Discuss about the Human Resource Service and Development.
The change in the taste and the preferences of the consumers and the change in the requirements of the people relating to healthcare and services have resulted to the growth of organizations providing service. The growth of the multinationals requires a huge human resource that works for the benefits of the organization and helps in achieving the common goal that is being enumerated by the organization. In the present scenario, these multinationals suffer from the loss of their human resource due to a set of reasons. The nursing and the healthcare facilities in Australia chiefly faces a lower retention rate of the nurses and the employees, depending on the conditions they are being subjected to. The retention rate of the employees, the human being the resource behind the development of the organizations, is being compromised due to the factors that affect the availability of the human resource.
The basis of the discussion that is being considered for this report is to understand the reasons behind the loss of the human resource in Australia. The problems that are being faced by the organizations and the business firms in Australia is based on the availability of the skilled labor, also the retention of the skilled and experienced workforce is an important aspect that affects the organizational progress. The report aims at understanding the reasons and the effects of the loss of the human resource, in the present day market. It also helps in determining the importance of the human resource in undertaking the advancements that is being planned by the organizations. The loss of the human resource is a rising issue in the present day Australian market, which is being highlighted through the report and the chief causes for the loss is being described. The skilled labor finding better options of employment based on the policies that are being framed buy the organizations and the working conditions play a major role in determining the loss of the human resource in the organizations.
The Australian healthcare workforce is facing a lower retention rate of the employees based on the diversity of the healthcare issues that the professionals are required to adhere to the healthcare needs of the people. The basic outcome of this fall in the retention rate have affected the healthcare units largely, therefore the issues are submerged in one another. The important consideration that the medical practitioners must undertake is based on the designing of functions that help in meeting the healthcare requirements of the people. The report aims at understanding the problems that are being faced by the organization sin recruiting and retaining the workforce in the present day market conditions. The present day market faces the serious issues in retaining the workforce, which affects the organizational structure and results to the lower rate of the achievement of the objectives that is being set by the organization as its common goal.
There are certain factors that affect the retention rate of the employees in Australia. it may be due to the issues in the working conditions and the environment to which the employees are being ex[posed. It also might be due to the policies that do not facilitate the requirements of the skilled workforce (Roche et al. 2015). This section of the report concentrates on the understanding of the factors that affect the retention rate of the employees and therefore affect the human resource management of the organizations.
The determining factors influence the retention rate of the employees is based on the considerations that affect the performance of the organizations at large. The factors are being discussed in this part of the assignment in order to understand the discrepancies that the employees face in the working environment leading them to resign from their jobs (Martin et al. 2012).
Communication gaps between the employee and the employer or the people involved in the management of the organization results to the gaps in the mentality of the people and effects the proper coordination (Hong et al. 2012). The employee might feel unrecognized and unappreciated, which affects the work that the employee undertakes. The major effects of the employee employer relationship results to the dissatisfaction of the employees in regard to the work they are delivering in favor of the organization. A motivational gap occurs which broadens its limits and thereby causes that employee to take a decision favoring the resignation (Belbin, Erwee and Wiesner 2012)
The little hope for the carrier advancements is another factor that facilitates the employees to resign from their respective posts. The resignation effects the advancements planned by the company and thereby undertake costs to undertake new recruitments. There again the company faces a lag as per the costs are involved (Jackson 2014). Moreover, the company also loses the loyalty and confidence of the old and experienced employees because of the frequent resignations, which occur. The employees may resign, as they find no scope of making advancements in their carrier. The future perspectives of the employees that they consider affect the mentality of the employees as they go out in search of better options in the market.
The job role of the employees is also a determining factor as to the frequent resignations that are being faced by the organizations. The job role issue arises out of the discrepancies and the differences that the employee observes during their service based on their individual responsibility on the job role (Lincoln et al. 2014). The job role that was assigned to the individuals during the time of the recruitment might not be the actual job role, and therefore the employees might feel dissatisfied by the job role in order to make considerations based on their individual preferences (Martin et al. 2012). It is the sole responsibility of the human resource manager to deliver the correct information of the job role before conducting the recruitment process. Failing to undertake the effective functions by the human resource managers and the lagging communication might lead to the resignations that are being faced by the organization.
The employees might resign due to the stress and the excess of the workload. In order to fulfill the targets that the company sets for achieving the general objective of the company pressure is being created on the people working under the organization. The people finding better options in the other companies resign from the existing company. The process results to the loss of the skilled workers from the company (Roche et al. 2015). Over stressing on the people in order to serve, the purpose of making the inputs as per the requirements of the company makes the people to lose motivation.
At times, the organization must review on the tutorials and undertake certain training activities in order to rejuvenate the job role to the employees. A proper rejuvenation and revision of the job role to the employees helps them to work effectively and remain responsible to their job role (Hong et al. 2012). On the other hand, the new employees that the company recruits must also undergo a proper training session in order to make them aware of the job role and the responsibilities that they are required to undertake on the work. The expectations of the company depend on the efficient and integrated working of the workforce. Moreover, the miscommunications in the training sessions and the issues relating to the execution of the job role results to the resignation from the side of the employees due to the job satisfaction (Shacklock et al. 2014).
Human resource management plays a major role in controlling and retaining the resignations that come from the side of the employees. Undertaking ways to recruit the right person for the right job and proving an effective training session helps in retaining the workforce of the organizations (Shacklock and Brunetto 2012). The involvement of the human resource in maintaining the equilibrium of the recruitment and retaining the experienced workforce can be enumerated through the different functions that can be taken by the HR of the organizations. The organizations lose their progress through the significant loss of their workforce and therefore the processes must be undertaken by the HR of the organizations in order to make it a point as to retain the value of the resource, which affects the progress of the organization (Brunetto et al. 2013). The job satisfaction is another important factor that affects the mentality of the people and results to the transition. The different structure that the company follows in the recruitment of the employees is another important factor that supports the resignation of the employees (Hong et al. 2012).
Conclusion
Therefore, from the above analysis it can be understood that there are significant issues that affect the availability and retention of the experienced workforce. The experienced workforce helps in undertaking the organizational progress and meets the common goal that is being set by every organization. Losing the human resource is like a significant loss of the resources. The issues that are being discussed in the above analysis states the conditions through which the employees get demoralized and thereby take decisions for the change. The Australian workforce is being reported to resign from their posts frequently in order to make sure that their interests are fulfilled through the job role they are into.
The report also discusses the steps that the HR of the company must undertake in order to retain the workforce and thereby facilitate the gradual progress of the organizations. The different measures undertaken by the HR of the organizations helps in ensuring the retention of the employees, thus facilitating the improvement in the structure of the organization. The retention of the old and experienced employees helps in determining the advancements and ensures the loyalty on which the organizations can rely on.
References
Belbin, C., Erwee, R. and Wiesner, R., 2012. Employee perceptions of workforce retention strategies in a health system. Journal of Management & Organization, 18(5), pp.742-760.
Brunetto, Y., Xerri, M., Shriberg, A., Farr?Wharton, R., Shacklock, K., Newman, S. and Dienger, J., 2013. The impact of workplace relationships on engagement, well?being, commitment and turnover for nurses in Australia and the USA. Journal of Advanced Nursing, 69(12), pp.2786-2799.
Bragg, S. and Bonner, A. (2015). Losing the rural nursing workforce: Lessons learnt from resigning nurses. Aust J Rural Health, [online] pp.366-370. Available at: https://eds.a.ebscohost.com.libproxy.melbournepolytechnic.edu.au/eds/pdfviewer/pdfviewer?vid=23&sid=81fc3701-bc46-4b52-b1f8-eafafb4d282b%40sessionmgr4008 [Accessed 23 Oct. 2017].
Francis, K., Badger, A., McLeod, M., FitzGerald, M., Brown, A. and Staines, C. (2016). Strengthening nursing and midwifery capacity in rural New South Wales, Australia. Collegian, pp.363-366.
Hong, E.N.C., Hao, L.Z., Kumar, R., Ramendran, C. and Kadiresan, V., 2012. An effectiveness of human resource management practices on employee retention in institute of higher learning: A regression analysis. International journal of business research and management, 3(2), pp.60-79.
Jackson, D., 2014. Factors influencing job attainment in recent Bachelor graduates: evidence from Australia. Higher Education, 68(1), pp.135-153.
Lincoln, M., Gallego, G., Dew, A., Bulkeley, K., Veitch, C., Bundy, A., Brentnall, J., Chedid, R.J. and Griffiths, S., 2014. Recruitment and retention of allied health professionals in the disability sector in rural and remote New South Wales, Australia. Journal of Intellectual and Developmental Disability, 39(1), pp.86-97.
Martin, J.E., Sinclair, R.R., Lelchook, A.M., Wittmer, J.L. and Charles, K.E., 2012. Non?standard work schedules and retention in the entry?level hourly workforce. Journal of Occupational and Organizational Psychology, 85(1), pp.1-22.
Roche, M.A., Duffield, C.M., Homer, C., Buchan, J. and Dimitrelis, S., 2015. The rate and cost of nurse turnover in Australia. Collegian, 22(4), pp.353-358.
Ryan, C. and Watson, L. (2006). Why does Year Twelve retention differ between Australian states and territories?. Australian Journal of Education, 50, pp.203-219.
Shacklock, K. and Brunetto, Y., 2012. The intention to continue nursing: work variables affecting three nurse generations in Australia. Journal of Advanced Nursing, 68(1), pp.36-46.
Shacklock, K., Brunetto, Y., Teo, S. and Farr?Wharton, R., 2014. The role of support antecedents in nurses’ intentions to quit: the case of Australia. Journal of advanced nursing, 70(4), pp.811-822.
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