Challenges in Attracting and Retaining Education Workforce

This report delves into the critical challenges faced by the education sector in attracting and retaining its workforce. It explores five key themes derived from course materials, including talent retention and development, the evolution of human resource management, industrial relations frameworks and practices, globalization's impact on HR, and technological influences. The report emphasizes the need for effective recruitment, training, and development programs to retain employees, highlighting the strategic importance of HRM in adapting to changing organizational needs and global influences. It also examines the role of industrial relations, workplace negotiations, and the impact of technological advancements on the teaching profession. The conclusion underscores the necessity of strategic HRM for achieving organizational goals within the education sector. The report references key academic sources, including Sheehan et al. (2016), Earl, Taylor and Cannizzo (2017), Veer and Rowley (2017), Ulrich & Dulebohn (2015), De Freitas, Morgan & Gibson (2015), Stone et al. (2015), Noe et al. (2017), Cascio (2015), Brewster (2017), Nankervis et al. (2017), Bratton & Gold (2017), and Albrecht et al. (2015), to support its arguments.

Running head: KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
Key Challenges in Attracting and Retaining Workforce in Education Sector
Name of the Student:
Name of the University:
Author’s Note:

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
Introduction
This particular discussion actually take into account learning with respect to education sector
and various challenges faced by this sector. The main focus of this discussion is to identify
main challenges that might be faced by education sector in attracting as well as retaining
labour force in this particular sector. This part of the discussion will draw five themes
specifically out of Week 1 to Week 11 and arguments shall be applied with respect to those
theories that have been applied in the previous assignment.
Discussion 2300
This particular discussion, actually throws light on various factors associated with ageing
workforce in the organization that usually has an impact on education sector as well as
industries. According to Sheehan et al. (2016), performance in the organization has a great
effect on HR performances as well as skills that are involved during work practises in the
organization. Several changes that take place in the organization actually have a tremendous
impact on the environment and this signifies various changing needs within the organization
and this creates dynamic environment within the education sector. Various processes in
management of human resources play significant role in the educational institutions in
Australia. According to Earl, Taylor and Cannizzo in the year 2017 has emphasized on the
fact that various educational institutes that are located all around the world instead of
recruiting young professionals must look up to the qualities associated with systematic
development of human resources that would help to improve quality education that is being
imparted to young pupils all around the world. According to the studies undertaken by Veer
and Rowley in the year 2017, various sets of values as well as skills must be imparted to the
human resources and proper sets of training must be provided to them to enhance the skill
sets of individuals working in the industry. This would also help to facilitate transfer of

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
effective knowledge within the workplace as well as in schools or colleges and this would
help to rise economy in the market.
As suggested by Ulrich & Dulebohn in the year 2015, certain modifications associated with
policies associated with human resources have a great effect on educational sector as well as
effective planning of resources. As per the challenges made with respect to educational
policies various work pressures are posed in accordance to standards as well as qualities of
professionals. Further various job roles have a great impact on performances of that of HR
professionals. In accordance to De Freitas, Morgan & Gibson in the year 2015 would actually
help academic professionals to acquire various knowledge as well as skills that would
actually help the students to engage them in acquiring knowledge through programs. Through
increasing technical expertise after formal recruitment of professionals in the education
sector, would give them an opportunity to sharpen their skills and this would further help in
treating the pupils so that they can constantly learn as a result of all these processes.
In this portion, five different themes are to be discussed that would enhance levels of
communication within workplace:
Talent Retention as well development
It is necessary on part of people to understand retention of various employees by undertaking
effective processes of recruitment as well training of individuals. Through constant
development as well as in order to facilitate learning in the organizations, teachers must be
trained with good resources as well as skills so that it helps the organization to motivate
pupils to undertake their levels of education in the sector. Various methods must be adopted
that would help in handling several talents towards management of leadership and this would
also help in development of career (Stone et al., 2015). Proper assessment of individuals
before conducting recruitment processes would actually provide benefits towards retaining

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
staff members in the organization. Development of various form of human resources would
actually help to develop various planned activities and this would help to create future
demands of achievement of jobs. Development is basically associated with development of
training processes and this would help to improve programs on formal training and this would
help to put focus on practical experiences in terms of mentoring as well as coaching. There
may be certain crises in terms of supply of skilled workforces and large sum of money has to
be spend on enhancement associated with labour and this would have large impact on
landscapes. Retention of talented employees require to meet the satisfaction needs of
employees and this would have tremendous effect on the standards of organization (Noe et
al., 2017). Arrangements in terms of opportunities towards flexible work, management of the
organization as well as empowerment of individuals actually help to retain quality teachers as
well as professors in the market. Early development of various positive attitude in the
workplace actually help to create long term commitment towards any educational institution.
Evolution with respect to Management of Human Resources
Generally most of the organizations usually rely on availability as well as effectiveness
associated with different types of resources that are mostly known as financial markets,
introduction of new and innovative technologies as well as various form of resources that
would lead to success of the organization. Development of human resources become the
strategic issue and therefore cost factor comes into a significant role in the organization.
Since various workplaces are undergoing transformational changes and this ultimately acts as
a valuable form of asset towards the organization (Cascio, 2015). HR professionals also help
to add significant values to employees, managers as well as customers in the organization and
this ultimately attract large number of investors from other companies to bring various
changes towards nature of work as well as jobs. Generally relationships that exist between
several forms of employment opportunities actually comprise of certain forms of legal

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
contracts, social as well as psychological contracts that have impact on relationships
associated with employment opportunities. Various rights as well as privileges of various
employees as well as their organizations actually have an impact on fairness as well as trusts
in the organization. Various evolution on HRM models actually have a greater influence on
human resources and this also has long terms of consequences on living individuals in the
employee groups. Generally Unitarist form of interest actually prefer relationships as well as
interests that exist between various employers as well as employees and this actually
inculcate spirits of serving education to pupils that usually prevail among the teachers in the
countries (Brewster, 2017). Pluralist form of interest actually helps to lay focus on various
conflicts associated with individuals with common goals and this would actually help to
determine goals in the organization. Strategic form of management of human resources
actually lay focus on most of the strategies in the organization and this is also responsive
towards external environment in the organization.
Three particular chapters from Nankervis et al. (2017) states that various improved systems in
terms of production as well as growth have a tremendous impact on manufacturing of goods
and this would have a great impact on managerial grounds. This also helps in protection of
employees against any form of challenges in the organization and help the workforces to
achieve overall standards in the organization. Recruitment of various personnel also help in
developing the behavioural practises within the organization and also has major impact on
performances of various management programs (Nankervis et al., 2017). Maintaining of
employees in the organization and various theories towards motivation of employees in terms
of management, recruitment as well as training of individuals that usually have an impact on
various line managers as well as various line managers in terms of consideration. Personnel
actually help in integrating various complementary strategies as for example planning and
development of human resources, designing of jobs, framing techniques as well as policies

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
that would actually help to attract large number of workforce in the organization,
development of health systems and assurance of safety help in achievement of various goals
as well as objectives in the organization or educational institutions.
Globalization with respect to business associated with HR professionals have to be more
proactive relationships in terms of dealing issues associated with business ethics, governance
strategies at corporate level as well as management of various employees that would help to
maintain balance between work and life activities (Bratton & Gold, 2017). Models associated
with human resources actually put focus on cultures in the organization and also help to
maintain development of relationships between employees. This also helps to maintain
stability in workforces that are mostly associated with environmental changes with respect to
laws, economics, practices as well as cultures in organization policies in the society.
Reinforcing several opportunities in HR programs actually help in creation of transparencies
as well as accountability that would help to pose major effects on ethical codes. Influencing
employees and encouraging them to share their innovative ideas towards learning
opportunities in educational institutes (Albrecht et al., 2015). Technological forms actually
help in fitting employees within their workplaces and this help in creation of more
technologies and this helps to pose more impacts associated with emotional intelligence
associated with physical skills and this greatly have positive effects on the teachers in the
organization. Therefore those help to create positive motivation among the teachers that help
to throw light on teaching as well as quality education in colleges and universities. HRM
practises help in increasing quality of resources and thus also help to deal with various
contemporary issues in development of employees.
Development of industrial relations, frameworks as well as practises

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
Development of various rules in industries actually help to govern relationships in
employment opportunities and therefore development of conditions of work practises and this
also helps in workplace relations development. The workplaces rules as well as legislations
must take care of employee standards who emphasize on the fact that provision of various
holidays, extra hours of payment as well as redundancy payment actually increase the
energies of employees who would like to work in the professional environment. Thus,
achievement of quality standards, negotiation of various rates of employment actually have
an impact on the organization. Union density of employees also have an impact of looking
after equal employment opportunities to both men as well as women in the workplace.
Industrial association usually highlight rights of teachers who want to take active part in
various lawful decision making processes of individuals and certain HRM models actually
throw light on code of conduct that lays out certain emphasis on the process of employment
standards. Through all these policies, processes of multi- employing various systems actually
help in sharing various benefits associated with levels of productivity. Agreements in terms
of enterprises actually operate in the market and therefore it lays focus on various conditions
of employment, enactment of various form of disputes as well as provision of procedures of
resolution in the organization. Various forms of dismissal associated with business codes
actually help in creating regulations so that an employee undergo several forms of assessment
before they are subjected to methods of termination. Work Commission actually lays focus
on several aspects that actually talk about knowing various job expectations of employees in
the organization. This also helps to build good employment relationships and thus help to
maintain quality standards in terms of employment. Macro- regulatory procedures actually
help to deal with various standards towards employment and also help to integrate most of
the employees together within the organization that abide by various standards. Micro form

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
of environment also help in maintaining balance of power within relationships associated
with employees in the workplace.
Conclusion 100
Therefore from the above discussion, it can be concluded that management of human
resources is necessary issue for achieving corporate benefits in the organization. It also helps
in dealing with various ethical form of dilemmas in the organization and this would also help
in creating various opportunities as well as challenges in the organization. On particular
analysis of data, actually help in understanding the strengths as well as weaknesses of
teachers on the basis of their expertise of people in the organization.

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
Reference List
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2017. Human resource management:
strategy and practice. Cengage AU.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Brewster, C., Vernon, G., Sparrow, P. and Houldsworth, E., 2016. International human
resource management. Kogan Page Publishers.

KEY CHALLENGES IN ATTRACTING AND RETAINING A WORKFORCE IN THE EDUCATION SECTOR
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.
Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
technology on the future of human resource management. Human Resource
Management Review, 25(2), pp.216-231.