Discuss About The Variables Influence Global Staff Practices?
The report talks about the lend-lease construction company. It explains the key challenges of recruitment and selection that are faced by the company and its recruitment strategies to achieve success. The report contains the drawbacks of these key challenges and the recommended strategies to overcome them. It explains the strategies and approaches to prevent these key challenges. The Lend-lease group is a conglomerate construction, infrastructure, and property based company. Its head office is located in Barangaroo; Sydney, Australia and it was founded in 1958. In 1970, the company extended its business operations and activities in America. The organization is doing the significant work across the world. The organization operates and manages its business in more than 40 countries across the world. The company manages and constructs the large building projects. It plays a significant role in the construction industry. The lend-lease group operates and runs some additional businesses across the world like investment management, apartment development, property management, infrastructure development, real estate leasing and sales and venture capital investment in modernization and innovative technologies.
The lend-lease construction company is not only accountable for explaining and analyzing job outlooks but also have to be through in recruiting them as per the organizational requirements and needs. It analyzes and evaluates the behavior, activities, and performance of the workers according to which they are appointed. Lend-lease has to take care the recruitment strategies and approaches of the organization (Howe-Walsh & Schyns, 2010). This strategy of recruitment gives the company a chance to meet and achieve their requirement effectively and efficiently. The recruitment process mainly comprises of employees ability to do work efficiently and it also checks the capabilities and potentials of the employees for doing the assignment correctly. The recruitment in the company is done on the basis of efficiency and effectiveness of the employees. Only the potential candidates with desired knowledge and experience can fulfill the requirements of the company (Thompson, 2011). They are recruited to fill the job vacancies. This criterion gives the candidates the greatest opportunity to show their skills. The selection in such companies is done after the recruitment process which is just not limited to checking references, interviewing or testing.
Labor supply is one of the most important factors needed in the company. It focuses on the labor demand and labor policy that is maintained by the company in their records. It helps in the growth of the company. Lend-lease has to go through the various challenges while working on the labor workforce. Company’s biggest challenge is to check whether the number of labors working for the company is satisfied or not. It happens that the company falls shortage of labor supply due to unsatisfactory demands. This affects the image of the company. Hence, it becomes a key challenge for them to meet the requirements (D’Cruz & Noronha, 2011).
The organizational image plays a vital role in every organization. Every organization does work hard to create an organizational image. It is a most important challenge for the company to maintain its organization’s image. Lend-lease put hard efforts to meet this challenge. They work hard to achieve the aim. Lend-lease has a good reputation in the market. This becomes important for them to maintain the name of the company. They do every possible thing. They allow their employees to work after hours if they wish. The company does not provide the fair compensation and remuneration to the employees. Thus, it affects the position and image of the company in the market(Boxall & Purcell, 2011).
Demographic characteristics include such as age, sex, religion, place of living, education and marital status. Sociological characteristics are more challenging and they have various qualities and traits such as membership in organizations, interests, values, daily household status, and societal groups. A group based on sociological and demographic traits includes people under the age of 30 years who are interested in environmentalism (Pereira & Anderson, 2012). Socio-demographic factors show the impact on poverty and financial health care access among disabled people (Kompaso & Sridevi, 2010). The demographic issues of lend-lease have been discussed below.
The company checks whether the employees working for the firm have the capability to work or not. It checks the age, knowledge required to function and the ability of the employee. If the employee falls under it, he is hired. The age of employees is the important aspect that the company checks before selecting the employee. The employees working in the firm already are highly experienced so it demands experience from the candidates. it is also needed for the firm to look after the health of the every individual which allows them to take timely actions (Kakuma, Minas, van Ginneken, Dal Poz, Desiraju, Morris & Scheffler, 2011).
Lend-lease is working from a long time. It is achieving growth since development. The strategy planned by the company motivates them to work hard. The Company usually gives chances to younger people compared to the experienced people. Thus, the organization is not able to gain the experience and knowledge of the older employees. The company must recruit the old people because they have experience. It will save the time as they will already know about the working if the assigned task. Thus, it is important to hire those people who know the work already (Järvalt & Randma-Liiv, 2010).
As the growth and requirement of the market are changing thus, the company must recruit highly qualified employees. Lend-lease company diversifies itself on a large scale but within the country only. This is one of the major challenges for them to expand their growth in other countries also. The company should plan the strategies in such a way that it can expand its growth all over the world. The company should create a culture of teamwork and collaboration it will help to reduce the diversity issue. It gives the company a chance to work in a comfortable environment. The company should also provide the diversity training programs to employees for reducing the cross-cultural differences across the world. Further, this will reduce the risk and errors done by employees during working (Thite, Wilkinson & Shah, 2012).
There should be a proper strategy to be followed. The Company must check the labor record time to time. This will help them in solving the issues regarding labor supply. They should conduct the seminars for recruiting suitable candidates. They can put themselves for the job consultancies. This will help them to select best candidates and will reduce their chances of shortage in labor supply. The company should focus on assigning the task of checking and finding the demanded workforce. This will allow them to work effectively and their time will not be wasted. This will increase their growth in near future (Gkiontsi & Karanika-Murray, 2016). To reach the goals and objectives that are set by the company, it is necessary for the company to check the daily report of employees. This will help them in knowing the employee requirements. A proper strategy should be planned for the employees to do the work in the firm. The recruitment in the company is done on the basis of employee’s qualification and experience (Ehnert & Harry, 2012). Since the company is into existence from last 56 years, hence it chooses employees according to the requirements. a company has a human resource department which takes care of the working of overall firm. It is important to have a strong human resource department. The growth and success of the company are undertaken by HR department. In lend-lease, HR department is responsible for functioning, recruiting and selecting and other important tasks (McNulty, De Cieri & Hutchings, 2009).
It is important for each member of the firm. This will make them aware of the requirements of the company. The image of an organization depends upon the work done by employees. The company can select best candidates and ask them to put more efforts. This will maintain their image in the market. The Company should increase their contacts by meeting its competitive firms (Fenwick & Bierema, 2008). This will help them in making good strategic plans.
Employer branding is a good strategy to reduce the key challenges of recruitment and selection in the company. The identity as an employer brand is given to each employee working in the organization. The Employer branding in the lend-lease company is excellent. Furthermore, the company should reach a number of individuals who have the capability to meet the company’s requirement. For this, they should promote themselves by conducting various seminars and events by reaching distant places. The employer works should define the overall growth and success of the business. The company must select employees from all over the world. It describes the value position of the business and it helps in achieving success. An employer sets the company’s reputation; hence it is advised to choose a right representative for the firm (Marler, 2009).
Advertising is a strategy to draw people’s attention. It is a way to promote Branding.The Company uses the advertising strategy to reach into the global market. It helps to increase and expand the revenue of the company. It is done to reach more and more people so that they come to know about its existence. One can use audio-video visuals to make their voice reach to around the world. The company should adopt the excellent advertisement and brand strategies to gain the competitive advantages in the market. Lend-lease uses effective branding and advertisement strategies to reduce its key challenges of recruitment. It should promote its name by publishing its articles in newspapers, advertising on television, printing pamphlets etc. this will aware more and more people about the company and will lead to its growth and success (Farndale, Scullion & Sparrow, 2010).
Conclusion
The report gives is based on the human resource management of the lend-lease construction company. It is necessary for them to increase their contacts not only within the boundaries but also among the world. The important criteria are followed by the company is recruiting of employees. The Employees should have good command over the tasks assigned to them. Lend-lease has highly professional employees still it needs to improve its strategies and approaches. The company should focus on the workforce, diversities, branding, and advertisement. It should work according to the demographic conditions. The firm should manage its reputation in the market by proper planning. The company’s main aim is to earn profits and revenue. If a company establishes such traits, it can easily achieve its goan.
References
Boxall, P., & Purcell, J. (2011). Strategy and human resource management. Palgrave Macmillan.
D’Cruz, P., & Noronha, E. (2011). The limits to workplace friendship: Managerialist HRM and bystander behaviour in the context of workplace bullying. Employee Relations, 33(3), 269-288.
Ehnert, I., & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue. Management revue, 221-238.
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of world business, 45(2), 161-168.
Fenwick, T., & Bierema, L. (2008). Corporate social responsibility: issues for human resource development professionals. International Journal of training and Development, 12(1), 24-35.
Gkiontsi, D., & Karanika-Murray, M. (2016). Dealing with economic and demographic challenges: Workplace innovation practices as a timely and effective response to older workers’ needs. European Journal of Workplace Innovation, 2(1).
Howe-Walsh, L., & Schyns, B. (2010). Self-initiated expatriation: implications for HRM. The International Journal of Human Resource Management, 21(2), 260-273.
Järvalt, J., & Randma-Liiv, T. (2010). Public sector HRM: the case of no central human resource strategy. Baltic Journal of Management, 5(2), 242-256.
Kakuma, R., Minas, H., van Ginneken, N., Dal Poz, M. R., Desiraju, K., Morris, J. E., … & Scheffler, R. M. (2011). Human resources for mental health care: current situation and strategies for action. The Lancet, 378(9803), 1654-1663.
Kompaso, S. M., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.
Marler, J. H. (2009). Making human resources strategic by going to the Net: reality or myth?. The International Journal of Human Resource Management, 20(3), 515-527.
McNulty, Y., De Cieri, H., & Hutchings, K. (2009). Do global firms measure expatriate return on investment? An empirical examination of measures, barriers and variables influencing global staffing practices. The International Journal of Human Resource Management, 20(6), 1309-1326.
Pereira, V., & Anderson, V. (2012). A longitudinal examination of HRM in a human resources offshoring (HRO) organization operating from India. Journal of World Business, 47(2), 223-231.
Thite, M., Wilkinson, A., & Shah, D. (2012). Internationalization and HRM strategies across subsidiaries in multinational corporations from emerging economies—A conceptual framework. Journal of World Business, 47(2), 251-258.
Thompson, P. (2011). The trouble with HRM. Human Resource Management Journal, 21(4), 355-367.
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