This report discusses the labour market trends in UK and China, workforce planning, and talent management plan for Desklib. It provides recommendations for effective recruitment and retention strategies to sustain competitive advantage in the long run.
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Table of Contents Introduction......................................................................................................................................3 Labour market trends in UK and chain:......................................................................................3 Workforce planning:...................................................................................................................5 Recommendation:............................................................................................................................7 Conclusion:.....................................................................................................................................8
Introduction As the appointed consultant of ABC HR solution there is presentation of the report that si to be presented to the board of directors. There is formulation of detailing plan and further determination of recruitment & retention strategies that is required to be adopted for sustaining of competitive advantage in long run. There is formulation of effective recruitment and retention strategies that is required for reinvention of exceptional employees further it can help in sustaining of required competitive advantage in long run for the business(Chikere, Moradeyo and Adisa, 2020). The process of localising of the employees and then mitigating the reliance on expatriates requires a different HR approach that is traditionally employed in china. That needs some of training and development programs which can foster the required loyalty to build up a effective company culture for addressing such gaps. Background of the case study: as per the provided case study it is analyse that the economies of Europe and North America have flatten for life sciences companies. The growth rate is phenomenal. The government spending on life sciences has tightened the availability of talent in the MNC sector. The cost doing business in chemistry arena can be 25-30 percent lower in china as compared to Unites states(Harney and et. al., 2021). The pharmaceuticals industry is facing a sever shortage of executives. The MNCs are now willing to hire local talent that has lead to higher demand for local knowledge and skills. Labour market trends in UK and chain: There is need to make analysis of the various resourcing and talent management plan which is required to be formed for pharmaceuticals brand in china. It will assist in the process of recruitment and selection of employees which can help the organisation in achievement of required competitive advantage. Employee resourcing: Employee resourcingis regarded is the process of matching the human resource capabilities as per the operational and strategic needs of the organisation. It involves various functions such as human resource planning, recruitment, selection, team deployment, performance management and the process of human resource administration.
In case of Chinese companies there are some of the methods which can be adopted for the purpose of resourcing of employees: Networking events:In Chinese companies the HR managers can recruit employees from open houses, seminars, conferences, HR events, job fairs. It can help in the process of development of sustained and relevant acquisition of the required candidates(McDonnell and Skuza, 2021)(Yao and et. al., 2021). The perspective employees can also be provided with the experience of virtual reality that will help them in getting the realistic picture of the brand and culture by creation of engaging videos. Recruitment and selection of candidates: Recruitment is associated with generation of pool of candidates so that there can be selection of most suitable match for the organisation. In this stage there is identification of job vacancies and creation of job description, selection of relevant methods, person specification, advertising of vacancies and then finally dealing with applicants(Alonso-Sainz and Thoilliez, 2021). Selection: It is the process of assessment of individual and their job applications so that they are able to identify the most suitable candidate. While selection of candidate it is necessary that individual is able to match with the business culture as per the job role.There are different recruitment approach that includes internal recruitment and external recruitment methods. In this external recruitment is when organisations are using some external method of hiring employees. Internal recruitment is associated with adoption of methods that can help in employees internally in the organisation. In health care organisation internal recruitment is most suitable as it helps in effective utilisation of existing resources. Employees are already aware of the existing policies, operations and functioning which helps in the process of effective talent management. Retention of employees: Today in the present scenario of shortage of appropriate local talent in the manufacturing that organisation are working to retain the employees so that there is management of overall employee turnover(Jones, 2020). There is need to have a complete different HR approach as compared to the traditional human resource approaches that was used in chain. Such as there are two basic Human resource approaches as mentioned below: Localising of workforce: Localising of workforce has emerged as the key challenge in the process of internationalising of human resource management. It is assessed that affects the professional and employees across different parts of the world(Vardarlier and Zafer, 2020).
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There is growing tension & uneasiness as aspect between the expatriate community and the local workforce. In china organisation are now looking for Asian countries so that they are able to “expat” talent. Mitigating the reliance on expatriates:the personal traits of the expatriates are posing a influence on the work performance,. Organisation are willing to hire candidates who are suitable as per the technological dimension but they may ignore the family and personal factors. Apart from this they may also ignore the cultural aspects which can affect the overall process of hiring employees. In china many times the human resource department may find it difficult to have the proper cross cultural competence that is regarded as the ability of individual to deal with the overall cultural differences. Workforce planning: Workforce planning is identification asthe core business processthat is to be aligned with the needs of changing organisation with development of proper people strategy(Coates, Coppleson and Travaglia, 2021). It can be very helpful in the process of adjusting it as per maturity and size of organisation. It provides industry intelligence and market to help organisation on focussing on issues and the range of challenges that is required to prepare for initiatives for supporting long run business goals. The deterministic model: It is the model that is based on the way aspects are likely top happen in upcoming future time period. Leaders and HR mangers are willing to use this model as per the requirements of present workforce. In case of chain pharmaceuticals company the brand have to analyse it based on the location(Brannon and Burbach, 2021). Such as people from northern part of china face much difficulty in adjusting to south and there is vice versa situation as French people find it difficult in north America. So, the issue of relocation is becoming important segment for Chinese workforce that is required to be dealt to have proper analysis of the way future trends are going to posses a impact on the functioning of organisation. Talent management plan: It becomes important to have a effective talent management plan that can help organisation in china for recruitment and retention of talent. For this purpose it becomes necessary to have effective application talent management aspects as mentioned below:
There are several aspects of talent management model that can be adopted in the present scenario for the purpose of developing a competent workforce: Planning:It is a aspects in which there is alignment with the talent management model with overall organisation goals. In case of pharmaceuticals organisations in chain for the purpose of having a suitable and appropriate workforce it becomes very crucial to ensure that there is right talent present as per required level of knowledge, skills and experiences. Attracting:It is important to attract employees as per the specific requirement of assigned job roles and responsibility. In health sector industries there is requisite to use right strategy the hires will be driven by the requirements of skilled workforce. Developing:It is the part of development model that helps in growing of talent in the organisation. It has to be aligned with the employee development plan. Retaining:It is the purpose of talent management plan so that employees are able to make a switch to any other organisation. In health sector organisation there is requirement to have proper engagement(Schmidtke and et. al., 2021). After having a right individual employees in the organisation it becomes important to keep them associated for long term. Transitioning:After development and hiring of employees there is further need to plan for employee transitions. The aim at this stage is to have proper knowledge management aspects in the organisation. Atrsntion is associated with supporting employees in such a way so that they are able to deal with the issues that are being faced in the course of regular organisation functioning. Such as development of cultural fit is one of the tremendous aspects that needs to be taken into consideration. There are differences present in the management style and overall expectation that is required to be considered. Analysing the talent gap: In present scenario there is shortage of appropriate local talent that is part of manufacturing brand.There is analysis of the way workforce is mitigated. For this purpose there are some of the human resource approaches that can be adopted for Chinese organisations in order to manage the negative impact of high talent gaps: using of skill gap analysis tool:In Chinese organisations the human resource department and focus on using of skill gap analysis tool for the purpose of assessing the difference between the present and future state. It is a way that can be adopted for determination of the skills & knowledge that is lacking among the present workforce in the organisation.
In the present changing scenario shanghai is viewed to be the place of chain with 65 regional headquarters that is established MNCs across different industries(Yu and et. al., 2021). It is leading to persuading of shanghai based candidates to take the project in other parts of the country that may be problematic, The Baxtrers lau has advised that expectations have to be properly managed so that there can be a clear plan of the way executives can come back to shanghai. Recommendation: Based on the above made analysis there are several recommendation that are to be drawn with context to talent management strategies in organisations: while resourcing of talent it is suggested that the human resource managers have to consider the aspects of locationslike in healthcare manufacturing for base senior positions in key centres like shanghai and Beijing. There is need to offer higher motivation to employees that can be both in monetary and non monetary incentives. It can assist in the process of enhancing their present level of morale for the purpose of managing the overall satisfaction level of employees in long run. In organisations employees may posses rare combination of skills it becomes important to be aware of the skill sets of market value that can assist in the process of managing the present workforce. For such employees it is important to manage the demand by by offering them with expected bonus payments. It is related with the aspects of compensating of top talent in china. It is suggested that the biggest issues that is faced by the health sector is associated with having a suitable and competent workforce. So it becomes important to have proper talent management policies which can help in retention of employees for long run. It may lead to addition of cost but it has to be dealt managing it with context of generation of higher productivity and profitability in long term. There is management of cost by reduction of employee turnover and employee contribution is also maximalism because of higher level of satisfaction.
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Conclusion: It is summarized from the above made analysis that talent management practises have evolved with time and it become important to consider such element that is related with success of organisation. There are global trends in human capital management and talent that have to be considered in order to maximise the present contribution of employees towards the organisation laidmissionandvisionstatements.Withthechangingtimesitbecomesimportantto understanding the way local executives can be adapted and understanding the process and politics that are part of the external environment.
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