Organizations Face Today Is Of Staff-Free Samples for Students

Question: Organizations Face Today Is the Of Staff Recruitment Challenges? Answer: Introducation One of the major problems organizations face today is the recruitment of staff. Though reports in Australia might site that majority of the population are jobless, organizations have also reported that recruiting is a major problem within the region. One of the organizations that have experienced the problem is Woolworth Limited. The organization has reported several problems related to recruiting in its annual reports for the past few years. Some of the common problems reported include labor supply and demand, demographic issues among other labor concerns that would be discussed in this article. Woolworth Limited is a retail organization that has its operations spread across the entire nation of Australia (Jones, Humphreys, Adena, 2014). The supermarket is the second largest organization in the nation. In this discussion, therefore, the recruitment problems as faced by Woolworth Limited in Australia will be discussed with the possible solution to each problem outlined as well. One of the major problems in recruiting has been the supply of labor for the organization. Despite operating within most urban centers in Australia where there are high populations, the organization has limited supply of workforce because most people are engaged in some other activities. The remaining part of the population is unskilled with the other portion showing little interest in the job opportunities within the organization. Another factor leading to the labor supply shortage in Australia is the fact that most of the customers to the organization do not prefer working because fewer of them have studied courses related to most of the available jobs within the organization. There are other problems that contribute to inadequate labor supply in Australia. The possible recommended solutions to the labor problem for Woolworths Limited would include the following proposals; the organization should first consider training its staff. Training a staff might be expensive but is it one sure way of ensuring that the supply of labor is maintained. By training, it would be possible for the organization to recruit the local populations within its operations (Jackson Daly, 2014). The position of the organization would most likely improve with the local populations included in its services since the locals would prefer the organization to other organizations within the region. Increasing employee wages would be another way of solving the labor supply problem. Another recruiting problem for the organization is the high labor demand within Australia. The nation is rich in industries and organizations that all require labor within their services. The high demand for labor has been cited as a major problem to the organization as it suffers inadequate labor within its services for most of the parts it operates in. Most people within the populations are engaged in other activities in other organizations and businesses (Humphreys, Hegney, Lipscombe, Gregory Chater, 2012). With the increased population, the increased number of customers demand and improved service providers that have proved to be a major problem for the organization. Labor is an essential part of any organization. The recommended solution to the labor demand problem would include improving the employee benefits such as rewards, better wages among other interesting employee tokens that would attract them to the organization. With the high demand of employees, proper working conditions would be another concern that would most likely attract more laborers to the organization. The truth of the matter is that most people are not seeking for jobs but the wages from the jobs in order to improve their living conditions. The human resource department of the organization should consider improving such conditions in order to attract more workers to the organization. The image of the organization is another factor to consider for the problem in recruitment as has been experienced by the organization. Most people in Australia consider the organization as a sales organization (Struber, 2014). Compared to other organizations within the nation, Woolworths received the least job application letters. Most people assume that the organizations main objective is to supply the retail services across the nation without minding how it recruits its employees. As a result, most job seekers have over time neglected the organization as they prefer other organizations. Another factor related to the image of the organization is the fact that most people assume that the only jobs at the supermarket involve being a teller and customer assistance only. The most probable solution to the problem with the image of the company could only be the organization clearing itself through any possible means to the public by outlining the roles it plays within the labor market. Such announcements would act as awareness to the job seekers and also change the image of the organization to the public (Clinton Hazelton, 2016). The image of the organization is not only important in providing it with workforce but would also help in marketing as more customers would be attracted. It is normal for a population to reject an organization that does not recruit their people because it does not contribute to the economic development. Demographic issues also contribute to labor and recruitment problems for Woolworths Limited organization. An example of workforce and recruitment problem is aging workforce. It has been a culture of the organization to hire experienced workers and maintain them as long as possible. The factor contributes to problems for the organization as it provided the organization with the required experience hence more profits (Stanley, 2017). However, it becomes a problem for the organization when such employees retire, or in worst cases, they die. The problems experienced in recruiting new employees might not be easy. The organization will hence suffer from either recruiting inexperienced employees or failing to find a perfect replacement. The most suitable solution to the problem would be to train employees as mentioned earlier. Training is one sure way of ensuring that the organization maintains a constant flow of employees with the same quality of performance (Creegan, Duffield Forrester, 2013). In training, the organization is also secure in any unexpected cases like death. It becomes easy for another person to take over than in most cases that the organization would have to consider hiring new employees upon death or retirement of the existing employees. The generations within Australia today prefer private businesses and not employment into other institutions. Most people in the current generation are in dire need of capital to initiate their businesses. Creating a personal business according to most researchers within the nation has proved that people have turned their focus to private businesses than employment (Humphreys, Jones, Jones Mara, 2012). The changes in life over generations have been the cause of such a reaction from the Australian population. The trust based on the private businesses is that a person becomes his or her manager. The freedom of control that people enjoy in the private business is the exact opposite of what would be experienced in employment where the full control is bestowed in the organization. The most likely solution to the recruitment problem based on the influence of generation is that the organization should ensure that it motivates people to consider employment as a solution to certain problems e xperienced by the people (Beach, Brereton Cliff, 2013). In the case of Australia, the people should be convinced that in order to initiate their businesses they would need the experience from employment first. As technology changes the world, a lot of things keep changing. Diversity as it is influences people as well. The influence, in turn, affects businesses in that it limits the number of people available for employment in most areas (Humphreys, Jones, Jones, Hugo, Bamford Taylor, 2016). The current technological developments in Australia involve internetworking. People tend to refrain from the manual labor that is offered by most organizations as they major their activities to the cheap and affordable internet jobs. The benefits from the internet businesses are more than in employment and are easy to acquire. However, this problem would be solved cheaply by informing the populations about the adverse disadvantages of internetworking (Patrickson, Hartmann, 2015). The awareness about the side effects of the internetworking and other businesses would be a possibility to make the people think of employment again. As for this organization, it would be necessary to advise the employees to consider the internet as a side job that they would venture into during their free times. Recruitment strategies used by Woolworths is another recruitment problem that the organization has experienced over time. The employer branding of the organization is one of the recruitment strategies that has been a problem for the organization. Employer branding is the process by which the customers prefer to the organization (Mills, Francis Bonner, 2017). Employer branding would either be negative or positive depending on the manner in which the organization handles its customers. Woolworths has been experiencing the problem of employer branding because most people in the Australian society do not like the organization based on its recruitment and contribution to the society. The organization should consider improving its services to the people and the society. Sparing a percentage of the employment opportunities within the organization for the local population is one effective way through which the organization would win the trust of the population (Humphreys, Wakerman, Wells, K uipers, Jones Entwistle, 2015). Earning the trust of the people through the participation in the infrastructure and other forms of development is another way to which the organization could have a positive reflection from the populations in Australia. The types of advertisement on the job opportunities from the organization have been highly ineffective. The advertisements made through the television, radios and other forms like the magazines are highly ineffective in the world today. The uses of posters as in the case of the organization are the other unlikely ways through which the organization makes all its advertisements. These means of advertisements are highly ineffective in the world today. The forms of advertisements and most organizational processes in the current world are those that are highly digitized (Schoo, Stagnitti, Mercer, Dunbar, 2015). The use of the social media, for instance, is a common way of making advertisements effectively today. According to the researchers in marketing, if the organization decides to consider using the modern means of advertisements, there are higher chances that the organization would make more profits as well as maintain its practices within the region it operates. An improvement in the modern ways of advertisement is affordable as it requires limited funds to initiate. Woolworths as one of the greatest organizations in Australia should consider its position in the market. The organization faces a recruitment problem that might soon become a crisis. It is the responsibility of the managers of the organization to perform the necessary researchers on the recruitment problem and design the most appropriate solution to the recruitment problem (Wakerman, Humphreys, Wells, Kuipers, Entwistle, Jones, 2014). Solving the problems in recruitment for the organization would be another better way to convince most of the local customers to the organization since the organization would involve the local populations within the areas that the organization operates. In conclusion, recruitment is a common problem in most organizations across the world today. In Australia, most organizations experience the problem despite the high populations within the nation. One of the organizations that have experienced recruitment problems within its services is the Woolworth Limited organization (DNetto, Sohal, 2012). Some of the labor problems result from demography, advertisement techniques and labor supply and demand within Australia. Some of these problems have been discussed in this essay with the probable solutions also highlighted. The organization is therefore urged to consider the proposals made in this essay in addition to other effective proposals from researchers in order to solve the recruitment problem completely. Solving the problem would be beneficial to the organization not only in acquiring the needed labor but also to improve its position in the market as most customers would be attracted to the business. It is, however, the responsibilit y of the organization to consider making the necessary adjustments that would place it in the competitive market effectively. References Beach, R., Brereton, D., Cliff, D. (2013). Workforce turnover in FIFO mining operations in Australia: An exploratory study.Centre for Social Responsibility in Mining, Brisbane. Clinton, M., Hazelton, M. (2016). Scoping practice issues in the Australian mental health nursing workforce.Australian and New Zealand Journal of Mental Health Nursing,9(3), 100-109. Creegan, R., Duffield, C., Forrester, K. (2013). Casualisation of the nursing workforce in Australia: driving forces and implications.Australian Health Review,26(1), 201-208. DNetto, B., Sohal, A. S. (2012). Human resource practices and workforce diversity: an empirical assessment.International Journal of Manpower,20(8), 530-547. Humphreys, J. S., Jones, M. P., Jones, J. A., Mara, P. R. (2012). Workforce retention in rural and remote Australia: determining the factors that influence length of practice.Medical Journal of Australia,176(10), 472-476. Humphreys, J. S., Wakerman, J., Wells, R., Kuipers, P., Jones, J. A., Entwistle, P. (2015). " Beyond workforce": a systemic solution for health service provision in small rural and remote communities.Medical Journal of Australia,188(8), S77. Humphreys, J., Hegney, D., Lipscombe, J., Gregory, G., Chater, B. (2012). Whither rural health? Reviewing a decade of progress in rural health.Australian Journal of Rural Health,10(1), 2-14. Humphreys, J., Jones, J., Jones, M., Hugo, G., Bamford, E., Taylor, D. (2016). A critical review of rural medical workforce retention in Australia.Australian Health Review,24(4), 91-102. Jackson, D., Daly, J. (2014). Current challenges and issues facing nursing in Australia.Nursing Science Quarterly,17(4), 352-355. Jones, J. A., Humphreys, J. S., Adena, M. A. (2014). Rural GPs' ratings of initiatives designed to improve rural medical workforce recruitment and retention.Rural and remote health,4(3), 314. Mills, J., Francis, K., Bonner, A. (2017). The problem of workforce for the social world of Australian rural nurses: a collective action frame analysis.Journal of Nursing Management,15(7), 721-730. Patrickson, M., Hartmann, L. (2015). Australias ageing population: Implications for human resource management.International Journal of Manpower,16(5/6), 34-46. Schoo, A., Stagnitti, K., Mercer, C., Dunbar, J. (2015). A conceptual model for recruitment and retention: allied health workforce enhancement in Western Victoria, Australia.Rural and remote health,5(477), 1-18. Stanley, D. (2017). Multigenerational workforce issues and their implications for leadership in nursing.Journal of Nursing Management,18(7), 846-852. Struber, J. C. (2014). Recruiting and retaining allied health professionals in rural Australia: why is it so difficult?.Internet Journal of Allied Health Sciences and Practice,2(2), 2. Wakerman, J., Humphreys, J. S., Wells, R., Kuipers, P., Entwistle, P., Jones, J. (2014). Primary health care delivery models in rural and remote Australiaa systematic review.BMC Health Services Research,8(1), 276.