Jobwire: Strategic Human Resource Management and Leadership Training

This report analyzes Jobwire, a digital platform specializing in recruitment and HR outsourcing, and its need for a strategic human resource management (SHRM) plan and leadership training to address employee retention issues and improve business performance. The report highlights the importance of human capital and experience for competitive advantage and discusses how SHRM, incorporating the ISD model, can help Jobwire identify training needs, improve employee readiness, and create a positive learning environment. It emphasizes the significance of employee engagement, providing opportunities for development, and implementing strategies like the 5Rs (Respect, Responsibility, Reward) to retain talent. The report recommends the implementation of SHRM and leadership training to align HR practices with organizational goals, attract and retain employees, and ultimately enhance client satisfaction and business success. It also covers the importance of consistent evaluation and monitoring of the training program.

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Workforce planning and talent development

ABSTRACT
Over the years, businesses and organisation rely on the capabilities of their Human Resource
department. The success of a company depends on the strategy that is being implemented when it
comes to hiring, managing, and training of the employees. Therefore, it is best to look at how
they handle the employees, how the employees enhance their skills through the years of working
and what are the benefits that they can acquire in the long run. There is a lot of workplace
strategy/learning initiative, depending on how the HR department prefers to manage the
workplace.

INTRODUCTION
Human capital and experience is one of the most important resources for businesses and
their competitive advantage (McFarland & Ployhart, 2017. pg.545). According to Hall and
Cacioppe, “ Human Resource (HR) and training consider strategic peripherals include worker
enhancement and also the collaboration of training and development programs with the
organisation’s strategic goals that lead to competency and efficiency”. (Garavan, 2007).
In the past, Human Resources (HR) organizations primarily have been concerned with
operational details, such as payroll, benefits, and hiring. While these functions still fall under
HR's responsibility, successful leaders now realize that including HR managers in company
planning exercises ensures that these and other HR functions, such as training and development,
produce results that allow the company to achieve its strategic objectives.
Additionally HR organizations also play a vital role in ensuring that the company is fully
functional by maintaining and monitoring the work status of their employees from time to time
by assessing the needs of each one of them. When it comes to small businesses and large
corporations, the HR department plays an essential role in reaching business success. Vickers
states HR function now has a greater potential to claim sustainability in the organizational scope
(Jabbour & Santos, 2008).
Dr. Yazdanifard stated, based on his studies that recruitment and selection are the first
steps in the process of creating HR that align with organizational strategy (Yazdanifard, 2013).
Organizations can and should design recruitment materials and initiatives to attract appropriate
individuals to corporate roles, and use selection processes that will most effectively allow them
to hire the proper individuals to implement the organization’s strategy. One of its functions is to
consistently check the current state of employees in terms of fair treatment, benefits,
compensation and including learning and development initiative as a critical part of the
organization strategy. (D’netto, Bakas and Bordia, 2008, p.2; Werner and DeSimone, 2006, p.4).

Fournier, also explains that for a business to become successful, it is crucial to apply
strategic workforce planning (WP) and prioritize the welfare of your employees (Fournier,
2016). Being efficient and organized is also considered as a significant factor for a business to
succeed. The main focus of using strategic workforce planning is to come up with an action that
tackles the different parts of your business, employees, and external factors that would affect the
flow of business such as competitors and location. It is a continuous process of planning that
requires thorough explanations and realistic expectations. It is now a priority for organizations to
target strategies to attract and retain talented employees, provide opportunities for career
development and succession planning to recognise and develop future talent (Business and Watt,
2005, p.225; D’Netta, Bakas and Bordia, 2008; Kormanik and Harminder, 2010; Smith and
Sheridan, 2006; Werner and DeSimone, 2006, p.4).
This paper would tackle an appropriate strategy from an HR perspective and identify the
different factors that would help a company reach its goal of becoming a well-known brand in
specialist recruitment, and HR consulting services and reach a more significant number of
potential clients in the coming years. The workforce issue of the company will also be tackled in
this paper and how beneficial would it be to have an organized way of hiring and training an
employee.
CONTEXT AND PURPOSE
The primary purpose of having Strategic Human Resource Management (SHRM) is to
come up with a realistic plan that would help the business reach its long-term goals, assess the
Human Resource Management (HRM) and nurture the capabilities of their existing employees
through leadership training. In order to be a market leader and keep current , SHRM is
considered essential because it solely focuses on the innovations that would help employees,
benefits that employees would attain and produce a competitive workforce.
Simultaneously, leadership training is often overseen by the business owners because it is
costly, and it requires their employees downtime. In the long run, SHRM and leadership training
will be beneficial for the business and employees.

THE BUSINESS
Jobwire is a long-time running digital platform that provides recruitment and HR
outsourcing (Jobwire, 2018). The purpose of outsourcing HR activities is to reduce
administrative and other loads of the companies it services. The innovative approach and
proactive consultants of the company aims to recognize and minimize all HR-related risks in the
client's business. It manages their recruitment process, identifies the talent and training needs of
the current staff, and works closely with representatives of the clients to make sure their needs
are matched.
The business’s goal is to recruit, retain, and develop the best employees. Over the last 10
years, through analysis of exit interviews, staff appraisal, employee and management surveys has
been indicative that Jobwire as a business needs to develop a true strategic leadership plan to
retain its employee talents and skills, so employees can feel engaged, motivated, enabling them
to work in the direction of the company's business goals, which in turn, increases client
satisfaction and business performance (Packer 2007, p.34).
Jobwire has spent hundreds of thousands of dollars in recruiting staff, but have failed in
their attempt in retaining them. A huge contributing factor has been due to a lack of an effective
leadership program.
The applicable strategy that needs to be implemented is the SHRM and Leadership
training to maintain their employment and enhance the workforce within the business.
The use of ISD Model (Figure 1) is also be taken into consideration; this model includes the
different systematic steps of assessment and different training solutions to reach the business
long-term goals.

Figure 1 ISD Model Key Steps (Noe, 2009)
THE HUMAN RESOURCE STRATEGY AND LEADERSHIP TRAINING
As defined in an article, SHRM is a combination of Strategy and Human Resource
Management (Fournier, 2016). According to Storey, HRM is considered as a distinctive
approach before employment management. It seeks to reach the competitive advantage by using
the proper strategic deployment of highly applicable and accountable workforce with an
integrated array of cultural, structural and personnel techniques (Storey, 1995).
Holbeche defines SHRM as a type of HR management that includes the future centred
process of implementing HR programs which can be used to solve business issues that would
significantly contribute to long-term business objectives (Holbeche, 2009).
Sawyer assessed that business companies are most likely to reach success if all teams are
oriented about the goal and are working together to achieve the goal (Sawyer, 2019). With
SHRM, the analysis of each employee’s performance would be more comfortable, and this will
determine if the said employee is contributing to the success of the company.

Step 1 - Needs assessments - Various levels Organization, individual and task
Jobwire needs to determine the training and development needs of the organization at
various levels.by analyzing the individual and organization needs, it is also necessary to identify
the training goals, which will equip with the learner’s skills and knowledge for meeting the
individual an organizational needs. This phase also discuss when training should be occur and
who should attend the training as learner.
Step 2: Employee readiness to Change
Employee readiness includes several elements such as motivation, attitude as well as
their skills. Staffs who are nominated to take training must show their progress, their career
commitment as well as willingness to take part in the training. In this regard, the participants
should attend training session so that they can know their roles and responsibilities. IN this way,
active participation on the part of participants is required.
Creating learning environment: Several things can be done by the organization for creating the
learning environment for employees. For ensuring learning environment, it is essential for Job
wire to effectively communicate with the respective candidate. This enables the participants to
learn several things on personal and professional level. For ensuring learning environment, it is
also necessary to provide the continuous feedback to the people by taking meetings or sessions.
Ensuring transfer of learning: It is true that every knowledge, behavior, as well as skills is
influenced by the self-management skill of the person. Therefore, Jobwire is also required to
motivate its members to take active part in the development by ensuring regular meeting with
their mentors.
Selection of training methods: knowledge and information can be imparted with the help of
several training methods. Presentation is the first method that can be used by Jobwire in order to
impart the knowledge and necessary information to the employees. It will prove to be the best
method because a person tends to learn better by seeing something. Similarly, other methods
include group presentation and hand-on presentation methods. Group discussion also makes the
person better by sharing of different ideas. Selection of best methods should be done as per the
job requirement.

Monitoring and evaluating the program: evaluation program is significant because it helps in
knowing that program was effective or not. After knowing the outcomes, it will also become
easy for Jobwire to take corrective measures in case of deficiency in the program. At the same
time, it can also provide suggestions to the employees (Saha, Chatterjee, Gregar & Sáha, 2016).
Evaluation and recommendations
It is true that organizations are required to effectively work on their human resource
practices. Above this, it is also required to regularly evaluate the working of the employees.
Evaluation helps in bringing necessary changes in the organization. The major recommendation
is given on the leadership part because a good leader can lead its team in better way. The adopted
strategy named SHRM brings several benefits. It helps in providing the clear vision and business
strategy for future. It also helps the organization in identifying the external threats and
opportunities that are significant for the success of any organization. Using this strategy, Jobwire
will be able to address the issues (Farndale & Paauwe, 2018). However, it is not only enough for
the organization as several barriers can be seen in case of failure to effectively implement it.
Commitment of the management team is also required in case of successful implementation of
SHRM. If management team itself is not able to commit themselves toward the goal of
organization, SHRM will not prove to be effective.
In addition to this, it is suggested to engage workers emotionally by making significant
investment in their jobs (Klonoski, 2016). It is the best way to retain employees for long time. It
is true that when employees have positive relation with the colleagues, they do not leave the
organization. At the same time, it is suggested to Jobwire for using 5R’s which are as follows:
1. Respect: Every employee wants to be appreciated and respected in the organization.
Employees always remember the way an organization made them feel. If a manager show
respect for its employees on regular basis, it will definitely lead to the positive and strong work
culture. At the same time, it will also become a memory that they will never forget. Therefore, it
is also suggested to Jobwire to respect its employees. Therefore, in addition to the several
benefits, employees also want to be respected in the organization.
2. Responsibility: Giving responsibility is simply the way to show trust in employees.
Jobwire can also encourage its employees for gaining new skills. By providing ample of

opportunities to employees, it is easy to retain employees for long time in the organization (Nasir
& Mahmood, 2018).
3. Reward: the reward that companies gives should always speak to their emotional needs as
well as go beyond their financial compensation, services projects, recognition in front of all
company, lunch with boss are some of the elements that contribute in making the working
culture positive. At the same time, it is also good morale builder for the employees to stay for
long time in organization. When employees are given the monetary as well as non-monetary
reward, they always think about the organization and do not leave the organization too early.
4. Relaxation time: it is suggested to provide employees sufficient time for family
vacations, sick days and new babies in spite of the hard economy. Relaxation time can also be
provided to the employees in the form of activities (Ansari & Bijalwan, 2017). Fun activities are
the best part of the organization to keep their employees motivated and retained at the same time
(Hanaysha, 2016). When employees are given the time for themselves, they like to become stress
free and work hard. In this way, relaxation time should also be provided to the employees so that
they give their best in their working days.
5. Revenue sharing: It is beneficial to tie the part of employees’ wages to organization’s
performance. This will help in aligning the interest with profit goals and company revenue and
will serve as the incentive to stay with company as it grows. By doing this, company will also
become more agile and resilient by treating employees exceptionally as well (Noe, Hollenbeck,
Gerhart & Wright, 2017). In this way, revenue sharing will prove to be beneficial for the Jobwire
to retain its employees in the organization for long time.
Conclusion
In the limelight of above discussion, it can be concluded that long term commitment
always requires the efforts from both the direction. For employees to retain in the organization
for long time, it is essential to provide them significant opportunities in the organization for
which they will stay. By using the ISD model, it is possible to bring the training related solution.
Above all this, there is an opportunity for company to improve the evaluation methods and
framework in order to bring positive results. For Jobwire, 5R’s is suggested that will definitely
help Jobwire to bring significant improvement and thereby help in retaining the employees.

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