Challenges For Recruitment In A Tea Industry †Free Samples

Question: Discuss about the Challenges For Recruitment In A Tea Industry. Answer: Introduction In an industrial workplace, various types of workers of different categories are required for the labor force and the productivity of the industry. In this form, we get to realize that recruitment in an organization is to seek and spot job applicants with an aim to get adequate and quality number at the industry. The recruited workers are to be specialized to the kind of the qualification stated by the industry (Anders, 2012). In this research, we will focus on the challenges for recruiting workforce for a tea industry in an area. In most occasions, recruitment of all kinds and of all status is required in a tea industry. Both the skilled and non-skilled labor is needed all through the year. Recruitments have to be done depending on the yield of the products, the capital of the industry, the labor force and demand, organizational imagine, demographic issues as well as recruitment strategies. Recruitment Challenges In the process of recruiting workers in an industry, key challenges tend to be an issue to the managers of the tea industry. One main challenge affecting the recruitment of the workforce is the cost for recruitment. The process requires adequate capital to run smoothly. The cost required for advertising the job applications and qualifications. This is done either through medias, posters and the Internet, which requires money to get the work done perfectly. There are also some fees paid to recruitment agencies and consultants. These are specialists who require better payments of the recruitment process. The challenge is also seen in the event of induction of new employees to the industry. This affects productivity since much time is spent to get the new employees trained and familiarize with the work at the industry. The other employees may also fail to deliver their duties as usual since there are new employees and this may cost the productivity of the industry. For the tea industry to reduce the cost of the advertising of the job, it should first understand how social media fits in the procedure of recruiting employees especially the skilled personnel. The industry should come up with strategies like having just one website to get the advertisement done and all the process of recruiting employees to reduce the financial costs of the industry. The performance of the industry can be maintained by retaining the other workers as much as the new ones are being recruited to the industry (Weinberg, 1968). In most occasions, the industry has to consider the population of an area and the rate of labor needed to run the work. In recruiting of workers at an organization, demographical issues tend to be a challenge to the managers. There is the aging group in an industry who is possible should be laid off to get young energetic employees. This may be difficult since the aging will be left unemployed and prone to suffering due to lack of basic needs and no relative to offer assistance (Van Hoye, 2013). There is also labor force diversity. A number of employees needed at the industry would be men more than women especially on the non-skilled section due to the amount of work done. This hinders the women participation in job opportunity. The rate of gender inequality makes it a challenge to the recruitment of workers in an organization (Demmke, Moilanen, 2010). Demographical issues on the recruitment of employees also base on the disabilities and ability services. The industry at some point may only require employees who are able and their health conditions got no issues. In this case, the disabled are not considered even if they were qualified for the job. This is a great challenge to the industry since it may look like they are being biased to the disabled in the society. A solution to the demographical issues in recruiting of employees is that awareness ought to be created to bring a better understanding of the situation at hand. Demographical issues also base on challenges such as culture and religion of the people (Sutton, 2016). Since the people who seek employment are of diverse areas there is also diversification in their culture and religion. This situation may be difficult to handle. The solution strategized is only to create a better understanding of different cultures and religion so that handling the recruitment process may be free and free to the applicants. The human resource should also be able to describe the industry culture as per the job. Displaying the mission and target of the industry makes it easy for applicants to get interested in applying for jobs within that industry. This also helps applicants to strategize themselves according to the culture and rules of the industry. When everyone gets to understand the different cultures and religion of people then there would be a great benefit to the industry. Diversity mostly brings development of the economic partnership, legal compliance (Sutton, 2015). It also enables products and services which are culturally sensitive and appropriate. When understanding is made, there would be teamwork at the industry. Teamwork enhances bonding at work and this calls for better work by the workers and thus better productivity recorded. The solution to the aging workforce is that they should be let to work in hand with the new and young employees so that knowledge they have can be taught to them. This is to the benefit of both the industry and the aging at the workplace (Anderson, Pulich, 2000). A generation has also been a key challenge to recruiting the workforce. At some point, the industry would prefer the old generation as compared to the young ones. The current job market has got more young people who are bright and smart seeking employments at the industries. The challenge the agencies who are assigned to recruit new employees is that they never trust the ability of the young generation to handle certain posts because they may not have that working experience in the job market today. A challenge also occurs when the young generation is so many in need of the job than the old who they needed. The young generation needs to be given a fair chance at the industry. Most of the have the aggressiveness needed to run an industry better than the old managers. The young generation has ideas when if given a chance can be of benefit to the industrial economic development. The young generation is always eager to learn new things and has a new experience and so they should be given a chance during recruitment of employees(Liff, 2011). The industry always has an image to protect and maintain all through the year. During recruiting of a new workforce, this becomes a key challenge to handle by the agencies. There is always that aspect of caring about how the employees and managers view the industry. The industry is to fulfill every role and perform the recruitment of a workforce in the best ever. The challenge occurs in selecting employees with qualifications as per the organizational image. The industry expects to employ applicants who are educated, skilled and are perfect so that the image and status of the industry can be maintained at all cost. In this case, the human resource should reconsider and balance judgments during decision making (Ar thur, 2012). The organization needs to educate the employees to consider everyone in the industry. This will help them properly recognize strategies of human resource and inquire more. When an organization tries to reconsider their decision made then the best brightest and best people will be attracted to the application of jobs at the organization. This enables the wider growth in the economy within a year and possibly for future development (Simmons-Welburn, McNeil, 2004). There is always the demand and supply of labor force required at the workstations. The industry has to approximate the level of labor offered by employees. The labor supply tends to be expensive when it comes to hiring new employees to meet the objectives of the business than just improving the skills of the existing employees. This is preferred since the labor force is stronger when supplied within the industry than outside the industry. The demand of products tends to be more difficult compared to the supply of labor. It terms of demand, completion from other industries makes it quite hard to operate with fewer workers (McCarthy, 2017). The industry is to recruit a large a number so that the high demand of the customers can be met. Having that large number to supply the labor required by the industry is a problem occur when it comes to assessing every individuals work. Mostly, the industry never wants a surplus of employees who are not effectively deployed and gain they never want any position left with no employee. The issue of labor demand can be successfully resolved when the qualitative method since the technique involves the people that are likely to be affected by any changes to the business. This method enhances the commitment and acceptance of policies of the industry. Having a human resource consultant who is able to lead the process and acquire the most appropriate processes to lead businesses through these processes can help greatly in achieving effective forecasting of future employee needs (Cook, 1992). Employer branding is the process of promoting an industry as the employer of choice to the desired target group and the one needed to be recruited and retained. Strategies such s employer branding when put in place during recruitment process can overcome the challenges of recruitment in the industry. Mostly industry prefers to educate and train their managers and employees to become experts in the job market. Employer branding is the most advanced form of social recruiting (Smith, Rupp, 2004). Employment branding allows room for communication, educating the audience and sell job seekers about your industry through the view of your expert employees who are a brand to the industry. This process is preferred since its a long-term activity that has got benefits and effective productivity in the world market. Employer branding is concerned with attraction, engagement and retention initiative targeted at enhancing a company. Employer branding management addresses the reality of the employment experience and not just its presentation. This art supports both external recruitment of the right employees and the desire for effective employee engagement and employee retention. This enables an industry to achieve its goals as required. The employer should always try to engage the employees in certain activities like letting them advertise the industry through the media and letting them attend the global interviews on the employers behalf (Schaeffer, 2007). This art makes them feel special and productive to the industry. This makes it easy to retain best employees and thus it will enable potential applicants to come over seeking for jobs in the industry. In conclusion, we realize that every key challenge encountered during recruiting of a workforce can easily be handled when everyone gets to understand the effectiveness of both the applicants awaiting recruitment and the employee who is always and needs to retain. Everyone is important to the development of the industry. References Anders, G. (2012). 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