The aim of human resource management essay is to understand the attraction and retention of talent within communication sector organizations followed by its key challenges.

1. Human Resource Management Essay
On Attracting And Retaining Staff
Introduction
Attracting and retaining proper talent explored in this human resource
management essay within an organization is the key to achieving performance
and productivity. Employees are the main driving force of an organization and
their skills and competencies help the company to grow and achieve success in
the market. Increasing job satisfaction by delivering satisfaction and breathable
working environment is the key to retaining employees in a company. Talented
employee always offers better performance and productivity from an average one
and their optimum performance increases the overall productivity of the firm
which as a result helps the firm to achieve growth and success. The aim of the
study is to understand the attraction and retention of talent within
communication sector organizations followed by its key challenges.
Discussion
Key challenges mentioned in human resource management essay in attracting
and retaining the workforce in communication sector
The productivity of an organization directly connected with the talent of its
employees. According to the research, high performer employees are 400% more
productive than an average one. However, with great performance, there comes
a few challenges that every organization faces for retaining their talented

2. employees within their framework. Retaining employees need proper planning
and programs by the HR department to increase the satisfaction of the
employees. As an employee, they always seek for workplace safety, job
satisfaction, good and breathable working environment, adequate pay scale and
other additional facilities. Without these factor employee gets frustrated with
their job life and often seeks for other organizations where they can find these
kinds of facilities.
Figure 1: Employee turnover drivers
(Source: AIHR Analytics, 2019)
People are now using the internet and communication technologies more than
before which creates immense pressure on communication industries. Increase in
customer base, the organizations always try to pressure their employees to
deliver maximum work from them. However, due to the extra investment,
companies often avoid to attract an adequate number of employees, instead of
that they try to sort out their queries to their existing number of employees by

3. pressurizing them to do additional work than their usual work shift hours. This
creates immense work pressure on the employees which forces them to change
their current organization and they try to find companies where the working
pressure is manageable (Cloutier et al. 2015). The organization who create
pressure on the employees should focus on recruiting new employees to handle
increasing work pressure or otherwise they will face employee retention
problems.
Another problem discussed in this human resource management essay that
companies usually face is recruiting proper talent for their organization.
Sometimes the employees have no clear idea about their own capabilities and
skills and they often cannot assume their own capabilities. After recruiting these
types of employees, organizations face problems which also creates pressure on
those employees. Sometimes, organizations often find difficult to attract proper
talent and skillsets for their organization and daily operation and in this case, they
have to compromise their requirements to recruit employees for different job
roles (Kossivi, Xu & Kalgora, 2016). The employers have to understand which set
of skills they want from the employees for recruitment. Sometimes diverse skill
sets are also necessary within an employee but due to education system,
sometimes people lack these kinds of skills and abilities within them.
It is mentioned in this human resource management essay that retaining an
employee within every sector is essential and communication sector is no
different than that. Technology is advancing with a high pace and with it, the
apparatus and types of machinery are also evolving with time rapidly within the

4. business framework. Employees who are working within the corporate sector
have to understand, use and maintain these machines properly. However, lack of
knowledge and skills make this difficult for them and sometimes they face fatal
problems due to these reasons. The organizations have to make sure that they
are providing adequate training bad learning sessions to their employees to
increase knowledge on these advanced machines to operate properly (Deery &
Jago, 2015). This can improve their working efficiency and job satisfaction to a
great extent. The employees have to be fluent and habituated with these new
technologies to improve their responsibility and performance.
Employees often avoid giving their optimum performance and output to the
companies. Lack of knowledge, skills, experience or simply work lethargy are the
reason behind it. Because of these reasons, companies fail to utilize the optimum
potential of their employees in their daily work which decreases the productivity
and limits the growth of the company (Qazi, Khalid & Shafique, 2015). Employees
sometimes also oppose the change in the system due to fear which also creates a
problem for the companies. The management body has to make sure that their
employees find their work interesting and to do that the company have to create
good working environment and provide rewards for their work and performance
(Hyphen, 2018).

5. Theme 1: Influence of internal brand management upon job satisfaction level of
employees, brand commitment and talent retention in IBM.
Figure 1: Impact of internal brand management in different factors at IBM
Based on the above graph provided in this human resource management essay it
has been observed that internal brand management has made a positive impact
upon the different aspects in terms of job satisfaction level of employees, Brand
commitment and staff retention at IBM. Having a knowledge regarding the brads
it is necessary that all of the employees are satisfied with their job feeling happy
and recognized by superiors (Burgess et al. 2018). Dedication towards the brand
from employees’ side helps to foster the chances of satisfaction level of

6. employees and brand commitment (Du Preez & Bendixen, 2015). A huge level of
employee retention is also gets fostered by which a good market value is
continued to ensure the continuous improvement of an organization. Company
branding also facilitates the to build a positive image for attracting the best talent
and selecting them based upon the criteria and credibility, the they get selected
after going through the selection process. The employed workforce is efficient
enough to take the responsibilities of being a brand ambassador of an
organization. The customer's interaction capability encourages the employees to
enhance their performance level hence it develops the brand commitment among
them. On the other hand, brand value gets improvised and developed as they are
committed towards the brand by promoting them among key and service
customers. Moreover, high job satisfaction level in employees helps to enhance
the staff retention level at IBM as they feel recognized and emotionally attached
to their superiors through motivation and support. The brainstorming ideas are
recognized by which the employees feel important and recognized by which their
intention to stay is increased to a great extent (Al Mamun & Hasan, 2017). On the
other hand, the brand is also committed to providing the job satisfaction level by
which they remain loyal towards the organization hence productivity is enhanced
to another level. Following the Fair Work Act (2009) is necessary in terms of
workplace relations can be described and the employees can have legal right to
workplace agreements. Moreover, this also facilitates the chances of developing
the relation between the industrial relations with the SHRM (Strategic human
resource management). An ideal relationship also links a business with the HRM
plans and strategies, which increases the market share, profitability, overall
productivity, quality of product. Delphi technique has been adopted for

7. consultation, weighted and structured questionnaire for HR forecasting managers
and supervisors. The HRM needs to take the responsibilities for ensuring that
internal brand management are being focused and talented employees are
getting retained in the organization. The overall productivity level can be
enhanced if the employees are satisfied with their jobs and staff retention gets
fostered by which they are intended to enhance their performance level along
with their commitment towards brand.
Theme 2: Influence of talent management strategies on organizational
performance.
From the above graph provided in this human resource management essay, it has
been observed that talent management strategies are playing an important role
in terms of developing the overall performance of an organization as it possesses
to attract more loyal customers. Organizational performance and activities get
enhanced after choosing appropriate strategies for talent management and

8. ensuring the employees' retention in the organization. Moreover, in this
competitive market it is necessary to analyse the balance between the physical
assets and human capital to gain a competitive advantage from other
organizations (Rukunga & Nzulwa, 2018). On the other hand, some employees
and managers are asked about the Influence of talent management strategies on
organizational performance. Most of the respondents are agreed with the talent
management strategies positive influence of organizational performance and
activities by 38%. More than 5% said that these talent management strategies are
able to enhance the competitive advantage by which the organization can
develop its overall market share and productivity growth to maintain the
competency level in the competitive market. On the other hand, 35%
respondents have been responded that it is neither ineffective nor effective,
which means that they are neutral as they think other attributes are also
important for developing the organizational performance. 19% respondents have
been responded it as an ineffective matter on the other hand 4% respondents
have been responded it as a very ineffective matter in terms of improving the
organizational activities and performance (Radford, Shacklock & Bradley, 2015).
Although, most of them are agreed with the positive impact of adopting talent
management strategies for developing the organizational performance and
employee retention process. The talent management also need to consider the
strategically aligned performance management by counselling of employees,
maintain discipline among them, review of their performance, absence
management and termination. Some factors are able to foster the chances of
talent management strategies in an organization including positive experience of
employees in the organization, prioritizing the talent management strategies by

9. HRM policies and comprehensive understanding of organizational strategies
among HR leaders. Effective talent management is depending upon three
paradigms including positive experience, rapid talent allocation and strategic HR
team by which the overall financial performance also get enhanced (McKinsey &
Company, 2018).
Theme 3: Relationship between talent management strategies and
psychological contract of employees.
From the above chart provided in this human resource management essay, it has
been shown that talent management strategies and psychological contract of
employees are correlated with each other as it has some similar paradigms by
which its attributes are same in some manner. The undefined expectations of
employees have been considered to develop the psychological contract and their
talent (Festing & Schäfer, 2014). In this competitive market, tremendous change
in the globalization causes growing war for searching new talents in terms of
developing the overall performance and increasing the productivity of an

10. organization. Increasing demands for skills and knowledge fosters the chances of
increasing demand of employees when both of the parties are agreed with each
other’s offered services a relationship gets established. Fulfilling the expectations
of both parties whether they are employees or employers are the main factors to
ensure the job satisfaction level and staff retention in an organization. On the
other hand, most of the employees are committed towards a brand by which they
are intended to improve their performance level by which the overall productivity
and market share have increased (Burgess et al. 2018). Moreover, rewards
mangemnt also fosters the chnaces of developing the psychological contract and
their talent by providing them financial rewards including benefits, bonus. Some
intrinsic, extrinsic rewards and some developmental rewards depending upon
their performance level. As per the chart it has been shown that 43%
respondents have agreed that a relationship between both of the talent
management strategies and psychological contract of employees is an important
factor for ensuring the continuous improvement of an organization and job
satisfaction level of employees. 28% respondents have been greatly agreed and
7% respondents have strongly agreed that this kind of relationship can easily
enhance the chance of training purposes by which the quality of offered products
are enhanced. On the other hand, 4 % respondents have strongly disagreed and
18% respondents have responded it neutrally regarding the relationship talent
management strategies and psychological contract of employees (Manxhari,
2015). So, it is necessary that HRM need to pay significant priority towards the
talent management strategies and psychological contract of employees to ensure
that both parties are committed towards the organization and staff retention gets
enhanced.

11. Theme 4: Influence of HRM practices on staff retention in an organization within
this human resource management essay.
A healthy relationship between the staff and the HR management team can be
able to develop the organization into an inclusive work culture by which all of the
employees are treated equally. Moreover, several developmental programs have
been associated with the proper HR practices to foster the chances of fair
environment in the workplace, where no discrimination takes place based upon
their age, gender, and status (Haider et al. 2015). For doing that, On the other
hand, ethical behaviour has been implemented by which the employee growth
gets fostered by which the diversified workplace gets fostered. Moreover, it has
been shown from the above graph that, 44% respondents have been left their job

12. due to insufficient payment, 43% respondents are due to limited career paths,
30% respondents are due to unchallenging work, 27% respondents are due to lack
of recognition and 28% respondents are due to work and life balance. So, it has
been shown in this human resource management essay that there have been
several reasons to leave the job by employees, so it is necessary that employers
are offered them sufficient payment, variations are career paths, new challenges
every day, recognition by which the job satisfaction level gets increased and staff
retention also gets enhanced to a great extent. There are mainly five retention
factors by which the retention of talents can be accomplished including
challenging work, good manager, flexible work arrangements, reasonable
payment and empowerments. Adopting an inclusive work culture in the
organization can be able to develop the overall diversification in the workplace to
fairly treat people for ensuring staff retention (whatishumanresource, 2019).
Theme 5: Impact of bullying and harassment in the workplace and methods of
reducing this problem
Workplace bullying and harassment is a common issue in every organization
nowadays. With time, the issue is getting bigger and bigger and it largely affects
the workplace environment within that organization. The competition is the
market is increasing and with-it people are now trying to secure his or her
position within their workplace by any means (Burgess et al. 2018). The pressure
on the employees are also increasing and to avoid that or to make fun in that,
they take negative approaches within their everyday work environment. There
are different kinds of people present within a workplace, people who are smart
works beside a person who has relatively lower IQ and they becomes the victim of

13. this bullying and harassment. These types of activities mentioned in this human
resource management essay greatly impact the performance of employees who
are being harassed or bullied by others. These types of activities also increase the
chance of employee turnover which is unacceptable for any organization
(Pastorek, Contacos-Sawyer & Thomas, 2015). Bullying and harassment involve
both physical and mental attack by the others which creates immense pressure
on the victim employee. These kinds of harassments include only word of mouth
to sexual harassment. Sometimes workplace conflict turs into a harassment,
which needs to be tackled in the preliminary stage by adapting common
alternative dispute resolution process (ADR). The mental state also gets affected
severely due to these types of activities. Bullying and harassment increase stress
and creates a fear in the employees who get victimized by other employees.
Stress and depression directly affect their performance because they fail to
concentrate on their work resulting decrease in performance and efficiency in
their work.

14. Around 34% of women and 20% men employees get victimized by workplace
bullying and harassment in Australia. Around 20% of people faced sexual
harassment at least once in their workplace (safe work australia, 2019).
The Human Resource (HR) department has to take strict action on this type of
situations and they have to punish the employees who take part in this bullying
and harassment activities. They also have to maintain the government rules and
regulations of this matter have to make sure that each of the employees is free
from harassment or bullying in their organization. Managing the health, safety
and welfare in the workplace is necessary, which can be accomplished by some
prevention and remediation program. Having a dynamic environment is also
essential for inducing the worker’s compensation systems and occupational

15. rehabilitation. The higher authorities have to create a strong code of ethics within
their framework so that their every employee and other officials have to maintain
that code to avoid harassment and discrimination in the workplace.
Conclusion
Retaining employees within an organization is essential for minimizing resource
consumption and increase productivity and efficiency. From the above study of
human resource management essay it has been concluded that job satisfaction,
pay scale, training, workplace environment, harassment, and other factors have
had an immense effect on employee retention. The communication sector
organizations have to make sure that each of their employees is getting adequate
help and training from them to use the latest machines effectively. Assuring
workplace safety and good working ambiance by the HR department, companies
will achieve a stable employee base and satisfied employees within their
organization.

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