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Hr Strategies

Graduate School of Business

Human Resource Strategies (word count 3712)


TABLE OF CONTENTS
Part A 1
1 Introduction 1
1.1 Social Cognitive Career Theory (SCCT) 2
1.2 Constructivist Systems Theory Framework (STF) 2
1.3 Globalisation, International Work and Expatriates 3

1.5 Work/Life Balance 5
1.6 Change in the Labour Market 7
2 Strategies for attracting and retaining staff 9
2.1 Support work/life balance 9
2.2 Globalisation, International work and expatriates 10
2.3 Training, Career Development and Mentoring 11
2.4 Other methods to recruit and retain employees 11
3 Conclusion 12

4 Bibliography 14

Part A
1 Introduction
For most of the 20th century, the number of tasks and levels in large organisations grew incrementally, with new job and career opportunities to full-time employees. The introduction of the 21st century brought about fundamental changes because of numerous factors including global developments both technological and economical, changing labour market trends and the need for flexibility. As such, organisations have cut back their operations, closed facilities or outsourced non-core activities to specialist providers. The need for cost reduction, speed and flexibility lead organisations to reduce full-time employees thus, offering temporary employment. The global labour market trend continually undergoes extensive transformation causing difficulty recruiting and retaining qualified staff. Hence, private and public organisations are becoming reliant on alternative employee work patterns.

Miles and Millward (2005, 401) states that “Career theories have recently been categorised into two groups: established theories and emerging theories, based on two major schools of thinking termed objectivist and constructivist approaches respectively.” Traditional theories regard career as linear, hierarchical and rigid, based on objectivist beliefs while emerging theories from a socially constructivist ideology, where career...