Question:
Assessment brief/activity
The organisation is concerned about some of these resourcing issues. Your new HR Director has asked you to produce a proposal in the form of a 3000 word report which draws on examples of organisational practice and academic literature to provide a rationale for a new resourcing and retention strategy.
Your proposal should provide the HR Director with an analysis and evaluation of the following:
- the key features of the employment market, such as labour trends that may impact on the recruitment and retention of suitable candidates for the roles
- recruitment, selection and induction practices which are: effective, efficient, lawful and professional and are appropriate to each of the roles in question
- retention strategies, diversity management and flexible working initiatives that will address the issues experienced by the hotel chain
The analysis and evaluation should provide a rationale for new resourcing and retention strategy which will enhance employee retention and thus facilitate employee diversity, and support flexible working initiatives.
All submissions should be in the region of 3,000 words plus or minus 10% and references should be added in the Harvard Referencing Format. There is a Harvard Referencing tutorial in the Resources Area which outlines the formatting required.
Answer/Solution:
Executive Summary
This report entails the resourcing and talent management for a hotel chain that is experiencing employment issues. The key challenges include high turnover due to unsociable hours and extensive responsibility for the roles. The hotel chain also has several discrimination cases pending, and the majority of individuals leaving the organisation are female. In both the managerial and receptionist roles, the hotel chain should employ effective recruitment, selection, and induction process. In these processes, they should abide by the employment laws in various dimensions of discrimination, equality, and avoiding bias. The report further provides some of the retention strategies, diversity management, and flexible working initiatives that will address the issues experienced by the hotel chains. Retention strategies include performance management, employee engagement, and conducting regular training and development. Diversity, on the other hand, can be achieved through buy-in and loose-fit strategies. These approaches will promote employee retention, which is related to individual and organisational performance.
Table of Contents
7RTM: Resourcing and Talent Management 1
2.1 Politics and Regulations. 5
2.2 Dynamism in Working Environment 5
2.3 Technology and Globalisation. 6
2.5 Changing Customer Preferences and Demographics. 6
3.0 Recruitment, Selection, and Induction Practices. 7
3.1 Recruitment and Selection Practices. 8
4.0 Retention Strategies, Diversity Management, and Flexible Working Initiatives. 11
4.3 Flexible Working Initiatives. 13
1.0 Introduction
Resourcing and talent management have emerged as central elements in contemporary companies globally. According to Gallardo-Gallardo et al. (2020), talent management refers to the processes and activities that involve the attraction, identification, development, engagement, deployment, and retention of talents that have a high value to the company. This is aimed at creating a strategic and sustainable competitive advantage. CIPD (2020a) affirms the importance of resource and talent planning as central management approaches. Other activities in resourcing and talent planning include talent audits, career planning, individual management and development, turnover and retention, and succession planning. Current organisations are characterised by complexities, which are marked by dynamism in technology, globalisation, and wide socio-economic, demographic, and geopolitical changes. These elements influence the organisational focus on the identification, attraction, recruitment, and retention of competent individuals that aid the firm to navigate these issues.
This report is based on the hotel chain case study, which focuses on the basic services that are also of high quality. Notably, the HR director faces several challenges related to resourcing in both the reception and managerial roles. Among the key factors attributed to these challenges are unsociable hours and extensive responsibility for the roles. The turnover in these two roles is higher than in other sectors. Discrimination cases are also pending, and drawing from the review of the present staffing and turnover, it is revealed that the majority of leaving staff are female. The management is practically composed of men. There are also concerns over working extra shifts, although the reward package is more than the norm in this segment. The report, therefore, focuses on various issues, including the key features of the employment sector, recruitment, selection, and induction practices, and retention strategies, diversity management, and flexible initiatives. Also, the analysis and evaluation of how the organisation can enhance the resourcing and retention are provided.
2.0 Key Features of the Employment Market that Affect Recruitment and Retention of Suitable Candidates
The labour market entails the source of all recruits in the country or the sector. Human resources management (HRM) should demonstrate an understanding of the dynamics of the market, which aid in addressing the resourcing and talent management issues. Besides, knowledge regarding these factors aid in setting competitive reward packages and sourcing for individuals with a particular set of skills according to the organisation’s interests. In the hospitality and hotel sector is among the realms facing dynamism in the workforce (Baum et al., 2016). Some of the main concerns are insufficient pay, inadequate opportunities for minority populations, gender-based discrimination, seasonal employment, unclear career structures. A high turnover rate also characterises the sector.
Sustainability in the workforce is also a major challenge due to social, economic, and political issues. Presently, for instance, the hospitality and tourism sector has been significantly affected by the COVID-19 pandemic, which has resulted in the majority of individuals losing their jobs and the closure of the hotels. The key features of the employment market that impact the recruitment and retention of suitable candidates are politics, dynamism in the nature of work, technology, labour trends, stiff competition, and changing customer preferences.
2.1 Politics and Regulations
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