Human Resource Management and Recruitment

This solved assignment delves into the significance of human resources in organizational success. It emphasizes the crucial role of effective recruitment processes and highlights key strategies for enhancing them. The discussion underscores the ethical considerations involved in hiring practices and their impact on an organization's reputation.

HRM
MANAGING HUMAN RESOURCES
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Executive Summary
Employees and resources are considered to be the root of an organization. Maintaining and
nurturing the roots of an organization is very much essential when it comes to a sustainable plan
of the organization. In this particular report, the point of focus will remain on the challenges and
strategies of human resource management (HRM) while recruiting a support as well as engaging
the resource in the best possible way with his or her respective work atmosphere and
organization's culture. Along with that this report will also concentrate on the issues like labor
demand/ supply, image or structure of an organization, aging workforce, diversity, generations
and many more demographic problems and last but not the least recruitment strategies.
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Contents
Introduction.................................................................................................................................................3
Research and analysis..................................................................................................................................3
1. Labour supply and demand..................................................................................................................3
2. Organizational image...........................................................................................................................3
3. Demographic issues.............................................................................................................................4
 Ageing workforce........................................................................................................................4
 Diversity......................................................................................................................................4
 Generations..................................................................................................................................5
4. Recruitment strategies.........................................................................................................................5
 Reactive strategy..........................................................................................................................6
 Proactive strategy -......................................................................................................................6
Recommendations.......................................................................................................................................6
Conclusion...................................................................................................................................................7
References...................................................................................................................................................8
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Introduction
Human resource management plays a vital role in the total organizational development. This
deals with all the strategically issues along with compensation, safety, wellness, benefits,
employee motivation, performance management and many other essential aspects without which
an organization cannot have the strength to sustain in the long run. Above all recruitment is the
most important and foremost issue which is dealt by the Human resource management team of
an organization.
Research and analysis
One of the most leading telecommunications company in Australia is Telstra. The human
resource management team of this concerned company addressed to some vital issues while
selecting the appropriate employee for a particular working process (Allen et al., 2015).The
issues are elaborated below with the appropriate strategies to overcome the same
1. Labour supply and demand
Every employee has his or her capacity to provide labor that is required by the organization’s
objective. As well as different groups have its various application according to which the
organization wants its employees to work. Most of the time it becomes difficult to manage both
these two aspects - labor supply and labor demand simultaneously. According to theories higher
salary leads to lesser quantity of energy that is required by the employer and on the other hand
lower wages or salary leads to an increased volume of work (Aswathappa, 2013).
Telstra as a telecom company has both the demand for labor and supply on the higher side. The
HRM team can use the strategic human resource planning (HRP) to forecast the future as well as
current staffing needs with the help of various techniques (Aust et al., 2017). Supply of labor that
is required to achieve the goal of the organization can be fulfilled through the outside sources or
the sources that are already within the organizations (Werner et al., 2016). The managers or the
human resource team has to identify that how to enhance the skills or productivity of the source
as that is already within the organization as it is less expensive that to hire fresher and to train
them according to the labor demand of the body.
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2. Organizational image
Presentation of appropriate objective or vision of an organization affects in many ways.
Nowadays employees are more concentrating on the brand name of the company while applying
for a job (Varma, 2013). Thus it is very much important for the managers to project what the
company is asking for attaining its goal. Adequate organizational presentation of a company will
help both the employer and the employee in different ways.
The concerned organization Telstra has already created a brand image that attracts the freshers to
apply for jobs. Now it is the responsibility of the managers to depict the objective of the
organization to bring the best out of the employees. As a telecommunication company, it has the
requirement for different job role and as well as the diversity of culture (Barak, 2016). So while
recruiting it is very much important for the managers or Human resource team to make the
employee accurately view what the organization exactly wants from him or her.
3. Demographic issues
Among the various challenges one of the most crucial issues is the population problem which
mostly engages the attention of the Human resource management team .Demographic issues
include problems related to aging workforce, diversity of culture and different generations.
Telstra faces the same kind of challenges regarding the demographic issues.
 Ageing workforce
Due to the influence of improving medical technology people are living longer.
Individuals who are planning for a traditional retirement have the intention to sustain in
the workforce for a longer time (Jackson et al., 2014). On the other hand, people who are
of middle age, they want a secure job for maintaining their status and lifestyle. In contrast
to the, younger people are more aggressive regarding their job and compensation and that
is the reason why they shift their position very frequently if they encounter with a better
offer. Therefore nowadays it has become more difficult for the organizations to retain their
employees because they sometimes failed to meet the need of the various group of a
workforce.
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 Diversity
Diversity regarding age and culture plays a vital role in the working culture of an
organization. It has been seen that sometimes many conflicts arise due to diverse cultures
(MacDougall et al., 2015). Therefore; it is the primary responsibility of the hr managers to
remove all the barriers that hamper diversity practices which finally affect the working
process of the organization. Presently, people are more aware of behavior science,
legislation related to the employee rights (Sparrow et al., 2016). That is why the
subordinate workers want their supervisor to be very impersonally competent. As most the
family are nuclear , people have less time for their social life they only can feel connected
with their workplace.So if the employee fails to adopt the organizational culture, it
becomes very much involved or the employer to retain the employee
 Generations
As an organization has different workers belonging to different generations, it is very
much essential that the managers of the team be impersonally competent as discussed in
the above point.
To deal with this kind of problems or challenges, there are few theories or strategies that may be
followed by the recruiters or the Human Resource management team of Telstra (Mahajan, 2015).
To overcome the mentioned challenge the human resource team of Telstra has to follow the law
of Equal Employment Opportunity (EEO).EEO is the law enforced by the U.S commission that
says “it is illegal to discriminate against a job applicant or an employee because of the person's
race, color, religion, sex." Apart from the legislative approach, there are various ways to deal
with the above-mentioned challenges. Such as Diversity approaches, effective diversity
management, etc. Diversity approaches deal with the concept of all are equal so every should get
the equal opportunity, and thus it follows the same conception of EEO and Affirmative action.
4. Recruitment strategies
Strategies should be changing with time otherwise it will lose its effectiveness. Strategies which
were implemented a decade ago will not become fruitful in today's scenario. Therefore, it is
evident that the recruitment strategies are evolved with time. With the pace of time, both the
work pattern and industry is changing. The phrase “work hard” is now replaced by the phrase
“work smart." Fierce competition is leading the manufacturers towards more efficient and
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efficient work pattern. Being a modern and trendy company Telstra has also implemented its
recruitment strategies by changing them with the requirement of time and generation
(Marchington et al., 2016). The current working pattern has changed.It has become more flexible
as well creative. No matter how fast the machinery are replacing the human resources, people
will remain more creative and adoptable than machines and balance sheets.
Various recruitment methods will definitely help Telstra to cater its recruitment strategies more.
Strategies may be reactive or proactive.
 Reactive approach -This procedure is used while fulfilling the current vacancies as
required for the organization at that particular moment.
 Proactive strategy - This kind of policy is for ensuring access a pool of qualified
candidates in future. Active strategies play a vital role in the sustainability of the
organization because it is implemented for attracting employees who can be responsible
for a renowned organization.
For implementing the proactive strategy, the hr team must offer their future employees some
lucrative features like a scholarship for the students, opportunities for vacation employment,
etc.
While speaking regarding the recruitment strategies employer branding and advertising must
be focused as an important part of the strategy. Brand name plays a vital role while attracting
future potential employees (Noe et al., 2007). The branding must reflect the objective and
agenda both the organization. Advertising or marketing again plays a vital role in the
recruitment process.An efficient employee will love to join a well-known company which
seems to be more sustainable as well as which appears to meet his dreams and aspirations
(Renwick et al., 2013). That is why proper presentation marketing and advertisement plays a
major role in the process of recruitment strategy.
Recommendations
The demand of the employee and the employer is changing rapidly. Thus, to be the leader in
the industry Telstra have to be very keen while recruiting staff. Theories and Strategies will
be there in its place, but without appropriate implementation, all those are nothing but
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bookish. Managers must be trained properly before recruiting the employees .They must be
aware of the current business scenario. Recruiters should follow the legislation related to the
recruitment process.The law of EEO must be followed very minutely for demolishing the
diversified culture within the organization. In spite of the diversity of culture and community,
the HR team of Telstra must be well trained or well equipped to build a unique culture of the
organization. Adequate strategies must be taken for dealing with the aging workforce and
the workers from different generations. The organization has to understand the need of the
candidate along with the efficiency of the candidate for an enhanced recruitment process.
Along with the recruitment strategies the concerned team has to follow the strategy for
retaining employees also for the better future of the organization.
Conclusion
As discussed in the report human resources are the core foundation of an organization.
Recruitment or selection process which is undertaken by the Human Resource team
determines the future of the organization. Adequate hiring for the vacancies plays a vital role
in the performance of the team and long run it affects the sustainability of an organization. In
the above discussion, the strategies that are mentioned can help an organization to enhance
its recruitment process. The hiring process of an organization maybe defined as the
ambassador of the team. The organization is nothing but the manifestation of its staff and
their efforts. Thus fair, the ethical selection is very much important when it comes to the
reputation of the company.
To conclude the analysis in a nutshell, it may be stated that, managing of human resources, as
well as the selection process of the employees, has a significant and vast impact in the
betterment of an organization. Thus the proper implementation of law and strategies are
indeed vital.
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References
Allen, D., Lee, Y. T., & Reiche, S. (2015). Global work in the multinational enterprise: New
avenues and challenges for strategically managing human capital across
borders. Journal of Management, 41(7), 2032-2035.
Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill
Education.
Aust, I., Brandl, J., Keegan, A., & Lensges, M. (2017). Tensions in Managing Human
Resources. The Oxford Handbook of Organizational Paradox, 413.
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), 1-56.
MacDougall, A. E., Bagdasarov, Z., Johnson, J. F., & Mumford, M. D. (2015). Managing
workplace ethics: An extended conceptualization of ethical sensemaking and the
facilitative role of human resources. In Research in Personnel and Human
Resources Management (pp. 121-189). Emerald Group Publishing Limited.
Mahajan, J. P. (2015). Managing Human Resources. Vikas Publishing House.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human
resource management. Boston, MA: McGraw-Hill/Irwin.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A
review and research agenda. International Journal of Management
Reviews, 15(1), 1-14.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
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Varma, A. (2013). Managing human resources in Asia-Pacific (Vol. 20). Routledge.
Werner, S., Inkpen, A., & Moffett, M. H. (2016). Managing Human Resources in the Oil & Gas
Industry. PennWell Books.
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