HR Planning And Recruitment Challenges In Bakers Delight

This assessment requires you to identify and discuss HR planning and recruitment in a particular sector of the labour market. Select an industry (or specific organisation) as the case study for your report. Identify some of the key challenges for planning and recruiting the workforce for this industry. Your report should draw on material from Weeks 1-5, and make reference to factors such as HR strategies of the sector, the HR Planning challenges for the sector (such as labour supply and demand, demographic issues such as ageing workforces and diversity),and the recruitment strategies and challenges for the sector (such as where the sector gets recruits, sourcing from internal or external labour markets, employer branding etc.

Develop an argument with appropriate theoretical discussion and references. You must cite at least ten relevant peer reviewed journal articles. You can cite other academic references such as books, conference papers, and book chapters but these will NOT be counted as part of the ten journal articles.

Key challenges for planning and recruiting the workforce in Bakers Delight

The report helps in identifying the HR planning as well as recruitment in the respective organization named Bakers Delight.  There are different kinds of challenges for planning as well as recruiting the workforce in the respective company named Bakers Delight. Proper Human Resource planning as well as strategies is essential to be adopted by the respective company in order to understand the different challenges relating to HR planning strategies in the particular sector.

The main aim of the report is to understand the different key challenges for recruiting as well as planning the workforce in Bakers Delight. The different HR planning strategies has to be adopted by the company in order to reduce such challenges relating to labor supply and demand, demographic issues such as diversity and ageing workforces. The main purpose of the report is to understand the different strategies of recruitment and the challenges in this sector as well.

The structure of the report includes proper frameworks and models as this will help in identification of the challenges in the HR planning and recruiting such as planning as well as demographic issues of workforce in Bakers Delight. The strategies related to recruitment has to be adopted as this will help in importance of HR planning and recruitment.

There is different kind of challenges that is faced by the respective company named Bakers Delight (Kazlauskait? et al., 2013). The respective company is facing different challenges in planning as well as recruiting different workforce in their company due to the following reasons:

• There is growing levels of employee turnover in the respective company as there are employees who feels that they can try different other job opportunities and there is almost one fourth of the population in the respective company who are planning to change their jobs and this is leading to high rate of turnover among the employees and this is one of the challenges in the respective company (Sparrow, Brewster & Chung, 2016)
• Secondly, there is increased demand for the talents for the certain job functions in the respective organization. The ageing population is resulting in high rate of retirements in the respective organization and this is one of the major challenges that are faced by the HR in the organization. Due to the ageing population in the organization, there are different challenges faced by the organization such as extra services like healthcare benefits and other retirement benefits as well (Khalil Darwish & Singh, 2013)
• Thirdly, due to the higher wages in the entire competitive market is driving up the cost of recruitment in the respective company and this is affecting the business of the organization as well. During the last quarter of the year 2015, the wages in different industries has increased to 1.1% and this has been affecting the entire market as well.
• Lastly, the respective company is finding it difficult to analyze the qualified applicants in their company. This is one of the challenges that are faced by the respective organization and this is affecting the policies and procedures of the organization as well (Marchington et al., 2016).

These are the different challenges faced by the organization and this is affecting the organization. These are the different challenges that are affecting the policies and procedures of the organization and this is affecting the customer satisfaction as well as the productivity of the organization as well (Chelladurai & Kerwin, 2017). These are the different challenges that can affect the employee morale levels as well. The HR team of the company has to properly evaluate the different options as well.

The HR team has to properly evaluate different strategies in order to reduce such challenges in the organization and this will help in improving the effective candidates as well (Renwick, Redman & Maguire, 2013). There are HR planning issues as well in the organization such as there is ageing population in the organization that will affect the entire process of recruitment as well as planning in the entire organization as well. Proper automation of the process of application in the organization will help in understanding the quality of the candidates through the social job websites and this will help in reducing such challenges in the respective organization as well (Kidron et al., 2013).

The HR department of the company is performing weak in comparison to the other companies in the same industry. There is no connection between the skills as well as applicants selected by the organization and this is creating huge issues in the organization as well. The HR department of the respective organization has to properly analyze the workforce diversity as well as implement proper recruitment strategies to attract the right talent from the industry as this will help in proper recruitment of the employees (Budhwar & Debrah, 2013). Proper staffing has to be incorporated by the respective company as this will help in completing the different tasks effectively.

Role of HR in solving the challenges

Proper tools has to be adopted by the respective company as this will help them in performing proper recruitment as well as selection process in the entire organization. The main function of the HR department is to properly follow the guidelines of the respective company as this will help in hiring without exposing organization to liability (Sheehan et al., 2014). The Human Resource department of the organization has to properly train and develop the skills of the employees in the organization as this will help in implementing effective communication process in the organization. The proper as well as effective communication is essential in nature as this will help in keeping the different employees motivated in nature as they will perform effectively and achieve different goals of the respective organization as well. The demographic changes have to be properly ascertained by the organization as this will help in adding new technical skills in the employees (Jackson, Schuler & Jiang, 2014).

• Proper talent strategy has to be adopted by the organization as the talent of the human capital is the essential assets of the company. HRM is properly responsible for forecasting the staffing requirements of the respective company and this will help in retaining their top talent as well in the respective company as well.
• Proper high performance culture strategy is essential in nature and this helps in identifying the high potential strategies in the organization as well. The strategies related to HRM will help in planning different activities to foster the culture of the organization and this will help in motivating the employees as well (Brewster, Brookes & Gollan, 2015).
• Proper strategic planning is essential in nature in the respective company as this will attribute towards the entire success of the organization. the strategies relating to HRM will help in implementing the different plans and this will help in satisfying the employees as well.
• Proper leadership of the company strategy is essential in nature as this will help in analyzing the success or failure of the entire organization. The HR plays a major role in the organization as this will help in reducing the turnover of the employees and this will help in contributing towards the success of the entire organization as well (Storey, 2014).
• Proper strategy of the human resource is essential in nature as this connects the strategy of business as well as effort of human resource that will help in building competitive organization and ensure proper development of the entire organization as well (Brewster et al., 2016).

• Firstly, the understand the benefits of the company along with analysis of the requirements of the employees as well as this will help in making strategic development and improvement in the organization
• Secondly, strengthening the brand of employer with the help of content marketing as this will help in analyzing the employer and employee relationship and implement strategies to attract more potential employees in the organization
• Properly train the employees and analyze the skills of the employees as well as this will help in achieving the targets of the organization along with leveraging the referrals of employees as well (Armstrong & Taylor, 2014)
• Proper strategic implementation is essential in nature as this will help in getting the potential candidates and this will help in understanding the requirements of the candidates as well
• Proper benefits has to be analyzed by the respective company in order to improve the training and development strategies that will help in hiring the best employee in the organization in the present as well as in the future
• Proper HR planning is essential in nature as this will help in understanding the positions that are required to be filled in the organization. This will help in achieving the goals of the organization and development of the potentiality of the employees in the respective organization as well.
• Proper ascertainments has to be  made by the company as this will help them in increasing the diversity in the workforce and this will help in increasing the employees retention rate in the organization. The increase in the demand of the talent will help in making the job functions more effective in nature as well

Conclusion

Therefore, it can be concluded that proper HR strategies is essential in nature as this will help in analyzing the different challenges in the HR planning and recruitment strategies in the organization. The proper training and development has been implemented by the company as this helped them in understanding the challenges and solve them with proper implementation of strategies.

Proper automated application tracking system has been implemented by the company and this helped in reducing the level of employee turnover. The effective strategies relating to recruitment has been implemented by the company as this helped them in understanding the requirements of the customers as well as experience of the candidate as well. The approach has to be candidate centric in nature as this helped them in reducing difficulty in finding the desired applicants and this helped them in succeeding as well in the competitive market.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.  

Brewster, C., Brookes, M., & Gollan, P. J. (2015). The institutional antecedents of the assignment of HRM responsibilities to line managers. Human Resource Management, 54(4), 577-597.

Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.

Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.

Kazlauskait?, R., Bu?i?nien?, I., Poór, J., Karoliny, Z., Alas, R., Kohont, A., & Szlávicz, Á. (2013). Human resource management in the Central and Eastern European Region. In Global trends in human resource management (pp. 103-121). Palgrave Macmillan UK.

Khalil Darwish, T., & Singh, S. (2013). Does strategic human resource involvement and devolvement enhance organisational performance? Evidence from Jordan. International Journal of Manpower, 34(6), 674-692.  

Kidron, A., Tzafrir, S. S., Meshulam, I., & Iverson, R. D. (2013). Internal integration within human resource management subsystems. Journal of Managerial Psychology, 28(6), 699-719.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.

Sheehan, C., De Cieri, H., Cooper, B., & Brooks, R. (2014). Exploring the power dimensions of the human resource function. Human Resource Management Journal, 24(2), 193-210.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.

Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.