The report helps in identifying the HR planning as well as recruitment in the respective organization named Bakers Delight. There are different kinds of challenges for planning as well as recruiting the workforce in the respective company named Bakers Delight. Proper Human Resource planning as well as strategies is essential to be adopted by the respective company in order to understand the different challenges relating to HR planning strategies in the particular sector.
The main aim of the report is to understand the different key challenges for recruiting as well as planning the workforce in Bakers Delight. The different HR planning strategies has to be adopted by the company in order to reduce such challenges relating to labor supply and demand, demographic issues such as diversity and ageing workforces. The main purpose of the report is to understand the different strategies of recruitment and the challenges in this sector as well.
The structure of the report includes proper frameworks and models as this will help in identification of the challenges in the HR planning and recruiting such as planning as well as demographic issues of workforce in Bakers Delight. The strategies related to recruitment has to be adopted as this will help in importance of HR planning and recruitment.
There is different kind of challenges that is faced by the respective company named Bakers Delight (Kazlauskait? et al., 2013). The respective company is facing different challenges in planning as well as recruiting different workforce in their company due to the following reasons:
These are the different challenges faced by the organization and this is affecting the organization. These are the different challenges that are affecting the policies and procedures of the organization and this is affecting the customer satisfaction as well as the productivity of the organization as well (Chelladurai & Kerwin, 2017). These are the different challenges that can affect the employee morale levels as well. The HR team of the company has to properly evaluate the different options as well.
The HR team has to properly evaluate different strategies in order to reduce such challenges in the organization and this will help in improving the effective candidates as well (Renwick, Redman & Maguire, 2013). There are HR planning issues as well in the organization such as there is ageing population in the organization that will affect the entire process of recruitment as well as planning in the entire organization as well. Proper automation of the process of application in the organization will help in understanding the quality of the candidates through the social job websites and this will help in reducing such challenges in the respective organization as well (Kidron et al., 2013).
The HR department of the company is performing weak in comparison to the other companies in the same industry. There is no connection between the skills as well as applicants selected by the organization and this is creating huge issues in the organization as well. The HR department of the respective organization has to properly analyze the workforce diversity as well as implement proper recruitment strategies to attract the right talent from the industry as this will help in proper recruitment of the employees (Budhwar & Debrah, 2013). Proper staffing has to be incorporated by the respective company as this will help in completing the different tasks effectively.
Proper tools has to be adopted by the respective company as this will help them in performing proper recruitment as well as selection process in the entire organization. The main function of the HR department is to properly follow the guidelines of the respective company as this will help in hiring without exposing organization to liability (Sheehan et al., 2014). The Human Resource department of the organization has to properly train and develop the skills of the employees in the organization as this will help in implementing effective communication process in the organization. The proper as well as effective communication is essential in nature as this will help in keeping the different employees motivated in nature as they will perform effectively and achieve different goals of the respective organization as well. The demographic changes have to be properly ascertained by the organization as this will help in adding new technical skills in the employees (Jackson, Schuler & Jiang, 2014).
Conclusion
Therefore, it can be concluded that proper HR strategies is essential in nature as this will help in analyzing the different challenges in the HR planning and recruitment strategies in the organization. The proper training and development has been implemented by the company as this helped them in understanding the challenges and solve them with proper implementation of strategies.
Proper automated application tracking system has been implemented by the company and this helped in reducing the level of employee turnover. The effective strategies relating to recruitment has been implemented by the company as this helped them in understanding the requirements of the customers as well as experience of the candidate as well. The approach has to be candidate centric in nature as this helped them in reducing difficulty in finding the desired applicants and this helped them in succeeding as well in the competitive market.
References
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Brewster, C., Brookes, M., & Gollan, P. J. (2015). The institutional antecedents of the assignment of HRM responsibilities to line managers. Human Resource Management, 54(4), 577-597.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.
Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), 1-56.
Kazlauskait?, R., Bu?i?nien?, I., Poór, J., Karoliny, Z., Alas, R., Kohont, A., & Szlávicz, Á. (2013). Human resource management in the Central and Eastern European Region. In Global trends in human resource management (pp. 103-121). Palgrave Macmillan UK.
Khalil Darwish, T., & Singh, S. (2013). Does strategic human resource involvement and devolvement enhance organisational performance? Evidence from Jordan. International Journal of Manpower, 34(6), 674-692.
Kidron, A., Tzafrir, S. S., Meshulam, I., & Iverson, R. D. (2013). Internal integration within human resource management subsystems. Journal of Managerial Psychology, 28(6), 699-719.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
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