Association which are voluntary or are non-profitable are facing organizational change because of the focus on the quality and other services. By asking for the change in legislation and the funding, it is expected that the organization should have business like operations and the attitude as well. These types of developments can cause voluntary organizations to change the strategy they follow and the organizational attitude too (Cuskelly , et al., 2006). The resourcing of employees is a part of the human resource system in which the core practice is addressed and that is recruitment and selection. Majorly human resource management follows the role of acquiring the employee services and develops motivating skills within the resources of the organization. This report will discuss the human resource management and their roles in Carebest: A voluntary organization.
The trends of labor market in the voluntary organization are Aging population, diversity, tight labor market, growing sector and the funding.
Aging Population: A study says that there has been an increase in the labor force of Canada and the trend of recruiting early is increasing day after day. This will provide the sector with the potential employees and the volunteers who bring skills and experiences which later could benefit the sector.
Diversity: The population on the whole tends to change the force of labor with the organizational change. In hiring practices, change is not happening in the hiring and the work environments. The generation born after 1980 is less focused on the honesty towards the organization and is always prepared for other jobs if they are not satisfied. Also, this generation demand work life balance always (Pischke, 2005).
Labor market: Labor market is becoming a seller market, employers need to become creative and work hard to attract and retain the staff members.
Growth Sector: NGO’s have grown so much in a recent few years. The rest of the economy is not growing that fast as compared to the voluntary organization.
Funding: NGO’s are usually not funded and challenges increases day after day if there are no funds in the organization to invest. With the funds, the retaining of the staff can be done effectively (Cdhalton, 2018).
It is hard to retain or recruit the staff when the labor market is so tight and competitive. There are four strategies that can be used.
The starting should be done by searching a talent that the organization already has and then one should commit to retain the resource. As the labor market tightens, the competitors are ready to invest in the new talent and attract them. For this strong talent management should be there in place and the team should have the ability to retain the talent within the organization. Resources should be able to paint a good picture of them with the organization they are working in. They should be shown that picture with convincing (Lastra, et al., 2014).
Develop the bench for Talent: There is always a gap in between the talent that the organization already has and the talent it will need in the future. That gap should always be evaluated. With the monitoring of the gap, the talent bench can be created. Forbes believes that organization should always invest in the talent and development as it is cheaper than bringing the new talent within the organization.
Organization should evaluate the value of the employer proposition. Organization should always know what the employees are looking for. This intelligence would be a guide to improve future position of the talent in the organization.
There are always budget constraints while hiring or retaining the employee in the company but being more competitive in terms of the compensation benefits will give the company the viable option to the candidates and the organization both. Ability to give the huge wages can give the organization the short-term advantage in hiring and retaining staff in the labor market (Leddy, 2017).
There are several strategies that can be used for the retention of the employees for long term.
There are 5 steps with the help of which HR team of Carebest can ensure the need for skills in the future. They are as follows:
Flexible Labor Markets means that the markets easily adjust with a competitive equilibrium. Flexible labor markets consist of the following features:
Tight labor market: Tight labor market means that unemployment is high and there are few job vacancies only. This decline in jobs tends to push up daily wages as companies find more difficult to hire workers (Ostoj, 2015).
In the year 2007, the employment growth became rapid but then it was preceded by the downfall in the employment till the year2008 came. All the regions in the world faced the same situation of the downfall in the job vacancies. G20 countries from year to year faced downfall in the employment from 1.9 percent to -1.2 percent in between 2008 and 2009. However, in the year 2010, everything came back to normal but yet the problem a little bit persisted (Eichhorst, et al., 2010). When the combination of the labor markets new entrants and the job seekers combined, there was a rapid growth in the unemployment rate. Being in flexible labor market, the impact on Carebest would not be much as job seekers and the organization both will be at their best to hire and work together. Being in tight labor market, the organization might not be needing more people to work with them. It would then be good if the organization would work with the current employees by keeping them happy and satisfied (Sama, 2012).
Manpower planning should be done and monitored regularly. It actually is the process in which manpower is determined for carrying out the integration plan in the organization. In order to compete with the competitors in future, it is necessary for the organization to monitor the forecasting of the manpower. It is directly related to the success of the organization. Planning of the manpower is the main key functions of the human resource department and it is done to maintain the good will too in the industry. Human resources or manpower must be utilized in an efficient way as possible as it depends on the prediction of the labor and supply. A few used and significance of manpower planning is to predict the redundancies and if possible to know how to prevent them, to evaluate the ratio of manpower according to their cost so that best of resources can be utilized. For providing training and development program and work according to the organization needs it is helpful. Future recruitment can easily be done if forecasting is done efficiently (Wajiga & Ndaghu, 2017).
The HR life cycle usually experiences 5 stages. They are as follows:
There can be major impacts of flexible working hours and equality in the workplace.
Flexible working hours help the employees in the cost saving as they can work from anywhere and at any time and they would not need to be come to office for that. This can save their money in commuting. This will make the employees have more time for them at home with family. Their work life balance will improve (Shagvaliyeva & Yazdanifard, 2014). They will be able to take out quality time for their family. The job will be less stressful for the employees as they will work at home in their own comfort zone. In case if the person is a morning person, he can do the work early in the morning and can have the evening for himself and vice versa can also be done. Job satisfaction will always be there as the person get to work his own way. Employees will also become a part of energy saving and environment saving as they will not have to commute (Perrons, 1999).
The HR at Carebest will be able to recruit best talent if they are equality and diversity conscious. Members of the staff will feel empowered as they will be hired solely on the basis of their aptitude. Business can increase if creativity is added and equal opportunities is given to the staff. Different cultures get to merge under one roof which provides a unique identity to the organization and shows unity. The turnover cost will also be reduced for the employees as they will feel comfortable and happy and satisfied (Metcalfe & Woodhams, 2008).
Joining voluntary organization is usually a big choice made by individuals as very few are there who really wants to help the organization by helping other people and in return they might or might not get and wages. But by joining Carebest, they can build their resume by showing that they volunteered for the nonprofit zone as well as their experience will make them learn more and more about the worldly affairs. The resources will learn how to maintain health of their own and their families. Carebest is the organization which despite being voluntary can make an individual earn wages and rewards for their hard work as well as gain experience of different cultures by working in teams and with different cultures (Health, 2018).
There are several strategies that can be followed in order to attract employees to Carebest. They are:
Conclusion
This report focusses on the organization named Carebest which is a voluntary organization. The human resources play an important role in managing and recruiting new employees and making them happy and satisfied till the time they are a part of the organization. This report states the strategies that human resource should follow in order to hire and retain the employees at Carebest. Also, the benefits or the flexible working hours and diversity are discussed. It is difficult to hire people when the market is tough. Labor markets and its types are also stated in the report and how they impact the human resources in hiring the employees is also discussed.
References
Cdhalton, 2018. The non Profit Sector: Overview of Labour Force Trends. [Online]
Available at: https://www.cdhalton.ca/community-dispatch/communitydispatcharchive/361-cd1702
[Accessed 17 March 2018].
Cuskelly , G., Taylor , T., Hoye , R. & Darcy , S., 2006. Volunteer Management Practices and Volunteer Retention: A Human Resource Management Approach. Sport Management Review, Volume 9, pp. 141-163.
Das, B. L. & Baruah, M., 2013. Employee Retention: A Review of Literature. IOSR Journal of Business and Management, 14(2), pp. 8-16.
Eichhorst, W., Escudero, V., Marx, P. & Tobin, S., 2010. The impact of the crisis on employment and the role of labour market institutions. [Online]
Available at: https://www.ilo.org/wcmsp5/groups/public/—dgreports/—inst/documents/publication/wcms_192839.pdf
[Accessed 18 March 2018].
Ganta, V. C., 2014. MOTIVATION IN THE WORKPLACE TO IMPROVE THE EMPLOYEE PERFORMANCE. International Journal of Engineering Technology, Management and Applied Sciences, 2(6).
Half, R., 2017. Effective Employee Retention Strategies. [Online]
Available at: https://www.roberthalf.com/blog/management-tips/effective-employee-retention-strategies
[Accessed 17 March 2018].
Health, P., 2018. VOLUNTEERING IN PUBLIC HEALTH. [Online]
Available at: https://www.publichealth.org/volunteering/
[Accessed 18 March 2018].
Jacoby, M., 2015. 5 Stages of the Human Resources Life Cycle in Need of Improvement. [Online]
Available at: https://www.huffingtonpost.com/margaret-jacoby/5-stages-of-the-human-res_b_6833296.html
[Accessed 18 March 2018].
Lastra, S. F.-P. d. l., Alcázar, F. M. & Gardey, G. S., 2014. Functional Flexibility in Human Resource Management Systems: Conceptualization and Measurement. International Journal of Business Administration, 5(1).
Leddy, C., 2017. Hiring in a Tight Labor Market: 4 Tips for Attracting and Retaining Talent. [Online]
Available at: https://www.adp.com/spark/articles/2017/03/hiring-in-a-tight-labor-market-4-tips-for-attracting-and-retaining-talent.aspx#
[Accessed 17 March 2018].
Mathimaran, K. B. & Kumar, A. A., 2017. Employee Retention Strategies – An Empirical Research. Global Journal of Management and Business Research, 17(1).
Metcalfe, B. D. & Woodhams, C., 2008. Critical perspectives in diversity and equality management. Gender in Management: An International Journa, 23(6), pp. 377-381.
Neilson, B., 2017. 7 Steps to Identifying Your Organizations Training Needs. [Online]
Available at: https://www.yourtrainingedge.com/training-needs-7-future-and-anticipated-training-needs/
[Accessed 18 March 2018].
Ostoj, I., 2015. Labor market efficiency as one of the pillars of the global competitiveness of an economy – conclusions for the labor market regimes of the EU countries. Journal of Economics and Management , 20(2).
Perrons, D., 1999. Flexible Working Patterns and Equal Opportunities in the European Union. The European Journal of Women’s Studies Copyright, Volume 6.
Pischke, J.-S., 2005. Labor Market Institutions, Wages, and Investment: Review and Implications. CESifo Economic Studies, 51(1), pp. 47-75.
Sama, T. B., 2012. NGOs and the Implementation of Active Labour Market Policies. [Online]
Available at: https://jyx.jyu.fi/dspace/bitstream/handle/123456789/41013/978-951-39-4797-2_2012.pdf?sequence=1
[Accessed 18 March 2018].
Shagvaliyeva, S. & Yazdanifard, R., 2014. Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, Volume 4, pp. 20-23.
Swain, G., 2013. Seven Best Practices for Increasing Employee Volunteer Participation. [Online]
Available at: https://www.triplepundit.com/2013/07/seven-best-practices-increasing-employee-volunteer-participation/
[Accessed 18 March 2018].
Wajiga, H. & Ndaghu, J. T., 2017. Significance of Manpower Planning For Effective Utilization of Human Resources in an Organization: A Conceptual Approach. International Journal of Business and Management Invention, 6(8), pp. 16-22.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download