StrategicHuman Resource Assessment 2 Essay Example | Topics and Well Written Essays - 2000 words

StrategicHuman Resource Assessment 2 - Essay Example It is in this context that attracting the appropriate talent pool is often observed as a major challenge in the consumer goods industry, majorly due to the requirement of vast workforce and the persisting divergences in the targeted labor market. Correspondingly, organizations implementing SHRM policies and strategies realized the importance and need of flexibility with respect to change, anticipation, innovation and adaptation. In the consumer goods industry, SHRM strategies and policies differ from organization to organization in accordance to the external factors influencing the business such as the political environment, economic hazards, community culture and the socio-environmental structure of the market. Additionally, the organizational structure, its internal culture along with the SHRM policies applied within the company also imposes significant influence on its attractiveness as an ‘employer of choice’ (Boxall, Purcell & Wright, 2007). ... which the organizations must coordinate and recognize the most potential challenges that the organizations shall have to witness in growing as an attractive employer in the selected market. Furthermore, in order to obtain a critical view regarding the issue, this study will also take into account the example of a world renowned consumer goods brand, i.e. Procter & Gamble Australia & New Zealand (P&G). Elements of HR strategies that must be coordinated by consumer goods companies and the consequent challenges The need to bring about transformational modification in Australian job market is continuing to be determined by an economic plan that aims at improving the productivity as well as the flexibility within its labor force. This plan helps the organization to sustain in the middle of international competitiveness as an attractive employer. The rules and regulations of the Australian job market in accordance to the industrial relations have also expressively affected the HR strategie s being employed in various industries including the consumer goods industry as such elements attempts to bring about vital changes in the framework of employment relationship (Johnson, 2009). As stated by Pettigrew (1985), a planned procedure provides an organization an agenda through which it selects a sequence of action or optimal strategy to accelerate enhancement in accordance to its objective of competitive advantage as an ‘employer of choice’. Therefore, organizational vision and strategic aims can also be regarded as an influencing factor to create an affect over its development as an attractive employer. Based on this context, Glueck (1980) stated that strategy is a combined, inclusive and cohesive plan which is designed to confirm the achievement of the basic objectives of the