Recruitment Challenges and Their Impact on Strategic Issues - Case Study Example

Report on a Case Study Table of Contents Introduction 3 A Brief Overview of the Case Study 4 Analysis of the Recruitment Challenges and Their Impact on Strategic Issues 5 Recommendations 7 Conclusion 9 References 10 11 Introduction Recruiting potential staff members is often viewed to be a significant strategic concept for the top-level management officials of the business organisations belonging to this modern day context (SAGE Publications, n.d., p. 97-130). This is owing to the reason that the recruitment of quality and skilled workforce aids the business organisations towards attaining their predetermined business targets that can be concentrated towards attaining greater profitability in the form of raising superior customer satisfaction level (Jackson & Et. Al., , 2011, p. 188; Rynes & Et. Al., 1990). The task of recruiting employees is generally performed by the Human Resource Department (HRD) of the organisations (Yu & Cable, 2013; Stewart & Beaver, 2004, p. 82-83). It can be affirmed in this regard that the recruitment challenges mainly arise in business due to certain critical factors that comprise inadequate support provided to the employees and shortage of coordination amid the organisational members among others (Goldstein, 2011, p. 41-42; ACAS, 2010, p. 3-44). With this concern, the report intends to analyse a case study entitled Black Coalition for AIDS Prevention and obtain an in-depth understanding of the stated subject matter. The analysis of this case study would be made based on the grounds of recruitment challenges faced by this non-profit organisation including their impacts on the strategic issues as mentioned in the case. Moreover, certain recommendations would also be discussed in the report from the organisational viewpoint in order to overcome such challenges. A Brief Overview of the Case Study The Black Coalition for AIDS Prevention, also acknowledged as Black CAP, is a community-based as well as non-profit and volunteer-driven organisation, which was founded in the year 1987. Black CAP performs its various operational functions with a diverse group of like-minded organisations as well as individuals, with the prime intention of lessening the risks of HIV infections that have been found prevalent amid the black communities of Toronto. Besides, Black CAP also intended to enhance the living standard of the people who were affected by HIV/AIDS. The Executive Director Shannon Ryan, who has been engaged with this organisation since the year 2006, identified that Black CAP is quite privileged to form a better interrelation, specifically with the Ontario Ministry of Health and Long-Term Care, which was supported since its inception. The support can be measured in terms of providing substantial funds through the mode of a yearly operating grant. The balance of funds of Black CAP can also be found quite secured as well as stable due to the incorporation of short-term grants acquired from municipal as well as federal requirements and fundraising from targeted foundations. It would be vital to mention in this similar context that the scope along with the services offered by the organisation have extensively grown over the preceding few years. It was majorly owing to this particular reason that the organisation had to face certain recruitment challenges to maintain its pace with the increasing workload pressure over its existing staff (Community Foundations of Canada, n.d.). Thus, the recruitment challenges including their impact on the strategic issues as depicted in the case study would be analysed in the following. Analysis of the Recruitment Challenges and Their Impact on Strategic Issues It has been previously mentioned that the scope as well as the variety of services offered by Black CAP have risen considerably in this present day context as compared to the previous few years due to which, the organisation had to face significant recruitment challenges. Moreover, the organisation struggled to keep the pace with the increasing level of workload, which it experienced due to the augmentation in the scope and the broad assortment of services. According to the provided case study, it can be apparently noted that certain gaps prevailed in the programs along with the services offered by Black CAP. As a result, the management of the organisation felt the need for recruiting and nurturing human resources with the aim of lessening such existing gaps. However, the organisation also had to face certain problems in planning as well as managing better organisational growth through the formation and the advancement of a proper and effective staffing structure. This can be accepted with reference to the fact that Black CAP introduced numerous new funding programs for lessening the risks of HIV infection spread. Due to shortage of efficient staff members, the organisation was not able to make better use of such programs in an effective manner. Subsequently, Mr. Ryan hired staff members to comply with the requirements of the funders. This eventually led towards the increase in staff members within a short duration of time, resulting in a wide-ranging impact rather than being constricted in the bottom line (Reed & Bogardus, 2012; Moshal, 2010, p. 487-488). Based on the case study provided, the management structure of Black CAP can be apparently observed as a flat one, which signifies that each new hire would be directly reporting to Mr. Ryan. Evidently, as portrayed in the case study, with 12 direct reports and the liability for conducting the entire operation, Mr. Ryan was not able to provide the staff members with an optimum level of support and supervision that can be treated as highly essential for maintaining the attrition rate low amid the existing staff or the new recruits. Therefore, this particular factor can be regarded as one of the recruitment challenges faced by the organisation (Ackers & Gill, 2009, p. 183). This eventually influenced the strategic option of Black CAP in an unfavourable manner making the entire operational process a time consuming, unstable and incomplete venture (Intellecap, 2012, p. 6-38). It can also be apparently noted from the provided case study that Mr. Ryan was not able to spend excess time on developing effective strategies for the smooth completion of the entire operations, due to increased time spend on supervision and management. This eventually made the staff members incapable towards revealing their respective potentialities in carrying out the entire operation effectively (Gautam & Batra, 2011, p. 44-45; Lachman, 1995, p. 16). While analysing the recruitment challenges faced by Black CAP as mentioned in the case study, it can be found that the average time period a staff spends at this organisation was three to five years. This might be owing to the reason of the organisational incapability in offering financial compensation and career path opportunities to the staff members. As the employees are quite aware about this incapability factor of the organisation, it might have to face recruitment challenges impacting its entire operational process at large. Apart from failing to provide adequate financial compensation and career path opportunities to the staff members, the organisation also failed to determine the training and the additional supervision needed for smoothly carrying out the entire operation in the organisation. By taking into concern the fact that the population, which Black CAP is serving, posses certain lacunas, most apparently in terms of HIV infected health, the organisation’s stand point to make conscious efforts in hiring people having HIV can be justified. However, retaining these staff were increasing a challenge, as it was observed that several staff members with HIV/AIDS continuously experienced workplace discrimination and faced the difficulty of securing as well as retaining job within the organisation. These practices that prevailed in Black CAP were increasingly dispersed, which eventually resulted in making the organisation to face recruitment challenges at a considerable extent (Dzimbiri, 2009, p. 16). Recommendations After experiencing recruitment challenges, Black CAP adopted certain HR management practices with the aim of smoothly carrying out the entire operation in an effective manner. In this similar context, as observed in the provided case study, the organisation opted for recruiting for diversity. Accordingly, it hired new Canadians as well as the immigrants who were supposed to face difficulties in availing an employment opportunity in Canada or those who lack any work experience to put organisational values into practice efficiently. Besides, the organisation also offered significant benefits to its existing staff members who complied with their requirements. In terms of benefits offered to the employees, the staff members as well as their families belonging to Black CAP received complementary medicines from curing any kind of disease, gain access towards ‘Employee Assistance Program’ and medical or dental coverage among others. In addition, the employees of the organisation were provided with flexible working hours and the chance of asking for extra vacation time. Based on the provided case study, it can be apparently observed that the organisation remained much focused on the significant factor of employee development in order to attain long-term benefits. In this context, the organisation arranged for effective training programs and sessions for developing the performance of its employees at large (Goldstein, 2011, p. 41-42). In accordance with the provided case study, it can be explicitly observed that Black CAP faced recruitment challenges while carrying out its operations concerning the eradication of HIV/AIDS risks prevailing within the black communities of Toronto. The major factors that can be identified, for which the organisation had to face recruitment challenges, include flattened organisational culture and lack of delivering optimal level of support as well as supervision to the employees. Besides, the other crucial factors encompassed deficiency in providing benefits to the staff according to their requirements and ample amount of time spend on supervision along with management rather than other portfolio segments (Goldstein, 2011, p. 41-42). One of these ways, which might help in overcoming the recruitment challenges faced by Black CAP, is forming a hierarchical organisational structure instead of following a flat one. This might aid the organisation in addressing and mitigating challenges identified when delegating the work responsibility of recruiting potential staff members to a specific authority, enabling in recruiting quality professionals and most vitally, providing them with optimal level of support as well as supervision. In relation to the provided case study, it can be apparently observed that the employees did not sustain for a longer period within Black CAP and thus, had to face recruitment difficulties at a wider scale. The reason for this particular problem, as mentioned in the case study, is lack of delivering career path opportunities and financial compensation to the employees working within the organisation. In response, the organisation can overcome the above stated problem or difficulty by way of motivating the employees in terms of providing them with various monetary as well as non-monetary benefits. It can accordingly be affirmed from a broader understanding that delivering such sorts of benefits would eventually make the employees to feel secured and the circulation of the same would certainly support the organisation to overcome recruitment challenges to a substantial extent. Conclusion As per the above analysis and discussion, it can be apparently observed that Black CAP faced considerable recruitment challenges while performing its operational functions that eventually hindered the company towards its smooth operational performance with the aim to diminish risks of HIV infection within the black communities of Toronto. Based on the provided case study, the organisation faced certain challenges relating to recruitment due to various crucial factors. These factors included flattened organisational structure, with lesser focus on managing the tasks relating to providing benefits to the employees and lack of optimal support as well as supervision provided to the workforce among others. In response, Black CAP requires to adopt and implement certain significant measures in order to cope up with recruitment challenges and most vitally, for its smooth operational functioning. These measures encompass forming a hierarchical organisational structure and offering the employees with career path opportunities and adequate financial compensations among others. References ACAS, “The Recruitment Process,” Recruitment and Induction, (2010): 3-44. Community Foundations of Canada, “HR Resource Centre,” Workplaces that Work Case Study #1: Black Coalition for AIDS Prevention. Dzimbiri, Lewis B, Organisation and Management Theories: An African Focus: Integrating Structure, People, Processes and the Environment for Human Happiness (US: Cuvillier Verlag, 2009), 16. Desmond, Lachman, Challenges to the Swedish Welfare State (US: International Monetary Fund, 1995), 16. Goldstein, Marl L, FCC Management: Improvements Needed in Communication, Decision Making Processes, and Workforce Planning (US: DIANE Publishing, 2011), 41-42. Gautam, V, and Batra, Surinder K, Organisation Development Systems: A Study in Organisation Behaviour and Organisation Management (US: Concept Publishing Company), 44-45. Intellecap, “Retaining Talent,” Understanding Human Resource Challenges in the Indian Social Enterprise Sector (2012): 6-38. Jim Stewart, and Graham Beaver, Human Resource Development in Small Organisations: Research and Practice (United Kingdom: Routledge, 2004), 82-83. Kang Yang Trevor Yu, and Daniel M. Cable, The Oxford Handbook of Recruitment (Engalnd: Oxford University Press, 2013). Louise Ackers, and Bryony Gill, Moving People and Knowledge: Scientific Mobility in an Enlarging European Union (US: Edward Elgar Publishing, 2009), 183. Moshal, B. S., Organisational Theory and Behaviour (UK: Ane Books Pvt Ltd), 487-488. Reed, Sandra M, and Bogardus, A. M, PHR / SPHR: Professional in Human Resources Certification Study Guide (US: John Wiley & Sons, 2012). Susan Jackson, Randall Schuler, and Steve Werner, Managing Human Resources (United States: Cengage Learning, 2011), 188. Sara L. Rynes, Robert D. Bretz Jr., and Barry A. Gerhart, “The Importance of Recruitment in Job Choice: A Different Way of Looking,” CAHRS Working Paper Series (1990): 2-56. SAGE Publications, “Recruitment,” Chapter 3 (n.d.): 97-130. Read More