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Task 2-A Staffing Strategy for the Auckland University

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BUS302 Entrepreneurship (BUS302)

   

Added on  2020-04-21

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The management staffs need to be able to improve upon their teaching skills that is needed in the new style of learning and development. The newly recruited employees with the organization are also facing challenges due to the new and flexible type of work system within the university. However, in case of the staffs of the Auckland university, it is not possible to continuously learn and develop the new process of development (Sparrow et al., 2016).

Task 2-A Staffing Strategy for the Auckland University

   

BUS302 Entrepreneurship (BUS302)

   Added on 2020-04-21

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Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the student:Name of the University:Author Note:
Task 2-A Staffing Strategy for the Auckland University_1
1HUMAN RESOURCE MANAGEMENTTask 2-AStaffingThe staffing strategies that are implemented within the Auckland university need to focusupon the better quality of education service. The university is currently facing issues due to theexisting organizational structure. This is mainly due to the fact that the education centers arefacing issues due to change in the nature in the work profile. The average age of the teachingstuffs is also rising that is not allowing the university to implement flexibility within the teachingguidelines. The median age of the university staffs in Auckland is reported to be 50 years and allthe newly recruited teaching are all above the age of 40 (Armstrong & Taylor, 2014). Thestaffing requirements of the university have to be fulfilled successfully, such that the universityis able to operate successfully and reach the heights of success.The internal recruitment process can be effective for the university is able to provideproper promotion to the old employees. It is also possible to motivate the existing working staffsas they are rewarded with promotion (Hu, 2016). However, in order to implement this policy, itis essential to properly evaluate the past performance of every employee. On the other hand, ifthey are to deploy external staffing strategy, it is essential to recruit young candidates, who willhave the skills of deal with flexible working nature. The placement of the candidates is donebased upon their work experience. Work System designsThe work system design with the university is highly becoming complex due to thechange in the nature of the education system. It is also important to conduct timely analysis toproperly implement change (Sparrow et al., 2016). The university has not been able to follow the
Task 2-A Staffing Strategy for the Auckland University_2
2HUMAN RESOURCE MANAGEMENTguideline of the syllabus that has been fixed for each type of degree courses. This is mainlypossible due to the extra pressure of the new type of academic syllabus.The newly recruited employees with the organization are also facing challenges due tothe new and flexible type of work system within the university. Learning and developmentContinuous learning and development is a process that ensures that all the employees ofany business organization will keep themselves updated. However, in case of the staffs of theAuckland university, it is not possible to continuously learn and develop the new process ofdevelopment (Sparrow et al., 2016). The university staffs are also not able to improve upon theirteaching skills that is needed in the new style of learning and development. The needs of each ofthe employees have to be identified and the needs have to be fulfilled such that the employeesremain motivated to work and fulfill their career aspirations. Moreover, learning and continuousdevelopment is important to ensure the fulfillment of the needs of the students.The university needs to maintain high level and continuous process of learningdevelopment. This can be developed by incorporation of the latest modes of the teaching process.There is also the use of the technology that can be used as a part of improving the trainingprogram. Performance managementThe management of the performances has a key significance in any business organization(Brewster, et al., 2016). Due to the aging staffs of the university, it is not possible to have themost effective level of performance in the context of the education service. The management ofthe performances is important since, based on the performance management, the improvement of
Task 2-A Staffing Strategy for the Auckland University_3

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