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MMN624104 - Resourcing and Talent Management Report - Contemporary Labour Market Trend Report

   

Added on  2020-03-04

22 Pages5466 Words166 Views
Resourcing and Talent Management1RESOURCING AND TALENTMANAGEMENT REPORTCIPD 5by Class (5RTP) Professor (Tutor)The Nameof the School(University)Cityand StateDate

Contemporary Labour Market Trends 2Executive SummaryLarge multinationals engage in contemporary labour market trends for success. Theseinvolve talent planning, recruitment, employee retention, redundancy and retirement. Tighteningand loosening labour markets occurs when there is skill shortage and surplus. Organizationaldesign strategies include paying their employees well when the organization improves in revenuecollections. When employees complain of mistreatment, poor payment and unfit workingconditions, the management needs to pay keen attention to their plea. Employees are always indirect contact with the customers in a service industry. This gives them an upper hand inproviding the best customer experience. An organization that takes pride in its services needs toreflect value in its operations. For example, Nandos Qatar is a reputable organization with a greatwork environment but there are complaints about poor management practices. From my workexperience there, I managed to table the following report about resource and talent management.The report discusses the contemporary labour system trends for different countries. It explainsthe importance of tightening and loosening the labour market trends. Employees represent theface of the organization. Stakeholders have a role of addressing challenges arising. These are theemployers, government and trader. This discussion highlights labour management strategiesfrom two competitors in the same markets. It also points at the role of the government withreference to the UK as a role model.

Contemporary Labour Market Trends 3Table of Contents1.0 Introduction...........................................................................................................................................32.0 Talent planning in different countries....................................................................................................42. 1 Contemporary Labour Trends across countries...............................................................................52.3 Tightening and loosening the Labour Market....................................................................................62. 4 Strengths and Weaknesses of Talent Retention.................................................................................83.0 Strengths and Weaknesses of Labour Market Competitors..................................................................103.1 Niche Targeting...............................................................................................................................103.2 Appraisal, deployment and downsizing............................................................................................113.3 Employment Termination.................................................................................................................113.4 Alternatives to redundancy..............................................................................................................134.0 Role of government and trade unions..................................................................................................145.0 Conclusion...........................................................................................................................................15References.................................................................................................................................................16

Contemporary Labour Market Trends 4STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES FOR A GLOBAL ORGANIZATION1.0 IntroductionNegative customer reviews reflects badly on any contemporary brand. Modern labour laws explain the reason for tightening and loosening labor market trends[ CITATION OCo17 \l 1033 ].Nandos as a multinational with branches across the globe needs to be aware of different contemporary practices such as online customer reviews, which affect brands. It is fruitless for Nandos Qatar to mobilize its workforce for strategic performance yet fail to respect employees’ rights[ CITATION Ind17 \l 1033 ]. Management practices across the globe reveal different strategies that focus on attracting competent skills as well as retaining them. Global organizations with operations in cross-cultural locations experience challenges of sending employees to foreign countries for work due to poor government laws. Top-notch professionals prefer to work in competent organizations because of the benefits offered. Such work environments have job security and competent salaries as well as non-monetary benefits like professional development. Government policies also influence the implementation of competent strategies. The adoption of Strategic Human Resource Management (SHRM) integrates different elements in the development of a competent workforce. This discussion shows how competitors in the market obtain different results when operating in the markets. The result is different because employee factors determine success and failures of organizations [CITATION Cum14 \p 265 \l 1033 ].2.0 Talent planning in different countries Research shows that the cost of hiring new employees is high and that such employees often deliver less than expected[ CITATION CIP17 \l 1033 ]. Mc Donald Qatar has an organizational culture that fosters the personal and professional progress of its employees. Employee review

Contemporary Labour Market Trends 5indicates favorable working terms, pay and benefits[CITATION ind17 \l 1033 ]. This lower constraint of importing workers from its headquarters and foreign employees are happy to work at this McDonald Branch. Designed for the 21st Century, these competencies makes employees part of the team and they are happy to serve customers. Among the unique competencies that a professional in a global environment needs are cross cultural communication, IT and problem solving skills [ CITATION Dav12 \l 1033 ]. McDonalds hires the best in academic, professional and personal training. In the same location, Nandos Qatar receives negative reviews because of its employment policies[ CITATION Gla15 \l 1033 ]. As a result, it loses employees every now and then. The brand needs to find ways of retaining its workers using the most effective tools, techniques and practices. Workers from within Qatar and outside look for growth opportunities. Contemporary management practices include improved:RecruitmentSelectionPlanningStaff retentionTraining Succession planningRetirementJob dismissal among others2. 1 Contemporary Labour Trends across countriesThe contemporary labour market supports the recruitment of talent through digital platforms like websites and social media[CITATION Led13 \l 1033 ]. McDonald maximizes on social media portals

Contemporary Labour Market Trends 6such as LinkedIn for networking and finding the right talent for specific tasks. The presence of numerous jobs for the US is an indication of favorable labour laws in the country[ CITATION McD17 \l 1033 ]. Niche training saves on unnecessary costs and its returns are higher. Different organizations and countries concentrate on the development of human capital. In the case of Nandos Qatar, the National laws influence business operations. Qatar has been in the limelight for the unfair treatment of foreign employees[ CITATION Alj16 \l 1033 ]. Its labour ministry agrees with human rights organizations that there is need for reforms. The management at Nandos needsto be aware of new laws that allow employees to enjoy both tangible and non-tangible benefits such as free professional training, medical care, retirement benefits, and vacations. Organizational development starts with a plan to change[CITATION Cum14 \p 28 \l 1033 ]. SHRM contributes to the development of the employee’s interpersonal, intrapersonal and professional skills. Resource and talent planning in the UK explains the success in the industry asorganizations maximize on employee retention as a strategy for organizational development[ CITATION All17 \l 1033 ]. As a result, Nandos UK shows better performance than Nandos Qatar[ CITATION Wal15 \l 1033 ]. An analysis of the differences shows that national and regional laws influence HRM strategies. McDonalds is a key player in the industry hence it appreciates this diversity in employees as much as it does of clients. As a result, its US branch shows success in all regions including Qatar. Blending the corporate culture with the national culture helps organizations to develop values that shape self-identity in individuals. Multinationals in the service industry show brands with a global presence in different parts of theglobe[ CITATION SHR17 \l 1033 ].

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