Human Resource Management Challenges

This assignment delves into the challenges organizations face in effectively managing their human resources. It highlights the importance of attracting a diverse talent pool, forming an effective workforce, and overcoming various obstacles to ensure proper HR management. The document argues that successful HR management leads to positive outcomes such as increased profits and a competitive edge in the business world.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of student
Name of University
Author note

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Executive summary
The report was developed for addressing the various challenges that had been faced while
recruiting individuals for the workforce and recruitment strategies at Myer, Australia. The report
analysed the various aspects of human resource management and determined the issues such as
lack of ability of online advertisements to identify the most skilled workers, poor employer
branding and demographic issues including ageing workforce that could lead to lesser production
level. The challenges faced due to exceeding of demand than supply of skilled workers had
posed major threats during the processes of recruitment and selection as well. The report further
inspected few approaches like proper advertisements and promotions for job vacancies and
reviewing the interview approaches properly to avoid such issues and ensure that the most
suitable candidates could be hired at Myer.

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Table of Contents
Introduction......................................................................................................................................4
Body.................................................................................................................................................4
Key challenges for recruiting the workforce................................................................................5
Recruitment strategies and challenges related to it......................................................................7
Issues related to demographic conditions....................................................................................9
Conclusion.......................................................................................................................................9
References......................................................................................................................................11

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Introduction
The report discusses the various ways of managing the human resources within the
business organization Myer in Australia. Management of human resources includes the
recruitment and selection of individuals within the business organisations, who are considered as
major assets of the organisation to improve the production level and organisational efficiency.
Management of human resources is essential for improving the performance of employees as
well, and it is only possible when the right and skilled employees are recruited within the
organisation. Recruitment of individuals can help in making the company gain a competitive
advantage as well as improve the cost and efficiency of products and services properly delivered
through differentiation of products too (Alfes et al., 2013).
The report will discuss the major challenges that are faced while recruiting the workforce
for a particular organisation like Myer in Australia. As the topic of the report is concerned with
the human resources management, so the supply and demand of labour, organisation image,
demographic issues and other recruitment related barriers would also be included in this report.
The various strategies for recruitment of individuals will be illustrated here as well including the
most effective employer branding and different advertising techniques (Myer.com.au, 2017).
Thus, the main purpose of the report will be to address the challenges and issues faced while
recruiting individuals as part of the workforce of Myer, Australia.
Body
The major things that are taking place in the last few years in the areas of recruitment are
shifting towards the online resources. Various trends have emerged for the online advertising
regarding the vacancy of a job within the organisation. Recruitment process of Myer is managed
for identifying the vast pool of candidates and obtain the most suitable individuals who have
relevant skills, knowledge and expertise as part of the workforce. It is done for filling up the job
vacancies for the particular position for which the organisation has provided advertisement and
other job-related information to attract the most skilled and knowledgeable candidates
(Anderson, 2013). The purpose of the recruitment process is to select the right individual for the
right job position and provide them with the greatest scopes and opportunities to work within
Myer as well as contribute fully to the organisational effectiveness. The selection process is done

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after the recruitment process is complete where a large number of candidates are selected. The
selection process includes interview sessions, reference checking and testing for ensuring that the
best individual is selected for the roles within the organisation through utilisation of fair and
effective assessment methods and recruitment strategies (App, Merk & Büttgen, 2012).
Key challenges for recruiting the workforce
Few major challenges are faced during the process of recruitment such as immense
competition level for searching the right talents based on the demand and supply of labour, lack
of skilled and knowledgeable individuals, poor retention rate and less time to fill up the
vacancies in the job. The employers of Myer believe that the biggest challenge has been the lack
of ability to recruit the most skilled and qualified candidates as part of the qualified talent pool.
The job market has faced the professional deficit and to overcome this issue, the job vacancies
have been filled with candidates who possess low level skills, knowledge and expertise
(Armstrong & Taylor, 2014). The high level of homogeneity in demographic conditions also
makes it difficult or challenging to recruit and select the most skilled candidates as part of the
workforce. Due to some loss faced in business, Myer has also created bad customer's
experiences, which can also attract less number of candidates to become part of the organisation.
Nowadays, individuals are less committed to a single job or career choice, and so the company
shall manage interview coaching to train the workers and ensure that the workforce is managed
properly (Beardwell & Thompson, 2014). Retention of existing candidates has also become a
major challenge or issue for the employers. Thus, coaching and regular assessment sessions
should be done for making sure that all the needs and requirements of the candidates are met, and
good relationships between the employees and employers are developed to avoid these kinds of
challenges (Bratton & Gold, 2012).
There could also be the mismatch of skills within the labour market of Australia, which
might further result in problems related to the data and information gathered during the processes
of recruitment and selection. This would also hinder the achievement of skills that might be
required for managing and enhancing the efficiency of the workforce. The over skilled attributes
pf individuals would create an adverse impact on the labour market, create penalties for the
wages, and furthermore leads to job dissatisfaction and higher turnover of employees at Myer
(Brewster & Hegewisch, 2017). Thus, the mismatching of skills could also be considered as a

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major challenge faced by employers to recruit the suitable candidates and fill up the job
vacancies with ease. Myer has struggled to match the demands of market salary for the skilled
individuals and the present demands for highly professional employees have the potential to
increase wages for them furthermore. In case the demands for skilled individuals is greater than
the supply, there will be challenges related to the increase in wages during the process of
recruitment (Brewster & Hegewisch, 2012). Employers often face difficulty in attracting
candidates when the organization has a bad image or reputation among the customers, maybe
due to bad quality products or services or even due to lack of diversification of business
approaches (Myer.com.au, 2017).
Recruitment strategies and challenges related to it
The effective recruitment strategies could result in making the organisation successful
and manage its business operations and processes with ease and effectiveness. The processes of
recruitment and selection can sometimes become costly as well as ineffective if the strategies are
not managed in a systematic and proactive way. There are various recruitment strategies
including the employer branding and various kinds of advertising that can not only help in
ensuring that the organisation to achieve the desired set of skills, knowledge and attributes but
also becomes capable enough to meet the present and future strategic needs and requirements of
managing business operations properly (Buller & McEvoy, 2012). The supply should meet the
requirements for demand and furthermore ensure that the pools of talents are increased largely.
These strategies are also considered as useful for improving the process of selection and ensure
that the candidates who can meet the position requirements are selected for further investigation
at Myer. Employer branding defines the proposition of value for the employees for the purpose
of enhancing brand image and name (Brewster & Hegewisch, 2016). It could promote the entire
organisation as well as enable choices made by the employer for a desired group of people, that
the company will need to recruit or select.
One of the major issues with the employer branding is that it attracts more candidates that
attracting the most desirable candidates for the concerned post. At Myer, employers have faced
the challenges of obtaining the perfect mix of talent, because the economy enables the company
to grow rather than finding out the most skilled labour for the workforce (Myer.com.au, 2017).
Myer consistently diversifies its products and services, and so the employers need to select the

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candidates with skills and knowledge that the brand might never have thought of attracting. The
internationalisation of companies like Myer has enabled it into new geographic locations and a
labour market that are quite different from the home location where the company has been
functioning (Jiang et al., 2012). To enhance the brand image during globalisation, the Human
resource management teams often fail to recruit the most effective candidates for enhancing the
efficiency of the workforce. To overcome such challenges, Myer needs to adopt strategies for
enhancing its brand image like it used to previously for employment branding rather than trying
something different to achieve globalisation within the business environment. Other challenges
that are faced by employer brand professionals are lack of alignment with the internal business
operations, poor abilities to overcome the negative brand image and reputation and failing to find
out the best approaches to use the employee-generated content (Kumari, 2012).
The advertisements are published online and on newspapers to attract more candidates for
managing the recruitment process. With the advancement in technology and communication, the
advertisements on newspapers have fallen drastically than the advertisements and promotions
done online. There are few challenges of online advertisements as well like for managing online
job boards, huge costs are incurred, and the employer of Myer must pay for the advertisements of
more than one posts for job vacancies (Leekha Chhabra & Sharma, 2014). The online
advertisements also grab the attention of large numbers of candidates rather than just focusing on
the candidates who have the necessary skills, knowledge and expertise level, which is another
challenge during the process of recruitment. The employers of Myer have faced several
limitations and challenges with the tight labour market and pressures of the economy along with
the continuous change of business environment after the global financial crisis (Myer.com.au,
2017). To overcome these challenges, the recruitment strategies are implemented through the
management of internal business operations and organisational assets including the employer
branding.
Issues related to demographic conditions
There are issues related to demographic conditions as well including the ageing
population, changing views of generations and diversity. It has been seen that ageing workforce
often deteriorates the organisational performance and reduces the production and profit level too.
Due to this, the existing ageing workforce needs replacement with young and energetic

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individuals who possess the most relevant skills and knowledge to contribute to the organisation
largely. Thus, one of the major concerns of ageing people entering the labour pool or workforce
is potential age discrimination (Purce, 2014). Often the old workers are not properly reviewed
and assessed during the interviews, which ignores certain areas where the individuals have
strengths and can benefit the organisation as a whole. Though the ageing workforce brings
wisdom and vast amounts of experiences for providing value to Myer, the production level may
suffer, which is a major challenge. Lack of diverse talent is another demographic issue which
often hinders the company functioning and make it incapable of gaining huge profit and
competitive advantage in business (Sivertzen, Nilsen & Olafsen, 2013). To overcome these
challenges, the job vacancies, positions and other job related information must be advertised in
many places such as community boards, employment services centre, newspapers, cultural
community groups and even online through the use of social media. This would attract more
candidates who could be reviewed prior to the selection process and might even improve the
visibility of the organization within the community and prevent challenges and misconceptions
about employment within the retail sector of Australia (Anderson, 2013).
Conclusion
The report was presented to discuss the major aspects of managing human resources,
which were considered as major attributes of success for the organisation Myer in Australia. The
challenges that were faced during the processes of recruitment and selection had been included in
this report along with the major strategies of recruitment to address these challenges as well.
There were certain challenges faced as it could be seen when the demands for professional
employees exceed the supply. Due to bad reputation and image, there might also be challenges
faced as candidates would less likely try to get into the organisation. The other challenges faced
had been related to the employer branding, various kinds of advertising and demographic issues
such as ageing workforce, i.e., workforce consisting of old workers with a high level of
experience though lesser ability to increase the production rate for Myer. Other challenges were
faced when the company tried to attract a diversified pool of talent and form an effective
workforce to enhance the organisational efficiency. Therefore, all these challenges must be
overcome for ensuring that the human resources were managed properly and the organization
could bring out positive outcomes in terms of profit and competitive advantage in business.

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References
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resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Anderson, V. (2013). Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
App, S., Merk, J., & Büttgen, M. (2012). Employer branding: Sustainable HRM as a competitive
advantage in the market for high-quality employees. Management revue, 262-278.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary
approach. Pearson Education.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and Practice in European Human
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Brewster, C., & Mayrhofer, W. (Eds.). (2012). Handbook of research on comparative human
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Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.

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Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial
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Leekha Chhabra, N., & Sharma, S. (2014). Employer branding: strategy for improving employer
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