limits on the use of personal information (principle 10)

limits on the disclosure of personal information (principle 11), and

use of unique identifiers (principle 12).

Treaty of Waitangi Act 1975

The Treaty of Waitangi is an agreement, written in both Maori and English, between the British
Crown and Maori chiefs in 1840. It enabled the British to establish a government in New
Zealand and confirmed to Maori the right to continue to exercise rangatiratanga.
The Treaty is generally regarded as New Zealands founding document and influences the
relationship between Maori and the Crown. Today, the Treaty is one of the factors taken into
account when Parliament makes laws or when the courts interpret laws that refer to the treaty. It
also influences public decision-making when there is specific reference to the treaty in
legislation.
The Treaty was first signed at Waitangi in the Bay of Islands on 6 February 1840 with some 40
chiefs present. It was then taken around the North Island and South Island for signatures in
the end 512 chiefs, including men and women, put pen to paper and agreed to the terms of the
Treaty.
The Treaty of Waitangi is not one large sheet but a collection of nine documents. Eight of the
nine sheets were signed in to reo Maori. Only 39 chiefs signed the English sheet presented at
Manukau Harbour.
Minimum Wage Act 1983
The purpose of this Act is to provide for minimum wages in New Zealand and provides for their
annual review.
It provides for minimum wage rates and a maximum working week.
Minimum pay
There are three minimum wage rates:

the adult minimum wage applies to all employees aged 16 and over who are not new
entrants or trainees

the new entrants minimum wage applies to employees aged 16 and 17 except for those
who have completed 200 hours or three months of employment, whichever is shorter; or
who are supervising or training other workers; or who are trainees

The training minimum wage applies to employees aged 16 and over who are doing
recognized industry training involving at least 60 credits a year.
There is no statutory minimum wage for employees who are under 16 years old.

References
G.A.S Fernando (2014) present business information (PowerPoint slides) retrieves royal
business college,
Human recourses management (2014).retrieved. From
http://humanresources.about.com/od/glossaryh/f/hr_management.htm
Treaty of Waitangi(2014).retrieved. From
http://www.nzhistory.net.nz/politics/treaty-of-waitangi
Human right act 1993.retrieved. From
http://www.communitylaw.org.nz/community-law-manual/chapter-4-human-rights/human-rightsact-1993/
Holidays act 2003.retrieved from
http://legislation.govt.nz/act/public/2003/0129/latest/DLM236387.html