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Human Resource Management is a vast field and there are infinite issues related to it, this
paper will focus only on core issues faced by Human Resource Practitioners in Australia
and thus analyse how such practitioners can contribute to achieve high performance
workplace culture. It is indeed necessary to identify these challenges faced by Human
Resource Practitioners in Australia in order to implement and develop effective HR
practices & policies and thus enable the Human Resource Practitioners to achieve a high
performance workplace culture which would be beneficial to the organization. The Human
Resource Practitioners need to identify the external as well as internal influences that will
impact the organization and formulate a strategy to overcome the influences or at least
nullify them. (Stone, 2002). The major challenges that are being faced by Human Resource
Practitioners in Australia are mainly due to the composition of the work force (De Cieri
and Kramar, 2005). The Function of the Human Resource Manager is developing with the
change in aggressive market environment and also emphasizing that Human Resource
Management must play a more strategic role in the success of an organization
The major challenges that are being faced by the Human Resource Practitioners in the
Australian economy are the ageing workforce; Trans gender issues in the workforce,
cultural diversity, globalization and change in technology, skilled labour force shortage and
efficiency. (Baker and McKenzie, 2002, De Cieri and Kramer, 2005) Human Resource
Practitioners toughest challenge is to try and be flexible and adaptable in the corporate
environment. (Kramar, 2002) These challenges have been faced by the Human Resource
Practitioners not only during 2007 but for almost last decade. In the coming pages the
paper will attempt to discuss these challenges in detail and will try to throw light on
important issues.
Ageing workforce has been an ongoing problem for Human Resource Practitioners in
Australia. It has been predicted that more than 80 percent of the projected growth in the
labour force between 1998 and 2016 will be in the 45 years and over age group. (De Cieri
and Kramar, 2005) The Australian workforce is ageing due to increased life expectance
and lower level of fertility. Human Resource Practitioners as well as the employers would
face the issues such as retirement planning, retaining of older workers to avoid skill
obsolescence, control rising costs of benefits and sick leave. (De Cieri and Kramar, 2005)
The Australian workforce has become diverse due to gender representation. (De Cieri and
