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Key challenges for recruiting the workforce for Everest Tea Company

Discuss about the Key Challenges for Recruiting the Workforce for Everest Tea Company.

Just like all organizations, recruitment, as well as selections from Everest Tea Company, is conductible to attain the right individuals for a good job of hiring. Besides, recruitment of the workforce remains to be the set of activities that have the attitudes as well as capabilities needed to assist every organization accomplishing its set objectives of encouraging the individual to apply for actual or anticipated vacancies within the company. The success of every recruitment process in any organization depends upon its ability of the applicants in answering the questions posed to them by the panel of interviewers (Vipal, 2016). However, various sources of recruitment are categorizable into two groups that consist of internal together with external sources. The internal sources of the process of recruiting workforce include the present employee and referrals of employees. External sources of recruiting the workforce consist of the professional associations, advertisements through printed media like newspapers, campus recruiting, unsolicited applicants, websites, and management consulting corporations. The changes in the process of recruitment within Everest Tea Company address how several persons, as well as challenges in the company's operations, will continue to develop for an extended period (Sadhukhan, 2012). Therefore, the chief aim of this survey document is to examine the key challenges for recruiting diverse workforce for Everest Tea Company together with ideas of explaining some of the recommendable strategies that human resource executive can do to addressing these issues.

The key challenges in recruiting the workforce for Everest Tea Company tend to arise because managers always base their decisions on the market or product fit, although the variation of workers cannot be ignorable (Bradford, 2016). Moreover, various key challenges affecting the process of workforce recruitment for Everest Tea Company comprises of supply as well as the demand for labor, the image of the organization, issues related to demographic setting such as the aging labor force, the present generation, along with variation in diversity.

Operations of Everest Tea Company faces the enormous risk in recruitment because of the essential need for talented, skilled, and qualified personnel to run its operations. The company focuses on achieving it tightly in developing the proper strategies to follow to attract a huge number of skilled workers to its operations. The need for many employees to support operations of Everest Tea Company make the process of recruiting fresh workforce as well as the selection of these new workers to fail in attaining the correct procedure. Besides, high demand for new laborers makes the company’s managers focus their concentration on getting many persons to be on board instead of focusing on employing the skilled and qualified people. Such cases are visible when the business activities of Everest Tea Company attain volatility that makes the company seek the assistance from the consultants during the process of recruiting workforce. Additionally, the recruitment process makes the Everest Tea Company face the biggest test of attaining lawful employees (Sutton, 2017). In most cases, every qualified recruiter in their operations are always employable in different employment sectors, and this makes Everest Tea Company experience a challenging factor in achieving the required number of recruits during the recruitment process. In many scenes, experienced and qualified recruiters do not have the wish of leaving for different consultation chances in the Everest Tea Company (Moschetto, 2014). Therefore, qualified recruiters need to develop the interest of leaving their present working organizations just because they have the panic of being let down during the time of getting their salaries.

Supply and demand of labor

The picture of the company contributes to the challenge faced by the Everest Tea Company in the recruitment of the new labor force. Many people that negatively comment on the operations of the company, its products, and services make the individuals who have the qualities to work for the company to shy away from attending recruitment process leading to the low turnout for hiring. Moreover, different issues that influence both external along with internal functions of Everest Tea Company have the upper task of setting the process of recruiting the new workforce to be the tough issue (Sutton, 2017). Different operations of Everest Tea Company lead to the formation of regulatory challenges in the course of hiring the workforce. In most cases, the shifts in the company’s business management provide the ideal opportunity for managers to use in recruitment (Mirick, 2014). During the hiring process, different managers of Everest Tea Company face different challenges such as competitive positions among the people, the use of personally managed divisions, restrictions of the company, issues of operational timing, and creation of the demanding of genuine culture among other matters.

Operations of the Everest Tea Company always decline because of the massive pressure resulting from demographic changes during recruitment processes. Such forces that result from changes in demographic setting make the mangers of Everest Tea Company to focus on different approaches that are essential in implementing as well as initiating various solutions within the little time. Concerns of demographic setting make managers of the Everest Tea Company to focus their operations on the ideas essential on altering more to the qualified and experience groups of employees (Sadhukhan, 2012). Besides, issues like diversity in the social settings and various age groups among workers’ remain to be the greatest challenge that the Everest Tea Company faces in its operations while recruiting the workforce (Bradford, 2016). Another challenge brought about by the demographic concern is the need to embrace the ever-changing profiles of workers that the Everest Tea Company needs throughout the process of recruitment.

The aging people in the global community pose to be the major danger that negatively affects the function of Everest Tea Company. The departing of aging workers from the company as they retire creates a big void in its operations that change calls for recruitment. The aging workers within the enterprise are constantly getting their retirement benefits inform of pension, wages, along with nets for safety in the community (Cuitiene & Railaite, 2015). The benefits given to the aging and retired workers negatively impact recruited workers to be less. Furthermore, the company faces a challenge in recruiting more workforces, as it is unable to cater for the expenditures of young and old workers.

Image of the organization

The continued progress on the development of different generations in business communities has influenced the recruitment activities of the labor force by the Everest Tea Company managers. The risk brought by generations result because of the issue associating with the new business policies, operational activities, approaches to managing the business, attitudes of stakeholders, along with ethics of performing different operations (Baran & Klos, 2014). Everest Tea Company managers face the massive challenge on methods that they use in dealing with additional duties and connections among lives of every employee.

Many issues relating to diversity in the business environment where Everest Tea Company operates affects its process of recruiting workforce. Some of the dimensions of diversity that influence process of recruitment comprises of individual’s age, ethnic group, gender, learning background, faiths, marital status, as well as current salary. All these diversify issues lead to the fundamental challenge that affects the process of recruiting employees in the competing marketplaces of selling tea (McCarthy, 2017). The diversity remains to be a problem that makes the company invest more in different ways to get more qualified and skilled workers. In many cases, managers of Everest Tea Company find themselves in a desperate scenario because they fail to tell the people to show their duties in training and to invite people who are conversant with their operations. 

Everest Tea Company needs to form its primary target on different strategies that aid in solving problems that its activities experience in recruiting labor force. Some of the strategies that Everest Tea Company can be improvising include the use of better advertisement model for the vacant positions and improve the branding of its employers. Ideal presentation of the strategies is essential in aiding the company in dealing with the underlying issue that faces its managers in recruiting the workforce (Sutton, 2015). Therefore, there is a need for the  management of Everest Tea Company to create necessary progress every day to attain appropriate procedure for hiring the workforce. The company can focus on the strategy that ensures that every employee of the Everest Tea Company undergoes ideal orientation and training to aid every new employee to adapt appropriately to the company (Hope, 2017). Consequently, the hiring process for the Everest Tea Company continues to be the query of feelings attitudes while focusing on the major ideas relating to personal responsibilities, environmental issues, and proper mindset for working.

Branding issue of every worker in Everest Tea Company remains to be the greatest problem in the recruitment process of the new labor force by the company. Branding of the employer in Everest Tea Company consists of the formation of different ideas that focus on restructuring company’s operations. The branding of employees forms the platform within the Everest Tea Company where different essential techniques in conducting various functions experience modifications (Vipal, 2016). The changes brought by alterations of activities in the process of recruitment of workers in Everest Tea Company occur because people might lack the proper capacity to understand the markets and operations of the corporation when they start the exercise of recruiting new employees. Therefore, it remains significant for different persons within the Everest Tea Company to be capable of maintaining the curve of learning (McCarthy, 2016). The idea of keeping the curve is useful in demonstrating how useful the employer branding is to company’s operations.

Demographic concerns

The use of the suitable type of publicity for the recruitment process within Everest Tea Company is still a major challenge. The problem has resulted in the inability of the company to reach the vast number of qualified persons that might be willing to join its operations (Galsscock, 2013). Therefore, Everest Tea Company needs to focus on the application of various platforms within the websites that include social media metrics like Facebook, Twitter, and Whatsapp, and applications of Google sites getting to its targeted spectators with ease. The use of these website sites will aid the Everest Tea Company to control the amount that they use to print advertisement posters, and extra costs incur by different people to distribute those posters globally. 

Conclusion and Recommendations

From the evidence presented above, it is evident that key challenges that affect recruitment of workforce for Everest Tea Company do not end with the moment of hiring qualified persons, although it depends on the approaches set by the manager to follow up operations of every recruit. Additionally, it is important for the Everest Tea Company’s executives to be able to gauge individual services by accepting the fundamental challenges like the issues concerning demography, labor supply and demand, and view of organization’s image, recruitment approaches, society changes, and technological shifts. Therefore, management of Everest Tea Company has the mandate of creating principles during the process of recruitment for every level of their actions through flourishing to achieve the set values. Presently, companies that deal with the production of tea have the major function of developing the best approaches to use in navigating the active market. Every organization focuses on developing the best strategies that can position their operation to attract and retain the qualified employees that they require to support their functions. The challenge of attaining new workers during recruitment process by Everest Tea Company remains to be the ever-existing issue that influences its operations. The need to attain the proper understanding of inadequacy in the workforce by the managers remains to be the critical factor in addressing the recruitment strategies and methods. Therefore, for Everest Tea Company to achieve improved hiring process, it has to set different roles that lead to the development of appropriate understanding and how to deal with the shortage of labor force.

References

Baran, M., & K?os, M. (2014). Managing an intergenerational workforce as a factor of company competitiveness. JOURNAL OF INTERNATIONAL STUDIES, 7(1), 94-101. https://dx.doi.org/10.14254/2071-8330.2014/7-1/8

Bradford, M. (2016). Follow practical advice to limit legal challenges regarding internship programs. Recruiting & Retaining Adult Learners, 19(1), 8-8. https://dx.doi.org/10.1002/nsr.30191

?iutien?, R., & Railait?, R. (2015). Challenges of managing an ageing workforce. Engineering Economics, 26(4). https://dx.doi.org/10.5755/j01.ee.26.4.7081

Glasscock, B. (2013). Workforce Competency and Organizational Health Key Drivers in Workforce Optimization. Journal Of Petroleum Technology, 65(12), 78-80. https://dx.doi.org/10.2118/1213-0078-jpt

Hope, J. (2017). Adopt multipronged strategy to build enrollment in spite of challenges. Recruiting & Retaining Adult Learners, 19(12), 5-5. https://dx.doi.org/10.1002/nsr.30276

McCarthy, C. (2016). Innovative strategies prove effective for managing personnel, budget, enrollment challenges. Recruiting & Retaining Adult Learners, 19(1), 12-12. https://dx.doi.org/10.1002/nsr.30194

McCarthy, C. (2017). Embrace challenges as opportunities to grow. Recruiting & Retaining Adult Learners, 19(5), 12-12. https://dx.doi.org/10.1002/nsr.30225

Mirick, R. (2014). Challenges in recruiting parents to participate in child welfare research: implications for study design and research practice. Child & Family Social Work, 21(4), 484-491. https://dx.doi.org/10.1111/cfs.12165

Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR. Employment Relations Today, 40(4), 7-13. https://dx.doi.org/10.1002/ert.21428

Sadhukhan, P. (2012). Tea Industry in West Bengal – Hopes and Challenges. Global Journal For Research Analysis, 3(7), 25-26. https://dx.doi.org/10.15373/22778160/july2014/8

Sutton, H. (2015). Overcome challenges to cultivate women leaders on your campus. Recruiting & Retaining Adult Learners, 18(1), 9-9. https://dx.doi.org/10.1002/nsr.30093

Sutton, H. (2017). Address challenges in higher education that impact adult learners. Recruiting & Retaining Adult Learners, 20(1), 1-5. https://dx.doi.org/10.1002/nsr.30282

Sutton, H. (2017). Rural education presents unique challenges for adult learners. Recruiting & Retaining Adult Learners, 19(9), 12-12. https://dx.doi.org/10.1002/nsr.30256

Vipal A., P. (2016). Tea Production in India: Challenges and Opportunities. Journal Of Tea Science Research. https://dx.doi.org/10.5376/jtsr.2016.06.0005

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