HRMT20024 Essay: Challenges Attracting/Retaining Education Staff

This essay delves into the key challenges of attracting and retaining a workforce within the education sector, exploring the evolution of Human Resource Management (HRM) in Australia, including the shift from personnel management to strategic HRM, and the importance of stakeholder theory. It examines industrial relations frameworks and practices, including the Fair Work Act 2009 and issues like gender pay gaps and workplace bullying. The essay further analyzes Human Resource Planning (HRP) in a changing environment, highlighting the importance of forecasting models like the Delphi technique and managerial judgment. It also addresses work design challenges in a global environment, focusing on job design, diversity management, and the importance of core capabilities. Finally, the essay evaluates HRM towards the future, discussing the need for new paradigms and the integration of HRM education in schools, colleges, and universities, emphasizing the importance of preparing students for the realities of the workplace. The essay provides a comprehensive overview of the topic, supported by academic research and practical insights.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management

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Essay on key challenges in attracting and retaining a workforce in education sector
Introduction
This essay demonstrates key challenges related to attracting as well as, retaining the workforces
in education sector. It also explains evolution of HRM (human resource management), industrial
relation, HRP (human resource planning) in changing environment, work design challenges in
global environment, and HRD (human resource development).
Week 1: Evolution of Human Resource Management
It is addressed that concept of HRM is developed via different phases. In the nation of Australia,
evolution of HRM is created via different phases. Moreover, initial phase was associated with
administration phase with personnel manager, line executives as well as, experts such as trainers
and recruitment officers performing HR practices without being affirmed as an independent
occupation. In the nation of Australia, earlier World War II, these roles were highly limited with
administrative sectors (Rotich, 2015).
It is evaluated that the second phase demonstrates the more specialized strategy as employers
should focus on recruiting skilled employees through government programs as well as, the
demand for a job in Post World War II prospect. Through third phase, personnel management is
initiated to merge within human resource management. In addition, aspect related to HRM and
SHRM has developed afterward (Kramar & Steane, 2012). The next phase is the latest phase
when some factors such as increasing world economy as well as, globalization have
consequences in gained demand related to HRM.
It is illustrated that strategic human resource management emphasizes on need associated with
HR plan and strategies to be created with regards to overall objectives of the firm. It can be

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responsive with respect to making changes in nature associated with the external atmosphere of
the company (Burgess, Cameron, & Rainnie, 2014).
SHRM could be concerned primarily as well as, it could be contributed with respect to bottom-
line achievement of the educational sector. SHRM could be highly focused on human resource
management. There are certain administrative managers that have inadequate managerial
competencies, commitment and other cannot pose self-confidence, business acumen and status
with respect to implementing the agenda related to SHRM (Samwel, 2018). Furthermore,
stakeholder theory emphasizes on accountabilities that the firm has with regards to all associated
stakeholders. The key ethical concern in HRM is a strategy in which, workforces are managed
for attaining goals with objectives of business (Van den Broeck, et. al., 2010).
Week 3: Industrial Relations: Frameworks and Practices
Industrial relation is significant to develop the aspect related to the green economy as well as the
regeneration related to areas, which is reducing. In different states, there are some regions that
once developed in international producing however, in current times, it is an inopportune region
with respect to economical decay, unemployment as well as, declining the infrastructure
(Cumming, Sumsion, & Wong, 2015).
Adequate industrial relation system could be considered in HRM. It could be introduced as a
sustainable industry. IR constitutes significant part to keep regulatory structure related to
employment in specific position. Moreover, feasible IR strategy could be advantageous for
companies of the respective situation; different limitations such as imbalanced pay between
genders as well as, inequitable transformations in the workplace are constant in certain locations
(Azman, Sirat, & Pang, 2016). It could be developed that industrial relation can travel in across
nations and impact the same. Furthermore, the economic and political condition can affect the IR

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association. It is stated that Australia has higher scope related to further investigation in the
education areas (Harrington & Maysami, 2015).
The fair work act 2009 depicts employees as collective members, unions as well as, individuals.
Moreover, employees have rights with respect to requesting changes. In addition to this, causes
for refusal could be considered and provided to employees within 21 days of the period on their
request. Furthermore, fair work act 2009 increases compulsion to provide polite safety net as
well as, increases compliance system. The equal compensation approach demonstrates that the
gender pay gap in Australia can remain persistently is about 18% (Kigo & Gachunga, 2016).
Employees should be aware as well as flexible with respect to developed effective changes in the
educational field. Bullying exists in the educational sector in which, one or more person
participated in the unreasonable and repeated attitude in the context of workforces (Martin &
Ottemann, 2016). It also creates vagueness with respect to educational policies. An individual
who is logically depicts that they were bullied within an organization then they can complain
about the HRD department for eliminating such issues (Kakar, Raziq, & Khan, 2017).
Week 4: Human Resource Planning in a Changing Environment
HRP can be crucial element of entire approaches regarding how a company operates. It should
address the requirements of workforces and supports them for attaining the goal of an
organization. It is addressed that adequate HR planning could be comprehended for making
transforming in business atmospheres as well as, anticipating the potential business requirements
and thinks in ahead of time (Cameron, Dhakal, & Burgess, 2017).
There are different objectives related to human resource development. The key aim of HR
planning is to develop the awareness of workforces and organizational requirements in advance.

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It plays an essential element in addressing potential demands related to human resources of an
organization (Montague, Burgess, & Connell, 2015).
It is addressed that HR planning is a continuous procedure that scans as well as, reviews all
organizational needs and environmental conditions. This plan can make sure that feasible quality
as well as, the number of human resources can be available when required within an
organization. It is also significant due to increased as well as, enhanced productivity of company
(Noe, et. al., 2017). It also makes competent to the administrative manager for obtaining feasible
performance through recruitment of finest talents. In the case of competitive atmosphere like in
current times, HR planning system could make sure the quality services by the company and
offering an edge over another rivalry in the market (Collings, 2017).
HR planning provides the basis to develop the HRM initiative and coordinating all function
related to HRM. The failure is creating an effective plan with respect to human resources of the
firm can consequence in loss of substantial costs and efficiency of the firm. The qualitative
approach could be considered for entailing employees and their managers and supervisor in the
forecasting of HR (Murray, et. al., 2017). There are wide ranges of forecasting models such as
Delphi tool, nominal group tools together with managerial judgment model. Under Delphi
technique, a specialist is consulted by a weighted and structured questionnaire. These specialists
have provided their contribution to sharing the ideas in a group. All responses can be collected
with the individuals in order to obtain further comments (Vance & Paik, 2015).
This process is used until the attainment of consensus. In the context of the managerial decision,
supervisors and managers assess their own needs related to labour. Each branch, division, and
labour of the firm develops its own labour targets that are consolidated into the planning of HR
(Latukha, 2015). In the context of nominal group tool, expert participants are engaged in the

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meeting and considered in brainstorming activities, followed by assessment regarding each idea
and estimation. A group decision is developed on the estimation of rank as well as, most
practical basis within an organization in the education sector (Azman, Sirat, & Pang, 2016).
Week 5: Work Design Challenges in a Global Environment
There is an existing association between features of the job, hindrance of the job such as
emotional demand of workforces and requirements related to women health initiatives as well as,
job challenges such as cognitive demands with the workload. It is illustrated that unfavourable
job challenges creates through workplace fatigue of staffs. While, positivity related to
overcoming those unfavourable job challenges is coming through the increased drive as well as,
enthusiasm within an organization. Job designing issues contain features such as pressure of
work, cognitive exhaustion as well as, time constraint. There are some concerns in designing of
job such as achieving demands like elastic working hours, sharing of job accountabilities, as well
as, work from homes as well as, alternative working schedules between others (Tafti,
Mahmoudsalehi, & Amiri, 2017).
Work designing helps to achieve the demand of workforces is one of crucial concerns in global
environment in the current scenario. Jobs should be assessed as well as designed in a manner that
remains appropriate as well as, required capabilities are achieved. Core market capabilities
should be recognized for a specific job in order to stand out in a competitive environment
(Burgess, Cameron, & Rainnie, 2014). Furthermore, diversity management becoming another
significant factor related to job design. It should consider the factor related to race, age, gender,
and best talent can be recruited through human resources pooling as well as, retained for offering
rivalry to other key market participants in an environment (McGinnis Johnson & Ng, 2016).

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In the education sector, the company should emphasize on core capabilities that are highly
essential for the growth of the firm and should also emphasize on feasible approaches associated
with choice and recruitment. Moreover, the firm should emphasize on strategies with respect to
retaining the workforces and implementing these strategies significantly at the workplace (Vance
& Paik, 2015). In such a manner, a company can create job-specific and generic capabilities as
well as, these competencies should be achievable, measurable, utilized as well as, demonstrable.
Group competencies can be created by a firm for reflecting the needs of companies and position
that will support for creating the targeted aim and objectives of the firm (Azman, Sirat, & Pang,
2016).
It should also use industrial engineering that will provide the firm for investigating the work
cycle for illustrating the elements that can be modified, rearranged, eliminated and combined. It
could facilitate avoiding time consumption, which is essential for achieving the cycle of work. A
firm should assess and implements the job in a significant and authentic way by feasible job
assessment and it would be supportive to other core human resource practices as well as,
functions in business firms (Latukha, 2015).
Week 12: Evaluating HRM towards the Future
There is a high amount of HR personnel that could be considered as a primary role as an HR
executive with respect to strategic HRM. Furthermore, training and development related to new
workforces came subsequently. Further assessment illustrated that how SHRM as well as, links
of HRM is associated with creating an organizational strategy that is emerged as a field of
significance both in previous 5 years as well as, next 5 years related to HRM areas (Collings,
2017).

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Under new environmental circumstances, HRM has a requirement for implementing new
paradigms in different manners. HRMs can keep in mind different structural and cultural
contexts available within-firm as different workforces today perform in the context of the
psychological contract that makes sure workforce benefits (Azman, Sirat, & Pang, 2016).
There are more diverse approaches that could be developed through the HR department for
emphasizing on retention of proficient workforces. Furthermore, focusing on the shift from
conventional context related to Australian training & development, it could be demonstrated that
protectionist industry strategies in 20th century has inflexible work structure as well as, strong
assistance regarding trade unions. The consequence in introduction about fragmented training
and development system within Australia is highly emphasized on occupational competencies
and administration control (Tafti, Mahmoudsalehi, & Amiri, 2017).
HRM education is finding paths into the classroom with colleges and high schools alike putting
the higher focus on the readiness of scholars for the workplace. Scholars who finished off for job
still require competencies in mathematics and English grammar. But, they may address
themselves failing in spite of having these competencies when they are not feasibly prepared for
sometimes harsh reality, which is an accurate schedule of work (Murray, et. al., 2017).
These scholars have to be on time every day. They should be ready for criticized since their
bosses will not be thrilled regarding every little thing they perform and they should be ready to
comply with a range of policies set and rules within-firm in which they would be working as
well as, by regulatory agencies (Collings, 2017).
There are some school districts that are going as far as developing advisory councils for career
education. These councils are developed of industry professionals as well as, local businesses to
help them for developing educational programs that are relied on reality as well as, are relevant

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for a set of everyday work these scholars would graduate into while they are performed with
school (Kigo & Gachunga, 2016).
Soft skills are significant within an organization since they support administration managers to
effectively perform with others and attain the common goal. Human relations would happen
wherever the company goes and scholars should be educated regarding how to significantly
relate with other humans. New staffs should understand how to communicate with their
colleagues as well as, get along with them at their places of performance (Cameron, et. al.,
2017).
It is illustrated that with the internet ubiquitous global techniques and other techniques like social
media, skype, webinars, WhatsApp, Facebook as well as, other kinds of online communication
being as uncontrolled as they are, a young individual is hardly comprehended person to person
communication anymore. They do not understand the skills that practiced to underpin seminars
and meetings like public speaking, presentation skills, and making a proper introduction. These
are some competencies that are highly valued in the working atmosphere of today and hence type
that they need to understand (Azman, Sirat, & Pang, 2016).
Furthermore, the type of technology that young people are practiced to do not have their place
within an organization. They perform and millennial are highly qualified for using things such as
collaboration software and LinkedIn in their places of work. But, they also required for learning
more traditional communication techniques and skills in order to be highly rounded workforces
at their places of performance and hence more flexible. Moreover, being skilled in different
techniques of communication provides one candidate benefits over another in end (Samwel,
2018).
Conclusion

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From the above evaluation, it can be summarised that education sector firms face some HRM
challenges within an organization. These challenges are an evolution of human resource
management, human resource planning in changing environment, industrial relations:
frameworks and practices, work design challenges in global environment as well as, evaluating
HRM towards the future. It can be concluded that the education sector poses a negative
perception in the HR department. It can be also summarised that unfair treatment within an
organization is faced in education sector.

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