Question:
Discuss about the Responding to Institutional Complexity.
The report is based on understanding the human resource management in a respective organization named Telstra, Australia. Human resource management is proper management of human resources in the organization. Human resource management has to be properly designed by the employees of Telstra as to maximize the performance of different employees in the organization and properly identify the strategic objectives of the company.
The main aim of the report is to identify the key challenges for recruiting candidates in Telstra and identification and application of strategies that are required to cope up with such challenges as well. The main purpose of the report is to analyze the challenges with respect to supply and demand, issues related to demographic and organizational image of Telstra. Proper strategies need to be implemented by the company in order to reduce such challenges that are faced by Telstra and improve the recruitment process as well.
The structure of the report includes the proper identification of the challenges and different techniques to reduce the impact of the risks from the business. The recommendation strategies have to be properly implemented in order to understand the challenges with respect to demand and supply along with the image of the organization as well. The strategies has to be properly implemented as this will help in improving the skills that the organization needs to adopt in order to reduce the complexities in the organization and implement such strategies to attract the candidates as well.
Telstra is the leading telecommunication and technology based company in Australia that offers different ranges of communication services as well as competing in the entire telecommunication industry as well (Telstra, 2017). The main motive of Telstra is to provide their customers proper service by improving different ways in which they work and live through such connection. The purpose of Telstra is to create brilliant connected future for the customers across the world.
There are different kinds of key challenges for recruiting the workforce for Telstra are described as follows:
According to Breaugh (2017), finding as well as retaining the talents in the organization is one of the challenges that are faced by the recruitment team in Telstra, Australia. The spread of globalization and technology has properly ensured level playing fields in the different terms such as information, technology and proper availability of finance as well.
However, on the other hand Hu (2016) commented that the retention of the deserving candidates is a crucial source that is competitive advantage for Telstra. As there is huge, competition in the industry, hiring new employees is a difficult task and the demographic factor that includes the level of education is not matching the criteria of the respective organization.
According to Patil, Patil, Wagh & More (2017), managing the diversity is a challenge that has to be faced by Telstra as increasing thrusts towards the globalization has increased and the demand for the good candidates is a challenge that is faced by Telstra, Australia.
However, according to Kodeih & Greenwood (2014), the challenge that is faced by Telstra is not being able to retain the talents and the supply of such candidates is less in the industry as well. The demand and supply of talented candidates are not equal in the present scenario and the companies are the ones who are suffering and not able to hire candidates who are talented in nature.
Similarly, according to Nadda, Rafiq & Tyagi (2017), managing the change is other challenge faced by Telstra, as the change is the focus of the organizations in the world. The major constraint faced by Telstra is not being able to implement the changes that are required in order to improve the organizational image of the company. Stone & Dulebohn (2013) commented that the main challenges that are faced by Telstra in order to manage the change and create a good organizational image are as follows:
According to Patil, Patil, Wagh & More (2017), requirement of skills is the other issues that is faced by Telstra in Australia as the demand of the candidates are not met by Telstra as the supply of the desirable candidates are not the same as the ones desired by Telstra. The diversity among the employees is limited in nature in the present era and it is an issue in the organization as well.
On the other hand, Festing & Schäfer (2014) commented that a globalized workforce is the main challenge that is faced by Telstra that is leading to challenges in the culture of the organization and it can influence the composition and size of the talent pools as well. The complexities has to be properly understood by the HR department in the respective organization Telstra and it will require proper attention as well to make sure the process of recruitment is fair and inclusive as well.
Lastly, Kodeih & Greenwood (2014) commented that Image of the job is another criterion that has to be properly taken care as proper and better working condition is essential in the organization, as this will help in attracting potential candidates in the respective organization. On the other hand, according to Collings (2014), the demographic profile plays an essential role in the management process, however this is not followed by Telstra organization and this is creating challenges for the organization while recruitment process that is conducted by them.
These strategies have to be implemented by the organization, as this will help in improving the skills of the organization that has to be improved.
This will help in lowering the turnover rate of the organization and this will enable in making proper decisions regarding the issues that has to be sorted out properly by the respective organization as well.
The recruitment costs has to be lowered down by Telstra as this will help in making positive efforts towards advancement and improvement of the recruitment strategies that needs proper change in the entire organization and it will help in increasing the number of employees in the organization as well.
Conclusion
Therefore, it can be inferred that proper identification of the challenges in the process of recruitment of the workforce in Telstra. The challenges have to be identified properly as to understand the issues that are faced by the company and implementation of strategies that will reduce such challenges in the process of recruitment as well. The recruitment costs has to be lowered by the company as this will enhance the brand name and the turnover has to be less in nature as this will help them in improving the condition of the work atmosphere for the candidates in the organization as well. The research on branding of the employees can be starting point towards achieving success. The lower cost of recruitments as well as quicker time to fill in the candidates will be another step in improving the recruitment process in filling up the workforce in the respective organization. Telstra needs to implement such strategies that will help them in significantly lowering the recruitment costs and it will help them in recruiting suitable candidates for the required and desired posts in the organization as well.
Lastly, it can be recommended that Telstra require changing and updating few strategies in the process of recruitment in their company.
References
Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12.
Collings, D. G. (2014). Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities. Journal of World Business, 49(2), 253-261.
Downes, M. J., Mervin, M. C., Byrnes, J. M., & Scuffham, P. A. (2017). Telephone consultations for general practice: a systematic review. Systematic reviews, 6(1), 128.
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of World Business, 49(2), 262-271.
Greiner, B. (2015). Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of the Economic Science Association, 1(1), 114-125.
Hu, Y. (2016). Design and Implementation of Recruitment Management System Based on Analysis of Advantages and Disadvantages of PHP Three-Tier. Romanian Review Precision Mechanics, Optics & Mechatronics, (49), 74.
Kodeih, F., & Greenwood, R. (2014). Responding to institutional complexity: The role of identity. Organization Studies, 35(1), 7-39.
Nadda, V., Rafiq, Z., & Tyagi, P. (2017). Effectiveness and Challenges of Recruitment process outsourcing (RPO) in the Indian Hotel Sector
Patil, N., Patil, L., Wagh, G., & More, M. S. (2017). Candidate Recruitment System by Using Keyword Based Searching. Patil, N., Patil, L., Wagh, G., & More, M. S. (2017). Candidate Recruitment System by Using Keyword Based Searching.
Robbins, D. A., Curro, F. A., & Mattison, J. (2014). Person?centric clinical trials: Ethical challenges in recruitment and data transparency for improved outcomes. The Journal of Clinical Pharmacology, 54(9), 1072-1077.
Stone, D. L., & Dulebohn, J. H. (2013). Emerging issues in theory and research on electronic human resource management (eHRM).
Telstra – mobile phones, prepaid phones, broadband, internet, home phones, business phones. (2017). Telstra.com.au.
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