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HRMT20024 Challenges in Attracting and Retaining Staff in Education Sector Assessment Answer

HRMT20024 T2 2019 - Assessment 3 guidelines — Essay on Attracting and Retaining staff (revised)

Length 2,500 words = 10% (excluding title page and reference list)

Purpose Students have completed the ‘Reviewing the Literature’ for Assessment 2, and that material should be used towards Assessment 3, including the feedback received.

Assessment 3 will assist students to apply their learning to a particular industry sector or problem, and tailor their argument to that sector’s specific challenges. It will give students the opportunity to enhance their research, analysis, critical thinking and written communication skills; particularly in the areas of argument development and essay writing

Before starting this assessment, please read the marking criteria (at the end of this document).

Assessment | There are two choices (will be announced) for Essay 3 — for example, the “X° sector, or

Task the *Y” sector.

You will write an essay on the key challenges in attracting and retaining a workforce in your selected sector.

Your essay will draw on at least five themes from Week 1 to Week 11 of this unit, being those most relevant to your selected industry sector.

Your essay will draw on the academic literature (including the articles from ‘Reviewing the Literature’ you developed for Assessment 2), and develop an argument applying that literature to your selected sector

You must cite at least ten (10) relevant peer reviewed journal articles, and 3 chapters from the Nankervis et al. (2017) textbook. You cancite other academic references such as books, conference papers, and book chapters but these will NOT be counted as part of the 10 iournal attic

Referencing ‘APA referencing.

Answer

Topic: Key Challenges in Attracting and retaining staff

Sector: Education Sector

Attraction and retention of staff in any sector is a challenging task for carrying out business activities in an appropriate manner. In other words, employees in the service sectors are well efficient enough to manage and manipulate the working process successfully in a strategic direction. The current essay is about to discuss and throw a deeper insight into the challenges facing while attracting and retaining staffs in the education sectors. In addition, the essay will focus on especially the areas of conflicts that usually takes place in the working educational sectors among the men and women as well as other concerns of human resource management. In this regard, it is expected to produce a critical analysis of the strategic human resource management in detail to identify the reasons behind provide solutions. 

Thesis Statement: Accomplishing dynamic strategic human resource program for improving the process of attracting and retaining staffs in the educational sector. 

The order of the essay will follow in a methodical manner for explaining the articles one after another research on particular topics. In essay will be critically evaluated on the issue of women in the management of the education sector. It will be focussing on the hard and soft skills and its importance for the growing and budding entrepreneurs in the educational sector as well. Other than this, throwing light upon the workplace relations and its number of employee issues related to cultural differences and leadership styles. It will discuss the strategic framework of HRM and its external challenges faced in maintaining industrial relations. On the other hand, explanation about strategic organisational planning will be provided. In other words, it simply gives emphasis on the importance and benefits of HRM and strategic organisational planning that helps an organisation in business growth and expansion. 

In article one, is mainly concerned about the challenges faced by the women in the management of educational sector worldwide. The strategic working styles and processes have eventually changed with changing time due to a well balanced working-life balanced state of management with the influence of women empowerment (Nankervis et al., 2017, p. 65-76). Based on this context, it can be understood that if women are employed, as per skills and efficiencies in the large companies, it would be better to replace workplace pressure and organise management in a standard manner. Apart from this, from the article, it has been discussed changing scenario in the workplace sector of educational organisations worldwide, as women are able to manage far better techniques and practices along with their extraordinary skills and competencies (Davidson, & Burke, 2016). In other words, the article tries to demonstrate the fact that most of the women are active in education sectors like teaching or any other academic segments, which tend to grow much better than men are capable of. Hence, it is essential for a public administration to initiate some strategic directions and policies that can secure women employment facilities equal like men worldwide in the education industries as well as in management. 

Wilson, (2016) stated that women are meant for facing inequality in terms of physical fitness and ageing gaps as well as the hard labour force in the management of education. It determines the fact that if women are lying at the stage of physical inefficiencies, they are socially stigmatised to stay unhealthy and manage families at rest. On the contrary, Peterson, (2016) argued back against this viewpoint that women's' health condition is not to be taken, as a handicap that would let them stay at rest. In other words, women need to be encouraged rather, to be part of educational management for better progress. For instance, if a woman is efficient enough to manage complex issues at home, then she is better capable of handling workplace issues with strategic leadership skills at an equal level.

Based on this analysis, it can be concluded that women in the management of education need to be motivated and encouraged worldwide to manage the work-life balance in a better form with additional benefits and facilities. There should not be any kind of discrimination of thoughts and perceptions, whether it is UK or Australian or any other countries of the world.

Another article has highlighted the raising issue of hard and soft skill integration for young and growing entrepreneurs. The hard and soft HRM looks forward with different perspectives on attaining goals and business objectives (Nankervis et al., 2017, p. 13-20). With reference to this context, it tries to depict the idea that if hard HRM looks with the concern of broader goals then the soft HRM employee commitment and empowerment at the workplace for providing them workplace satisfaction as well as organisational benefit. In that case, in this article, it has provided a research work and analysis on the growing entrepreneurs in the Australian higher education sector associated with administrative science. The article tends to signify the concept that both hard and soft HRM process is significant for carrying out an organisation to lead its team members and implement leadership styles in a static way for business prospects (Sousa, 2018). In other words, it also finds out solutions for any complex situations for controlling unpredictable changes in the culture of the workplace environment as well.

Bogdanović, (2018) opined that hard and soft skills of especially the small enterprises tend to face a number of challenges in terms of financial risks and support that makes disable to play actively in a suitable market. It tries to indicate towards socially incapable as well as financially inefficient entrepreneurs get involved in a number of difficulties to establish them in a growing business platform. Besides, Mishra & Misra, (2017) argued at the same time, that it is evident from research and study that it is the ethical leadership style and leading capacity that is much expected from young budding entrepreneurs of today in addition to their financial capabilities to accomplish their goals in the market. For example, if an entrepreneur develops his/her leadership skills from experience-based learning and knowledge, it would better flourish and explore the qualities of leadership skills in taking strategic decisions.

With reference to this above arguments, it can be concluded on the fact that along with the hard skills, entrepreneurs need to focus on good soft skills for leading an organisation well taking the right decisions. It can prevent a business from uncertainties and risks and provide ways to secure from major losses. 

Workplace relation plays a crucial role in mitigating challenges within the global business environment. The recognition of altering nature of use and purpose of person specification as well as job description becomes significant to address the function of staff resolution efficacy. The organization in the education sector is encountering workplace conflicts because of the rising in business complexities, conflict within leadership approaches and cultural difference (Babalola et al., 2018). The issues involving divergent interest, norms, perception, beliefs and values-led education sector employees to be dissatisfied. In such aspects, designing work that fulfils the requirement of staffs and employers is crucial for operating successfully within the global environment (Nankervis et al., 2017, p. 219). In order to effectively retain and attract teaching staffs or professional making job evaluation, a dynamic and constant procedure becomes profitable.

In the context of HR functions, workplace relations enhance the capability of resolving staff grievances. The healthier relationship between employee to employee and employee to employer contribute towards the productive workplace. Collings, Wood & Szamosi, (2018) argued that workplace conflicts are the cause of interactive social procedure supported with stress among more than one staffs depending on the perceived and actual difference in viewpoint or ideas. In order to address workplace conflict for increasing industry attractiveness within better employee staying for the long run, the manager requires adopting significant ethical leadership approaches. The reduction of employee grievance is the core responsibility of leaders, where the quality of work-life consideration establishes the favourable atmosphere through psychological, social and physical improvements. Collet, Hine & Du Plessis, (2015) supported that in establishing efficient workplace productivity, leaders require developing work culture administration program to support staffs for achieving their goals and acknowledging solutions to a complex group of activities. It is essential that managers and leaders within the organization require engaging highly in outlining corporate culture, where every staff have respect towards value, perception and integrity of other workers.

It is deduced that the workplace or working nature of employees needs to be consistently redesigned to fulfil increasingly conflicting human resource management issues. Adequate stress on competency needs and contribution of people plays a critical role in the victorious organization of the future. The ethical leadership remain a potential option to construct valuable work culture of equal respect among all. The workplace relationship creates a direct influence on employee's capability and drives to succeed. The ethical utilizing personal and professional lifestyle enhance vivid example set to morally direct workforce to refrain from interpersonally harmful behaviour and culture. 

The link between industrial relations and social human resource administration has been an adequate structure for comparative institutional research. The industrial relation or IR system determined as institutions, rules and regulations that administer employment relationship along with outlining conditions as well as terms of work (Nankervis et al., 2017, p. 90). The article highlighted that the effectiveness of an organization is influenced by various factors, where social human resource administration influence efficiency, productivity and corporate culture (Gooderham, Mayrhofer  & Brewster, 2019). The industrial relation depending on the tactical alliance outlined by the company has a great influence on the success of the business. The education sector noted to have poorly outlined SHRM or strategic human resource management framework that impacting benefits drawn from positive industrial relations. The workplace relations structure referring to an arrangement by which conditions and terms of work, as well as an employment relationship, is determined would be essential to retain staffs within the education sector.

The employment relations or industrial relations have been the multidisciplinary academic area that studies the interrelation between employees, employers, trade or labour unions and state. Collings, Wood & Szamosi, (2018) argued that violation of employment legislative, contradicting to fair-work commission and processes as good faith bargaining is likely to disturb industrial relation. The education sector noted to lack in effective industrial relation is encountering difficulty in accomplishing their targets and objective successfully. In order to enhance industry attractiveness and retaining staffs, several humans need to be satisfied for boosting individual morale. Bartram et al., (2015) supported that need for harmonious and sound industrial relation relate to the smooth operation of the organization. An effective industrial relation encouraged by education sector is likely to lead towards industrial prosperity and peace. It would be helpful in promoting the latest education organization within the nation, thereby attracting a large number of workforce.

In the ethical facade, industrial relation content effective nominative principle about employment relationship and workers, particularly avoidance of treating the employee as a commodity in support of considering them as human beings. The union movement and unions are key aspects within industrial relation that contain predominantly of staffs, principle actions related to the negotiation of pay rates and atmosphere of employment for their members. It is deduced that the education sector organization requires being more concentrated on establishing a strategic arrangement for the industrial relation. It would be favourable for the organization to compete efficiently with external factors that often challenges the survival of business for the long run. Moreover, a healthier industrial relation or HIR is key to progress uninterrupted production, decrease within industrial disputes, enhances staff morale and better coordination between every member. 

In order to cope with the complex group of activities and strengthening business outcome, the alignment of strategic human resource management and human resource planning becomes crucial for business growth. The connection between HR functions and HR strategies is the construction of human resource arrangement that consists desired result responsive to consist alteration within global industry and dynamic national environment (Nankervis et al., 2017, p. 130). In context to the education sector, HRP or human resource planning remain effective to confirm business objective is achieved through significant use of workforce. The selected industry certainly fails to take into consideration altering circumstances' outside and within the organization. The article in critically evaluating strategic corporate planning and HRM recognized that such aspects add to the sustainability of the business for the long run; where corporate require to make efforts in establishing work standards (Armstrong & Brown, 2019). The education sector organization encountering the issue of employee retaining and attraction is likely to be benefited from HRP that translate corporate plans into human resource plan towards. Such activity guide long term acquisition, development of knowledge assets and use of intellect capital. 

The adequate practices related to tactical corporate planning procedure involve scanning of the external and internal business environment. Bagheri (2016) opined that failure to effectively plan for a human resource within the organization often result in a decrease of efficiency and considerable expense for operations. The effective human resource planning is likely to favour education institution administration facilitate the foundation for building a potential HRM program for incorporating every HRM functions. Marler & Parry (2016) discussed that tactical organizational planning and HRM helps the business entity to improve their business efficiency, corporate culture and ultimately productivity. In order to attract and retain talent or skilled workforce for the longer run, the organization require aligning employee's interest with business growth along with breaking down the complex job activities to achieve retention goals. 

Well-Structured organizational planning ensures that an enterprise has the right people with the right skills at the right time and right price and in the right place. The strategic human resource management would be supportive of education sector organization to formulate staffing plans to fulfil business needs. It is supportive to approximate future supply and demand for workforce capital. 

From the overall discussions, it can be summarised further on the five themes of the articles that they are truly interrelated to one another in terms of workplace satisfaction, security, liability and workplace progress and culture as well. If the first theme tells about women's position in the workplace sector of education, it has a deep relationship with the leadership skills and qualities of women lying in the second theme. At the same time, in the third and fourth theme, if workplace relations can be well balanced with the help of ethical leadership, then conflicts can be managed with the strategic HRM framework. Similarly, in the fifth theme, it has a direct relation with theme one for maintaining strategic planning of organisation in order to managed risks and stabilising productivity and profitability at the same time under good leadership control and management power.

The discussions and arguments, which are considered under this issue of attracting and retaining staffs in the education sector give a clear idea and understanding that it can be only possible for management to retain staffs in maximum period if management learns to accept change according to changing time and evolution. In addition, it can also be possible from the end of the staffs to work in co-ordinating and managing healthy relations with the management if they grow well inefficiency, patience and learn to balance work-life at an equal level.

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