Optimising Staff Acquisition: Aligning Goals and External Realities

Syllabus Topic

HSC topic: Human resources

processes of human resource management

• acquisition

Introduction

Effective human resource management hinges on acquiring the right staff. This process, known as acquisition, involves analysing both internal and external environments.

What is Acquisition?

Acquiring the right staff is crucial in human resource management. Acquisition involves analysing both internal and external environments:

• Internal Environment: Internally, businesses must consider goals and culture, such as cost containment, growth, downsizing, or improving customer service and quality. Understanding these goals helps determine the specific skills needed and the type of staff that will fit the organizational culture.

• External Environment: Factors such as economic conditions, competition, technology, and legal, political, and social influences are considered. Recruitment strategies are developed to manage staff shortages or surpluses. 

Job analysis and design are conducted through staff interviews, observations, and performance appraisals, leading to accurate job specifications and descriptions. 

Recruitment, Selection, and Placement

Recruitment involves finding and attracting the right quantity and quality of staff for current or anticipated vacancies at the right cost. Selection involves gathering information to choose the most suitable applicant. Effective recruitment and selection involve:

• Hiring motivated, qualified candidates whose values align with the business.

• Maintaining a fair, non-discriminatory, and legally compliant selection process.

• Providing realistic job descriptions and responsibilities.

• Using strategies that aid in selection and placement decisions.

• Aligning recruitment strategies with other HR and business needs, such as increasing gender equity by ensuring female representation on selection panels and equitable benefits.

Most businesses use a mix of internal and external recruitment. 

QANTAS: case study

• Ensures new employees receive realistic job descriptions to fit the company’s needs and reduce turnover.

• Values diversity and inclusion, aiming to attract and retain staff who align with these values to achieve improved customer service and a cohesive workforce, offering various programs for inclusion.

• Focuses on attracting diverse talent to reflect external diversity and inclusion goals, aligning recruitment efforts with internal cultural goals to remain competitive and socially responsible.

• Prioritises employee development through training and on-the-job coaching, focusing on new graduates, emerging leaders, and senior talent management for career advancement. Their Flex@Q initiative supports flexible work-life balance, integrating organizational culture into HR strategies to attract and retain employees aligned with company values.

Sources:

Akrivia HCM: What is Acquisition

Service Channel: Cost Containment

Investopedia: Downsizing

Investopedia: What is a performance appraisal

Qantas: Careers at Qantas

Qantas: Diversity and Inclusion statement

Qantas Newsroom: Jobs, Training, and Growth plans