Embeds digital creative worker and Creative - Myassignmenthelp.Com

Question: Examine about the Embeds advanced imaginative specialist and Creative. Answer: Presentation The contextual investigation straightforwardly mirrors the progressions that are occurring in the financial area. This straightforwardly centers around dealing with the adjustments so as to quicken the market changes and engaging the suitable development. This is significant enough for picking up advertise center and creating fundamental result. It is vital for orchestrating brings about request to coordinate with the desires in the financial segment. In this manner for a financial division it is essential to meet the hierarchical targets and meeting with the most ideal outcomes. The administration characteristics displayed by him helped in meeting the hierarchical targets. For a financial part it is obvious to oversee long haul adequacy that will help in arranging long haul viability. By centering over the social difficulties that are occurring in the financial segment it is conceivable to follow on the achievement and the breakout that is essential for masterminding practical outco mes (Murray, 2014). Principle highlights of hierarchical change during McFarlane McFarlane is dependable to present changes in the association. The hierarchical change happened because of his endeavors and intended to mastermind long haul feasible changes so as to increase upper hand. He was centered around drawing out the best out of the workers so as to increase unrivaled initiative abilities. McFarlane is a balanced individual submitted towards work family and duty. During the misery in the financial part it was expected by individuals that the financial area isn't making the best choice. He presented a stop on branch terminations. He scrutinized the retreat from the rustic network. He was the principal individual to raise the issue with respect to the situation of female up-and-comers at the top position. He had faith in taking severe measures for Corporate Social Responsibility so as to embrace viable hierarchical job. This activity taken by him was very much valued and helped the bank in picking up name and improving its picture. He did precisely as guarant eed. The progressions presented by him helped in increasing efficient development in the financial segment. He brought down the banks hazard profile by rescuing the interest in the developing business sector. Besides the financial structure was restored the head tasks while smoothing out and emptying the administrative center. His system was to concentrate on pursuing retail clients. The progression toward authoritative change was first so as to achieve viability considerably under antagonistic financial circumstance. He has worked continually in the kindness of increasing a decent development in the financial division. The initial move towards authoritative change was taken in 2000 with a plan to change over ANZ into the keep money with a human face. His administration aptitudes and group subsequently helped in equipping the changes. It is sufficiently significant to increase vital objectives and overseeing long haul adequacy in the financial part. The interior inconsistencies in t he bank and its way of life were wiped out through the compelling strategies. This is significant from the perspective of creating better outcomes and centering over the hierarchical development. It is fundamental for meeting the authoritative targets and meeting with the most ideal outcomes. The authority characteristics displayed by him helped in meeting the authoritative targets. The insufficiency in banking part was very much tended to in his residency with effective administration abilities. It is significant enough for the financial part so as to meet the objectives. This is sufficiently significant to manage the progressions that are occurring in the financial area. On a since quite a while ago run, it is significant for organizing changes when required. The intention was to oversee changes that were happening in the financial part. It was significant enough to oversee powerful changes that are occurring in banking segment. He created an incentive in workers by actualizing va rious procedures. This is significant for producing better jobs and answerable for masterminding adequacy so as to attempt viability. This is fundamental from the perspective of picking up center. The bank decided its market position so as to decide its market position. This is significant enough for assessing commercial center and creating basic situation so as to produce long haul viability. This is important from the perspective of building up a reasonable brand name that will permit in perceiving the brand position (Corporate Leadership - John McFarlane, CEO, ANZ, 2006). The hierarchical culture was created against the measures making better open doors so as to check wonderful development. There are sure primary zones of progress into the segment that will help in inspiring the representatives. It is apparent from the purpose of creating viable outcomes and accomplishing undeniable development. The fall in the association was facilitated by dealing with the monetary coordination . This is significant enough for accomplishing viability in a request to control hierarchical development. Under his residency the bank experienced numerous progressions fundamental for defeating the downturn (Walker and Rowlinson, 2007). The bank attempted 11 measures so as to increase powerful position. The attention was on producing adequacy through characterizing strategic, hierarchical methodology, unit execution, criticism result the executives, coordination and control of money related information as far as individuals, inspiration as far as worth age. This will inevitably permit in overseeing adequacy and accomplishing reasonable development. This is significant enough for accomplishing objectives that are significant enough for keeping up authoritative adequacy. This is significant enough for creating and undertaking the vital result. The focal motivation behind this methodology is to accomplish social change (Farrel, 2015). Difficulties for the directors while executing changes There are difficulties relating to the way of life. So as to execute a change it is essential to achieve adequacy. By centering over the social challanges that are occurring in the financial segment it is conceivable to follow on the achievement and the breakout that is fundamental for orchestrating economical outcomes. Along these lines execution is a significant part to the financial segment dependent on the unmistakable key outcome territory. This is significant enough for dealing with the budgetary, client, individuals and network measures. This training do experiences execution the board from the perspective of dealing with the cutting edge backing and client confronting issues (Gan, Cohen, Clemes and Chong, 2006). The financial part follows a procedure so as to deal with the accompanying techniques which include: Performance arranging stage, execution training and evaluation. This is probably going to be progressively powerful from the perspective of actualizing changes in an a ssociation. This is important for empowering viability and accomplishing execution training stage. Chiefs carry out have a responsibility to experience difficulties so as to achieve job and duties (Gormley, Kim and Martin, 2012). So as to manage the circumstance, t is essential to quantify the difficulties and orchestrating the powerful job and duties so as to pick up development. Changes are difficult to be executed in an association. While executing any change it is critical to concentrate on successful estimates that will help in centering over the reliable outcomes. This is critical to defeat the difficulties and setting the pre-essential estimates that will help in orchestrating efficient development and result. While dealing with the hierarchical development and advancement this is fundamental for accomplishing viable job and duties. It is important enough for centering over the representatives execution and estimating the exhibition every year. This is significant for actuali zing vital development in the workers (Bajada and Trayler, 2015). Throughout the year, ANZ has set up a positive component that has helped in creating ability. This is significant enough for recruiting the workers who assumes a significant job in achieving orderly development. Bank has forced improvement plan throughout the year that has helped in accomplishing orderly development. So as to help the new ability and to recruit better workers it is obvious to furnish with quality control preparing. This is vital for accomplishing precise development which is vital so as to deal with the quality inside an association (Thaichon, Quach, Bavalur and Nair, 2017). It is the highest need of the financial segment to organize better job and duties. The practically identical ability the executives program along these lines helps in accomplishing solid hierarchical base. This technique is significant enough for accomplishing authoritative viability. This is vital for achieving advancement process that will guarantee profitability. It is vital for expecting mana geable outcomes and valuing the progressions that are occurring in the environmental factors. This procedure assumes a significant job in meeting the difficulties and responding the best outcome. For achieving viability it is important for producing viable job and duty (Wu and Shen, 2013). These difficulties happened in the financial segment has made a significant difficulty all together meet out the outcome. This is vital for increasing all conceivable outcome and keeping up an equalization so as to move toward results. This is conceivably significant for achieving powerful development which is just conceivable by promising the progressions that are significant for securing methodical changes in the coming years. It is important enough objectives that are fundamental for organizing suitable outcomes. It is helping in reflecting positive development while meeting the difficulties so as to achieve results that are significant for overseeing adequacy. It is fundamental for accomplishi ng adequacy and picking up the reason which is significant for masterminding viability. This is essential for organizing the individuals

Applying International Financial Reporting - Myassignmenthelp.Com

Question: Examine About The Applying International Financial Reporting? Answer: Inttoducation The main role of the report is to put accentuation on the disability testing of the benefit for Fleetwood Corporation Ltd. The report will furthermore address the hindrance costs acquired during the period with key significant suppositions that is utilized by Fleetwood enterprise in playing out the impedance testing. As apparent from the present yearly report of Fleetwood Corporation Ltd, it is seen that the firm with the end goal of disability has tried Goodwill. To do the disability testing Fleetwood Corporation has allotted generosity with the end goal of weakness in the money creating unit that is foreseen to profit association from the cooperative energies of the mix. The money producing unit of Fleetwood Corporation Ltd to which the firm has allotted altruism for weakness is led on yearly premise or all the more continually when there means that the association may be hinder (fleetwoodcorporation.com.au 2018). On the off chance that it is seen that the recoverable estimation of the money producing unit is lower than the conveying esteem, at that point the disability misfortune is dispensed to at first to bring down the conveying estimation of the generosity (Horton 2018). This implies the debilitation misfortune is allotted to the unit and later to different resources dependent on the customize premise to the conveying estimation of every benefit in the unit. During the budgetary year of 2017, the organization recorded the debilitation consumption for the accompanying Immaterial resources and altruism: In the budgetary year of 2017 the organization announced a debilitation consumption stood $10.3 million identifying with the hindrance of generosity and elusive resources in the regions of parts and adornments. Impedance cost on Property, Plant and Equipment: In the money related year of 2016-17, Fleetwood Corporation Ltd has announced the disability consumption on property plant and hardware for $19,680 (fleetwoodcorporation.com.au 2018). The key suppositions and estimations that is by Fleetwood in completing the hindrance testing is expressed beneath; In finding out whether the altruism is hindered needs an estimation on the estimation of the money producing units to which generosity is assigned with the exception of during the conditions where the reasonable worth is resolved after the deduction of cost to sell the advantage (Hoyle, Schaefer and Doupnik 2015). The worth that is utilized in the calculations needs the executives estimations of things to come stream of money that is foreseen to begin from the money creating unit and the proper pace of markdown is applied to figure the present worth. Under IAS 36 of the Impairment of Assets, it is comprehended that the benefit impedance is the run of the mill standard and requires an emotional understanding. The abstract translation is relevant as for the administrative prerequisites and doesn't confines the imaginative bookkeeping (Huang 2014). As apparent from the money related reports of Fleetwood Corporation Ltd, there was the presence of subjectivity at the hour of playing out the debilitation testing of generosity and non-current resources (Hoskin, Fizzell and Cherry 2014). Subjectivity impact the result of the hindrance since it is done on the circumspection of the administration in determining the calculable estimation of the recoverable sum when there is no accessibility of the present market cost. One of the fascinating certainty that is found with respect to the debilitation testing is that the sum on which the conveying estimation of the benefit or money creating unit goes past the recoverable worth (Marshall 2016). A superior comprehension has been picked up in regards to the associations resources following the disability having the market estimation of the advantage recorded on the asset report of the firm. Curiously resources, for example, altruism and long haul resources are commonly tried for hindrance since the conveying esteem possesses long range of energy for disability. Reasonable worth can be characterized as the system that requires critical measure of divulgence related to the reasonable worth estimation (Macve 2015.). The IASB has utilized the reasonable worth apparatus to improve the divulgence for reasonable incentive in such a way, that the clients would be better ready to decide the methods of valuation and sources of info that are placed into the utilization to gauge the reasonable worth. As indicated by Hemmer and Labro (2016), it is seen that few associations utilizing the US GAAP or IFRS is affected by the adjustments in the bookkeeping. As of now, associations under the US GAAP or IFRS have responsibilities and rented resources that sums roughly 3.3 trillion and around 80% of the associations doesn't reports the rented resources to be decided sheet since they are treated as working lease. So as to redress, the financial specialists for the most part considers the assessments that are not steady, inaccurate and unmatched estimations. Thus, it tends to be expressed that past bookkeeping gauges doesn't gives the suitable monetary reality. Renting is considered as the most widely recognized wellspring of fund for various business particularly in the transportation and carrier industry. In the current bookkeeping norms around 85% of the rent is recorded as the working lease and it isn't fused to be determined sheet. Despite the fact that it isn't recorded to be determined sheet there is no uncertainty that, the working lease brings about genuine liabilities (Kabir, Rahman and Su 2017). During the money related emergency an enormous number of retail chains have been bankrupt since they couldn't alter rapidly in the new truth of the economy. These associations huge estimation of long haul rent duties with deluding accounting report. Subsequently, this came about the rent liabilities in the cockeyed sheet more noteworthy than multiple times than the reportable measure of obligation. Subsequently it very well may be expressed that bookkeeping neglects to reflect monetary reality. The contention of administrator purchased forward that the current rent bookkeeping comes up short on the likeness (Gale and Larner 2017). Subsequently, the carrier organization rents various plane, which is not the same as the contender and obtains exceptionally to procure an enormous number of rent notwithstanding their commitments related to fund may seem comparable. In this way, there isnt any level field among these organizations. As per the universal bookkeeping standard, it is comprehended that the new standard is viewed as questionable (Visvanathan 2017). The purpose for this is change is relied upon to roughly result an impact on the majority of the recorded firms and would not be respected predominant. A significant thought about the disagreeability of bookkeeping standard is a result of the dubious idea of the norm. The standard may confront admonitions related with the contradicting monetary effect for changes in the bookkeeping framework. The reportable estimation of the benefit after expense for the association may be brought down during the starting time of rent (Picker et al. 2016). With the fuse of the new money related norms the monetary proportions of the firm may endure. Moreover, the outfitting proportion is foreseen to endure more with more noteworthy estimation of obligation on the monetary record. Moreover, for a few firms the use of the new bookkeeping standard is viewed as costly and might require more prominent sum both interior and outside sources. According to the IASB on assessing the conceivable hazard wisely, it is comprehended that hazard and cost can be directed. As indicated by the IASB the IFRS 16 would lead the renting business to be out of the business and rent constant to stay alluring as the adaptable wellspring of reserve. As per the IASB it isn't likely that the improved perceivability of rent commitments may prompt important impact in cost identified with loaning and obligation pledges. There may be cost that are related with the refreshing of framework for disability under IFRS 16 (Visvanathan 2017). According to the IASB the standard targets expanding the straightforwardness related to liabilities which was not expressed before in a critical position sheet until the clients of money related report increases better comprehension of the association. Appropriately, it is comprehended that the improve rent perceivability would bring about important impact on cost related with loaning and obligation agreements. Reference List: Fleetwoodcorporation.com.au. (2018).Fleetwood Corporation Limited - Home. [online] Available at: https://www.fleetwoodcorporation.com.au/[Accessed 18 Jan. 2018]. Hurricane, T.M. what's more, Larner, A.J., 2017. Six-Item Cognitive Impairment Test (6CIT). InCognitive Screening Instruments(pp. 241-253). Springer International Publishing. Hemmer, T. what's more, Labro, E., 2016. Creations and Operations Management Accounting. Horton, J., 2018.Advanced Financial Accounting and Reporting: Theory, Practice and Evidence. Routledge. Hoskin, R.E., Fizzell, M.R. what's more, Cherry, D.C., 2014.Financial Accounting: a client point of view. Wiley Global Education. Hoyle, J.B., Schaefer, T. what's more, Doupnik, T., 2015.Advanced bookkeeping. McGraw Hill. Huang, Z., 2014. Progressed Financial Accounting. Kabir, H., Rahman, A.R. also, Su, L., 2017. The Association between Goodwill Impairment Loss and Goodwill Impairment Test-Related Disclosures in Australia. Macve, R., 2015.A Conceptual Framework for Financial Accounting and Reporting: Vision, Tool, Or Threat?. Routledge. Marshall, D., 2016.Accounting: What the numbers mean. McGraw-Hill Higher Education. Picker, R., Clark, K., Dunn, J., Kolitz, D., Livne, G., Loftus, J. also, Van der Tas, L., 2016.Applying global money related announcing guidelines. John Wiley Sons. Visvanathan, G., 2017. Elusive resources on the asset report and review fees.International Journal of Disclosure and Governance,14(3), pp.241-250.

Sample on Human Resource Management in the Public Sector

Sample on Human Resource Management in the Public Sector Human Resource Management in the Public Sector Sep 13, 2019 in Management Introduction In these turbulent times of today, organizations are faced with numerous challenges and difficulties that affect their day-to-day operations, competitiveness, growth and expansion. Although many organizations are able to identify and exploit new opportunities for growth and success that may arise due to changes in environmental factors such as technological advancement, increased access to capital, ability to identify and exploit core business competencies, formulation and implementation of supportive laws and regulations by the federal and state governments, many organizations are still faced with the problem of proper management of human resources. For instance, most organizations are not able to recruit and retain a pool of highly qualified and skilled workers. Chat now Order now Human Resource Management Human resource management (HRM) refers to the process of organizing, controlling and coordinating the workforce of an organization. The main functions of human resource management are attraction of potential workers, selection and recruitment, training and appraisal of works in an organization (Mondy Mondy, 2010). Human resource management also encompasses the provision of appropriate rewards and benefits to employees. The workforce or human resources are core components of any organization. Thus, it is necessary for organizations to develop appropriate strategies for their human resources. This calls for proper management of workers through human resource management. Mondy, Noe and Gowan (2008) also affirm that human resource management plays an integral part in contributing to the success and growth of an organization. Some of the major activities in human resource management include human resource planning, recruitment and job design. Human Resource Planning Human resource planning refers to the process of finding out the current and future human resource needs that are needed by an organization to enable it achieve its goals and objectives (Armstrong Armstrong, 2011). Human resource planning is a continuous process of systematic planning that aims at optimizing the use of human capital or resources in an organization. According to Mathis and Jackson (2010), human resource planning involves setting strategies, policies and procedures for effective management of human capital in an organization. Proper human resource planning also facilitates decision-making processes in an organization. Recruitment Employee recruitment refers to the process of finding and hiring the best qualified candidate for a given job position in an organization (Brown, 2011). Recruitment should be conducted in a timely and cost-effective manner. Employee recruitment requires detailed analysis and assessment of organizational needs. It also deals with proper attracting of potential workers to a job position, selecting and screening applicants in order to hire the most qualified candidate for the post, and training newly employed workers. Employee recruitment is the process of acquiring suitable workers who are qualified and well skilled to work for an organization (Arthur, 2011). Employee recruitment also involves discovering the qualifications and capabilities of potential employees in order to determine their suitability for various positions in an organization. In my view, recruitment of employees is one the most critical activities in management of organizations. This is because organizations require the best workers that are capable of meeting the needs of an organization at the workplace in order to succeed. Therefore, an organization should recruit only people, which it believes have the potential to drive success and growth in the organization. Proper recruitment of workers in an organization would enable an organization to create a pool of skilled workers and increase its knowledge base. This leads to greater performance and competence. Job Design Job design refers to the process of systematically organizing or categorizing related tasks, responsibilities, functions and duties for a given job position in an organization. According to Fried (2012), job design is a continuous process of integrating related tasks and duties of a job in order to achieve certain objectives. Job design is an arrangement of work that is aimed at reducing or overcoming job dissatisfaction and employee alienation in an organization which would be caused by performing repetitive and mechanistic tasks. Fried (2012) defines job design as the process of putting together various elements to form a job. Job design also enables organizations to increase levels of productivity by offering non-monetary rewards to the workers. According to Cooper (2007), job designs are usually created to facilitate achievement of high level of job satisfaction among workers. The needs of an organization and requirements of workers are some of the major factors that are consider ed during a job design. According to Fried (2012), employers have a direct impact on job design strategies. Employers are responsible for identifying the favorable qualities, characteristics, behaviors and attributes of potential employees needed by an organization. This impacts the types of candidates that are recruited for different roles in a company. In the same way, employers are also responsible for choosing the most suitable candidates for vacant positions in an organization. This directly impacts the quality of workers in an organization. Challenges in Integrating and Maintaining the Above Human Resource Practices in the Australian Agricultural Company Australian Agricultural Company Limited is a public corporation based in Australia that specializes in beef farming and processing of beef products. The Australian Agricultural Company Limited was founded in 1824 through an Act of the British Parliament (Dun Bradstreet, 2009). The company is headquartered at Brisbane. One of the greatest challenges faced by the Australian Agricultural Company in integrating and maintaining human resource planning within its operations is lack of proper integration and implementation strategies. For example, the company does not have adequate human resource management plans for linking job performance with payment of workers. For example, the Australian Agricultural Company has failed to fulfill its roles during recruitment of workers. This has led to a rate of employee turnover in the company. This has negatively impacted the operations of the company. High employee turnover at the company has also led to an increase in operational costs and total expenditures incurred by the organization because of high costs of recruiting and training of new workers. The company has also not been able to develop appropriate human resource plans that would lead to an increased motivation of its workers. Other serious challenges faced by the Australian Agricultural Company during recruitment of employees include the inability to attract potential employees, inability to ascertain whether job applicants have the right skills and capabilities needed for various positions in the organization, and inability to retain workers. In my view, effective human resource planning would help in improving the performance of workers in the organization; hence, resulting in an increased productivity. Another difficult challenge faced by the Australian Agricultural Company during the integration of human resource management practices with the organization is lack of proper leadership. In my opinion, proper leadership is necessary for effective development and implementation of suitable policies and strategies for managing human capital in the organization. For example, the organization should adopt participative and democratic leadership styles which would facilitate involvement or active participation of workers in the decision-making processes. This would highly motivate the workers by giving them a feeling of recognition, value and importance in the company. .chat-now-banner { background: #ec5c63; position: relative; overflow: hidden; text-align: center; } .chat-now-banner::before { display: block; content: ''; position: absolute; left: -170px; right: 50%; top: 0; bottom: 0; background: #04b5af; transform: skewX(45deg); } .chat-now-banner table { position: relative; color: #ffffff; font-size: 16px; } .chat-now-banner .btn.btn-primary { background: #ffffff; font-size: 16px; font-weight: bold; line-height: 36px; color: #ec5c63; box-shadow: none; border-radius: 6px 0 6px 0; padding-left: .75rem; padding-right: .75rem; } .chat-now-banner-problem, .chat-now-banner-solution span { position: relative; } .chat-now-banner-problem { padding-left: 50px; } .chat-now-banner-solution { padding-right: 50px; } .chat-now-banner-problem::before { content: url('/images/banners/chat-img1r.png'); display: inline-block; vertical-align: middle; position: absolute; left: 20px; top: 50%; transform: translateY(-50%); } .chat-now-banner-solution span::after { content: url('/images/banners/chat-img2.png'); display: inline-block; vertical-align: middle; position: absolute; left: 110% } .chat-now-banner-solution span { white-space: nowrap; } .chat-now-banner td { text-align: center; } @media all and (min-width: 1600px) { .chat-now-banner-solution div { display: inline; } .chat-now-banner .btn.btn-primary { margin-left: 15px; } } @media all and (max-width: 1599px) { .chat-now-banner-problem, .chat-now-banner-solution span { line-height: 1; } .chat-now-banner-problem { line-height: 35px; } .chat-now-banner-solution { line-height: 35px; } .chat-now-banner td { vertical-align: top; padding: 20px 5px 10px; } } @media all and (min-width: 1250px) and (max-width: 1599px) { .chat-now-banner-problem span { display: block; } } @media all and (max-width: 1249px) and (min-width: 993px) { .chat-now-banner .btn.btn-primary { margin-left: 0; } .chat-now-banner { height: auto; max-width: 480px; margin: 0 auto; background: linear-gradient(to right top, #ec5c63 0%, #ec5c63 50%, #04b5af 50%, #04b5af 100%) } .chat-now-banner::before { display: none; } .chat-now-banner-problem { padding-right: 15px; } .chat-now-banner-problem::before { left: -1px; top: 87%; transform: translateY(-50%); } .chat-now-banner-problem span { display: block; position: absolute; right: 15px; } .chat-now-banner td { display: block; } .chat-now-banner td:nth-child(2) { display: none; } .chat-now-banner td:last-child { padding-top: 13px; padding-bottom: 17px; } .chat-now-banner td:first-child { text-align: right; } .chat-now-banner-problem { display: inline-block; padding-right: 15px; } .chat-now-banner-solution { width: 50%; } .chat-now-banner-problem { padding-right: 15px; } .chat-now-banner-solution { padding: 0; } } @media all and (max-width: 992px) { .chat-now-banner-problem span { display: block; } } @media all and (max-width: 699px) { .chat-now-banner .btn.btn-primary { margin-left: 0; } .chat-now-banner { height: auto; max-width: 480px; margin: 0 auto; background: linear-gradient(to right top, #ec5c63 0%, #ec5c63 50%, #04b5af 50%, #04b5af 100%) } .chat-now-banner::before { display: none; } .chat-now-banner-problem { padding-right: 15px; } .chat-now-banner-problem::before { left: -1px; top: 87%; transform: translateY(-50%); } .chat-now-banner-problem span { display: block; position: absolute; right: 15px; } .chat-now-banner td { display: block; } .chat-now-banner td:nth-child(2) { display: none; } .chat-now-banner td:last-child { padding-top: 13px; padding-bottom: 17px; } .chat-now-banner td:first-child { text-align: right; } .chat-now-banner-problem { display: inline-block; padding-right: 15px; } .chat-now-banner-solution { width: 50%; } .chat-now-banner-problem { padding-right: 15px; } .chat-now-banner-solution { padding: 0; } } @media all and (max-width: 519px) { .chat-now-banner-solution { width: 100%; } .chat-now-banner-problem { display: block; text-align: center; padding: 0; } .chat-now-banner-problem span { display: inline; position: static; } } @media all and (max-width: 459px) { .chat-now-banner::before { transform: skewX(55.1deg); left: 160px; } .chat-now-banner-problem::before { top: 50%; } .chat-now-banner-problem span { display: block; } } Need reliable and quick help with your paper? Connect us right now? Chat Now The Australian Agricultural Company has also been faced with numerous challenges during the recruitment of workers. During recruitment processes, the company has been incurring very high costs and wasting a lot of time before a suitable candidate would be selected to fill the vacant position in the company. The recruitment process is usually costly and expensive. It also consumes a lot of time. Another challenge faced by the organization during recruitment is the provision of appropriate trainings to new employees in order to enable them to adapt to and embrace the culture of the organization. Other activities relating to recruitment of workers that have posed challenges to the organization are the development and implementation of appropriate employee reward systems which involves deciding upon appropriate remuneration strategies and benefits packages for workers, discrimination of potential workers during the selection process and improper selection of workers which has led to sele ction of wrong candidates and running away from the right candidates. In my view, the Australian Agricultural Company should set clear strategies for recruiting workers. This is because recruitment of employees is one of the most critical and important activities carried out by the human resource managers; hence, should be conducted by great care. The company should avoid prejudices and unwarranted discriminations that would deny the most suitable workers. Although promotional campaign within the organization may help in reducing costs of recruitment and facilitate retention of workers at the company, it should also be conducted with great care because it may deprive the company new perspectives, ideas and skills from external job applicants. In my view, the organization can overcome the challenges it faces during the recruitment of employees by adopting suitable recruitment strategies such as not recruiting only when necessary and employee development strategies such as provision of adequate training opportunities that would help the organization to retain its workers. In my opinion, the search for new employees should be a continuous and ongoing process. Thus, great employees can be recruited by the organization not only when a vacancy arises but rather when a potentially good worker is spotted. Challenges faced during recruitment of employees can also be avoided by gaining a comprehensive understanding of the needs of the organization and the appropriate skills and behaviors that would meet those needs. Creation of a suitable working environment would also help in retaining more workers hence help in minimizing recruitment costs. Major challenges faced by the Australian Agricultural Company during job design include improper definition of the scope of a job, organizational requirements, likes and dislikes of individual employees, bureaucratic organizational structure and poor control systems. In my view, a job design must be devised in accordance with the requirements of the organization. Rapid changes in technology have also impacted job design processes in the company. As Fried (2012) asserts, the level of technology adopted by an organization also affects job design, for example, organization with high levels of technology would have different job designs from organizations with low levels of technology. Therefore, technology has posed challenges to effective integration of job design as a human resource management practice at the Australian Agricultural Company. In my view, a good job design must allow inputs from the employee as well as give employees a sense of success or accomplishment. A good job desi gn should also include training requirements in order to enable workers know what tasks to do and how to do them (Fried, 2012). The provision of feedback is also a major component of job design which should be integrated and maintained in organizational processes. Similarly, a good job design must also provide good work and rest schedules. Conclusion The development and integration of proper human resource management practices can greatly affect the ability of an organization to achieve its target goals and objectives. This is because human capital or labor is the most valuable asset and driving force that determines the success of an organization. Therefore, it is important for an organization to develop and implement appropriate strategies that would facilitate proper human resource planning, recruitment and retention of workers, and would integrate suitable human resource management practices with other operations of an organization. Proper human resource management should outline suitable plans or strategies for maximizing human resources in an organization. Proper human resource management would provide a company with a competitive edge in the industry. Apposite human resource management is highly essential and would be beneficial to both the organization and employees. Therefore, organizations should not lose sight of the c rucial value and importance of employees in an organization.