อัตราการเติบโตของนักเรียนต่างชาติขอ

อัตราการเติบโตของนักเรียนต่างชาติของออสเตรเลียในช่วงมากกว่า10ปีที่ผ่านมามีอัตราการเติบโตเพิ่มขึ้นโดยเฉพาะในปี2002-2009 อัตราการเติบโตได้เพิ่มขึ้นเป็นdouble แต่อย่างไรก็ตามตั้งแต่ปี2010สัดส่วนของนักเรียนต่างชาติมีอัตราการเติบโตที่ลดลง ซึ่งมีผลกระทบจากปัจจัยภายนอก จากอัตราการเติบโตที่ลดลงนำไปสู่นโยบายการบริหารจัดการhuman resource ทางมหาวิทยาลัยต้องมีการปรับลดจำนวนพนักงานนำไปสู่downsizing

For the vice chancellor of a large Australian university, these marked changes in the external environment of
the higher education sector posed significant challenges for university workforce planning and management. With
student numbers contracting, the university could not sustain current staffing levels in the medium to long-term
Moreover, the mix of academic and administrative staff was not right. According to benchmarking studies that
compared this university to similar institutions in Australia, the university had too many administrative staff and
needed to adopt more efficient management and administrative structures. Also, with the changing preferences of
students, some academic units were understaffed because demand for their courses was increasing. More students
required more teaching staff. Conversely, in some of the faculties where student demand for courses was falling
there was an over-supply of academic staff
The Human Resource Department of the university implemented a series of initiatives to reduce the number of
administrative staff across the university and to address the oversupply of academic staff in some faculties. After
consultation with key stakeholders, including the union, the director of human resources implernented a voluntary
redundancy scheme, where staff could nominate to end their employment with the university and receive some
level of compensation for the loss of employment, The vice chancellor and the director agreed that a program of
voluntary redundancies was the best option. The main advantage of this form of downsizing was that it afforded
employees some level of control over their severance from the organisation, and university managers may be
able to use the process to 'manage out’ less productive employees, But a significant problem resulted from the
downsizing initiative. The university lost a number of valuable staff, who had intimate knowledge of the university
and its processes. Internationally recognised scholars were taking up voluntary redundancies and finding new jobs.

The current downward trends in fighter wings and conventional ground forces are likely to continue, given the ongoing shrinkage of the defense budget, and carrier groups appear to be headed in the same direction. The downsizing certainly could have been avoided had the executive and legislative branches been determined to avoid it. When the slashing of the defense budget began in 2011, proponents contended that the cuts were needed to reduce the long-term federal deficit. Yet defense spending as a percentage of GDP was lower in 2011 than it had been for most of the Cold War, even with a sizable war still in progress in Afghanistan, whereas domestic spending stood at historic highs. Although the Obama administration professed an intent to slash all parts of the federal budget for deficit-reduction purposes, the budget deal it convinced Congress to adopt exempted non-discretionary domestic spending and put half of the cuts on the Defense Department, which accounted for only twenty percent of the budget.

Supporters of cutting the military contended that Iraq and Afghanistan demonstrated the ineffectiveness of American land power. From here on, it has been argued, the United States will be smart enough to avoid getting dragged into another large war. The United States can handle most international threats and crises with diplomacy, economic sanctions, and foreign aid. If force is absolutely necessary, the United States can rely upon allies to provide much of the fighting strength.

History, however, has demonstrated the perils of assuming military strength to be outmoded. The United States slashed its military after World War I, World War II, and the Cold War based on this assumption, only to find itself ill-prepared for the next wars, which came much sooner than expected. The numerous conflicts bubbling in today’s world give reason to believe that history is liable to repeat itself.


Deeply concerned about the level of angst or anxiety and uncertainty among existing staff, the Vice Chancellor tried to reassure employees about the future direction of the university. However, the Vice Chancellor is convinced that more needs to be done and has hired you to provide the director of human resources with some recommendations to improve planning for the university’s human resource needs. Based on the above mentioned case study write a report that answers all the three questions:
1. What are the external factors that are affecting the labour profile needed by the university?
2. Identify and critically discuss the ways that the HR planning function within the university could provide better information to university decision makers.
3. Given the information in this case, what are the advantages and disadvantages of the downsizing of staff numbers at the university?

Results (English) 1:

Growth of international students of Australia during more than 10 years ago, with increasing growth rate, especially in the years 2002-2009. The growth rate is double, but since the year 2010, however, the proportion of international students with a reduced growth rate, which is affected by external factors from the reduced growth rate, leading to human resource management policies. Universities need to be lowered the amount employees contribute to downsizing. For the vice chancellor of a large Australian university, these marked changes in the external environment ofthe higher education sector posed significant challenges for university workforce planning and management. Withstudent numbers contracting, the university could not sustain current staffing levels in the medium to long-termMoreover, the mix of academic and administrative staff was not right. According to benchmarking studies thatcompared this university to similar institutions in Australia, the university had too many administrative staff andneeded to adopt more efficient management and administrative structures. Also, with the changing preferences ofstudents, some academic units were understaffed because demand for their courses was increasing. More studentsrequired more teaching staff. Conversely, in some of the faculties where student demand for courses was fallingthere was an over-supply of academic staffThe Human Resource Department of the university implemented a series of initiatives to reduce the number ofadministrative staff across the university and to address the oversupply of academic staff in some faculties. Afterconsultation with key stakeholders, including the union, the director of human resources implernented a voluntaryredundancy scheme, where staff could nominate to end their employment with the university and receive somelevel of compensation for the loss of employment, The vice chancellor and the director agreed that a program ofvoluntary redundancies was the best option. The main advantage of this form of downsizing was that it affordedemployees some level of control over their severance from the organisation, and university managers may be able to use the process to 'manage out' less productive employees, But a significant problem resulted from thedownsizing initiative. The university lost a number of valuable staff, who had intimate knowledge of the universityand its processes. Internationally recognised scholars were taking up voluntary redundancies and finding new jobs.The current downward trends in fighter wings and conventional ground forces are likely to continue, given the ongoing shrinkage of the defense budget, and carrier groups appear to be headed in the same direction. The downsizing certainly could have been avoided had the executive and legislative branches been determined to avoid it. When the slashing of the defense budget began in 2011, proponents contended that the cuts were needed to reduce the long-term federal deficit. Yet defense spending as a percentage of GDP was lower in 2011 than it had been for most of the Cold War, even with a sizable war still in progress in Afghanistan, whereas domestic spending stood at historic highs. Although the Obama administration professed an intent to slash all parts of the federal budget for deficit-reduction purposes, the budget deal it convinced Congress to adopt exempted non-discretionary domestic spending and put half of the cuts on the Defense Department, which accounted for only twenty percent of the budget.Supporters of cutting the military contended that Iraq and Afghanistan demonstrated the ineffectiveness of American land power. From here on, it has been argued, the United States will be smart enough to avoid getting dragged into another large war. The United States can handle most international threats and crises with diplomacy, economic sanctions, and foreign aid. If force is absolutely necessary, the United States can rely upon allies to provide much of the fighting strength.History, however, has demonstrated the perils of assuming military strength to be outmoded. The United States slashed its military after World War I, World War II, and the Cold War based on this assumption, only to find itself ill-prepared for the next wars, which came much sooner than expected. The numerous conflicts bubbling in today's world give reason to believe that history is liable to repeat itself.Deeply concerned about the level of angst or anxiety and uncertainty among existing staff, the Vice Chancellor tried to reassure employees about the future direction of the university. However, the Vice Chancellor is convinced that more needs to be done and has hired you to provide the director of human resources with some recommendations to improve planning for the university's human resource needs. Based on the above mentioned case study write a report that answers all the three questions:1. What are the external factors that are affecting the labour profile needed by the university?2. Identify and critically discuss the ways that the HR planning function within the university could provide better information to university decision makers.3. Given the information in this case, what are the advantages and disadvantages of the downsizing of staff numbers at the university?

Results (English) 2:

The growth rate of foreign students in Australia over the last 10 years, the growth rate is increasing, especially in the years 2002-2009. The growth rate has increased to double. However, since 2010 the proportion of foreign students, a growth rate reduction. Which is affected by external factors. The growth rate decreased, leading to policy management, human resource, the university needs to cut the number of employees led to downsizing For the Vice chancellor of a Large Australian University, these marked changes in the external Environment of the Higher Education. Sector posed significant challenges for University workforce planning and Management. With student Numbers Contracting, the University could not Sustain current Staffing levels in the Medium to long-term Moreover, the Mix of Academic and administrative staff was not right. According to benchmarking Studies that compared. this University to Similar institutions in Australia, the University had Too many administrative staff and Needed to adopt More efficient Management and administrative structures. Also, with the changing Preferences of students, Some Academic Units were understaffed because demand for their courses was increasing. More students. required More teaching staff. conversely, in Some of the Faculties where student demand for courses was falling there was an over-Supply of Academic staff The Human Resource Department of the University implemented a Series of Initiatives to Reduce the Number of administrative staff Across the University. and to address the oversupply of Academic staff in Some Faculties. After Consultation with Key stakeholders, including the Union, the Director of Human Resources Implernented a voluntary redundancy Scheme, where staff could nominate to End their Employment with the University and receive Some level of Compensation. for the loss of Employment, The Vice chancellor and the Director agreed that a Program of voluntary redundancies was the Best Option. The main Advantage of this form of downsizing was that it afforded employees Some level of Control over their severance from the Organisation, and University. Managers May be Able to use the Process to 'manage out' Less Productive employees, But a significant Problem resulted from the downsizing Initiative. The University Lost a Number of Valuable staff, Who had intimate Knowledge of the University and ITS processes. Internationally recognized Scholars. were taking up voluntary redundancies and Finding New jobs. The current Downward Trends in Fighter Wings and conventional Ground Forces are likely to Continue, given the ongoing shrinkage of the defense Budget, and Carrier groups appear to be Headed in the Same direction. The downsizing certainly. could have been avoided had the executive and legislative branches been determined to avoid it. When the slashing of the defense budget began in 2011, proponents contended that the cuts were needed to reduce the long-term federal deficit. Yet defense spending as a percentage of. GDP was lower in 2011 than it had been for most of the Cold War, even with a sizable war still in progress in Afghanistan, whereas domestic spending stood at historic highs. Although the Obama administration professed an intent to slash all parts of the federal budget. for Deficit-reduction purposes, the Budget Deal it convinced Congress to adopt exempted non-discretionary domestic spending and Put Half of the Cuts on the Defense Department, which accounted for only Twenty percent of the Budget. Supporters of Cutting the Military contended that Iraq and. Afghanistan demonstrated the ineffectiveness of American land power. From here on, it has been argued, the United States will be smart enough to avoid getting dragged into another large war. The United States can handle most international threats and crises with diplomacy, economic sanctions,. and Second Aid. If Force is absolutely necessary, the United States Can rely upon allies to provide much of the Fighting strength. History, however, has demonstrated the perils of Assuming Military strength to be outmoded. The United States slashed ITS Military after World War. I, World War II, and the Cold War based on this assumption, only to find itself ill-prepared for the next wars, which came much sooner than expected. The numerous conflicts bubbling in today's world give reason to believe that history is liable to. Repeat Itself. Deeply concerned About the level of angst or anxiety and uncertainty among existing staff, the Vice Chancellor tried to reassure employees About the Future direction of the University. However, the Vice Chancellor is convinced that More Needs to be done and has Hired You. to provide the Director of Human Resources with Some Recommendations to improve planning for the University's Human Resource Needs. Based on the above mentioned Case Study write a Report that Answers all the Three questions: 1. What are the external factors that are affecting the Labour Profile. Needed by the University? 2. Identify and Critically Discuss the Ways that the HR function planning Within the University could provide better information to decision makers University. 3. Given the information in this Case, What are the advantages and disadvantages of the downsizing of staff. numbers at the university?

Results (English) 3:

The growth rate of foreign students of Australia during more than 10 years is increasing, especially in 2002-2009. The growth rate was increased to double.The effects of external factors. The growth rate decreased leading to the management policy human resource universities need to be adjusted to reduce the number of employees to downsizing
.
For the Vice Chancellor of a large, Australian university these marked changes in the external environment of
the higher. Education sector posed significant challenges for University workforce planning and management. With
student, numbers contracting. The university could not sustain current staffing levels in the medium to, long-term
MoreoverThe mix of academic and administrative staff was not right. According to benchmarking studies that
compared this university. To similar institutions, in Australia the university had too many administrative staff and
needed to adopt more efficient. Management and administrative structures. Also with the, changing preferences, of
studentsSome academic units were understaffed because demand for their courses was increasing. More students
required more teaching. Staff. Conversely in some, of the faculties where student demand for courses was falling
there was an over-supply of academic. Staff
The Human Resource Department of the University implemented a series of initiatives to reduce the number of
.Administrative staff across the University and to address the oversupply of academic staff in some faculties. After
consultation. With key stakeholders including Union, the, director the of human resources implernented a voluntary
redundancy, scheme. Where staff could nominate to end their employment with the University and receive some
level of compensation for the loss. Of, employmentThe Vice Chancellor and the director agreed that a program of
voluntary redundancies was the best option. The main advantage. Of this form of downsizing was that it afforded
employees some level of control over their severance from, the organisation. And university managers may be
able to use the process to 'manage out', less productive employees But a significant problem. Resulted from the
.Downsizing initiative. The University lost a number of valuable staff who had, intimate knowledge of the University
and. Its processes. Internationally recognised scholars were taking up voluntary redundancies and finding new jobs.

The current. Downward trends in fighter wings and conventional ground forces are likely to continue given the, ongoing shrinkage of the. Defense, budgetAnd carrier groups appear to be headed in the same direction. The downsizing certainly could have been avoided had the. Executive and legislative branches been determined to avoid it. When the slashing of the defense budget began, in 2011 proponents. Contended that the cuts were needed to reduce the long-term federal deficit.Yet defense spending as a percentage of GDP was lower in 2011 than it had been for most of the Cold War even with, a sizable. War still in progress in Afghanistan whereas domestic, spending stood at historic highs. Although the Obama administration. Professed an intent to slash all parts of the federal budget for, deficit-reduction purposesThe budget deal it convinced Congress to adopt exempted non-discretionary domestic spending and put half of the cuts on. The, Defense Department which accounted for only twenty percent of the budget.

Supporters of cutting the military contended. That Iraq and Afghanistan demonstrated the ineffectiveness of American land power. From here on it has been argued,,The United States will be smart enough to avoid getting dragged into another large war. The United States can handle most. International threats and crises, with diplomacy economic sanctions and foreign, aid. If force is, absolutely necessary. The United States can rely upon allies to provide much of the fighting strength.

History however,,Has demonstrated the perils of assuming military strength to be outmoded. The United States slashed its military after. World War I World II, War, the and Cold War based on, this assumption only to find itself ill-prepared for the, next wars. Which came much sooner than expected. The numerous conflicts bubbling in today 's world give reason to believe that history. Is liable to repeat itself.


.Deeply concerned about the level of angst or anxiety and uncertainty among, existing staff the Vice Chancellor tried to. Reassure employees about the future direction of the, However University.The Vice Chancellor is convinced that more needs to be done and has hired you to provide the director of human resources. With some recommendations to improve planning for the University 's human resource needs. Based on the above mentioned case. Study write a report that answers all the three questions:
1.What are the external factors that are affecting the labour profile needed by the university?
2. Identify and critically. Discuss the ways that the HR planning function within the university could provide better information to university decision. Makers.
3. Given the information in this case what are, the advantages and disadvantages of the downsizing of staff numbers. At the university?