Resolving Recruitment And Selection Challenges In Rio Tinto Company

Overview of Rio Tinto Company

Question:

Discuss about the Implementation and Organisational Learning.

The report presents a brief overview of the key challenges of recruitment, selection and human resource management in the firm. The Rio Tinto company has been selected for the report. It is the largest mining and Metal Corporation in the world. It explains that how the company is resolving these key challenges and issue across the world. It suggests some effective and unique strategies to address these key challenges in the company.

Rio Tinto is an Australian British multinational corporation which deals in mining and metals products. It was founded in 1873 and its head office is located in London. It is one of the biggest companies in metal and mining industry. Mainly, it focuses on the minerals and mining products. The firm produces iron, alumina, diamonds, coal, uranium, and bauxite. There are approx 50,000 employees are employed in the company. Rio Tinto is a global leader in mining and metals industry. The company is increasing its profits and revenue day by day. Now a day’s the company is expanding its business activities and operations across the world. In this way, the company maintains a strong position in the market. It is dual listed company thus; it traded in the London stock exchange and Australian securities exchange (Armstrong & Taylor, 2014).

Recruitment and selection: Recruitment and selection are the major core function of the human resource management. Recruitment is the process of selecting, attracting and appointing a suitable, potential and capable candidate for the job and employment within an organization. Another side, the selection is the process of selecting and appointing a qualified candidate who can successfully and effectively do the employment which has been offered by the employers (Buller & McEvoy, 2012). The selection system is dependent on the job analysis. It plays a significant role in every organization in order to meet the goals and objectives. Although, the Rio Tinto company maintains an effective human resource management to provide benefits to the employees still various challenges are faced by the company. The key challenges for recruiting the workforce in Rio Tinto Company have been discussed below (Ulusoy et al, 2012).

The demographic issues are the major concern in Rio Tinto Company. The demographic issues include aging, diversity, generation, and workforce. All these issues affect the business activities and operation of the company adversely. The working condition of the company is not appropriate for the employees, especially for the women. In addition, the company does not maintain the diversity at the workplace. As a result, conflict, cultural differences, and generation gaps are rising in Rio Tinto (Castillo et al, 2013). The company is not able to maintain proper communication and teamwork without diversity at the workplace. The association does not provide the equal employment opportunities to women. There are big differences in wage and pay system of women and men as well thus, gender issue also a big challenge for the company. Through generation gap, the company is not able to maintain teamwork and coordination among the employees (Sánchez-Andrea, Rodríguez, Amils & Sanz, 2011).

Recruitment and selection process

The company should focus on the demographic issue in order to make the strong position in mining and metal industry. The managers and top management must conduct employees’ assessment and reviews to address the demographic issues. The manager should examine the candidate attitudes and aptitude at the workplace. They should look after the issues and problems of the employees and resolve them quickly. Top management and managers must encourage the interaction among the employees at the workplace. The company should make rules and regulations for women as well as men. The company should provide cross-cultural training to employees to understand the culture of the company. Further, the company should reduce the age difference within the organization. In this way, it can maintain a safe and healthy working environment for the employees (Kemp, Owen, Gotzmann & Bond, 2011).

The second recruitment challenge is an organizational image. The entire growth and success of the company depend upon the organizational image of the company. The BHP Billiton and Anglo American Plc are the primary competitors of the company. The company does not provide the regular wage and salary to the employees especially women. Thus, the organizational image and goodwill of the company are not good in the market. In this way, candidates do not join the company. Therefore, the company has to bear a lot of risk and loss due to its inappropriate and poor image (Lynch et al, 2012).

The company makes an effective strategy to address the key challenges of recruitment at the workplace. The company should focus on the image and goodwill to attract the more candidates in the market (Kohtamäki, Kraus, Mäkelä & Rönkkö, 2012). It should monitor and examine the plans and strategies of competitors in order to gain the long-term goals and objectives. If the company provides proper employment opportunities to the employees then it can build a strong and effective image in the market. The company should make unique leadership strategy to make a good position in the market. It must provide a good environment and corporate culture to the employees to work effectively and efficiently. In this way, the company can improve its organizational image and goodwill (Hurst, 2015).

Labor supply and demand are substantial components of economics. In fact, they are the backbone of the company, global market, and country. Without labor, the company cannot run the business activities and operations effectively and efficiently. There is a close relationship between labor supply and demand. There are various factors affect the labor supply and demand such as globalization, economy, and compensation. The demand and supply of workers are evaluated and determined by the labor market. The company demands more workers to increase productivity and efficiency of the company (Alfes, Shantz, Truss & Soane, 2013). But it does not provide good wages to them thus; it affects the working capacity of the employees. The factors such as social factor, educational requirement factors, and new technologies also affect the labor supply and demand in the market (Bangerter, Roulin & König, 2012).

The key challenges of recruitment in Rio Tinto

If the company wants to gain long-term goals, objectives and sustainability then effective strategy should be made by the company (Berlin, Dedering, Jónsdóttir & Stahre, 2013). The company should maintain a balance between labor supply and demand. The company should provide wage and salary to the employees according to their productivity and performance. Education and training programs should be conducted by the firm to maintain a balance between labor supply and demand in the market. The company should take care of the labors because they are the important source for the company to meet the goals and objectives of the firm (Schmitt & Raisch, 2013).

Apart from the demographic issues, organizational image and labor supply and demand, some other challenges are also affected the recruitment and selection within the organization.  High employee turnover is a major concern in Rio Tinto Company that affects the business of the company. The employees start to leave the job due to high employee turnover in the firm (DeCesare et al, 2012). Women do not prefer to work in the company due to weak recruitment and selection strategy. Thus, the company is not able to take the benefits of diversity. Further, discipline and leadership are another issues of the recruitment and selection in the firm. The company is not able to maintain control on the employees due to poor leadership (Pearson & Daff, 2011). The employees do not maintain discipline and teamwork at the workplace it affects the corporate image and culture of the company. Wrong and false commitments are made by the employers also affect the performance and efficiency of the workers. In today’s era, high competition exists in the market thus, Rio Tinto is unable to appoint a good candidate for doing the work at the workplace (Tung, 2016).

In addition, the company does not adopt the good and effective advertisement and promotion strategies to recruit the employees. The company is also unable to fulfill the entire expectations and requirements of the workers. It does not incentives, bonus, compensation and remuneration to potential and capable employees for their efficiency and productivity (Wright & McMahan, 2011).

Now it is recommended that the company should use effective and excellent leadership styles and strategies to make control on the subordinates (Shaw, Park & Kim, 2013). Further, the company should make effective recruitment and selection strategies to attract the potential and capable employees in the market. It must use appropriate and suitable retention strategies to reduce the high employee turnover within the organization. The employees must maintain discipline and culture at the workplace. They should know about the core values and competencies of the company (Huselid & Becker, 2011). Wrong and false commitment should not be done by the employers because these false commitments affect the employees’ performance and productivity adversely. Before recruiting the employees, the firm should check and measure the background of the employees. Further, the company should analyze the competitor’s strategies and plans to gain the competitors advantages in the market. The company should conduct training and development programs to provide knowledge to employees about the new work and employees that are assigned to them. In addition, the company should use effective advertisement strategies to address the key challenges of recruitment and selection (Jenkins & Moon, 2012). It should also focus on the employer branding to attract more customers and to reduce the various key challenges of recruitment (Pless, Maak & Stahl,  2012). The company should provide satisfaction to women. The employees should respect of the women staff at the workplace. Equal employment opportunities should be given to men and women by the firm. The managers and top management should not discriminate on the basis of caste, religion, and gender. In this way, the company can build a strong and sustainable human resource management for the employees. A sustainable human resource management fulfills all the needs and requirements of the employees. It resolves disputes and conflicts of the employees and provides satisfaction to them (Kehoe & Wright, 2013).

Strategies to address recruitment challenges

Conclusion

On the basis of above discussion, it is concluded that human resource management is the core function of the company. Thus, every company should maintain an effective and sustainable human resource management within the organization. Further, various key challenges and issues are faced by the company. Thus, the company makes effective and excellent strategies to reduce and address these key challenges. It will help to increase and enhance the job satisfaction and morale of the employees. The company should provide a good environment to employees to do work effectively and efficiently. In this way, the company can overcome on its competitors in the market.

References

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