Recruitment and Selection Policy of Total Peripherals Group (TPG)

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1.Part 1 – Policy Analysis

  • Internal and External Issues Analysis

TPG (Total Peripherals Group) is one of the leading fixed broadband service providers of Australia which provides communication services to individual users, enterprises and Governmental agencies and institutions. While operating in Telecommunication sector and as an IT company, TPG is engaged in innovation of its services such that greater value can be offered to customers (TPG, 2020a)

The key focus of TPG is on delivering of quality and cost effective network communication and fixed broadband services to Australians, based on its capabilities in NBN and broadband communication networks. The provision of innovative, cost effective and reliable communication services to customers are considered as key objectives of TPG (TPG, 2020b). In order to support its culture of innovation, the human resource management (HRM) of business is striving to attain and retain talented workforce. The HR strategy of company is mainly focused on creating the culture of competence and innovation, where talented and competent employees are supported to develop their skills along with supporting the innovation of the company. The talent management is the key focus of HR strategy, whereby aim is to ensure skills and knowledge development of employees and to retain them in long run (TPG, 2020a). Though company has chosen to rely on effective HR strategies, yet it struggles with acquisition of talented workforce and its retention. 

The high performance work culture prevails within TPG, whereby efforts are made to enhance commitment of employees for enhancement of their performance (TPG, 2020a). However, it is witnessed that in order to support the innovation goals of organization knowledge management culture could be more suitable for company. The employees are not empowered enough in the organization and most of the authority rests with management. The execution of strategies set by management is mainly done by workforce. In terms of ethicality, justice is maintained in TPG and diversity is encouraged. However, most of its workforce is comprised of locals and there is need to bring more equality in recruiting workforce from ethically and culturally diverse groups. Additionally, in terms of CSR TPG fulfills its philanthropic responsibilities and is supporting notion of community wellbeing and environmental sustainability. 

Regardless of these internal strategies to strive through competence of human resources, TPG is still struggling to develop its human resources, which shows that company has not effectively pooled talented workforce during its recruitment and selection processes. Recruitment in TPG is mainly carried out internally, whereby managers of the company choose the candidates according to a standardized procedure. The issue might prevail with narrow focus of management while selecting the candidates and focusing only on certain characteristics of individuals (Rozario, Venkatraman and Abbas, 2019). The proactive talent sourcing strategy is not used by company, whereby recruitment is done in limited time and only externally, when any specific job vacancy is announced. It seems that there is need to bring changes in existing recruitment and selection policy of company to enhance competence of TGP within industry. 

  • External issues

In order to seek external compliance, the legislations for recruitment and selection are necessary to be considered. The Privacy Act of 1988 is being followed by company to secure private information of employees. The guidelines of Fair Work Australia are also considered well to protect rights of workforce, which are complex and its accurate interpretation is necessary to assure compliance. Any kind of discrimination is not accepted in recruitment processes and thus diversity is compulsory, which is currently not done well by TPG. The recruitment related legislations are complex and they are changing continuous, thus being agile and gaining understanding of changing market conditions is crucial to ensure effective hiring of employees (Al-Dhuwaihi and Ahmed, 2019).  

In terms of Governmental policies, the minimum wage policies are being followed by TPG and employees are also offered necessary training opportunities. The minimum qualifications for different positions are also considered well. In terms of economic conditions, Australia is one of the developed nations that have stable economic situation. However, still many people are struggling with employability issues and Government encourages businesses to offer employment prospects for community (Farndale, Nikandrou and Panayotopoulou, 2018). TPG has greater responsibility to offer equal employment opportunities to Australian Citizens and immigrants. Finally, in terms of social values, potential candidates of TPG are striving to work for organization which could support their learning and can enhance their skills and knowledge. The contemporary workers are highly concerned about their long run development and thus mere pursuit of job against salary is not their preference (Picardi, 2019). Additionally, there exists huge competition over the acquisition of talented workers, as talented employees are considered as key asset for organizations (Sablok et al., 2017). Therefore, instead of employers choosing candidates, the shift has been made where candidates choose employers to work with, which require pursuit of most effective and proactive sourcing strategy. 

  • High Priority Issues

Among the high priority internal policy issue, TPG is not making use of proactive sourcing, which limits the pool of candidates for employees and only reliance on external hiring makes it hard for TPG to attain most talented employees (Almeida and Fernando, 2017). The narrower focus on management maintains more focus on qualifications and thus change is needed in redefining the policy statement for recruitment and selection. On the other hand, among the external issues, there is huge competition over talent acquisition and thus reaching out the right candidates is highly difficult (Mohammed, Baig and Gururajan, 2019). There is greater need for TPG to recruit talented and diverse employees, who have the capability to support innovation goals of company. 

  • Policy Problem

The existing recruitment strategy focuses on external recruitment of employees, while ignoring the aspect of internal selection, which could help in career development of employees and make them more committed. Additionally, diversity is limited in company and there is need to recruit more diverse workforce. The proactive sourcing is not carried out, which limits the pool of candidates from which selection is made. Management has narrower focus while selecting candidates. Finally, there is too much competition for talent sourcing, which lays pressure to make reliance on effective recruitment and selection procedures.

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