The staffing strategies that are implemented within the Auckland university need to focus upon the better quality of education service. The university is currently facing issues due to the existing organizational structure. This is mainly due to the fact that the education centers are facing issues due to change in the nature in the work profile. The average age of the teaching stuffs is also rising that is not allowing the university to implement flexibility within the teaching guidelines. The median age of the university staffs in Auckland is reported to be 50 years and all the newly recruited teaching are all above the age of 40 (Armstrong & Taylor, 2014). The staffing requirements of the university have to be fulfilled successfully, such that the university is able to operate successfully and reach the heights of success.
The internal recruitment process can be effective for the university is able to provide proper promotion to the old employees. It is also possible to motivate the existing working staffs as they are rewarded with promotion (Hu, 2016). However, in order to implement this policy, it is essential to properly evaluate the past performance of every employee. On the other hand, if they are to deploy external staffing strategy, it is essential to recruit young candidates, who will have the skills of deal with flexible working nature. The placement of the candidates is done based upon their work experience.
The work system design with the university is highly becoming complex due to the change in the nature of the education system. It is also important to conduct timely analysis to properly implement change (Sparrow et al., 2016). The university has not been able to follow the guideline of the syllabus that has been fixed for each type of degree courses. This is mainly possible due to the extra pressure of the new type of academic syllabus.
The newly recruited employees with the organization are also facing challenges due to the new and flexible type of work system within the university.
Continuous learning and development is a process that ensures that all the employees of any business organization will keep themselves updated. However, in case of the staffs of the Auckland university, it is not possible to continuously learn and develop the new process of development (Sparrow et al., 2016). The university staffs are also not able to improve upon their teaching skills that is needed in the new style of learning and development. The needs of each of the employees have to be identified and the needs have to be fulfilled such that the employees remain motivated to work and fulfill their career aspirations. Moreover, learning and continuous development is important to ensure the fulfillment of the needs of the students.
The university needs to maintain high level and continuous process of learning development. This can be developed by incorporation of the latest modes of the teaching process. There is also the use of the technology that can be used as a part of improving the training program.
The management of the performances has a key significance in any business organization (Brewster, et al., 2016). Due to the aging staffs of the university, it is not possible to have the most effective level of performance in the context of the education service. The management of the performances is important since, based on the performance management, the improvement of the performances of the employees are to be planned. Moreover, based on the employee performances, the appraisal and promotions need to be given to the employees as well. The performance management gaps that has been identified, when compared to the Harvard University includes lack of effective performance monitor and measurement activities to key performance indicator tools.
The poor level of performance by the student is one of the major indicator of the level of performance management by the employees. It is essential to regularly update the style of teaching for dealing with that of the teaching styles (Sallis, 2014).
The university is not properly able to provide compensation to the teaching staffs that is needed to maintain high level of work motivation. The compensation given to the employees are according to the minimum wages that will help to ensure that no one is denied in any forms(Armstrong & Taylor, 2014).The minimum wage that is given to the employees of the University of Auckland is according to the Minimum Wages Act.
It is recommended that the selection of the staffs need to be done through a rigorous recruitment process. This can be ensured by the selection of the young teaching staffs, who will have the ability to deal with the new process of teaching.
The work system designs need to be processed successfully, such that each employee is able to follow the work system designs successfully. Each activity of the University of Auckland has to be done successfully, such that the students are able to study successfully, without facing any issues. The new work system of the university needs to proper information system that will have details about improving the productivity and education service. It is also possible to eliminate all kinds of organizational conflicts as all the teaching staffs will be able to get the detail information about the new changes that are implemented with the education system (Galegher et al., 2014).
In order to ensure the process of continuous learning and development, the performances of each employee have to be reviewed, along with identification of the training needs. The employees need to be involved in continuous learning and development process (Brewster, et al., 2016). This will help the University of Auckland to gain competitive advantage over the others.
In order to ensure successful performance management, the performances of each of the employees have to be reviewed from time to time (Sparrow et al., 2016). The top performing employees should be given appraisal and incentives, such that they are motivated to work even more diligently. Effective KPIs need to be designed, such that they are able to monitor the performance of every employee.
Compensation is one of the major motivations that have a key role to play in the satisfaction of the employees (Bryant & Allen, 2013). The compensation of the University of Auckland is lucrative. However, it is recommended that promotions and incentives need to be given, such that the employees are able to motivate themselves.
Thus, these recommendations could be followed by the human resource management team of the University of Auckland; such the employees are able to work successfully.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European resource management. Springer.
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Galegher, J., Kraut, R. E., & Egido, C. (2014). Intellectual teamwork: Social and technological foundations of cooperative work. Psychology Press.
Hu, Y. (2016). Design and Implementation of Recruitment Management System Based on Analysis of Advantages and Disadvantages of PHP Three-Tier. Romanian Review Precision Mechanics, Optics & Mechatronics, (49), 74.
Sallis, E. (2014). Total quality management in education. Routledge.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.
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