Role of human resource management  strategic role of human resources  interdependence with other key business functions  outsourcing – human resource functions – using contractors – domestic, global Key influences  stakeholders – employers, employees, employer associations, unions, government organisations, society  legal – the current legal framework – the employment contract – common law (rights and obligations of employers and employees), minimum employment standards, minimum wage rates, awards, enterprise agreements, other employment contracts – work health and safety and workers compensation – antidiscrimination and equal employment opportunity  economic  technological  social – changing work patterns, living standards  ethics and corporate social responsibility Processes of human resource management  acquisition  development  maintenance  separation Strategies in human resource management  leadership style  job design – general or specific tasks  recruitment – internal or external, general or specific skills  training and development – current or future skills  performance management – developmental or administrative  rewards – monetary and non-monetary, individual or group, performance pay  global – costs, skills, supply  workplace disputes – resolution – negotiation, mediation, grievance procedures, involvement of courts and tribunals Effectiveness of human resource management  indicators – corporate culture – benchmarking key variables – changes in staff turnover – absenteeism – accidents – levels of disputation – worker satisfaction