NORTHWEST STATE COLLEGE
Discussion of Northwest College case study
This discussion will include an identification and discussion of the implications which the external labor market as well as the recruitment strategies will have on the recruitment outcomes. The paper will also attempt to design a strategy that will improve the recruiting outcomes for the
Implications of external labor markets and recruitment strategy
As explained in the case study, the Northwest State college has been experiencing problems with its staffing requirements especially due to the fact that there is not enough resources to hire the required number of staff, and the few staff that is in the company are leaving to other better paying institutions. As is the present case, the college is not able to maintain staff as they leave to other colleges especially since the pay and benefits are considered low, compared to other colleges.
The labor market is a free market, in which people are able to work where they are best rewarded. Consequently, the college must understand that for them to maintain a high level caliber of staff, a lot has to be done. The external labor market is presenting a challenge in that the market is able to reward staff, better than the college in question, and therefore this makes it difficult for the college to be able to retain her staff (Snell,1992).
The current recruiting strategy, that seems not to be very structured, is having a negative effect on the recruitment outcomes. The college is not able to recruit Ph.D holders or even sufficient Masters holders due to the inadequate resources. As things stand, the college needs to have better qualified staff, as well as replacing the staff who had left.
The current recruitment strategies therefore have had a very negative impact on the recruitment outcomes. This is because, the college management has not been able to meet the required staff numbers. There seems not to be a solid human resource policy, to address the glaring need for an overhaul of the recruitment strategies in place.
This has resulted in the chaotic human resources situation in which the college has few members of staff, more or less unqualified workforce as well a very dissatisfied workforce, as is evidenced by the leaving by a number of staff.
Recruitment strategy that meets the organizational goals
The most important factors that will definitely impact on the recruitment outcomes are majorly the sources of the labor force, as well as the recruitment policies in place and also the benefits that should be available to the staff.
The colleges concentration on the local labor force for the college, and especially from other local colleges is denying them the opportunity to obtain cheaper , and even more qualified labor force from external sources. Sourcing of labor from outside the state will make everything more competitive and will be able to lower the cost, and be able to hire more staff.
Secondly, the college recruitment policies seem not to be very organized. Having organized recruitment policies is an important aspect of of any human resource department and usually ensures that the college is able to obtain the best staff in the market.
A proper compensation structure, that takes into consideration the staff qualifications and level of experience would be a very important factor that would be beneficial to the college in her quest to attain a national standing
A strategy to improve recruitment outcomes
In order to improve the recruitment outcomes amidst the tight and insufficient budget, the college management needs to search for staff from all over the nation, so as to ensure that its competitive enough, and also reduce the staff costs. It will also ensure that the college gets gets the most qualified staff, at a reasonable cost, and manage to introduce all the intended course
With a proper compensation structure, the staff will be able to get more committed to the college work. The college could design the compensation structure in such a way that there is an incremental salary over a given period of time (Lawler,2005) . The issue is to ensure that by the time the staff it will require more pay, the college enrollment will be large enough to afford the new salaries.
Involving the lectures in the long term strategy of the college, will have a positive impact on their commitment to the college, which will definitely improve things in the college. This can be done by increasing their participation in the management of the college, as this will improve their loyalty.
References
Lawler, E.E (2005) From Human Resource Management of Organizational Effectiveness. Journal of Human Resource Management 44 (2005), pp. 165–69.
Snell,S. (1992) Control Theory in Strategic Human Resource Management: The Mediating Effect of Administrative Information. Academy of Management Journal 35 (1992), pp. 292–327.
Mathis, R. L., & Jackson, J. H. (2011). Northwest State College. Retrieved from
https://login.cengage.com/cb/login.htm
