The paper "The Current Policy on Recruitment, Selection and Employee Turnover - Australia" is a great example of human resources case study. XYZ, an Australia-based manufacturing company with around 1,500 employees is planning to overhaul its current policies on recruitment, selection, and employee turnover. As the Head of Human Resource Management for the company, I am required to formulate the changed policies after analyzing the perceived problems in these human resource (HR) functions at a policy level and at the actual HR level. Further, the apprehension about formulating the policy for short-term goals also needs to be addressed.
Due to the uncertain outlook for manufacturing, it is perceived that short-term HR goals might not be beneficial for the company, therefore, this paper would provide suggestions that would have a long-term impact on HR functions of the company. The paper would also focus on providing a timeframe for achieving the policy and HR goals relative to uncertainties in the company’ s environment. The paper would discuss the significance of recruitment, selection, and employee turnover functions policies would be drawn for these functions to overcome the uncertain HR environment in the company. Changes in recruitment and selection policies The recruitment and selection process in contemporary companies has become very complex and it is essential for companies to integrate HR strategies into the company goals tor organizational success.
The HR practitioners need to perpetually find the right candidate for the right position and align the employees as per the organization’ s goals and vision. In order to achieve these requirements, HR practitioners need to apply strategic human resource management in their policy and HR decisions. Strategic HR management is defined as the means through which HR policies are deployed in a planned manner and help in achieving the goals of the organization (De Cieri & Kramar 2003: 49). In the case of XYZ as well, the HR needs to formulate various strategies with regards to recruiting and selecting the right candidates as per the business goals of the company.
Research has revealed that the role of HR has changed from being administrative to a strategic one in the recent past (De Cieri and Kramar 2003; Gardner and Palmer 1997).
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