Attracting And Retaining Staffs In The Organisation: Thematic Evaluation Of The Human Resource Management Responsibility In The Manufacturing Sector

Job Design

Discuss about the Attracting and Retaining Staffs in the Organisation.

Many of the manufacturing companies are becoming much aware of necessity of effective human resource management that contributes to achieve success in the business bottom line. A manufacturing company establishes the effective human resource management to encourage and create the positive work environment to develop the better working atmosphere (Ulaga and Loveland, 2014). The human resource management needs to take the responsibility of attracting and retaining the workforce within the workplace. For example, the HR manager needs to structure the basic compensation for the associated workers, which creates the positive impacts to retain the work force for the longer period. Similarly, the human resource management needs to develop the better selection and recruitment process to hire the right employee (Lieder & Rashid, 2016). The study will therefore concentrate on the thematic evaluation of the human resource management responsibility in the manufacturing sector. The underlying issues will be discussed in this study to understand the job role and effectiveness of efficient Human Resource Management. The effective human resource management is responsible for presenting the appropriate job design, appropriate human resource planning, developing the recruitment and selection strategy, managing the diversity and the work life balance, and improving the performance management. The essay will identify the associated issues in manufacturing industry to develop these areas. Accordingly, the study will also discuss the effectiveness of the human resource management to attract and retain the workforce despite these key challenges.

One of the themes is Job Design, which is merely clarifying the job description of the worker within a manufacturing sector. Human resource management in manufacturing industry is responsible for collecting and developing the detailed information about the job specifications. According to Vomberg, Homburg & Bornemann (2015), job design is one type of job analysis process that defines the method of performing any functionality or task that are assigned to a person within the workplace. This job design is associated with workflow design which analyses the given task, which eventually produces any product or service. It is essential for the human resource managers to identify the right person who is suitable enough to perform this work. Selecting a job category will be much helpful in such aspects (Kerzner & Kerzner, 2017). In the manufacturing industry one of the major issues is identified in work force selection. It has been observed that there is the workforce shortage in manufacturing sector. The complexity of the job role makes it too difficult for the human resource management to select the right candidate (Bratton & Gold, 2017). The shortage of skills is probably one of the main reasons behind it. Despite sustained and rapid financial growth, human resource management needs to address the significant loss in developing the human capital in the manufacturing sector. There is shortage of the skilled manufacturer, which is quite challenging for the human resource management during their job allocation process. The manufacturing companies often find difficulty to service in the competitive ground if there will be this much shortage of skilled manufacturer (Marchington et al., 2016). It is thus necessary for the human resource management to undertake the appropriate initiative to enhance your skills film suitable for performing that job. For example, the vehicle manufacturer needs to develop their skills with the technologies that are fulfilling the current demands of the customers while making the purchase decisions. The lack of knowledge may affect the human resource practices in developing the work flow design. The current decline in the workforce despite the growing sector is quite challenging for the manufacturing industry. Human resource management is the most important managerial aspect. It is noticed that the manufacturing company is basically rules driven and quiet consistent in maintaining these rules. The effective responsibilities of the human resource provide the appropriate leadership and designing of the organisational growth (Taylor, Doherty & McGraw, 2015). If the work design is poor, the top level talent needs to put the more effort in managing the gap. Similarly, a well-designed organisation helps in attracting more talents to ensure business success. It is true that the human resource managers work harder to build the talent. Many of the small to medium size manufacturing companies have become much aware of the perpetual growth that can contribute to the success. The human resource management is bound to undertake more crucial and complex responsibilities to develop the future in a significant way. 

Challenges in HR Planning

Challenges associated with the HR Planning are another observable area in the manufacturing sector. The human resource planning is not only about hiring and terminating the employees. It involves the structure planning for deployment in line with tea business unit strategy. Stone & Deadrick (2015) stated that and efficient HR planning often involves the fruitful training and development session, reassignment, appropriate outsourcing, and developing the flexibility. Strategic human resource planning is a sequential process starts from identifying the requirement of human capital to meeting the determined business goals. In this planning process, the managers, the senior executives, and the human resource manager work together to formulate a complete business plan. It is important to identify the basic needs and demands of the employees to accomplish their career goals as well as business objectives (Vance & Paik, 2014). There should be the adherence to the equal opportunity principles. The manufacturing industry deals with some of the significant challenges in considering the appropriate HR planning process. For example, it is sometimes quite difficult to find and keep the skills talent. Oliveira et al., (2014) observed that the manufacturing process depends heavily on the line workers who are dealing with the executing transferable and automation as well as a computerization process. In fact, the training and development sessions are often avoided in the manufacturing sector. The human resource management is generally concentrating on hiring the skilled and experienced workforces (Hakim, 2016). Therefore, the existing Walkers sometimes fail to meet the changing demands of the customers. Accordingly the human resource management also faces in developing the scheduled and systematic human resource planning process. The HR planning needs to include the feedback process which ensures the cat and the areas of the improvement. It is the responsibility of the human resource management to fulfill these caps and correct them before it creates the negative impact on the organisation. The strategic human resource planning therefore contributes much significantly in selecting the appropriate skilled candidate. 

The human resource management in manufacturing sector is facing the considerable challenges in recruitment process as well. Direnzo, Greenhaus and Weer (2015) defined that recruitment is a practice or activity, which is considered as the primary purpose of an organisation to identify and attract the potential employees.  It aims to attract the suitable candidate who can meet the needs and requirements of the job. It is noticeable that the manufacturing industry is facing most of the challenges in recruiting new and skill talent into the workplace due to the current work force shortages. The issues with the recruiting process are considered as a systematic form of the emerging societal perspective. For example, the highly specialized civil engineers who have their specific abilities and skills sets have lesser opportunity to qualify as the potential candidate. Another most challenging factor in recruitment is the stagnant recruiting budget as well as the lack of dependency on college recruitment (Lieder & Rashid 2016). It is noticeable that the manufacturing industry is comparatively less competitive than the other industries. Therefore, there is lesser chance to consistently fill the workforce positions, especially in light of a significant shift in graduate expectations or college curriculums. A recent report indicated that almost 55% of the manufacturers have acknowledged a substantial shortage of right people with the right skill sets in the R&D departments (Bhamu, & Singh Sangwan, 2014). In order to address the challenges, the human resource management needs to take the active participation in the competitive landscapes like other industries. Especially with the startups who are filling the gaps with the talented people. in addition to this, Greene and Kirton (2015) observed that manufacturing Corporation needs to look for a suitable market research driven strategy to develop a successful communication and appeal to the graduates who have dare high value in innovating and stimulating works. One of the major challenges is to retain the employees whereas the manufacturing industry experiences a high turnover rate since people pain to leave for exploring new opportunities. Another probable reason for higher turnover is a limited growth in this sector, which affects the professional and personal front of the associated workers. In fact the poor work environment is also responsible in such case. Another considerable challenge in the performance management is the lack of appropriate training and development session.

Challenges in Recruitment Process

Managing diversity and work life balance are much important responsibility of the human resource management. Anitha and Begum (2016) implied that the diversity management is a method of valuing the similarities and differences of the people from diverse background. It is generally built on the set of values, which recognizes the diverse nature between different types of people is a potential strength for the organisational success. The diversity management creates a fruitful environment, which allows people from different backgrounds to contribute to achieve the similar organisational as well as the personal growth. Diversity generally includes every human being irrespective of their dress or gender. In the manufacturing sector, the issues with the gender biasness are quite observable. The women workers in the manufacturing sectors receive laser preferences then the men workers (Craig, 2015). There is a perspective that men can better handle the technologies used in the manufacturing process. However, the current advancements in the technology have brought transformation in this perspective. Today, the women can deal with the heavy machineries and get involved with the manufacturing processes. Another most considerable issue in the manufacturing industry is the lack of proper work life balance. The heavy workload and long hours of work are affecting the maintenance of the appropriate balance between the personal and professional life (Eckardt, Skaggs & Youndt, 2014).  The workers complain about their stress level to deal with the numerous works that are cutting down time from their personal curriculum. The human resource management therefore needs to restructure their job activities to address this challenge and take appropriate initiative to resolve these issues. Developing an appropriate time management skill can help in mitigating the challenges with work life balance. On the other hand, segregating the works among the workforce would be appropriate enough to maintain the balance. 

It is noticeable that human resources department plays a vital role in managing the success of an organisation. The effective human resource development helps the employees to enhance their personal as well as a professional skill, abilities and knowledge. Similarly, the human resource management department in manufacturing sector is responsible for keeping the track of the performance level of the employees. The issues with the performance management are quite observable within the manufacturing industry. Human Resource Department function in this industry is often concerned with administrative work, payroll process, and mediating between the workers and the management. In most of the cases, the manufacturing companies depend on the Human Resource Department, especially in times of strikes or labour unrest. Chan et al., (2016) indicated that manufacturing is the process of using machineries, tools, techniques, and Labour for producing goods for selling or using purposes. Apparently, the term refers to the human activity that starts from handicraft to hi-tech process. However, this is mostly applied to the industrial production, which is a method of transforming the raw materials into finished goods on a large scale. In many of the countries, approximately 5.8 million jobs depend on this manufacturing industry. However, it ensures the efficiency level of the human resource management to develop their performance in a significant manner. Unsurprisingly, the human resource management also faces the considerable challenges in keeping the record of the performance. First, a larger number of jobs positions and needed to be filled by the HR department. However, the complexity of the job role makes it too difficult for the human resource management to select the right candidate. The shortage of skills is probably one of the main reasons behind it (Yusoff et al., 2016). Another major challenge is retaining the employees whereas the manufacturing industry experiences a high turnover rate since people pain to leave for exploring new opportunities. Another probable reason for higher turnover is a limited growth in this sector, which affects the professional and personal front of the associated workers. In fact the poor work environment is also responsible in such case. Another considerable challenge in the performance management is the lack of appropriate training and development session. The current world is continuously changing and it is highly influenced by the advanced Technologies (Eckardt, Skaggs & Youndt, 2014). If the associated workers and not skilled enough to use this advanced technologies, it becomes a drawback to ensure growth. Therefore it is important for the human resource management to arrange the appropriate training and development session for these workers who are quite interested in participating in a challenging environment and always opt for innovative methods. 

Conclusion

The study observes the emerging human resource challenges in the manufacturing industry. The human resource plays the vital role in driving the organisation towards success. It is essential for the human resource managers to identify the right person who is suitable enough to perform this work. Selecting a job category will be much helpful in such aspects. In the manufacturing industry one of the major issues is identified in work force selection. The issues with the recruiting process are considered as a systematic form of the emerging societal perspective. For example, the highly specialized civil engineers who have their specific abilities and skills sets have lesser opportunity to qualify as the potential candidate. The HR planning process in the manufacturing industry deals with some of the significant challenges in considering the appropriate HR planning process. Recruitment is a practice or activity, which is considered as the primary purpose of an organisation to identify and attract the potential employees.  One of the most challenging factors in recruitment is the stagnant recruiting budget as well as the lack of dependency on college recruitment. Managing diversity and work life balance are much important responsibility of the human resource management. The diversity management creates a fruitful environment, which allows people from different backgrounds to contribute to achieve the similar organisational as well as the personal growth. The heavy workload and long hours of work are affecting the maintenance of the appropriate balance between the personal and professional life.  The human resource management therefore needs to restructure their job activities to address this challenge and take appropriate initiative to resolve these issues. Human Resource Department function in this industry is often concerned with administrative work, payroll process, and mediating between the workers and the management. It ensures the efficiency level of the human resource management to develop their performance in a significant manner. 

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