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Select an organisation or industry as the case study for your report. Identify some of the key challenges for recruiting the workforce for this organisation/industry, and recommend strategies to address these challenges. Your report should make reference to factors such as labour supply/demand, organisational image, demographic issues (such as an ageing workforce, generations, diversity etc), as well as recruitment strategies such as employer branding and types of advertising.

Recruitment Challenges and Issues in Manufacturing Industry

The recruitment process is regarded as one of the most important responsibility of Human Resource Department (HRD) of an organization. The human resource managers are nowadays increasing facing the recruitment challenges for attracting, managing and retaining the right type of candidates in an organization (Brako, 2014). The main purpose of the present report developed is to provide a detailed explanation of the recruitment challenges faced by the manufacturing industry. Also, it aims to recommend some recruitment strategies that should be adopted by the human resource managers in manufacturing industry for addressing these challenges. The report encompasses the use of qualitative methodology for achieving its aims and objectives.

The term ‘Recruitment’ in SHRM refers to the overall process of attracting, hiring and selecting the most suitable candidate for jobs within an organization (Saddam, et al., 2015). The development of right type of recruitment process is required by organizations for maximizing their profitability and achieving a competitive advantage in the marketplace. The recruitment and selection process is one of the most important functions of Strategic Human Resource Management (SHRM) that is concerned with developing effective human resource strategies and policies for achieving organizational goals and objectives (Itika, 2011). The productivity of an organization depends on the quality of employees that are hired through the use of effective recruitment process. However, the human resource managers are increasingly facing issues at present in hiring and recruiting the quality employees (Saddam, et al., 2015). As such, there are wide number of challenges faced by the HRM managers of manufacturing industry for attracting and maintaining the quality workforce diversity in their workplaces.        

Some of the common issues that have been faced by the manufacturing industry are shrinking of workforce capital (Huda, et al., 2014). Although the manufacture sector is growing and developing yet there is scarcity of talented, experienced and skilled labour in the market. Apart from that, the sector has the best salary packages that have been offered to the workers from all other sectors, but this factor does not seem enticing to the workers. The sector has a shortage of new talent and skilled talent in the industry (Itika, 2011). The manufacturing sector is one of the most unobserved sectors in front of other sectors.

Though, it may give the largest possibility and opportunity of employment in the economy, yet it has the worst turnover rate which is increasing day by day (Huda, et al., 2014). Moreover, the management of human resource faced the difficulty in retaining the skilled and professional workers.

Strategies for Overcoming Recruitment Challenges in Manufacturing Industry

The employees always tend to grab the jobs with developed infrastructure, favourable work environment and more exiting work with more packages which is really a difficult task for human resource management to offer attractive offer always (Anyim et al., 2012). Not only this, the existing employees are also not sufficient with the set of talent and further requires training. Moreover, the skilled workforce is really difficult in order to hire or even train for the improvement of production and productivity.

In the human resources management of manufacturing industry, there is a challenge of large number of vacancy recruitment (Anyim et al., 2012). Every job position needs some specific criteria which are very difficult to achieve in a less skilled population regarding manufacturing sector. Another reason of difficulty in recruitment and selection process of the HRM in manufacturing industry is the gap between the expectation from the candidate and the reality of skilled and talented employees (Cania, 2014).

The college placements are a significant way to hire the innovative and creative talent in the organization but it has been seen that the talent is not up to the expectations in the manufacturing sector. Budget and recruitment and selection process is the main element that has complexes the procedure of candidate selection regarding the précised timing (Yadav, 2013). In order to improve the quality of hiring and enhance the procedure to acquire the talented and skilled employees, manufacturing industry needs to opt out new methods and experienced team work (Boxall and Purcell, 2015). The higher knowledge holders and innovation in the process of selection and recruitment is required in the human resource department of manufacturing industry.

On the other hand, the process of hiring the talent is internationally important due to globalization the workforce has to move and work with their expertise in different places (Armstrong, 2011). Thus, with the view of cut throat competition, it is needed by the organization to magnetize innovators ad top proficient people in the organization. Along with this, training and development is the another focus of human resource management that affects the manufacturing industry significantly (Yadav, 2013). To make the talented refined and according to the requirement of the work is very necessary and prior training will help the employees to acknowledge the organizational culture which helps them in more employee engagement and loyalty.  

Similarly, it can be seen that diversified workforce and other corporate responsibilities that falls in the human resource management criteria regarding selection and recruitment should also be concerned seriously (Tan and Nasurdin, 2011). There are various laws and ethics which are different in different regions and management of such hiring procedure is also very challenging. Thus, knowledge of standards, local procedure and international practices should be taken under the human resource management. In addition to this, recruitment and selection process also needs extra motivation because there are numerous opportunities are there in the market. Hence, it is necessary to be more competitive and proficient equipped with the proper knowledge about the local market is needed (Shena et al., 2009). Not only this, the recruitment process and it effectiveness of competitors should also be surveyed and analyzed.

Measures for Improving Performance of Manufacturing Industry

Moreover, it can be also difficult for the human resource management to decide on whether to outsource the required talent or expertise or not (Mello, 2014). The comparison will be made by considering all the factors such as financial, availability, options and viability. Sustainable and long term planning is also a related issue which impacts the recruitment and selection procedure of the manufacturing organisations (Tan and Nasurdin, 2011).  Therefore, in the above text, it has been cleared that human resource management faces several challenges particularly in manufacturing industry.

It has been advised that to overcome the challenges faced by the human resource management in the manufacturing sector certain strategies should be adopted to retain and maintain the engagement of the employees (Abdullah, 2009). The best way to implement human resource strategies is to enhance the condition of HR in the organization. To acquire the skilled and talented workforce, it is necessary for the employer to give the best possible benefits, financial consideration, perks, compensation and other benefits than the competitor to the employees. Training and development programs should be considered as an integral part of hiring and more systematic approach is being followed to enhance the experience of the employee in training and development period of time. It has also been investigated that the programs and associations that provide the strong impact and positive influence on the employees as well as employer’s requirement and needs that should be fulfilled can be attained through re-engineered college recruitments that facilitate fresh and innovative talent (Ekwoaba et al., 2015). To enhance the process of recruitment and hiring of candidates with high demand, organizations can use the ‘speed of hire’ approach. Apart from this, company can focus on obtaining the substantial demand of workers by hiring employees from other countries or region. It will give different and creative prospective to the organization (Abdullah, 2009). In case of interviews and telecommunication video conferencing can be used to hire the right and efficient talent.

Besides this, some common measure can be followed to increase the productivity and performance of the organization especially in manufacturing industry (Li, et al., 2016).  To improve the productivity and efficiency high technology can be integrated by increasing high investment on automation and technology. To benefit on sustainable competitive advantage both the localized and industrial wide should be introduced with the research and development and make more investment (Kramar, 2013).  The ingrown talent of local hometowns through campus recruitments with good investment helps the manufacturing sectors for skilled workers. Along with this, the manufacturing industries developed and domestic markets will give significant opportunities are the products have been customized.  In addition to this, new technology and marketing strategy integration will enhance the future analysis of industries prospective and advancement in the recruitment process of human resources management (Truss et al., 2012). The recruitment methods that should be taken and executed in the organisations are also being considered as issue as right selection of method with the right requirement of talent is being analysed.

Conclusion

Furthermore, the human resource management should use the effective ways to communicate the information and instructions to the workforce so that the employees get motivated and facilities the better outcomes (Greenidge, et al., 2012). The selection of the employees should be more on the activeness and grabbing and grasping power and less on the other factors. The proper planning for the selection of the employees should be done and to motivate the potential employees should be made in a proper systematic manner. From the above discussion, it can be inferred that the human resource management has a very vital responsibility in the organizations and manufacturing industry’s the recruitment and selection process (Greenidge, et al., 2012). The hiring and selection of apt worker is very necessary for the success of the industry and innovative changes should be made with the time to corporate the talent management in the organization of manufacturing operations.  

Conclusion

It has been implicated with the above text that recruitment process in the manufacturing process is different and very important to be taken care of. The lack of skilled and talented employees is the biggest shortcoming in the manufacturing industry. Lack of training and development plus neglecting the manufacturing sector are the major problems in the selection and recruitment process faced by the human resource management. Addition to this, it has been analyzed that these shortcoming can be rectified with the help of innovative and creative ways of application of strategies. Highly motivated and job satisfaction should be provided to the employees so that employees involvement and HRM issues can be overcome.

References

Abdullah, H. 2009. Major challenges to the effective management of human resource Training and development activities. Uluslararas? Sosyal Arat?rmalar Dergisi, the Journal of International Social Research 2(8), pp. 11-25.

Anyim , F., et al. C. 2012. The role of human resource planning in recruitment and selection Process. British Journal of Humanities and Social Sciences 6(2), pp. 68-78.

Armstrong, M. 2011. Armstrong's Handbook of Strategic Human Resource Management. 5th ed. Kogan Page Publishers.

Boxall, P., and Purcell, J. 2015. Strategy and Human Resource Management. 4th ed. Palgrave Macmillan.

Brako, N. E. 2014. An investigation into recruitment and selection practices and organizational performance evidence from Ghana. International Journal of Economics, Commerce and Management 2(11), pp. 1-11.

Cania, L. 2014. The Impact of Strategic Human Resource Management on Organizational Performance. Economia. Seria Management 17(2), pp. 373-383.

Ekwoaba, J. O., et al. 2015. The impact of recruitment and selection criteria on Organizational performance. Global Journal of Human Resource Management 3(2), pp. 22-33.

Greenidge, D., et al. 2012. A comparative study of recruitment and training practices between small and large businesses in an emerging market economy: The case of Barbados. Journal of Small Business and Enterprise Development 19(1), pp. 164-182.

Huda, K., et al. 2014. Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels. Economia. Seria Management 17(2), pp. 210-222.

Itika, J.S. 2011. Fundamentals of human resource management: Emerging experiences from Africa. African Public Administration and Management 2.

Kramar, R., et al. 2013. Human Resource Management: Strategy, People, Performance. 5th ed. McGraw-Hill Education.

Li, J., et al. 2016. Comparison of HRM practices between Chinese and Czech companies. Perspectives in Science 7, pp. 2–5.

Mello, J. A. 2014. Strategic Human Resource Management. 4th ed. Cengage Learning.

Saddam, A. K., et al. 2015. The Role of Recruitment and Selection Practices in the Organizational performance of Iraqi Oil and Gas Sector: A Brief Literature Review. Review of European Studies 7(11), pp. 348-358.

Shena, J., et al. 2009. Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management 20(2), pp. 235–251.

Tan, C. L., and Nasurdin, A. M. 2011. Human Resource Management Practices and Organizational Innovation: Assessing the Mediating Role of Knowledge Management Effectiveness . Electronic Journal of Knowledge Management 9(2), pp. 155-167.

Truss, C., et al. 2012. Strategic Human Resource Management. OUP Oxford.

Yadav,  R. 2013. Human resource (HR) challenges for the information technology (IT) industry in India. African Journal of Business Management 7(20), pp. 1950-1955.

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My Assignment Help. (2021). Recruitment Challenges Faced By The Manufacturing Industry. Retrieved from https://myassignmenthelp.com/free-samples/hrmt20024-managing-human-resources/shortage-of-workforce.html.

"Recruitment Challenges Faced By The Manufacturing Industry." My Assignment Help, 2021, https://myassignmenthelp.com/free-samples/hrmt20024-managing-human-resources/shortage-of-workforce.html.

My Assignment Help (2021) Recruitment Challenges Faced By The Manufacturing Industry [Online]. Available from: https://myassignmenthelp.com/free-samples/hrmt20024-managing-human-resources/shortage-of-workforce.html
[Accessed 15 July 2024].

My Assignment Help. 'Recruitment Challenges Faced By The Manufacturing Industry' (My Assignment Help, 2021) <https://myassignmenthelp.com/free-samples/hrmt20024-managing-human-resources/shortage-of-workforce.html> accessed 15 July 2024.

My Assignment Help. Recruitment Challenges Faced By The Manufacturing Industry [Internet]. My Assignment Help. 2021 [cited 15 July 2024]. Available from: https://myassignmenthelp.com/free-samples/hrmt20024-managing-human-resources/shortage-of-workforce.html.

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