The purpose of the report is to detail the challenges faced in recruiting a workforce for Shandong Demian Group., Ltd. And the possible solutions to the challenges. Research was carried out by the organization, and several challenges and their solutions were critically analyzed. The challenges are critically analyzed in the report. They will be based on labor supply and demand, organizational image, demographic issues and the strategies employed in recruitment.
Demographic changes are the statistics which are quantifiable in a given population. Demography entails the understanding of the changes in populations by analyzing the demographic components that include the age, ethnicity, gender, home ownership, disability and mobility issues. In China’s socialist economy its major hallmark is its promise of employment to all that able and willing to work and to provide job security with a tenure which is virtually lifelong (Hasmath, 2015). But despite this recruitment of workforce faces several demographic challenges in China.
One of the main demographic challenge facing Shandong Demian Group., Ltd., Is that of China’s aging population. The demographics of China are characterized by its large population and its relatively small division of its youth. This demographic is mainly due to the China’s one-child policy. The population of China is over 1.3 billion and is the largest in the world.
Due to the one China policy, the population in China has been rapidly shrinking, and the majority of Chinese people are of the old age. This is a major challenge in recruiting of the workforce because the working and physical capable age group has been greatly reduced in China. Shandong Demian Group., Ltd., therefore has a challenge in finding the people who are physically fit and whose productivity is high in the labor market. This a major challenge for the industry because its production requires a great input of the physical labor. To address the challenge of the aging population the government should continue employing policies that will encourage people to have more children such as rewards for the each child the people get. Or increasing the child limit from two children to three children.
Another demographic challenge facing Shandong Demian Group., Ltd is that of China’s demographic generation. Generation in demographics refers to the people who are born and living at about the same time. A generation is also be defined as the average period that is mainly considered of that of about 30 years whereby children are usually born and then grow up to become adults after which they end up having their children.It also means people within a certain population who tend to experience the same events that are significant for a certain period (pilcher, 2005)
The demographic generation of China is composed of main people who are old and in retirement. Whereby the median age of China is 37 years. This means that majority of people in China are those who are about to retire. China is, therefore, getting old at a period in which its middle-income earners and the entrepreneurial class needs more laborers to enable them to grow. This is a major challenge for Shandong Demian Group because of the difficulty in getting people who are young and energetic to work in the industry. This, therefore, is a challenge in recruiting the workforce.
The challenge of this demographic generation doesn’t seem to be going away soon because according to the United Nations, China will take about 20 years for its elderly population to increase by doubling from 10% to about 20% in the years of 2017-2037 (Rapoza, 2017). Therefore the generation challenge in China needs to be addressed for recruitment of workforce in Shandong Demian Group to be more fruitful. The challenge of generation will be solved by the government if it encourages limited immigration and giving them jobs. This will increase the number of young generation groups who can work. This should be done simultaneously with encouraging people to have more children.
The other demographic challenge is that of diversity in the China’s labor market. Diversity entails ideologies and policies that vary widely (Naude, 2014), it ranges from the advocacy of respecting different cultures in the society equally and enforcement of policies that advocate for cultural diversity to the policies in which the various religious groups and ethnic groups are addressed by the authorities as defined by the groups they belong in (Dev, 2016). This is a challenge in the recruitment of a workforce in China because diversity in China entails people of many diversities in one country. The diversity of the China’s population is mainly the Han people and 55 Ethnic Minorities therefore in recruiting its workforce Shandong Demian Group has to ensure the different ethnic groups are incorporated in the workforce.
Incorporating the different ethnic groups in the workforce is usually not easy because of the tendency of the majority Han people in China marginalizing the other minority ethnic groups. The problem of marginalization, therefore, has to be solved for the diversity to be achieved. The government should, therefore, promote ethnic diversity by implanting policies that will help eliminate ethnic marginalization.
Recruitment of workers is mainly dependent on the number of workers willing and able to work. The labor supply is determined by the market wages. The demand for labor refers to the number of hiring hours that an employer is willing to do based on the various variables that are determined externally and are faced by the employer such as the unit of capital cost, the wage rate and the selling price of its output determined by the market (Hal, 2016).
Labor supply, on the other hand, is the total hours that people in the workforce are willing and wishing to work given a real wage rate. Labor supply is critical in a given industry and economy. Therefore to avoid the shortage of labor and to ensure a steady supply of labor the population should not possess the sources of self-provisioning that will end up making them more independent. The population should, therefore, be instead compelled to sell their labor for a wage which is subsistent (Harvey, 2006). Labor was undertaken by those who had little land or no land in the pre-industrial economies (Bowden, 2005).
Shandong Demian Group had a challenge in setting the favorable wage rate which would be both optimal for the firm and the workforce. It, therefore, faced a challenge in recruiting a workforce because of the difficulty in setting the best real wage rate. Thus Shandong Demian Group shading had to set up mechanisms that would help it in setting up a favorable wage rate and at the same time attain profits in the output. The aging population was also a great challenge in the labor supply in that the majority of labor supply was that of people who were aged and were incapable of performing the day to day duties in the industry. This, therefore, presented a great challenge.
To deal with the challenges some of the policies that should be formulated include the country allowing more people from other countries to fill in the shrinking labor force. This will, in turn, increase the labor supply.
The company should also employ technology that would increase efficiency in its day to day operations. Once the efficiency is improved, the industry should also use the market wage rate without fearing the losses. Employing this policy will, therefore, solve the labor supply and demand challenges.
The industrial image is the manner in which an industry or an organization presents its self them to the public. It involves setting a positive image through policies and quality products to create a positive image to the customers, investors and the employees (Biney, 2013). The industrial image is usually visually manifested through branding and the use of trademarks (Knapp, 2001). An organization’s image is, therefore, a useful concept in understanding the impressions that the individuals have to the organization. An organization’s image helps to explain how the people:
Shandong Demian Group faced challenges for recruiting a workforce that would portray a positive image that would be by the values of the organization. This is because the labor force has many people and separating those with the same ideals as those of the organization with those of different perspectives was not easy. The organization, therefore, had to come up with mechanisms that would make it easier to identify the individuals who will portray a good image.
Recruitment in human resource management is a core function. It refers to the overall process of selecting, attracting and appointing the suitable candidates for a particular job (Schawbel, 2012). The job can either be temporary or permanent within a particular organization. Recruitment strategies are the processes involved in choosing employees for specific positions in an organization. It can also be the process of involved in the selection of individuals for unpaid positions such as the unpaid trainees and voluntary roles in an organization. Recruitment is mainly carried out by human resource generalists, managers, and recruitment specialists.
In the public sector commercial recruitment agencies, public-sector employment agencies and specialist search consultancies are used to undertake parts of the process. In the recruitment strategies internet based technologies to support ever aspect involved in the recruitment process have been widely adopted and have become widespread (Sulich, 2016). Recruitment can involve job analysis, sourcing, screening, and selection, recruitment process outsourcing (RPO).
Shandong Demian Group faced many challenges in its recruitment of workforce. Some of the challenges faced arose from the recruitment strategies that the industry employed in its recruitment process. The industries recruitment strategies of employer branding and advertisement strategies were poorly formulated.
Employer branding is a reputation used to describe an employer of a particular organization, and it’s the value proposition it provides to its employees as opposed to the organizations brand and its reputation to its customers (Mosley, 2015). An organization with a good employer brand always attracts employees and therefore making recruitment work easier (Edwards, 2009). The term employer brand was used first in the early 1990s and has since become renowned for the global management community and is widely used (Michington, 2010). It is described by Michington as the image of one’s organization as a great place to work and in the minds of the current employees and the stakeholders. Branding is therefore concerned with the attraction, retention, and engagement of initiatives targeted at enhancing the employer’s brand (Martin, 2009).
Shandong Demian Group had a negative employer brand, and therefore people from the population were repelled from seeking employment from the organization. The human resource department had a bad reputation on how it handled the employees. The industry, therefore, had great challenges in its workforce recruitment.
To address this challenge, the organization had to improve the way it engaged with its customers by being friendlier to them and by giving incentives to encourage them to improve their performances. The organization should also improve its advertisement strategy by advertising in renowned media platforms.
References
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