Workplace Developing And Learning: Current Job Market And Paid Occupation Trend

Examine the current job market

Discuss about the Workplace Developing and Learning.

Workplace learning refers to a place, which support in developing the learning skills in students (Frey & Osborne, 2013). There are various centres, which works as a mentor for students who finds it difficult to choose an appropriate career for them.

In the present competitive life, there is an utmost requirement to understand the urgency of deciding the correct path to build up a progressive career (Abel, Deitz & Su, 2014). However, the busy schedules of the academic courses hardly provide a sufficient time to think on the career plan. This is where the mentor comes in the picture. These mentors can be in the form of an individual mentor or an institutional mentor. Both are effective in creating an effective impact on the students. However, mentoring students in the institutional format holds a broader significance as it conducts several programs helpful for the career development skills (Vedder, Denhart & Robe, 2013).

This report mainly focuses on the current market trend for the job across the globe. It also examines the paid occupation and the unpaid occupation. It helps in studying on the current recruitment process in the market.

The five predicted job trends for the next five years are Computer Programmer, Networking Specialist, Home Health Aide, Employment Specialist and Environmental Engineer (Frey & Osborne, 2013). In general, the Employment Specialist career is growing rapidly for various reasons associated to this. These are HRM practices, which find out suitable candidate for a company for different work positions. They take care of the recruitment task, which is extremely important for a continuous performance of a company. However, the Computer Programmer, Networking Specialist, Environmental Engineer and the Home Health Aide carry potential responsibilities, which are extremely decisive for the fate of a company (Abel, Deitz & Su, 2014). However, to identify suitable candidate for the individual domain, there is an utmost requirement for those, who can work as a filtration agent in the organization. They filter out the suitable candidate from the heap of talents. The broader scopes of the HRM services are helping in its expansion across the globe. Nevertheless, the HRM service is a broader field, which requires a bunch of expertise to suit the requirement for the job (Vedder, Denhart & Robe, 2013).

With the ever-growing aspirations for the HRM jobs, there is a continuous modification in its trends, which expectedly can go beyond anything. The face of the HRM services is quickly changing with the inception of new technologies with every passage of day. Of all these, two of the factors are extremely influential in causing changes in the HRM services. The use of mobile and the social networking sites have brought up a revolutionary change in the HRM practices (Brown et al., 2012). These trends are even helping in reaching to the international aspirants by being in the local area only. The use of different mobile applications and the social media sites such as LinkedIn, Facebook, Twitter and other public media resource are proving their worth immensely. Nevertheless, the rate of hiring has increased and reached to a level, which has even crossed the boundary line of the imagination of a recruitment process (Bosch & Esteban-Pretel, 2012).

Examine a paid occupation trend

The driving force for these trends is generally the hunt for a talented aspirant (Brown et al., 2012). Social platform enables contact with various kinds of employees from every corner of the world, which gives the probability of finding the best among the masses. The normal drive in process is only limited to the regional centre. However, the inception of social platform has enabled the access in reaching to the masses at one time. Only those who possess the eligibility criteria and passes through all the recruitment process are eligible for the entrance into the organization (Vedder, Denhart & Robe, 2013).

Within the career, which the Brightly in Australia is providing, the HRM job is best suitable for the learner. This is the one of the most prestigious jobs in the present world. The job nature includes variety of tasks, which are extremely helpful in creating a workforce that can produce effective results to the organization (Jaques, 2013). It provides various solutions to different domains of an organization, which comprises of the recruitment process, setting of rules and regulation within the organization and many more. The recruitment process is a very responsible task for the HRM department as the workforce of a company plays an important role in its performance (Noe et al., 2014).

To find a job in the HRM department, one needs to possess a bachelor degree in the human resources management course. However, some recruiters consider the masters degree also for a human resources management job. The payment structure is very handsome in the HRM jobs in Australia, which grows on simultaneously with the gradual increment of the experience in this industry (Fox et al., 2013). At the entry level, the aspirant might get a salary up to AU$70K, which keeps on increasing with the passage of time. For a mid-career level the average salary payment to the HRM candidate is AU$90K. For the Veterans, those who are in the organization for the last 10-20 years, their average salary are more than AU$100K. Moreover, those who have spent their candidature in the organization for more than 20 years, their average salary is approximately around AU$110K (Jaques, 2013).

Gaining experience in this sector enhances the chances of moving to a different nature of organization other than the one, which is in present. If someone is working in a financial sector and has gained sufficient experiences, the one has a fair chance to move to some other organization such as the IT sector, the hospitality and the tourism sector and many more (Findlay, Kalleberg & Warhurst, 2013). Experiences help in absorbing the changed nature with the changed organization. The only requirement, which comes at the forefront, is the acquaintance with the product line of the newly joined organization.

The human resource management and the societal climate have now established a very strong relationship in between them. Sustainability has become an important point, which has captured a dominant position in organizations across the globe (Jaques, 2013). The ever increasing industries are polluting the environment, which is erupting as a potential threat to the humanly life and the societies. The increased awareness of the common people in this regard has compelled organizations to go for a CSR approach to symbolise the characteristic of the organizations regarding the environmental cares. Nevertheless, the human resource management are the one domain, which creates the necessity of adopting the CSR approach within the organization. Moreover, the human resource management are the one, which helps in generating the necessary funds for that (Fox et al., 2013). For an example, BHP Billiton, which is the third biggest company of the world in market capitalization, produces a good example of such actions. The company is a global leader, operating in mining, oil and gas industries. The Minera Escondida foundation of the Company in Chile has shaped a mission to endorse and progress contribution and self-management in the communities inside the area influenced by Tintaya. This strongly supports the sustainability nature of the Company by taking care of the community (Findlay, Kalleberg & Warhurst, 2013).

The example cited above clearly support the fact that the HRM department of a company do take care of necessary measures that are helpful for the sustenance of the reputation for a company. The BHP Billiton, which is the third largest company in the world in market capitalization, has formed a mission to support the communities of the Tintaya in Chile. Moreover, they are seeking this as a sustenance process for their progress with the help of social recognition Nonetheless, this represents the social and the economical consciousness of the Company, which is indeed the result of the HRM practices. Nevertheless, this venture is extremely helpful in establishing a good image of BHP Billiton in widening of the reach of the Company. This indeed is immensely beneficial in bringing a large amount of business to the Company build on the trust of the common people (Jaques, 2013). The initiatives taken by the HRM department of BHP Billiton Company can prove extremely worthy in the economical structure of the Company.

The learner has picked Museums Victoria as the volunteer organizations. The unpaid employees in this organization believe in delivering an extensive collection of community and exciting programmes. Ample of programmes are helping them in exploring their exposure to the common people (Rodell, 2013).

Volunteering programmes for the non-paid volunteers includes functions such as following:

• Talents sharing with the visitors of museums
• Helping in preserving and promoting the culture of Victoria and its natural tradition
• Development of fresh skills
• Experiencing latest things
• Get-together with fascinating people

The interaction with masses through the medium of programmes has caught the vision of the learner towards this particular organization (Boezeman & Ellemers, 2014). There is an extensive training program for the volunteers to prepare them for their task in this volunteer organization. The training goes over a period of 3-4 weeks, which tries to form the assimilation in between the volunteers with the programmes. It requires a minimum of 6 hours spending from the students during their holidays that are willingly joining this volunteering organization. The management of the Museums Victoria have strong faiths in this format of training and believe this as a handful method in creating assimilation between the volunteers and the visitors (Tiessen, 2012). 

The volunteer programmes definitely have the potentials to offer paid jobs chances to those who are serious with their work role and tries to portray the true image of the organization (Wilkin & Connelly, 2012). The one chance for the paid job could be the position of a trainer, which conducts training on the newly hired volunteers. The kind of exposure, which the learner can get in the Museums Victoria, is helpful in getting all those jobs, which require proper interaction with the clients and the customers. However, for any other job, the primary requirement for the qualification and the skills has the first priority (Tiessen, 2012).

The organization chosen by the learner has the potential to bring happiness in the lives of common people with the help of moment, which they spend there in the Museum (Waikayi et al., 2012). Imparting happiness to common people by means of a business is an achievement from the societal point of view. The programmes that are a part of Museums Victoria are effectively important for the economy of the organization and the country Australia. Nevertheless, these programmes are immensely popular and effective in bringing masses to the one position on some expenses for the ticket. This process adds to the economy of the organization and therefore reflecting its impact on the country, which it represents.

Five recruiting agencies have established their name in the list of top five agencies in Australia. These are Hays, Hudson, Adecco, SEEK and Randstad. With a wide range of resources, Hays is one of the most valuable agencies in Australia and the world. With offices in major part of world, the Company has engaged in incepting expertise in the field of construction, finance, engineering, marketing and HR (Madera, 2012). They have a proven record to provide jobs to not less than 15,000 people a year. Hudson works with big and small organizations to meet the terms of their staffing needs by providing skilled professionals to them. The Company has its own bench of expertise, which are using their skills in deploying talents from different domains in numerous of the Company in Australia. With more than 50 years of experience in Australia, Adecco capitalises its supremacy based on its competent and immensely educated skills. The trust of 3,000 clients on the Company to seek for the talented professional clearly adds another feather in the success story of the Company. SEEK is the leading recruiting agencies in Australia and New Zealand in terms of both employment ad and job hunter figures. SEEK host as much as 62 percent of the entire jobs across various job sites in Australia. Randstad is one of the leading recruiting agencies in world. The Company is operating in Australia for the last 25 years. More than 500,000 employees are finding their jobs through Randstad across the globe.

Over the next five years, the domination of social sites in finding out the jobs has the probability to prevail (Melanthiou, Pavlou & Constantinou, 2015). These social sites are acting like a communicator in between the aspirants and the employers (Manjula, 2016).

The HRM jobs, which the researcher has selected has the potential to lead in the job sectors. The researcher tends to go for such companies, which have wider scope for the HRM practices such as IBM, Wipro and Woodside Petroleum in Australia. An extensive research is always there before applying for such big organizations. Moreover, there should be a research on the eligibility criteria, the pros and cons of the organization, HRM history in the Company and many more (Cooke, 2013). Three ways that could serve the purpose of the researcher in seeking out employment in these organizations are enhancing the expertise to match the requirement for the eligibility criteria, getting some of the past interviews contents of the Company from the website of Company and showing utmost dedication towards the care for the Company at the time of interview. Of all these ways, showing dedication at the time of interview is the best option as per the research views (Nikolaou, 2014). This is for the fact that it shows the concerns of the employee towards the aspiring organization, which is indeed very much important. This takes the interviewer into confidence about the concerns of the candidate towards the Company.

Conclusion:

Social sites have dominated the job-searching mode by changing the style from the paper mode to the internet mode. The ever growing aspirations for the job has widened the scope for something new, which could provide the perfect solution at the same time enabling the accessibility easier. Nonetheless, it has prepared sufficient space for the social sites to come into picture. In the present world, there is an extreme requirement for a satisfactory job, which can vary from a paid job to a non-paid job. For paid jobs, there are certain guidelines to the job seeker, which the job seeker needs to match in order to satisfy the needs of the recruiter. The paid jobs itself goes through various processing such as training, on job training and probation period. However, this does not hold any guarantee to satisfy the soul of a job seeker. Moreover, there are certain non-paid jobs, which are extremely interactive with the masses and helpful in satisfying the soul of a job seeker. Becoming a part of some volunteering organizations and taking participation in some kind of volunteer jobs is extremely helpful in developing interactive quality in aspirants. Nonetheless, an interactive skill added with the qualification can produce wonder in favour of an employee. There are various recruitment agencies, which are working as a mediator in between the recruiters and the employers. These agencies are creating strong impact in between the employers and the job seekers by showing them an easy path where they can walk to satisfy their individual needs.

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