Human resource management Case study report
Q??
Simply, this assignment is about how companies develop HR practices or strategies(leadership development) to retain and engage young employees. the bad example of the topic and the most successful example from the real world shoud be shown in the research or evaluation sections
Solution:
Executive Summary
It is observed that many companies in Australia and overseas faced with an aging population and estimates that 40-50% of the workforce of some organizations will be lost to retirement over the next 5-15 years.
The main problem is loss of older workers due to that there is a less than adequate retention rate among new employees; the attrition rate among younger workers is higher than desirable. So organisations are losing older workers and not keeping younger workers. This leads to a potential threat to an organisation’s ability to meet its longer term goals.
In this report it is discussed below, that how HRM policies, strategies and practices might be shaped to help organisations in retaining younger workers. Still it is known that, these challenges are very complex and business organisations are still trying to determine how best to address this challenge.
Generational multiplicity is a basic feature of the recent workplace. However, in earlier times it was not difficult to retain and recruit employees. But nowadays, young employees demand more needs that they want to achieve at work and it’s not about attaining work outcomes and getting money. The researchers have analyzed that, young employees in the organization, want their employment to provide relaxation, networking, work life balance, continuous skill development and learning for lifelong. In current time, young employees in the organization, have more options than before which includes choices of education, an opportunity to travel outside, and an opportunity to study abroad for make a new future (Healey, 2008).
Finally the problem of hiring and retaining youthful employees, can be solved by understanding the needs of the employees and motivate them for their achievements by rewards and recognition.
.Introduction
This report deals with issues of how to retain and engage young employees in the organizations globally. Many organizations in Australia and overseas found it difficult to engage and retain young employees, and this leads to rise in attrition rate of young employees. The various reasons are there why organizations are not able to retain and engage young employees such as brain drain, skill shortages, global assignments and talent gap. These problems can be solved by providing various benefits to young employees such as flexible working hours, motivation for their achievements in the form of rewards and recognition, career opportunities, global assignment and friendly environment.
Challenges faced by the organizations
Nowadays, global labor force is faced with an arrival of young employees which caused many organizations to implement those changes which they had never done before. It is observed that organizations finding the need to discover the talent in every region of the labor force. According to viewers, they said many companies might launch internal expansion and inclusiveness methods to focus on younger employees and older employees (Healey, 2008)
It is observed that, organizations face problems when they implement an ability executive program because they are not able to find the skills that may need in the upcoming time.
Moreover, creating new skills results to change in the role and expectations of the organizations, some employees might not able to grab the changes took place in organizations and made it difficult for organizations to appraise their talent level. It can be observed that some employees of the organizations who are near to retirement they show unwillingness to build new skills.
It can be seen that, today most of the organizations find it difficult to retain and hire young employees because they view global coursework as a step toward their development of the career. Apart from this, there are other reasons such as gap in talent, brain drain and skill shortages which made difficult for organizations to retain and engage young employees (Pilcher, 2008)
It is observed that many of the organizations in Australia and overseas have estimated that they would lose 40-50% of the workforce in the coming years due to retirement of the old workers. But the main challenge for organizations in Australia and overseas was that they were not able to retain and engage young employees, and this leads to rise in attrition rate of the young employees.
Examples
First Example
The public sector of South Australian faced the greatest challenge in hiring and retaining young employees. To solve this problem, the agency for young employees and the Administration Commission have changed into young public division employees, to understand and search useful strategies. The public sector in South Australia with the help of A-team program gives a chance to young public division employees to add in a policy controversy, in a variety of demanding areas. The public sector to reduce this problem formed three different OFY A-teams and each team solves a distinct problem related to hiring and retention (Mishra, 2010)
The purpose of OFY A-team one was to see how the Administration Commission, might remain challenging to retain young employees.
The purpose of OFY A-team two was to evaluate how HR procedures could be improved to retain and engage young employees in the public sector of South Australia.
The purpose of OFY A-team three was to look out at the best practice in the engagement and retention of young employees in the public sector.
Second Example
The recent nursing shortage had been recognized during the world and it is going to increase in upcoming time. The World health organization recommended effective strategy to perform efficiently for improving upon recruitment and reduce the attrition rate at which employees of health care left the market of labor. It is analyzed that, Generation gap who grow with programs of social service might reduce the future in case of health care. The researchers have analyzed that nurses from new generation, who born after 1980 experienced wealth and started to give more preference to their family values as compared to their old peers. The earliest group of young nurses had entered into the nursing career and they being faced by various difficulties such as great patient loads and uncomfortable shifts which made difficult for health care to retain and engage young nurses (lavoie, 2010)
To solve these problems, nursing educators should provide a kind of environment where young nurses can receive constant feedback and discuss to control their hectic schedules and uncomfortable shifts.
To retain and engage young nurses in the health care, the health care should conduct interviews to know the needs of the young nurses and identify which retention strategy should be implemented to retain more nurses in the changing environment.
Evaluation
To understand the problem in detail, OFY teams went to Adelaide and Underdale School to get to know from students about their perception regarding administration and public division service opportunities (Mishra, 2010)
Each team achieved guidance from a mentor with wide public division experience, including time spent in the department of human resource.
Retaining competitiveness
Young employees look for bosses who provide demanding work, who provide staff achievements and who give a chance for development of career.
A-Team 1 had made a number of recommendations to change the public division into an employer of option for youth employees. The team believed that the public sector’s major benefit is the width of opportunities that they offer. The team analyzed problem can be solved by building a career path service, motivation and publicity the expansion of employment chances.
Youth employees look for managers who have a dream for the upcoming time. The team recommended changes to training management to advance the knowledge and skills of current managers and to train the upcoming generation of managers to face the challenges in the future.
Human resources
A-Team 2 had recommended strategies to public sector to improve HR procedures and policies therefore that the government was able to seem as an owner of the option. The team conducted a meeting with students of high school to know about their perception regarding government and public sector employment opportunities. At last, the team recommended Public service program to initiate employment of public sector to high schools, colleges and other important hiring grounds (Mishra, 2010).
Best practice
The third A-Team had searched an excellent practice in retaining and hiring young employees. The team had identified that the online processing was not there in public sector of South Australia. To solve this problem the team recommended to public division to use online portal. If public sector uses this online portal, it would save billions of cost in hiring process.
Recommendations
It is observed that, young employees of the organizations need to be recognized about their contributions to work and they want useful feedback from their managers for their development. The young employees want their best performance should be motivated in the organizations. To solve this problem, the organizations should have a well designed performance management system.
It is observed that, if organizations have good management training system then they would be able to retain and engage young employees in organizations because young employees want managers who can coach and provide guidance on their career development opportunities.
Rewards and recognition are two famous concepts of talent management. This method includes cash and non cash incentives for evaluating the performance of the employees. If organizations motivate the young employees for their performances, achievements and their contribution to work then they always try to do their best for achieving rewards and recognition. Many researchers have analyzed that, rewards and recognition are linked to talent management and this would help the organizations in supporting strategy of business and engagement of young employees (Sladek, 2010)
It is observed that young employees grew up through regular suggestions and recognition and it becomes necessary for organizations to provide regular feedback to young employee’s otherwise they feel lost. To solve this problem, organizations may conduct quarterly and semi annual evaluations between young employees and their managers to increase open and honest communication (Healey, 2008).
It is observed that young employees are fascinated for more benefits and investment opportunity. Organizations should provide flexible working hours and telecommuting chances to young employees.
Conclusion
It is analyzed that, most of the Companies in Australia and overseas faced a problem of less than adequate retention rate among new employees and the attrition rate among younger workers is higher than desirable. The main reason is that, when organizations are not able to retain and engage young employees, as young employees view global assignment as career opportunities, brain drain, skill shortages and talent gap. Organizations can solve these problems by providing flexible working hours, by having a well designed performance management system and by providing more benefits and investment opportunities to young employees.
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