The impact of changes in labour market conditions has greatly impacted organizational deriving and resource decisions especially to service oriented organizations such as ImportantParcel who currently finds it hard to attract, recruit and retain qualified employees. There are many reasons behind these changes such as demographic transformations, technology changes, rising employees’ expectations and the growing demand in the labor market. These forces necessitate strategic shifts in human resource management (HRM) practices that would keep the organizational workforce well adjusted to its needs of operation (Hheder, Szabo, & Dajnoki, 2018).
Perhaps one of the most significant outcomes of these changes in the labour market is the dire necessity to strengthen the internal workforce and do so by making intentional investments into the training and development of the personnel. With the nature of the skills more specialized and the aspect of knowledge in technical expertise decreasing with the passing of time, organizations need to take the proactive approach of developing talents to achieve their skills shortage and at the same time, improving employee engagement. Non-stop professional growth ensures not only increased productivity but also encourages staff retention illustrating an extended-term desire to improve (Marchington et al., 2020). In the case of ImportantParcel, this approach is especially vital in the reduction of the dependence of outside recruitment in a more competitive labour market.
The use of the traditional recruitment and selection methods is also becoming obsolete because of the changing behavior and expectations of jobseekers. Modern candidates are much more concerned with such aspects of employment as a work-life balance, valuable job, flexi- approach in the workplace, and chances of career advancement than with financial benefits only (Hder, Szabo & Dajnoki, 2018). In this regard therefore there is an urgent need to have a more advanced employer branding strategy which can clearly communicate organizational values as well as proposing sound employee value. ImportantParcel needs to adopt modern technologies in the form of applicant tracking systems, recruitment tools based on artificial intelligence, and virtual assessment centres to simultaneously increase efficiency and the appeal of its recruitment activities as a whole (Marchington et al., 2020).
Besides, workforce planning has attained strategic importance. Effective resourcing today requires the prediction of future labour needs, recognition of new skills gaps and development of talent pipelines of critical jobs. This strategic orientation makes HRM be changed to a predictive and proactive position (Marchington et al., 2020). These principles can be integrated with the HR strategy of ImportantParcel to be able to react to the challenges of external labour market more effectively and encourage a sustainable, adaptable, and high performing working frame. To sum it up, to deal with the challenge of resourcing and the resilience of your organization, comprehensive approach to labour market volatility must be deployed, where talent management, digital transformation, and strategic workforce planning can be employed as dominant tools.
References
Héder, M., Szabó, Sz., Dajnoki, K., 2018. Effect of Labour Market Changes on HR Functions. Anali Ekonomski Fakulteta U Subotici / The Annals of The Faculty of Economics Subotica, 54 (39/2018) pp. 123-138. Hosseini, S.A., Moghaddam, A., Damganian, H. et al. (2022). The Effect of Perceived Corporate Social Responsibility and Sustainable Human Resources on Employee Engagement with the Moderating Role of the Employer Brand. Employee Responsibilities and Rights Journal. Vol 34, pp101–12. Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A. (2020) Human resource management at work: the definitive guide. 7th ed. London: CIPD Kogan Page.
