Developing Workforce Objectives and Strategies

Question: Describe about the Developing Workforce Objectives and Strategies. Answer: Part A Common objectives to modify the workplace are such as: Increase incentives to motivate employees to work hard Prohibit any kind of discrimination at the workplace. Mankikar (2012) stated that, in most of the organization, employees are discriminated depending on their race, sex, gender, religion and cultural values. Prohibiting discrimination at workplace can help to develop a diversified workforce. The management needs to make employees understand their career path within the company to motivate them to remain in the organization so that they can achieve their personal goals. Reasons of employee turnover Issues related with corporate culture and unethical working environment is one of the major reasons for which employees leave company. Stariņ eca (2015) stated that, in case of high turnover many employees think that they are not personally valued. In most of the cases politics at work culture demotivates employees and forces them to leave a job. Stan and Vermeulen (2013) mentioned that, lesser chance of career improvement influences employees to move from one job to another job. Strategies to reduce turnover Development of politics free working environment, appropriate career development plan and executive coaching program can reduce turnover for an organization. Strategies to retain skilled labor Career development plan Executive coaching Providing personal support Providing quality incentives Development of womens retention program Steps to minimize risk factors related with staffing The organization needs to develop workshops where all employees can share their ideas. Conducting risk and hazard assessment frequently within the organization. Development of codes of practices and use them as a minimum benchmark Providing training to employees so that they can handle tough situations. 5. Strategies to source skilled labor The company needs to hire talented employees from another city and allowing them to work remotely (Russell and Brannan 2016). The company needs to bring in temporary workers. The management needs to increase investment in training and development of internal candidates (Rothwell et al. 2012). The company needs to improve compensation and benefits so that skilled and experienced employees get attracted towards the organization. Objectives related with diversity and cross-cultural management The management team needs to consider diversity as a part of the strategic plan of an organization. A company needs to link or align the diversity with the organizational performance. A vision of diversity has to be demonstrated and communicated within the organization by the top-level management. For example, the company Samsung has developed appropriate recruitment and succession planning to develop a diversified and cross cultured workforce within the organization. Part B 1. The company is trying to reduce its workforce. Rather than enforcing redundancies, the executives of the company are trying to hold a stakeholder meeting to ensure better outcome for everyone. Union is also involved in the meeting as the representative of employees. Employees are also a potential stakeholder for any organization. Union has the responsibility to think about employee welfare. 2. Due to this round of redundancy, the remaining employees in the targeted areas will become demotivated and frustrated. They will feel insecure about their job. It will affect their performance within the organization. 3. The management team needs to develop meeting with employees to communicate their point of view with them. The management needs to ensure that none of the employees job is at stake. The management also needs to provide morale support to the employees so that they can overcome the effects of downsizing. 4. Possible organizational objective for the organization behind downsizing are to cut down the operational expenses for the company. Part C 1. In order to source skilled labor, I used employee outsourcing strategy. I have provided advice to the management team to hire skilled employees from other cities. They are provided remote working facility. In order to retain skilled labor, we have developed a career development plan for all employees. Plestant et al. (2014) stated that, it is import for employees to understand the career path within an organization. With the help of survey, classroom instructions and discussions, we help employees to understand their objectives for personal development. It has been found that this retention strategy is highly effective because our organization provides tailored career development opportunity to all the employees. 2. It has been found that our organization has a highly diversified culture. Our company has 45% Christian, 25% Hindu, 10% Muslims, 10% Buddhist and 10% other. There is a table given below to demonstrate in terms of religion. Religion Percentage of employees Christian 45% Hindu 25% Muslims 10% Buddhist 10% other 10% There is a table given below to demonstrate in terms of age and experience. Age group Percentage of employees 24-28 25% 28-35 25% 35-50 35% Above 50 15% There is a table given below to describe the diversity in terms work experience work experience Percentage of employees Less than 6 months 45% 6montth 1year 25% 1 year 3 years 20% More than 3 years 10% 3. In order to describe the staffing issues, the company executives hold a stakeholder meeting. The executives want to make sure that best outcome can be achieved for everyone. Representative of the government agencies, unions and all other stakeholders will attend this meeting. 4. Contingency plan to improve recruitment process of the organization The contingency plan includes factors such as: Development of an FAQ page on the career site of the organization Developing a career blog for the company Appropriate development of a management team and prepare them to interview potential candidates. Send rejection mail to all the rejected candidates along with the cause of rejection. The management needs to shortlist all the finalists and keep in touch with the candidates even if they are not selected. Use picture and video in the website in order to demonstrate what employees actually have to do in the organization. The management needs to proactively check in with previous applicants and ask them to come for interview again. Reference list Mankikar, D. 2012. A Critical Study on Recruitment and Selection With Reference to HR Consulting Firms.PARIPEX, 3(3), pp.108-111. Martins, D. and Diaconescu, L. 2014. 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