Recruitment And Selection Childhood Education and Care †Samples

Question: Discuss about the Childhood Education and Care. Answer: Introduction: There are various child care centres that are operating in Australia for the education and care of children. This industry is very big in Australia and is made up for a noble cause of giving basic education and care to the children of the country at very low fees. This is reason why the industry operates and work with low cost budget and thus the results of this is high employee turnover in the industry (McGraw, 2011). The companies or the centres like Umina child care centre, cuddles child care centre etc. are facing the recruitment issues. This is the report that focuses on various aspects of recruitment and selection issues that this industry is facing in Australia. This industry has been selected for this study because it is the industry that is facing many issues in recruitment and selection (Keep James, 2010). Even the employees who enters the industry as per their will find it difficult to continue their jobs. Every 5 out of 12 teachers in the centres wants to leave their job as they feel that they can earn better in another industry with less efforts and with same qualifications. The report initiates with the discussion of the industry and the recruitment issues faced by the same. The later part of the report provides some recommended strategies that cam be implemented at the workplace to recruit and retain the employees in the company (Morrissey Warner, 2011). Recruitment and selection: Both these functions are very essential part of human resource management system of any of the company. Recruitment is the positive process while selection is the negative process. This is because recruitment invites may people to apply for the job while selection is the process of rejecting the irrelevant people whose profile does not match with the requirement of the job (Arora, Scott, Bhole, Do, Schwarz Blinkhorn, 2011). There are companies which are outsourcing these functions from the third party and various other strategies are being implemented by the companies these days so that they can improve the quality and the quantity of workforce at their company. Key challenges faced by the company in recruitment: Centre characteristics: quality is the biggest factors that affect the recruitment and selection of the employees at the workplace. Education and Early Childhood educators need to be highly trained in order to get the jobs with quality academic skills and background. This is the industry that deals with child care which needs to be of high quality thus the graduates are not eligible for applying for such jobs (Grace Trudgett, 2012). This results in restricted availability of the quality workforce in the market for becoming Education and Early Childhood educator. Monetary framework: As far as the wages in this industry of Education and Early Childhood centres are considered, it has been analysed that they provide less wages to the highly qualified workers as compared to other industries. This restricts the people to enter this industry. This also increases the employee turnover when the workers or the employees in this industry realize that their peer is getting more wages in other industries with same qualifications (Sulaiman, Othman, Perumal Hussin, 2013). As most of the centres in this industry are non-profit organizations thus they have to keep the fees for the children very low and the first and the foremost cost cutting strategy of the centre is to reduce the salary and wages of the educators. It is a very big challenge for the companies in the Education and Early Childhood education industry to retain and hire the employees who are qualified with high quality academic background. Training and professional development: it is required by the Early Childhood Education and centre to provide quality education ad care to the children. This requires them to hire the employees who are qualified enough to provide great and quality service. This makes them to hire the trained employees and this is also challenge for these companies or centres to hire such trained employees. It is required by the employees to have certificate issues in early childhood education and this limits the amount of people who can apply for the job vacancy (Jones, Hadley Johnstone, 2017). Working condition: it has been analysed that the working environment at the early childhood care centres are very negative in nature. This is because of the rigid working hours, job insecurity, less motivation at the workplace and less wages as compared to other industry. This increase the employee turnover rate of the centres as the centre fails to motivate and retain the employees with them (Shaheen, 2016). As the working condition of these centres is not very favourable for the employees thus it becomes challenge for the employees to recruit and retain the employees at the place. Labour supply and demand: It has been analysed that this is the industry that does not provide immense growth to the employees working at the centres. This is one of the biggest reasons that the labour supply in this sector is very low. Demand for the educators in this sector is rising day by day in Australia but no youth of the country wants to enter the industry where the working environment is not good and the growth opportunities are not there. This is the industry that requires qualified workforce but at very low wages which is really difficult to find in this era where money is the most important factors for which people used to work (White Friendly, 2012). Demographic changes and diversity: increase in the social diversity and the demographic changes such as aging population are the factors that affect the recruitment and retention rate of the childhood care centres. The diversity in society results in diversity among the children who are taking admission in the child care centres (Essa, 2012). This result in increasing pressure on the educators to handle the children with diverse culture and background, it becomes even more difficult for them to deal with these children. This also requires different types of training provision the educators and thus it results in demotivation of the workers to work with efficiency in this industry. Recommended strategies There are different strategies that can be implemented by the child care centres in order to attract the employees and retain them in the organizations: Cooperation Training Growth opportunities Better monetary benefits Better working environment Cooperation: collaboration of the early childhood care and education centre with other industries helps the company to develop better opportunities for the educators who are working in their education centres (Jovanovic, 2013). To promote the jobs in early childhood education sector, it is important to collaborate with some of the universities and colleges so that the recruitment can be done. The collaboration with kindergarten schools also helps in developing the professionalism in this occupation because this helps in developing greater knowledge among the children by conducting one of the collaborative activities. Monetary benefits: everyone works for money. It is one of the major factors that motivate the workers to perform efficiently. If any of the workers or the employee feels that they are not getting paid according to their efforts and qualification then it becomes difficult to retail such employees (Wong, Sumsion Press, 2012). As this aspect is very crucial in the early education sector because the employees who are qualified in nature gets lower wages in the industry as compared to other industry. Providing benefits other than the wages in monetary terms can help these education centres to retain the employees in the sector. Training: As discussed that early education and care centres require high quality workforce so that they can provide high quality services to the children. This requires the employees to be highly qualified with lots of certification courses. Implementing such courses and training at the university and college level results in development of the interest among the students towards this industry. Provision of basic training among the students result in increasing the range of the candidates eligible to apply for the jobs as they have the training certificates from the college. Workplace practices and growth opportunities: Implementation of the best practices at the workplace results in development of growth opportunities for the employees working at the centre and also provide them better workplace environment so that they can be retained in the company. Implementing the practices such as employee engagement programs, recognition and reward program for the employees, growth opportunities and career path recognition programs etc. needs to be implemented in the company so as to improve the workplace environment. Conclusion: It has been concluded from the report that recruitment and selection are the very important function of human resource management for any of the company or the industry. As far as the early childhood education and care industry is considered, it has been analysed that this industry is facing many recruitment challenges such as demographic and diversity issues, low wages issues, labour supply issues etc. For facing such challenges, it is required by the companies in the industry to implement some of the strategies such as managing the working environment of the companies, developing growth opportunities for the employees, provision of proper training and education to the educators, provide them fair remuneration etc. Implementing these strategies help the company to cope with the issues that are developing in the recruitment and selection process. As it is the important part of the companys processes so this is the need of hour to take initiatives in these functions. References: Arora, A., Scott, J. A., Bhole, S., Do, L., Schwarz, E., Blinkhorn, A. S. (2011). 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