Reviewing the Literature

This literature review discusses the challenges faced by Australian finance sector in terms of employee retention and recruitment. It explores the benefits of contact centre offshoring, stereotype threat among women in finance, employee assistance programs, and labor governance in global supply chains. The review provides insights into the perceptions of managers who deal with human resources regarding organizational practices in finance sector, offshore challenges undertaken by organizations in Australia, and the threats that women have to face in country Australia in banking as well as finance sector. It also discusses the various services as well as assistance programs conducted for employees so that they help to retain employees in finance sector.

Running head: REVIEWING THE LITERATURE
Reviewing the Literature
Name of the Student:
Name of the University:
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1REVIEWING THE LITERATURE
Article 1
Full reference of the Article:
Hutchings, K., De Cieri, H., & Shea, T. (2011). Employee attraction and retention in the
Australian resources sector. Journal of Industrial Relations, 53(1), 83-101.
Objective and research question
1. What are the perceptions of managers who deal with human resources regarding
organizational practices in finance sector?
2. What are the challenges they have to face in retaining as well as attracting employees
to develop good relations with finance sector?
3. What are the practices undertaken by organization that has helped in implementing
good employing practicesin terms of skilled recruitment?
4. What is the necessity on part of employees to increase their motivation towards
working in financial sector?
Method
A survey was conducted in a particular financial year of 2009 that provides a very detailed
analysis on perceptions of employers towards facing challenges from various workplaces in
the financial sector and various strategies are adopted by organizations in order to retain
workforce/ employees. It has been examined through this research how organizations would
be able to inculcate attractiveness of financial sectors through good practices towards
employment opportunities.There are certain researches on employment relations based on
which strategic management of resources as well as financial performance gets affected and
that can be resolved through appropriate research as well as understanding.
Findings and discussion

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Researches based on Australian financial sectorin terms of human relations has helped in
drawing a strategic link in relation to management as well as performance of various business
firms. A critical analysis as a result of research study suggests that on following a very
systematic approach towards creating good workplace in association with good working
performance acts as a necessary resource that would allow implementation of various
strategies towards corporate sector and help in achievement of suitable profits for the
economy. Organizations like banking and insurance companies in Australia need to involve
good employee engagement so that they are able to create a positive experience for
employees in terms of workplace. A system associated with greater involvement of people to
their workplaces (HIWS) helps in organizing various form of work as well as employment
practices that would assist in relatingto deployment, consultation, recruitment, development
as well as retention of employees. The following samples as well as resources were utilized
considering databases of Australian stock exchange companies and it was found that 56
organizations responded at a rate of 14% and some of them have even provided information
regarding increasing rate of employee turnover as a result of huge work pressure. Many of
organizations that usually belong to financial sector have also thrown light up on non-
existence of union or they have been present in only 10% among all the organizations
therefore employees most of the time lack proper motivation.
Conclusion
As a result of reviewing the article it has been able to identify that several challenges are
faced by the employees in terms of ability to retain its employees and basic reasons behind
this is that alterations towards legislations associated with workplace that accounts 76% of
the risks, 69% of the reasons is due to downturn of economy in financial market and another
57% is because of lack of appropriate skills that would enable employees to give their best to
the job.

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Contribution of my article towards Essay 3
This article contributes a great deal ofopportunities towards employee engagement and this
would help further in researching methods that would reduce turnover rate of employees.
Certain form of strategies such as providing employees with remunerations for example extra
pay for overtime work, framing plans towards purchasing shares, extra payment in the form
of superannuation for serving the company for more than two years of service would attract
employees. Provision of certain extra services like free assistance programs for employees in
terms of financial or regular health check-up, gym and parking facilities as well as a smooth
on-going work culture, acknowledgement of diversity of employees in workplace may help to
maintain a good strength of employees in finance sector.

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Article 2
Full reference of the article:
Owens, A. R. (2014). Exploring the benefits of contact centre offshoring: a study of trends
and practices for the Australian business sector. The International Journal of Human
Resource Management, 25(4), 571-587.
Objective and research question:
1. What are the various offshore challenges undertaken by organizations in Australia in
terms of recruitment as well as retention of local staff members?
2. What are various risks as well as benefits that Australian businesses undergo in terms
of contacting with offshore centres?
3. How do retention of employees would help towards achieving profits beyond cost
savings and also determining quality of services?
4. How would an economy associated with globalized knowledge help in restructuring
delivery of services towards customers?
Method:
Various offshore locations are usually favourable choices for organizations in Australia in
terms of consequences in the form of linguistic, geographical, cultural as well as various
characteristics in the economy. There has been increasing concern over redundancy as
contact centres located in offshore have not been able to successfully establish contact with
domestic centres. 69% among the total US workers who lose their non-manufacturing based
jobs to people who stay in overseas are not able to find good jobs and 70% among those
workers in US are not eligible as well not skilled enough to work in offshore. Economy of
Australia require at least 15.6 million additional workers to maintain the ratio of worker is to
population. According to above mentioned proposal on research Alignment towards Culture

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would be a method to approach the customers than any radical approach adopted by various
organizations associated with contact centres. Specific trainings to be provided to offshore
organizations that incorporates training process for improving accent as well as neutralisation
method in case of staff members. There have been several parameters in order to identify
participants, issues as well as outcomes in various BPO organizations for supporting
customers and their commitment towards service in Australia.
Findings and discussion
Selection of appropriate staff members would help to provide good quality of services to
customers in terms of billing, provision of technical support, communicating with overseas
customers regarding products, services towards retention, management of credit as well as
retention towards credit. Such tasks can be performed by workforce who are efficient in
terms of skills, quality of services they provide and their production. People also noted that
labour market in Australia that usually faces large amount of competition as well as
challenges in terms of recruitment for contact centres in Australia have to put effort in
attracting as well as retaining good employees. Majority of organizations who want to
maintain onshore business strategies want services in terms of financial support due to
extensive information received from customers.
Conclusion Careful as well as strategic selection choosing of various business processes that
are outsourced would lead to stability, innovation and ability to retain human resources
within the organization. Diversifying various industrial sectors help Australian economies to
compete with developing economies and thus lead to satisfaction of employees as well as
customers. Strategies towards changing management help to achieve several opportunities
that flow from various sources of BPO thus preventing fallout of poorly structured projects.
Contribution of my article towards Essay 3

6REVIEWING THE LITERATURE
This article contributes great deal towards building assessment 3 as it portrays various
challenges that onshore BPO industries face in terms of retaining its employees, improve
their working performance and attract more population of Australia to work here in these
financial sectors. It gives a deep insight into benefits that usually flow out of BPO industries
and profits and shares they earn that help them to achieve name in the market and all these
could be made possible through development of human resources.

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Article 3
Full reference of the article:
Von Hippel, C., Sekaquaptewa, D., & McFarlane, M. (2015). Stereotype threat among
women in finance: Negative effects on identity, workplace well-being, and recruiting.
Psychology of Women Quarterly, 39(3), 405-414.
Objective and research question: (75-100 words)
1. What are the threats that women have to face in country Australia in banking as well
as finance sector in terms of management as well as accounting actions in various
bank jobs?
2. How do retention of women employees have proven to be challenging task in terms of
achievement of “critical mass”?
3. What are the various psychological factors that play a significant role towards this
retention of employees?
Method:
Gender ratio in banking as well as finance services have been greatly affected as a result of
threat due to discrimination on the basis of gender that women have to face in Australia. This
is mainly due to stereotypical thinking of people that quantitative production ability of
women much less than men. Due to negative thinking attitude of employees in banking as
well as finance sector in Australia that women are not ascommitted to their jobs as men as a
result it has led to huge employee turnover rate. Through the process of separation on the
basis of identities create psychological impact up on women as they find their ability to
distinguish themselves on the basis of feminine attitude as well as work and this enable
women employees to focus on their work and develop necessary skills that would enable
them to overcome stereotypes that prevail against them inside the organization. However

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presence of female peers during recruitment process provide motivational support to female
section of society to undertake their jobs in finance industries.
Findings and discussion
On account of sampling and conducting experiments taking into account 512 women working
in various industries in finance sector in Australia and they were given web links where they
had to register with their personal email ids and this helped to identify that women have been
suffering due to stereotype threat at a scale of 8.5 and it shows that they are not satisfied with
their jobs as a result of facing constant threat, mocking as well as other forms of humiliation.
Moderator as well demographic variables need to be applied in order to increase their focus
on their jobs and prevent employees shifting other sectors of working.
Conclusion
As a result of this discussion it can truly concluded that women are required to be trained
with necessary skills so that they can perform at par with the male counterparts in these
finance industries. This would increase their job interest and also young females who want to
join this sector will receive motivational support from senior employees. Formation of
forums and groups within organization to work against unscrupulous activities that are
usually undertaken by people that deprive women candidates to enjoy their fundamental
rights under this sector.
Contribution of my article towards Essay 3
The above article contributes a great deal towards employee participation in organization
activities, able to overcome the challenges faced mostly by female employees and increase
their interests to give their best in terms of achieving the goals of an organization. These
theories and researches will contribute a great towards building assessment 3 topic.

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10REVIEWING THE LITERATURE
Article 4
Full reference of the article:
Joseph, B., & Walker, A. (2017). Employee assistance programs in Australia: the
perspectives of organisational leaders across sectors. Asia Pacific Journal of Human
Resources, 55(2), 177-191.
Objective and research question:
1. What are the various services as well as assistance programs conducted for employees
so that they help to retain employees in finance sector?
2. How do EAPs act as vital sources for research study in terms of managing risks and
developing members of staff within the organization?
3. How these programmes help to resolve several issues faced by employees in terms of
work pressure as well as employee turnover?
Method:
Participation usually come from employees who have their accounts in various social media
sites like Facebook, LinkedIn as well as other sites who want to take an active part in
programs associated with assessment thus it provides a platform for them where they can
share their views as well as interests in terms of problems that they had to face in the
organization for example negligence, humiliation as well as other problems that they had to
undergo in these organizations. An organization primarily known by the name of Ethical
Advisory Group came into effect on March 4, 2014 in Australia that took into account several
factors helping to achieve standardized workforce in the organization.
Findings and discussion:

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An analysis was undertaken to improve labour force in the Australian economy and this
process is being carried out through this assessment program that is made possible through
qualitative analysis of data by the use of software program. A modified approach to coding
help to identify interpreter ability that was found to be greater than 80% and it has helped to
yield various results on resources as well as data program. These programs helped to identify
various risks and provide support to third parties therefore through constant analysis of data it
helps to meet expectation standards of industries. These particular programs help to support
various members of staff and thus help to solve issuers between domains as well as crossover
employees. Conclusion
These employee assistance programs thus help to determine various reasons behind
dissatisfaction of employees towards their jobs and through holding proper coaching sessions
as well as management of critical incidents help in justifying several incidents, helps to learn
their past experiences in their job that resulted in their dissatisfaction as well as lack of proper
motivation. In managerial section EAPs help to improve areas of weaknesses of employees
and thus increase strength of employees in finance sector industries.
Contribution of my article towards Essay 3
Above article would help in writing Essay 3 as it would help to improve standards of
employees and this would a create a more challenging environment for employees in terms of
their attraction towards job opportunities. Differences that exist between private as well
government finance sectors provides greater towards utilization of EAP programs and this
will create a topic of interest for writing the next essay.

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Article 5
Full reference of the article:
Donaghey, J., Reinecke, J., Niforou, C., & Lawson, B. (2014). From employment relations to
consumption relations: Balancing labor governance in global supply chains. Human Resource
Management, 53(2), 229-252.
Objective and research question:
1. How do supply chains at global level help to maintain corporate strategies in various
labour conditions in Australia?
2. How do relation among employees have a cultural effect on finance sector
organizations in Australia?
3. What are the priority factors in the organization that effect global supply chain within
the organization?
Method:
Various approaches towards ownership of management as well as supply chains have a great
deal of impact on employee retention in the organizations. Certain chains of control impact
changes within the organization thus regulating standards of employee engagement.
Findings and discussion:
Through management of human resources it is possible to establish good quality employee
engagement thus helping to justify governance gap.
Conclusion

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This article will contribute a great deal towards engagement of employees and increases
labour force within existing firms. More amount of benefits and appraisals would help the
employees to increase their interests towards organizations.
Contribution of my article towards Essay 3
This article would contribute a great deal towards assessment 3 as it would provide
information regarding various organizational practices that greatly involve power of
employees to induce necessary changes in the organization.

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