Key challenges faced by Deloitte while recruiting workforce
Technology companies are currently continually o the leading edge in managing the human resource issues that affect the relating business operations. The companies are also working towards ensuring its meets the growing consumers demand. According to the research, the technology industry is depending on different developing companies to look the human resource challenges as well as factors that promote the development of such issues (Bersin, 2015).
Deloitte Company is a brand at which it is under thousands of professional and expert in several parts who collaborate across the network of in Australia, the professional provide different services such as audit, economic, advisory, technology, and human capital services (Bolman & Deal, 2017). The company is recognized for providing quality services that are considered to meet the growing customer demands. The technology companies in Australia and parts of the world are using Deloitte Company inquire essential development in the industry, the research indicates that the world is currently a global village due to the development of technology (Cable & Turban, 2001).
The Australian partnership of Deloitte Touche Tohmatsu is committed to increase the market place and share, especially outside the Australian market. Due to the technology changes and development, Deloitte Touche Tohmatsu serves 600 partners as well as more that 6,000 people who are located in at least 15 offices across the country including the Papua New Guinea and Timor-Leste. Deloitte Company in Australia recorded a revenue of A$1.530 billion in the fiscal year ending 31 Many 2016, this indicates a 15% increase over the prior year 2015 fiscal year (George & Irina, 2016).
While striving towards sustaining and affirming its momentum, Deloitte Company in Australia has continued to invest in innovative and new services that will ensure that the business is expanding through extensive acquisitions that will promote organic growth. Striving towards achieving its strategic goals and goals of expanding its business through acquisitions and organic growth, the company is ensuring that the all departments are setting their performance target that will promote the general missions and visions (Akdol & Arikboga, 2015). The company recruitment process is one of the critical procedure that determines the organizational performance. This implies that the company is managing human resources by recruiting the appropriate workforce that is relevant to the organizational operations.
The recruitment process is a strategic management approach that is used by an organization on models of how to source for new employees. the recruitment process of normally resided and performed by the human resource department as their responsibility of enhancing human service functions are undertaken (Bolman & Deal, 2017).
The process of recruiting and sourcing new employees may differ based on the organizational structure. The strategic management approach of sourcing new organizational members involves the process of analyzing essential requirements of particular jobs, while attracting employee for those jobs, it also comprise the activities of screening and selecting applicants as well as incorporating the new member to the organization. Human resource department may face some issues; therefore, they may not provide excellence services while recruiting the workforce to the organization (Fee, 2014).
Labour Supply and Demand
Deloitte Company in Australia is the business organization that uses the strategic human resource planning approaches to forecasting on the current and future employment operations by applying the variety of practices. After applying the relevant approaches, the organization is failing to meet the labor demand and supply that exist in the job market, especially in the market that it operates; this implies that the company is failing to have measure that will hand the exposures to surpluses or the shortage of labour (Cable & Turban, 2001).
The impacts of labour supply can come from the within or outside the organization, this impact is generated by the company failing to implement on the essential and relevant human resource planning models such as assessing the level of skill as well as the general productivity of the employee within the organization (Breaugh, 2013). As an external factor, the company is failing to conduct a critical research to identify labour supply in the external part of the organization. Australia is a country that depended on the expatriates to work in most organizations. More labour supply to the organization is considered much expensive make recruitments for workforce that is relevant to the organization operations (Brewster, Mayrhofer, & Morley, 2016).
Forecast labour demand is considered more difficult and complex compared projection of labour supply. The company is experiencing complex challenge when it fails to project on the labour demand that is needed by the organization. Moreover, the organization could fail to assess the level of consumer demand during the past years of operations, the high consumer demand mandates the organization to project on the related labour that is required to meet the demands of the consumers. While anticipating on the labour demands, the organization is failing to conduct a research that purposely aims to analyze the employee turnover rates in relation to the labour market.
The performance of Deloitte Company depends on the labour market that exists within Australian technology industry. The labour effects of labour market to a business enterprise depends on the balance between the labour and supply labour (Fee, 2014). The specific occupations, sectors and location and flexible working patterns are the key components of labour market. While performing the recruitment process for workforce, the human resource department could fail to consider the employee occupation, location, and other related issues that are essential to them, and thus affecting the recruitment process in an organization (George & Irina, 2016).
Deloitte Company is a multinational company that has established many branches in most of developing nation, Australia is among the privileged nation. The process of segmenting the market has influenced the demand and supply for labour, for them and for other organization in the market. Due to development in different sectors in these countries, citizens are searching for good jobs that pay well, therefore the labour demand and supply is affected (Ketchen Jr, 2017).
The economy is the key factor that affects the demand and supply for labour to an organization. The loose of jobs during inflexible economic time will lead to less income to specific labour for involved companies in the market. Deloitte Company experience less production during this stiff economic times since employees will tend to search for better-paying jobs, the supply of labour is affected (Bersin, 2015). However, the demand for labour is also affected when the economy growth encouraged in a country. An increase in population will increase the labour supply and will reduce the demand for labour since organization will only be interested in getting workforce that is will meet the demand of consumers in the market (Oke, 2016).
Factor promoting demand and supply of labor in an organization
The Human Resource departments are mandated to consider the impact of economy, globalization and market labour to the supply and demand of labour. During hard economic period, the company is encouraged to retain its employee by balancing their wages to certain level, motivation should also be factored in (George & Irina, 2016).
The image of an organization may act as potential factor that affects the recruitment of workforce. The organizational image is explained as construction of the public impression of the organization. It is created to make an appeal to the external business environment while providing a simultaneous interpretation for the organizational members. The organizational image is explained to represent the net cognitive reaction as well as the association of the customer, investor, employees and applicants to the organizational name and typically it acts as the template that presents the organization to the general public particularly to external environment. The organizational image is also known as the “organizational Brand”, it also relates to concepts such as reputation and the identity of the organization.
If the organization is having bad image to the public it affects the recruitment process. The fact that people are looking for jobs, they also intend to be related to a good and business entities that have good reputation and identity. The human resource department of an organizational may fail to portray a good image of the organization during recruitment process, forcing applicant to quickly give up with procedures such as interviews and job orientation.
According to Breaugh, J. A. 2013, the organization identity of an organization gives the reflection of the employees to the applicants. If the insiders are having positive perception then applicants will also be yearning to work with them, but if they show bad image by having impressing a negative perception then new applicant will quit the recruitment process, and thus affecting the whole organizational operations (Breaugh, 2013).
The organization HR department is advocated to continue developing a reputable and organizational identity that will encourage new employees that are ready to join the existing organizational workforce. The HR professional should consider encouraging their employee not to have negative impression and perceptions to new source workforce (Bolman & Deal, 2017).
Demographic changes have been a major factor that has affected the work of Human Resource departments in many organizations around the world (Hendry, 2012). Deloitte Company is an international corporation that operates in different markets, business operation in different markets has created room for human resource challenges such as issues relating to demographic issues (Bersin, 2015).
Labour force in the world business environment has become more and more diverse, this has compelled the business organizations to change the way in which they management human resource within their structures (michaelbaileyassociates.com, 2014). The demographics are extensively changing and in many parts of the world, particularly the business market in continually developing and developed countries. These changes have proactively presented many challenges and issues to the Human Resource department while they perform the recruitment process and sourcing of new employees.
The ageing workforce is simply outlined as a challenge where the older employees in an organization are postponing their retirement. The HR department may consider the older employees to have more experience than the younger employees, forcing the younger generation to give for the job post (Stone, 2013). The research indicates that most cases older employees decide to work for longer periods in offices creating employee gap in the organization. The employment gap has increased intergenerational conflict in the organizational workforce, where the older employees as blocking opportunities for the progression of younger member who anticipates to employed (Sparrow, Brewster, & Chung, 2016).
Labour Market
When some workforce and population are ageing, some are moving to the opposite direction. Generation on workforce and population implies when the available workforce is younger than expected. Deloitte Company HR department in Australia is facing challenges while performing their organizational function of sourcing new employee. Developing countries are considered to have youthful workforce (Sayers., 2016). The younger workforce are derived to eager for the immediate expectation from their employer rather than long term expectations. Human resource tend to source for employees who are considered to provide long term benefit to the organizations, therefore recruiting younger workforce and retaining them is a giant challenge to the organization (Oke, 2016).
Diversity has also been considered as the major factor that has contributed to demographic challenges that affect the HR departments in many organizations. Diversity refers to the range of management as well as leadership practices that aim to value the concept of diversity in a workforce. Organization restricts employee not to have a proactive as well as the mutual interaction that encourages development and improvement of their performance in the organization (Ketchen Jr, 2017).
Deloitte Company HR department is recommended to implement on the diversity, generation and focus on measures that will reflect balance between older and younger employees. The company should set retirement age for employee, and they should implement without any favor (Shumaker, Ward, Petter, & Riley, 2017).
References
Akdol, B., & Arikboga, F. S. (2015). The Effects of Leader Behavior on Job Satisfaction: A Research on Technology Fast50 Turkey Companies. Procedia-Social and Behavioral Sciences, 195, 278-282.
Bersin, J. (2015). Becoming irresistible: A new model for employee engagement. Deloitte Review, 16, 146-163.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Breaugh, J. A. (2013). Employee recruitment (Vol. 64). Annual Review of Psychology.
Brewster, C., Mayrhofer, W., & Morley, M. (2016). New Challenges for European Resource Management. Springer.
Cable, M. D., & Turban, D. B. (2001). Establishing the Dimensions, sources and value of job seekers’ employer knowledge during recruitment. In G. R. Ferris (Ed.) Research in personnel human resources (pp. 115–163). New York: : Elsevier.
Fee, M. C. (2014). Human resources management.
George, B. U., & Irina, R. O. (2016). The Importance Of Human Resources Department In Private Companies. Revista Economic?, 68(1).
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Ketchen Jr, D. (2017). Managing Human Capital. In The Oxford Handbook of Strategy Implementation (p. 283). Oxford University Press.
michaelbaileyassociates.com. (2014, 08 27). Demographic shifts and the HR challenges of the future. Retrieved from https://www.michaelbaileyassociates.com/news/hr/demographic-shifts-and-the-hr-challenges-of-the-future
Oke, L. (2016). Human resources management. International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926,, 1(4), 376-387.
Sayers., J. (2016, 02 24). How demographic changes will impact organizations and managers. Retrieved from Managing Diversity: https://bookboonglobal.com/how-demographic-changes-will-impact-organizations-and-managers/
Shumaker, J., Ward, K., Petter, S., & Riley, J. (2017). Mitigating the Threat of Lost Knowledge within Information Technology Departments. In Proceedings of the 50th Hawaii International Conference on System Sciences.
Smith, C., Allard, P., & Harper, M. G. (2016). Managing Human Resources.
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. . Routledge.
Stone, R. J. (2013). Managing human resources. . John Wiley and Sons.
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