Recruitment And Selection Challenges for Rio Tinto †Free Samples

Question: Discuss about the Recruitment And Selection for Rio Tinto. Answer: Introduction: This report aims at discussing the recruitment and selection challenges that has been faced by the mining industry in Australia. The company that has been selected to conduct the study is Rio Tinto. The report structures goes on with the discussion of the basic of recruitment and selection process along with the discussion of challenges that company like Rio is facing in recruitment section. It also focuses on the information about the recommended strategies that can be used by the company in order to face such challenges (Armstrong Taylor, 2014). It is the company that operates in the mines industry and is headquartered at London. The companys 61% operations are there in Australia. Its mines are located at different countries such as Brazil, Australia, and New Zealand, Indonesia etc. it has been analysed that the company and the mining industry in Australia is facing some issues in terms or recruiting the employees. What is recruitment and selection? Recruitment is the process that allows the organizations to attract the candidates in order to pride them the jobs. This is the processes by which the company post the job vacancy ads and the candidates who have the relevant profile apply for the same. Selection on the other hand is considered as the negative process in which the most relevant candidates or the applicants are selected and others are rejected on the basis of the requirements of the job. In the mining industry of Australia, these processes are facing challenges because of the various reasons such as changes in demography, labour relations, unskilled workforce etc. (Boxall Purcell, 2011). Some of the key challenges faced by Rio Tinto in its recruitment and selection are being discussed below: Key challenges: Attracting new entrants: It is always the challenge for the company in mining industry to attract new talents to the industry. This is because the employees in this industry have to work war from home in the mines which is even riskier than the other jobs. Even though this industry offers high salaries to the people but it becomes difficult to convince the people to work in such harsh conditions (Bratton Gold, 2012). Skilled labour shortage: it has been analysed that in Australia, the skilled labour that works with the mining industry are retiring and now the time has come when there is required to develop the skilled labour in this industry. This all develops a challenge for the company to recruit the skilled labour (Chelladurai Kerwin, 2017).Mining is a very technical industry and thus require skilled and knowledgeable workforce to work in it. Rio Tinto is facing this issue since years and they are not getting the skilled workers to work in their mines. Labour supply and demand: this is also one of the major challenges that have been faced by the company like Rio Tinto. As per the above point, it has been analysed that the demand for labour is large in the mining industry but the supply is not that perfect to fill the vacancies. This is because the people are finding the other jobs more interesting (Chaneta, 2014). Labour that is available in the market are looking for the job that provide them more facilities and flexibility and this is the main reason why labour supply is low in comparison to the demands of the labour in the mining industry. Demographic issues: Demographic changes are the changes that are related to age, culture, custom, diversity etc. all these factors act as the big restricts in front of the company to recruit the employees. Gender discrimination, Workforce diversity and similar there concepts generated in the organizations because of the variation in the demography. It has been analysed that Rio Tinto is also facing the same issues (McGraw, 2011). Mining is the industry that prefers to recruit the make work force and thus female workforce fails to enter the industry. As discussed earlier that mining industry also prefers to recruit the young people and thus it is difficult for the older people to get the jobs (Shackleton, 2015). Because of the male domination in the industry even the female workers skilled in the field fails to apply for the jobs. Change in climate is also a great factor. Mining is the industry that may develop some kind of issues related to heath making the employees working under mi nes at different climate. This restricts the workers to join the industry. Outsourcing companies: here are many outsourcing companies that have developed in the market these days. These companies hire most of the workforce in their companies and thus leave the market vacant (Treweek, et al. 2010). This result is issues of recruitment at the industries which are already facing challenges. Training and development: It has been analysed that mining industry is observed to be the industry that does not provide growth to the employees. It has been analysed that the industry require the trained workforce and does not have training sessions or facilities for the employees. This makes it even difficult for the company like Rio Tinto to find the people who are skilled and trained. Expatriate culture differences: it has been analysed that as Australia is suffering from shortage of skilled workers in the country in mining sector thus they have to call for expatriate from the other countries to train the employees (Torkington, Larkins Gupta, 2011). The change in culture and language becomes another reason that cat as the challenges for the company. Rio Tinto is facing the challenge of maintain the balance between the culture diversity among the expatriates and the employees. This results in employee turnover because of issue in training. Strategies to face the challenges: Development of proper training and development department: It is the most important requirements for the company. Rio Tinto should develop a department that would be responsible for training all the employees who works for them is required in order to provide those skills that are required by the workers in mines. On the job training is the best way to provide training to the employees. Developing workplace environment: It is required by the company to develop and improve the workplace environment. This is because mining is the field that may be subjected to may accidental issues at the site. Providing proper training about the safety measures and the risk prone activities provide a better and safe workplace environment for the workers to work (Millward, Stephenson, Rio Anderson, 2011). Compensation facilities: As discussed that the industry requires the people to work in some unfavourable situations in the mines, thus it is required by the company to compensate them in case of any emergency of mis-happening with them (Tonts, 2010). The company should also implement some of the strategies that support the families of the employees so that people can come and do jobs away from the cities as well. This will helps in attracting the new talents towards the industry. Better recruitment strategies: It has been analysed that Rio Tinto is not making so much efforts in attracting the employees. It is requires to being changes in the recruitment strategies of the company so that it attract more and more people to apply for the vacancies (Connolly Orsmond, 2011). Posting the jobs on the online portal is one of the techniques that need to be applied by the company in order to attract the skilled workers. Hiring the outsourcing companies for recruitment is another best option to be used. Retaining the millennial: It is also required by the company to retain the millennial in the firm. This is because they are the one who can provide trainings to the employees. As per the analysis, it has been analysed that most of the skilled employees working in the industry are at the verge of their retirement. Thus, to prepare the new generation for the mining skills it is requited to retain some of the employees who have the experience of the relevant industry so that they can act as the trainers for the new employees and workers. Motivational factors: Motivation is the basic requirement to improve the work efficiency and to retain the employees. Mining industry and the companies like Rio are already facing high turnover of the employees (Battellino, 2010). This suggests that it is required to provide some motivation to the employees that force them to retain with the company and work. Motivational factors such as employee engagement, other perks and benefits, performance appraisal etc. should be introduced in the HR policies that the employees feel motivated and wants to work with the company. International hiring: It is also one of the strategies that can be used by the company in order to fill the vacant positions of the company in mining sector. China is the country that is providing cheap labour for the company (Fleming Measham, 2014). Rio is trying to start its operation in other countries as well so that they can have cheap and skilled labour to work for them. Conclusion: The report concludes that recruitment is the process of attracting the candidates and selection is the process of rejecting the candidates and selecting the candidates having the relevant profile as per the job requirements. The industry that has been discussed in the report is mining industry that is facing some of the major issues in the recruitment and selection process in Australia. The major challenge faced by the industry and the company like Rio Tinto is unskilled labour. It is required by the company to implement some strategies that can improve the recruitment and selection processes. References: Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Battellino, R. (2010). Mining booms and the Australian economy.RBA Bulletin, March, 63-69. Boxall, P., Purcell, J. (2011).Strategy and human resource management. Palgrave Macmillan. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Chaneta, I. (2014). Recruitment and Selection.International Journal of Management, IT and Engineering,4(2), 289. Chelladurai, P., Kerwin, S. (2017).Human resource management in sport and recreation. Human Kinetics. 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