Globalization as a challenge in talent retention
Question:
Discuss About The Retaining Enhancing Organizational Prestige?
In the ‘war of talent’ HR strategy to become an “employer of choice” has to face three major challenges such as globalisation, rapid technological growth and the differing needs and expectations of workforce spanning baby boomers to generation y. These three challenges will be discussed in this essay. Human resource strategies are the most important to take accounting in relation to employee recruitment and employee retention. Due to rapid business globalisation and technological advancement, it becomes extremely competitive to retain the talented employees within organisation for long term. It is asserted that in the ‘war of talent’, in order to ensure excellent performance on constant basis, an organisation requires to focus on effective human resource strategies in terms of engaging the right people within an organisation. In this essay, it is going to argue about making decision regarding ‘employer of choice’. It is argued that managing employee relations is the vital challenge for an organisation. It is because needs of the employees differ based on generation gap, geographical culture, family and social background. Current organisations are facing challenge in order to understand the various expectations of the employees. Therefore, human resource practitioners fail to motivate employees rightly in terms of developing their performance. On the other hand, rapid industrialisation and emerging online professions enables people to get thousands options of new employment. Therefore, if a person feels uncomfortable within a company, he will definitely switch to other options in terms of bettering his career growth.
Globalisation of business is the first challenge for retaining talented employees for long term. Al-Emadi, Schwabenland and Wei (2015) opines that many organisations of today fail to show the skills of effective cross cultural communication. Therefore, the companies fail to motivate their multicultural employees for bettering performance. It restricts employees to be engaged within an organisation. Globalisation can be defined as the worldwide movement toward economic, financial trade and communication integration. Hence business globalisation needs to aim economic development, financial management and communication integration going beyond geographical and cultural barriers (Anitha & Begum, 2016). In order to globalise business, first priority is to understand the fundamental principles of cross cultural communication. For making a global team an organisation requires to hire people from different nation, culture and background. Hence, it is argued that dealing with cultural diversity is the main challenge for retaining employees at the context of global business (Armstrong & Taylor, 2014). One of the important priorities to develop workforce is sharing information and knowledge. However, if the employees within an organisation fails to have effective communication due to the barrier of language, hence they are unable to work in a workplace like an integrated team or a family. As per Cascio (2014), distant communication or translation process is not influential in terms of engaging employees within an organisation. Therefore, in order to globalise business an organisation needs to understand global corporate cultural differences. This understanding enables them to invest in human resources. It is phenomenon that a good number of international organisations cannot provide justified performance appraisal, training, compensation package, flexible work environment and motivation. These issues restrict human resource personnel to retain employees within multinational organisations.
Cross-cultural communication and its importance
Woolworths Limited is one of the huge expanded retail organisations across Australia and New Zealand. Hence, in order to serve cultural diversity in Australia and New Zealand, Woolworths has a cross cultural team. The organisation has a code of ethics in controlling behaviour of the employees and showing respect towards multi-cultural expression, behaviour and religious belief.
The next challenge of letting a company to be employer of choice is technological advancement. Deery and Jago (2015 asserts that the development of technology widens the scope of business globalisation. Development of tools and technology is regarded as work saving and time effective. On the other hand, it limits the employment of baby boomers. One of the major influences of globalisation in business is technological innovation. Human resource personnel within an organisation has responsibility to increase the productivity of employees with minimum stress and effort. On the other hand, effective communication is mandatory to boost up every employee individually for performance. In this purpose every organisation needs to automate tools and technology of communication and sharing information. On the other hand, an organisation needs effective human resource planning in order to monitor employee performance technically. The use of technological advancement makes the process of sharing information and accomplishing work fast and competitive. In such a technical work environment for all the generations’ group of people it is not easy to sustain. Hence, it is argued that dealing with age diversity is the major challenge of technological advancement (Festing & Schäfer, 2014). Except today’s generation, all the generation do not have adequate knowledge and proficiency in order to perform work with upgraded electronic tools and system (Klettner, Clarke, & Boersma, 2014). However, in the global word it is targeted to make the employment accessible to every generational people. Hence, it is a high challenge to plan equity of workforce for multigenerational employees. Ability to perform work matters a lot to the employees in achieving respect and recognition at workplace. As baby boomers lacks to show the ability, they are discriminated at workplace (Rathi & Lee, 2015). Hence, in many organisation human rights of multi-generational people cannot be equally maintained. It restricts equal motivation for every generational employee.
Woolworths Limited has multigenerational employees. However, the human resource personnel of that organisation ensures that every generational employee is treated equally with respect. The organisation has a standard system for conducting training for every employee so that they feel confident in performing work technically.
Today’s organisation needs to focus on employing people who have good knowledge and experience about dealing with new technology. The baby boomers have experience and craftsmanship. However, they perform work in following backdated technology. Hence, with the baby boomers for an organisation it is a challenge to maintain quality and quantity of performance (Armstrong & Taylor, 2014). In order to fulfil these requirements, contemporary organisation rely behind generation Y in terms of recruiting (Deery & Jago, 2015). It is because people of this generation are passionate about applying new technology. On the other hand, the people of this generation have positive vibes in terms reacting towards cultural diversity. It is the reason, in order to accomplish workforce requirements, today’s organisation prefer mostly to recruit generation Y than Baby Boomers. Now, the question is who the generation Y are. Generation Y are the current generation of the World. They have been born between 1980 to 1990 (Shields et al., 2015). Generation Y are the children of baby boomers. The people of generation Y have excellent power of mind intelligence. Therefore, they are good in interacting with people from diversified culture. It is also a facility to the contemporary organisations in terms of expanding their business globally. Today’s generation have excellent creativity and dynamic mind which are essential requirements in terms of doing job in multinational companies. The people of generation Y has the best power of adaptability (Stone & Deadrick, 2015). Hence, these people are able to cope up with global work environment. A larger percentage of workforce in young profession are represented by generation Y (Festing & Schäfer, 2014). It is argued that for the bigger industries the workforce is represented by multi generations. For the human resource managers in those organisation it is the most vital challenge in managing multigenerational employees in a single platform for promoting their performance on daily basis (Snell, Morris & Bohlander, 2015).
Technological growth as a challenge in talent retention
It is asserted that human resource practices are the mainstream in order to drive an organisation in terms of fulfilling business mission, vision and objectives. Premium responsibilities of human resource management are necessary to take into account in this reference. The responsibilities are – recruitment and selection, training and development, employee motivation, performance development and communication management. Recruitment and selection process of an organisation need to ensure that they hire the right people in terms of representing workforce (Deery & Jago, 2015). In order to upgrade the whole organisational performance, the human resource managers within an organisation need to follow the most suitable strategy in terms of sharpening employee sills and performance on daily basis. Employee training and development is relevant in this reference. Human resource managers within an organisation need to have effective communication with the staffs. However, human resource personnel lack to ensure execution of all these responsibilities properly in order to deal with multicultural and multi-generational people. Armstrong and Taylor (2014) opines that the people of generation y is not only motivated by money, in order to mould them an organisation needs to provide a flexible work environment with flexible facilities and amenities. It is seen that the generation y can give excellent dedication if they are well behaved by the managers. On the other hand, for motivating baby boomers, an organisation requires to provide respect, recognition, money and designation.
In Woolworths Limited, there are found employees of multi generations. However, it is seen that generation y in Woolworths Limited has opposite attitudes towards the baby boomers or older generations. However, human resource management in Woolworths is enough strict to control the conflict between generation y and baby boomers.
Conclusion
This analysis enables to argue that effective human resource planning is essential to tackle employee needs of different diversities. An organisation needs to have a standard human resource practice to treat every employee equally. It is also affirmed that recruiting employees of today’s generation is beneficial in terms of upgrading organisational performance on daily basis. If an organisation has a multigenerational work environment, human resource practices needs to be concerned in managing human rights of every employee irrespective of their age. It is argued that ineffective recruitment and selection process within an organisation fails to ensure constant growth in terms of fulfilling business mission, vision and objectives. Hereby it is concluded that this paper will help human resource professional in understanding and making strategy towards employee retention in the war of talent.
Reference list
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Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
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Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Snell, S. A., Morris, S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.
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