Key Challenges for Recruiting the Workforce †MyAssignmenthelp.com

Question: Discuss about the Key Challenges for Recruiting the Workforce. Answer: Introduction Recruitment is an organization is considered to be a key element that will enable an organization to effectively and efficiently attain its set goals and objectives. In this case, the recruitment process in any particular organization has to be given much consideration to ensure that an organization attains its set goals and objectives. The recruitment process in an organization, therefore, should base on job description as well as job specification. Primarily, the entire process has to enable the organization in getting the right personnel who will enable an organization to get the right person with required skills and expertise to be able to offer quality services and products to meet clients expectations. BHP Billiton Ltd is an amalgamation of two corporations: BHP Billiton Ltd, which has its head office in Australia and BHP Billiton with its main London, England. BHP Billiton Limited is a worldwide company that has been featured to offer various products and services in the marketing industry. Ever since 2001, BHPB Company has been featured to operate in a structure of the dually listed organization ("BHP Billiton to expand Australian coal mine," 2009). Both companies operate under its own entity of economic which managed and controlled under a unified Board of Directors and administration team (Gandhi, Cooper, Barker, 2015). The purpose of the report is to find out how BHPB carry out Personnel selection Personnel selection It is the process which is systematic and involves making decisions on individuals that should be employed to fill the open positions in a given organization. The core reasons for selection are the identification as well as recruitment of individuals with required skills and expertise, knowledge and abilities that would enable them to complete the given tasks for the organizations successfully (K, 2010). In this case, studies indicated that the organization faced a lot of challenges in the entire personnel selection process. For instance, the process is considered to be expensive. That is, personnel selection process will need an organization to hire competent personnel with required skills and expertise to effectively and efficiently scrutinize the applicants thus enabling the organization to get the right person with required qualification as well as experience as specified in the advert in relation to the job specification. Therefore, based on this, the process is considered to be expensive for it needs a specialist to conduct the entire process. For the hiring and retention to be efficient, there has to be consistency and compliance in the recruitment as well as the selection process, the following steps are recommended. Inadequate information in relation to that particular post in an organization is another major problem that is encountered by an organization in the entire recruitment process. In this case, the organization should ensure that it prescribe well the vacant position in an organization thus encouraging people with required skills and expertise to apply for the required qualifications thus making the entire selection process to be easy. Therefore, in this case, a testimonial should go over positions vital functions and its duties in relation to boosting supervising the activities of the management unit and organization. Therefore, with the proper job description in the advert, the organization will be in a better position to save time as well as resources required to identify the required person in the entire recruitment process. As a result, the organization identified time as well as expenses and inadequate description of the vacant position in the organization to be the major challeng es that the organization is encountering in its recruitment process. In addition, employee turnover is another aspect that has been considered to be a challenge to the entire recruitment process. In this case, it is indicated that selected people with the wrong qualification are an aspect that contributes employee turnover. Therefore, the management of the organization should ensure the entire recruitment process attract and retain competent employees in an organization that enabling an organization to effectively and efficiently attain its set goals and objectives within a particular period of time. For the hiring and retention to be efficient, there has to be consistency and compliance in the recruitment as well as the selection process, the following step recommended. Poor feminist performers are kept and promoted based on sexual appeal Discrimination .The Company tends to favor more woman than male in the organization, hence poor planning and management style (Landers, Schmidt, n.d.). A good company should exercise gender equality for more production. Effective staff management and development is very productive to ensuring your workplace runs efficiently and smoothly, and that productive employees are in right positions. Well managed employees who receive continuous training and evaluation. Prepared to do their work and to serve customers in the right way hence better and increased profits and more satisfied clients, unlike poor staffing which will lead to the chaotic and unorganized work environment, which will make the company lose valuable (Retention and recruitment for the volunteer emergency services, 2007). Therefore, there is an idea that leaves other male employees more frustrated. Poor management and leadership style In this case, poor management, as well as leadership styles employed by an organization, is considered to be another major challenge faced by an organization in the entire recruitment process. In this case, the management should ensure that its management styles give room to the absorption of new qualified personnel who will enable an organization to attain its set goals and objectives (STAFSUDD, 2003). In addition, the major role of the management in an organization is to plan in advance the entire recruitment process. Therefore, the organization should ensure that it has well management structure that will not complicate the entire recruitment process with corruption thus enabling it to recruit an individual with required skill and expertise. Solutions to the challenges Identification and evaluating vacant position in the organization is considered to be the solutions to the problem. In this case, Recruitment can enable an organization to bring in qualified and competent employees to a particular department in an organization to enable it enhances the effectiveness of its daily operations. Therefore, a particular department need identify the vacant position and determine the required skills and expertise thus enabling the organization to get the right person (SUSMAN, 2009). Therefore, this aspect will be helpful in avoiding discrimination at BHPB. Findings Explanation of the position is the center of successful recruitment procedure in any organization. It enables to identify the required skills and expertise for the job in the organization. In this case, the organization should ensure that it develop a realistic job description that will enable the applicants to identify qualification before applying for the job thus being able to lock out unqualified candidates and encouraging only those ones with required qualifications (Hampson, Williamson, Wilby, Jaki, 2015). Recruitment decisions based on balanced business requirements, which assists in establishing routine goals, gives clear distinctions involving a degree of tasks and competencies needed. Therefore, successful recruitment needs to based on a well-planned organizational schedule. Recommendation In relation to recruitment challenges, it is therefore recommended that the management in an organization should come up with policies that will serve as guidelines in reducing corruption among other challenges that prevent effective recruitment process in an organization. In addition, to reduce unwanted applications, the management should also ensure that job description is well elaborated in the advert to encourage only qualified candidates to apply for the position thus saving time for scrutinizing qualified candidates. In addition, it is recommended that the organization should rely on Human resource department to scrutinize applicants over external recruiting agency because the department knows the exact skills and expertise required to enable the organization gets the right person for the job Conclusions It is helpful to conduct job psychotherapy to sort the position according to what is presently needed and to make sure proper categorization for the newly created position (Landers, Schmidt, n.d.) In addition, the management of the organization should ensure that it carry out adequate job evaluation in the identification of the possible challenges thus being able to get the right person within a part. In addition, the company should also set minimum requirements in the advert thus attracting required individual who will not leave an organization or will not need extra training to be able to carry out specified duties fully and responsibilities in an organization ("Recruitment Challenges," 2007). Also, time and cost have as well as the availability of qualified personnel is the major challenge that is faced by the organization in the entire recruitment process. Therefore, to ensure that an organization encounters this challenges, the company should ensure that it plans in advance as well as budgeting for the entire process thus it will be able to conduct a free and fair recruitment process without much difficulties or challenges. References BHP Billiton plans iron ore mining expansion in Western Australia. (2010).Pump Industry Analyst,2010(2), 3-4. https://dx.doi.org/10.1016/s1359-6128(10)70051-3 BHP Billiton to expand Australian coal mine. (2009).Pump Industry Analyst,2009(8), 4. https://dx.doi.org/10.1016/s1359-6128(09)70319-2 Gandhi, V., Cooper, C., Barker, K. (2015). Recruitment challenges in physiotherapy trials.Trials,16(S2). https://dx.doi.org/10.1186/1745-6215-16-s2-p95 Hampson, L., Williamson, P., Wilby, M., Jaki, T. (2015). Recruitment progression rules for internal pilot studies monitoring recruitment.Trials,16(S2). https://dx.doi.org/10.1186/1745-6215-16-s2-o89 Landers, R., Schmidt, G.Social media in employee selection and recruitment. Recruitment challenges. (2009). Recruitment Challenges. (2007).Psychiatric News,42(17), 6-6. https://dx.doi.org/10.1176/pn.42.17.0006a Retention and recruitment for the volunteer emergency services. (2007) (1st ed.). Emmitsburg, Md. STAFSUDD, A. (2003). RECRUITMENT POLICY VS. RECRUITMENT PROCESS: ESPOUSED THEORY AND THEORY-IN-USE.Academy Of Management Proceedings,2003(1), G1-G6. https://dx.doi.org/10.5465/ambpp.2003.13792975 SUSMAN, E. (2009). Surveys Reveal Recruitment Challenges and the Strategies for Alzheimer Disease Trials.Neurology Today,9(19), 23. https://dx.doi.org/10.1097/01.nt.0000363216.88601.3