This report has been prepared to analyze the impact of VISA 457. A news article has been analyzed to perform this study and found that how every individual have different thought about the job and experience. It has been found that generally people believe that a person learns from the real life experience rather than the books and under any mentorship. This report depict about the government’s decision about VISA 457, its pros and cons and the ethical responsibilities of an organization which must be performed.
VISA 457 is a temporary VISA which is given to the government of Australia to the skilled labor. It allows the skilled workers to come into the nation and give the services to the approved business. If the business is listed, than this VISA is applicable for 4 years or if business in not listed on MLTSSL than only 2 year VISA could be granted. This VISA allows the other persons which are not from Australia to come into Australia and perform the give their services to the business (Wright, 2017).
This article has been analyzed and it has been found that every human being of Australia have different prospective about allowing the people from outside to work into the nation. It has been analyzed that due to this VISA, individual of Australia are not able to get the job. Thus the Australian government has taken a step for the VISA 457. Australia is planning to launch this VISA into other category so that the Australian people could get the job on priority basis (Pha, 2017). Government has decided to take a further step for replacing this VISA due to high unemployment rate in the nation and it has also been found that government is offering the replacement due to high demonization among the youth of the nation (Needs, S.A.S, 2017).
Recently, government has decided that they would just replace this VISA by a new VISA which would be temporary and thus the companies in the nation have to recruit the employees from nation itself. This would enhance the national interest and brightest and best of the nation and youths. Government has also planned to raise a fund for new trainers in the nation so that they could be developed to work well and efficiently (Puschmann et al, 2017).
There is various significance of VISA 457 which are enhancing rapidly. VISA 457 allows the foreign workers to offer their services in the nation and due to that the economics of country get enhance as the best of the work has been done in the organization which directly impacts over the economy of the Australia.
VISA 457 allows the organization to retain the best employees so that the cost could be reduced and the growth of the organization could enhance rapidly. It also allows the organization to save the training cost as the skilled labor is already trained in their work and thus they are offered the quality work to the client. It has been analyzed that through this VISA the quality of the products get enhance and there are many other factors which enhanced due to this VISA 457 in Australia. Through VISA 457, it also becomes easy for the stakeholders to believe in the company (Rakoff and Goldstein, 2017).
Meanwhile, VISA 457 also has some cons which are even bigger than the pros of VISA 457. It has been found that VISA 457 is affecting more the economy of the Australia. Due to VISA 457 the unemployment rate of company is enhancing and the issues are enchanting rapidly in the country. It has been analyzed that due to VISA 457, youth of the country is not happy. VISA 457 does not allow the stakeholders to come into the nation and analyze the worth of the company.
It has also been analyzed that whether the workers are skilled or not in the first phase but with the time the quality and knowledge about the job enhances rapidly and it has also been analyzed that due to VISA 457, the government of Australia is facing many issues and thus they are planning to replace this visa by a temporary visa so that the employment could be given to the youth of Australia on priority basis (Slobodin, 2017).
Thus it has been analyzed that there are many pros and cons of VISA 457 in Australia’s government, businesses of Australia, economy of Australia etc. and it has also been found that the planning of replacement is quite better.
It is commonly said that an organization is an integration of society and thus there is some responsibility of organization to do something for the society. An organization is ethically responsible for resolving the issues of society and try to not to harm society intentionally. Ethical responsibility allows an organization to be in the market for a long time.
In case of VISA 457, it has been found that the organizations of Australia are also responsible for their society and thus they must offer employment to the youth of Australia rather the foreign workers so that the youth could get job. In this case, the main issue of the company is skilled labor but it has been analyzed that only 10% knowledge could be get through education rest of the skills are learned by the human on his or her workplace. Thus organizations could train the employees and can also make them skilled to do the work effectively and efficiently (Slobodin, 2017).
Conclusion:
Through this report, it could be said that VISA 457 is creating many issues in the country. It has some pros as well as cons. VISA 457 is a temporary VISA which is given to the government of Australia to the skilled labor. It allows the skilled workers to come into the nation and give the services to the approved business. Thus it has been analyzed that there are many pros and cons of VISA 457 in Australia’s government, businesses of Australia, economy of Australia etc. and it has also been found that the planning of replacement is quite better.
This report has been prepared to analyze the role of 70:20:10 model in an organization. This report explains the users about the comparison of this model with other model and offers the benefits of this model in the organization. 70:20:10 models are used for training and development of professionals in such as way that they could utilize the minimum resources at their maximum. This model has been invented in 1980 by 3 researchers.
This model depict that an individual human being holds 70% of their skills and knowledge from the experience at workplace, 20% of their skills and knowledge from interaction with other people and 10% skills from their education. This model is concerned to be of the highest value as to offer the guideline for the organization to seek to maximize the enhancement and effectiveness of their learning, development events through many inputs and other activities (Noe et al, 2006). This model depict that the experience at workplace is most essential for every individual to enjoy the enhancement and growth.
This model is a traditional model which offers the knowledge and skills of an individual. This model has been compared with many other available tools and techniques and it has been found that the explanation of 70:20:10 model is quite perfect. Practical knowledge and workplace knowledge is the one which enhances the skills of an employee. It has been found that the strategy of 70:20:10 model is better than other models.
This model helps the human resource manager of the organization to analyze the employee’s performance and help them to enhance by engaging them in the new task according to their skills and knowledge so that their 10% skills and knowledge which they have got from their education system and event and 20% skills which has been got from other people could be enhanced to 100% by understanding the concepts and working strategy at workplace. This strategy is quite older but still it offers the best of the assistance to the human resource management of the company (Storey, 2007).
This strategy has been found in 1980 but still people an organization are accepting the concepts of the theory and applying it into the organization to analyze the factors and aspects of the organization. Currently many modern theories have also been entered into the market but still organizations believe that 70:20:10 model concepts are far better and it helps the organization in making the best of the strategy.
Training and development offered to the employees to enhance their productivity and achieve the goal quickly could be enhanced as this helps the organization into understanding the process of emerging the skills and knowledge of the employee. This helps the organization and trainer to understand the level of employee so that the best training could be offered to them (Armstrong and Taylor, 2014.). Training and development is the key element of HR department in an organization. It is essential for the organization to provide a better training program to every employee so that each employee could work efficiently.
This model offers the best idea about training and development to the employee as this model makes the trainer understand about the level of knowledge of employees so that trainer could provide the training accordingly. It has also been analyzed that this model easy to understand and better to implement to offer the best of the knowledge to the employees.
Thus it could be said that this model is far better than other available models in term of human resource management and to offer the best of the training to the employees so that their productivity could be enhanced and it would directly make an impact over the performance of the organization.
70:20:10 models has been analyzed through many articles and books and it has been found that this model is one of the best model to offer the best training program to the employees of the organization. This model is significant to organization as well as employee. This model is concerned to be of the highest value as to offer the guideline for the organization to seek to maximize the enhancement and effectiveness of their learning, development events through many inputs and other activities (boxall and Purcell, 2011).
Strategies are the essential element for every organization to analyze and make the organization and its employees enough capable to meet the organizational and individual objective. This model depict that the best of the strategy could be made by the human resource department to train their employees. These strategies are made after analyzing the level of knowledge and skills of an employee and after it, these strategies are applied so that the best result could be achieved by the organization through it.
It has also been analyzed that the outcomes of these model are quite significant and always offers the best of the result to the organization. Through analyzing many reports it has been found that these models offer the best outcome to the organization to grow rapidly and enhance its operations (Brewster and Hegewisch, 2017). These outcomes are evaluated by the organization and apply the model accordingly in next year.
Thus it could be said that 70:20:10 models is the significant model for every related party.
Conclusion:
After analyzing the report and a study over 70:20:10 model it has been found that this model depict that an individual human being holds 70% of their skills and knowledge from the experience at workplace, 20% of their skills and knowledge from interaction with other people and 10% skills from their education. It has also been found that this model is quite helpful for the organization to achieve the objectives and it is better than other available models.
References:
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Needs, S.A.S., 2017. The Potential Benefits of Reforming Migration Policies to Address South Australia’s Needs. Retrieved from https://www.adelaide.edu.au/saces/docs/publications-reports/migrationpolicyprojectreport1.pdf available on 17 June 2017.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2006. Human resource management: Gaining a competitive advantage.
Pha, A., 2017. No to war: Peace is union business. Guardian (Sydney), (1774), p.1.
Puschmann, C., Bastos, M.T. and Schmidt, J.H., 2017. Birds of a feather petition together? Characterizing e-petitioning through the lens of platform data. Information, Communication & Society, 20(2), pp.203-220.
Rakoff, J.S. and Goldstein, H.W., 2017. RICO: Civil and Criminal Law and Strategy. Law Journal Press.
Slobodin, O., 2017. The Voice of Trailing Women in the Decision to Relocate: Is it Really a Choice?. In People’s Movements in the 21st Century-Risks, Challenges and Benefits. InTech.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.
Wright, C.F., 2017. Employer organizations and labour immigration policy in Australia and the United Kingdom: The power of political salience and social institutional legacies. British Journal of Industrial Relations, 55(2), pp.347-371.
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