Human Resource Planning, Australian Academy, Mentoring and Coaching Training Group
Australian Academy of Mentoring and Coaching Training Group (AAMC) is a registered training organization wholly owned by Australia. The Registered Training number of the Organization is 51428. It specializes in training programs that are essentially industry based.
The organization operates both nationally and internationally, covering a wide range of market in terms of both clients and workforce. The organization trains local and international clients. Similarly, its workforce is composed of Australian citizens and foreign employees.
The organization offers training to clients in the industry sector. The amount of the labor force that the organization demands at any point in time depends on the number of clients or trainees registered in the organization at that particular time. The number of trainers and other staff in the organization should correspond to the number of students and clients that the organization is serving at that time.
If the level of clients or trainees in the origination were to rise, the demand for labor would increases accordingly (Marlowe, 2004). The management of the organization has a duty to check the level of clients and compare it to level of workers to ensure that the two are at the same level.
[...] In some instances, the procedure to meet such requirement are complicated and discourages the workforce. Some rules limit the age bracket of workforce allowed to seek employment in foreign countries. This is a stipulation in the international labor laws. Such laws limit or control the movement of labor around the globe, which influence the supply of labor for the organization. This is among the major challenges that the organization faces in locating, attracting and recruiting workforce since such laws hardly change (Cronbanch, 2007). [...]
[...] This is hence a challenge to the organization's management in their quest to locate, attract and hire labor force (Bandura, 2004). iv. Climatic conditions For the case of foreign labor force, climatic conditions would always have a significant influence on the level of labor supply for the organization. Climate would affect the supply of international labor for the organization. Labor force from warm countries such as tropical and temperate countries is likely to decline to work in cold conditions, especially in the winter (Cronbanch, 2007). [...]
[...] This ensures that the management understands what factors to consider in recruiting, training and hiring a workforce. The information helps the organization to understand aspects considered by other employers while employing their labor force. This ensures that the management of the organization does the most-appropriate thing in their recruitment and management of employees so as to achieve the most-desirable standards. By so doing, the management would have best-understood the supply and demand of labor in the market (Cronbanch, 2007). Bibliography Bandura, A. (2004). Innovation with integrity. Eaglewood: Prentice Hall. [...]
[...] This will help the organization to plan adequately in identifying attracting and hiring such labor to maintain and control labor demand and supply. b. World labor market Information on the labor market in terms of the prices of labor will help the organization to understand the labor demands and supply in the market. The data and information on the labor market especially the prices help the organization in projecting the future hence the organization can adequately understand the demand and supply of labor at any given time (Cronbanch, 2007). [...]
[...] Marlowe, R. (2004). How to determine future workforce needs. Englewood: Printice Hall Rogers, K. (2009). Workforce is planning. Boston: Hough Mifflin. Crowne, D. (2010). Models for public management for a competitive organization. Eaglewood: Prentice Hall. Taylor, R. [...]
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