Essays on Administrative Staff Recruitment in the Face of a Global Business Environment Case Study

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The paper 'Administrative Staff Recruitment in the Face of a Global Business Environment' is a perfect example of a business case study. In an increasingly complex technological and global business environment, the role of administrative staff has changed dramatically and it has become increasingly difficult to recruit good administrative staff. The global business environment has created more business opportunities and challenges simultaneously. The ability by a firm to be flexible and upgrade into a multinational level and also manage the risk involved in exploiting the new opportunities arising from the diversity, volatility and competitiveness of a global business environment sets the criteria for success (Armstrong, 2006). On the other hand, technological changes are revolutionalizing human resource management and the individual roles of employees in a company.

Administrative staff in a company plays an integral role as they are the core drivers of the branches and activities of the whole business. As such, firms tend to relatively sensitive and keen on the recruitment of such staff. As such, the process of recruitment goes beyond the candidates’ profiles to assessing business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketability of the company, and wisdom to align the recruitment processes for the benefit of the organization.

This paper will thus analyze administrative staff recruitment in the face of a global business environment and changing technology. Technological and global business environment changes One of the biggest challenges facing employers and companies is the change in technology. Introduction of high technology such as networked information systems, online services and video conferencing means that employees with such skills will be in higher demand than the conventionally skilled ones.

Konrad, Prasad, and Pringle (2006) note that small and mid-sized companies are the ones mostly faced by this challenge as they seek to take up a share of the global market dominated by big players. They have had to invest in high technology to increase their competitiveness which in the process increases their cost of operation in the short run. The global business environment has increased competition and opened up new opportunities. Only large corporations with the needed resources are capable of utilizing the opportunities presented and minimizing the new challenges posed.

As such they have been able to employ and integrate the top end technology into their processes and thereby eliminating employees especially in their administration. Technology thus remains the most influential factor in changing the roles of administrative staff in the workplace and even presenting difficulties to employers in recruiting such. Other societies have no The global business environment has added more weight to workplace diversity. In this regard, diversities in the workplace may include culture, sexual orientations, income, marital status, and physical qualities that heavily influence the future of the employees in the organization whether administrative or not. .

Diversity in this case forms some basis of possible discrimination on employers based on cultural understanding of some roles in the workplace. In most modern societies, men have been conditioned to understand that the position of a secretary for instance is for females only.

References

Armstrong M. (2006) A handbook of human resource management practice (New York: Kogan

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Carroll, M., Smith, M., Oliver, G. and Sung, S. (2009) “Recruitment and retention in front-line

services” Human resources management journal Vol 19 No 1, 2009, 59-74

Problems for employers in recruiting and retaining staff, Retrieved on 30/032009 from,

http://www.trainingjournal.com/news/818.html

Konrad, A., Prasad, P., and Pringle, J. (2006) Handbook of Workplace Diversity, (New York

Sage Publications)

Bache, Alex. (2007) “Human Resource Management in Hospitality Industry.” Journal of

Sociology 15.2 16 – 20.

Helen, S., Doris, F., Michael, W., Malcolm, P., and Kamal, B. (2005) Managing People to

Promote Innovation Creativity and Innovation Management, Human resources management journal Vol 14, No. 2, p 118-128

Bureau of Labor Statistics “Occupational employment statistics” Retrieved on 30/032009

from,http://www.bls.gov/oes/current/oes_21140.htm

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