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Selected HR issues and its Causes

Discuss about the Impact of Recruitment and Selection Strategy.

The aim of the report is to highlight upon the human resource and recruitment issues that are encountered by the Allphone. It is relevant to mention that proper human resource policy is required in a business organization that will help them to deal with all types of organizational issues and competitive challenges that are encountered within an industry environment. It is important for an organization to have proper recruitment strategy that is needed to select the best candidates for improving upon the organizational performance.

The current report will highlight upon the issues related labour supply and demography along with that of workplace diversity and age. The report will also shed light upon the recruitment strategies that needs to be implemented based upon the internal and external business criteria. The Allphone belong within the industry of telecommunication retail service. It is therefore essential to improve upon the performance quality that is needed to deal with the changes that occurs within the respective industry. With the help of more effective HR strategies it is possible for Allphone to improve upon the level of business performance and brand reputation. The company also need to implement proper Human Capital Management policy, which will help to evaluate the effectiveness of individual workers within the company.

The telecommunication sector in Australia is considered to be one of the fastest growing industry. This is mostly due to the digitisation of all types of business process operations, which has increased the service demand of Telecommunication industry. It is highly essential for the business organisations in a respective industry to provide fast and fast and efficient quality of service in order to gain competitive advantage. The context of Australia, business organisations like Allphone, is facing huge challenge due to the inability to select proper and talented candidates. Due to the improvement in the quality of education service, candidates gets the opportunity to acquire high level of skills and communication skills that are needed in all forms of business operations. Hence, Corin and Björk (2017) have mentioned in the context that with traditional form of recruitment process, it may not be possible to distinguish the Talent level of each particular candidate.

Lawrence et al., (2013), have added that and the recruitment process is considered to be one of the major challenge of Human Resource Department in major telecommunication industries. The company is currently facing issues due to lack of future planning in Human Resource strategy. Due to the implementation of Harvard Framework in HRM strategy, the main area of focus of Allphone Company is to measure the performance of the company based upon definite unit of analysis. In spite of the fact that the human resource management is considered as a major social investment, there are no separate strategies implemented by the organisation to look after the issues of Employees (Kurtz & William 2017).

Proper Recruitment and Selection strategy

According to Dandaro et al., (2017), due to the globalisation of business human resource Department face challenge to manage the vast network of employees. Changes that occurred in the organisational structure is also one of the major issue that results in the company facing high level of conflict with in the workplace. In the context of the telecommunication industry of Australia, the high level of competition is causing a major challenge in sustainability. Without effective quality of customer service, it is not possible for the Allphone Company, to meet up the demand of the customers.


The demographic diversity in Australia is also one of the major challenge that are encountered by Allphone. Population of over 24 million, Australia is currently facing challenge of fast aging community. Hence, there is a lack of young and talented candidates that are currently required to deal with all type of major competitive challenges in the business environment (Oaya et al., 2017). This has forced the organization to recruit workers from different nations, which has therefore increased the workforce diversity. Brewster et al., (2016), have added in the context that increase level of diversity in the workplace, can raise the risk of organisational conflict between employees as they may face challenges in the Communication.

Ageing population in Australia is also rapidly changing the demand and supply rate within the labour market. Aging population result in a significant part of the labour and workers will not be able to cope up to deal with the excessive pressure in the business environment. In order to deal with the issue of the labour market, telecommunication industry has to hire workers from foreign countries. Immigration from New Zealand has been one of the major source of recruitment in all major work places in Australia. Currently, nearly 25% of all the workforce in Allphone originate from the nation of New Zealand. It is highly essential for the business organisation to predict and forecast the changes of the labour market. The increase in the level of service quality has resulted in higher labour cost for the business organisation. Hence, company has to bear extra cost for investment in human resource (Shields et al., 2015).

Another major issue faced by Allphone in the process of recruitment is the fact that they have to depend upon third party agents for conducting the selection procedures. This increases the cost of overall selection and recruitment process, and they have to invest in hiring additional HR managers. There is also high level of risks that are involved in sharing company's internal information to the new staffs.

In order to deal with the challenges in Human Resource Department, this important for Allphone to deploy proper strategy that are needed to deal with issues related to changing business environment in the respective sector. The organisation also need to ensure that proper talent are being inherited within the workers, which can help them to respond swiftly with changing demand of the client groups. As mentioned in the previous section the change in the supply demand of labour market need to be predicted by the organisation, which is highly required in the purpose of implementing future sustainable strategies for the Human Resource Department (Rothenberg et al., 2017).

The primary action that need to implement it is to modify the overall recruitment and selection strategy. Raghuram et al., (2017), have mentioned about the importance of using human resource information system, which can enhance the part of information processing that are needed to deal with major challenges. This can also help the company to evaluate huge number of candidates within a limited period of time thereby improving upon the chance of getting better skilled workers.

It is very much evident that due to the shortage of skilled labour does in Australian fast aging population, companies have to recruit employees from foreign Nations. However, it is highly recommended for the company to improve upon the level of cultural awareness within the workplace. This is Highly Effective in dealing with the issues related to workplace conflict that is usually caused due to lack of effective internal communication. Improve level of cultural diversity within the workplace can also help to enhance the level of interpersonal relationship between different employees. The company need to conduct essential research on the demographic changes in the Australian business environment. This will help to deal with the change and maintain sustainability the Human Resource Department. Proper evaluation of the productivity is also needed that can help to deal with advanced level of changes that occur within the demand level of the customers.

From the changing environment of business, it is evident that implementation of Technology and digitisation of business operation requires a large amount of business changes. Implementation of work ethics within the Human Resource Department will help to deal with the issues that are caused due to implementation of excessive stress and pressure. It is also the duty of the human resource manager to ensure that proper safety protocols are being implemented within the workplace that ensures and maintains as the environment. This in turn can help to maintain high level of motivation within the workers, which is required in the process of maintaining high level of productivity and efficient level of customer service. In order to improve upon the employee relationship, human resource management need to provide effective level of training to workers of every department that is necessary to follow the protocols of human rights and Employment act. The employees need to give full freedom to raise up with all the issues that can compromise the environment within the workplace.

The psychological relationship also needs to be enhanced within the organisation that is needed to maintain the working protocol. The company need to have an official contract with all levels of employees, which is necessary to deal with all type of legal challenges that are encountered by the Human Resource Department. The employer also need to help detailed information related to the legal environment in Australia, which is necessary in maintaining ethical protocol. Parameters like wages of the employee and job profile need to be clearly mentioned within the employment contract.

Markoulli et al., (2017), have mentioned about the importance of providing advanced and timely level of training to the Employees. This is needed for implementation of Technology in the workplace. As the aging population of Australia is facing challenges, providing them with proper technical training me help them to acquire new skills that are needed for advanced level of issues related to that of the changes that occurred in the technological background of business.

Conclusion

In the concluding note it can be said that the major issue that is encountered by Allphone is mainly due to the demographic changes including the issue of fast aging population within the Australian community. The major challenge in the context is the company is not able to implement proper Change management policy that is needed to maintain sustainability within the business. A particular working protocol that is being maintained within the organisation helps to deal with most of the changes that are needed for the dealing with the increase level of customer demand in the telecommunication sector.

In order to deal with the HR issues in the Allphone Company, it is important to deal with the process of recruitment and selection. In order to deal with the labour issue within the Australian business environment the company need to enhance the cultural diversity it is necessary in the process of recruiting workers from different nations and cultural background. It is also important to strictly follow the legal guidelines of employment implemented by Australian government that is necessary to maintain ethical balance in the workplace. Proper and regular training to the employees are also necessary in the context of dealing with issues related poor performance level. 

Reference

Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European resource management. Springer.

Corin, L., & Björk, L. (2017). Job Demands and Job Resources in Human Service Managerial Work An External Assessment Through Work Content Analysis. Test1, 6(4), 3-28.

Dandaro, F., Silva, A. C., & Carvalho, D. O. D. (2017). Human Resources: The Process of Recruitment and Selection in Small Businesses. Weber Business Management.

Kurtz, J., & William, A. (2017). INFLUENTIAL ROLE OF EMPLOYEE PERCEPTION OF RECRUITMENT AND SELECTION ON PERFORMANCE. AUSTRALIAN JOURNAL OF ECONOMICS AND MANAGEMENT SCIENCES, 7(5).

Lawrence, D., Hancock, K. J., & Kisely, S. (2013). The gap in life expectancy from preventable physical illness in psychiatric patients in Western Australia: retrospective analysis of population based registers. Bmj, 346, f2539.

Markoulli, M., Lee, C. I., Byington, E., & Felps, W. A. (2017). Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3), 367-396.

Oaya, Z. C. T., Ogbu, J., & Remilekun, G. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 3(3), 32-42.

Raghuram, S., Brewster, C., Chen, X. P., Farndale, E., Gully, S., & Morley, M. J. (2017). On theory, technique and text: guidelines and suggestions on publishing International Human Resource Management Research. The International Journal of Human Resource Management, 28(12), 1640-1660.

Rothenberg, S., Hull, C. E., & Tang, Z. (2017). The impact of human resource management on corporate social performance strengths and concerns. Business & Society, 56(3), 391-418.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

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