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The researchers consider the fact that, the workforce of an organization can be regarded as the main driver of growth. A motivated and skilled labor-force is the core competence of an organization as it cannot be copied by the rivals. Moreover, the researchers also consider the fact that, in the case of rural as well as remote regions, it becomes highly difficult to attract and retain efficient employees. The present article aims to assess the influences made by the various internal as well as external factors upon attracting and retaining the workers in rural as well as remote areas and at the same time, the research was conducted to detect the various factors that help in enhancing competition among the regions for availing skilled labour.
Aim of research
The purpose of the research was to detect the organizational, personal as well as community factors that can influence the idea of attracting employees and retaining them in rural as well as remote communities of Queensland. The researcher followed the approach of exploratory research to complete the research and they also followed the qualitative case study design. The research has been able to throw light upon the challenges faced by the organizations in the remote and rural areas to attract and retain employees. The research was conducted upon two different regions and the challenges, as well as solutions for resolving the challenges, are different in two different regions. It has been found that, in one of the regions, the occurrence of resource boom has resulted in attracting a workforce from other industries and it has also been found that the house prices have surged up along with rents. This considerable level of growth experienced by one industrial sector has created challenges for other industries in the region to attract and retain workers. While in case of the second region it has been found that the area was sparsely populated and the same created a challenge for the organs9iations to attract and retain employees (Becker, Hyland & Soosay, 2013).
Assessment 3 focuses on understanding the challenges relating to attracting and retaining employees. This particular article will help me in highlighting the factors that influence the need for attracting and retaining employees in rural and remote regions. The article will help in highlighting the ways in which organizational, personal as well as community factors can create challenges for attracting and retaining the workforce in rural and remote regions.
The present research has been conducted to conduct a thorough study upon the concept of skill shortage, the casual factors as well as the ways such challenges can be mitigated to attract and retain workforce, particularly, in case of the construction industry in Sri Lanka. The construction industry in Sri Lanka is experiencing massive skill shortage and the same has become a challenge for the organsiation players to attract and retain workforce sufficient to back the industry. The research questions relating to the present research were, (i) How to find out the way to define the concept of skill shortage? (ii) What are the causes of skill shortage in the construction industry in Sri Lanka and (iii) What are the steps that might be taken to resolve the crisis?
Method of Literature Review
The method of Systematic Literature Review was followed in the present research to acquire the relevant data for answering the research questions. The keywords and snowballing technique were used to identify related papers that focus on shill shortage, skill gap, construction industry, labour shortage etc. The qualitative data analysis technique was used to analyse the data collected and the same was done through the utilization of summary tables. The researcher concluded the research project by stating the fact that, skill shortage can be regarded as a deficiency in the education system of a nation and the same can be considered as the sole factor that can influence the issue of skill shortage. Considering the construction industry in Sri Lanka, three main issues have been highlighted, namely, shortage of manpower, mismatch of skill and deficiency in the level of skills. The categories of skills that are not available in the construction industry in Sri Lanka are unskilled labourers, operators of the construction machine, construction professionals with adequate experience and craftsmen. The paper has been able to project sixteen different casual factors that can contribute towards skill shortage and sixteen mitigating strategies have been provided. The increased levels of skill shortage have been able to create challenges for the construction industry players to attract and retain the workforce (Silva, Warnakulasuriya & Arachchige, 2018).
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The idea and information from the above research can be used for assessment three. The information concerning the concept of skill shortage and skill gap can be used. The issue of skill shortage and how the same can create challenges for attracting and retaining staffs by the organizations in the construction industry can be projected in assessment three. Moreover, the information regarding casual factors that can contribute towards skill shortage can also be highlighted.
This article focuses upon the constraints faced by women to enter into the construction industry and to resolve these issues. The research specifically focuses on the Nigerian construction industry. The research has highlighted the various barriers faced by women that create a challenge for the industry players to attract and retain female workers. The purpose of the research was to assess the barriers experienced by female undergraduates in Nigeria, in the construction disciplines at different Nigerian universities. For the purpose of conducting the research, both quantitative and qualitative research methods were used and the method of triangulation was also applied. In the present research, a survey was conducted upon female students in the construction disciplines in three different universities in Nigeria (Adogbo, Ibrahim & Ibrahim, 2015). The questionnaire survey was conducted upon 259 students. The researcher also conducted semi-structured interview upon 16 women, who are professionals in the field of architecture and 50 students. It has been concluded that the pressure of family responsibility upon women and the wrong perception of construction practice have hindered women from participating in the construction industry. It was further concluded that this can be considered a challenge for the industry players to attract and retain female workers and hence, the strategies such as participation of the women in the professional bodies and requirements for mentoring them can be applied. There is also a need for the development of a structure that can resolve gender issues in the construction industry is also needed to attract and retain female workers (Adogbo, Ibrahim & Ibrahim, 2015).
For the purpose of completing the assessment three, the information collected from the above article will be helpful. Assessment three will be focusing upon the challenges of attracting and retaining workforce and the barriers, as mentioned in the above article that can hinder women from entering into the construction industry can be used in assessment three to project them as potential challenges for attracting and retaining a female workforce in the construction industry. Women are considered essential and efficient human resources for every industry and construction industry is not an exception to that. Gender issues and under-representation of women can be projected as a challenge to attract and retain a female workforce in the construction industry. The information regarding the barriers that can hinder women from entering into construction industry can be used in assessment three and the appropriate strategies that can resolve this problem can also be highlighted.
The above article specifically focuses upon identifying and understanding the key factors that influence the attraction and retention of employees as well as the challenges of attracting and retaining employees, both in the private as well as public sector. The paper has specifically focused upon talent and talent management and has put greater emphasis to understand the contribution of talent management as a process of resolving challenges concerning attraction and retention of employees (BHATI & M, 2013). The research has been conducted to meet certain objectives, which can be considered as, to understand the perception of the employees regarding the organization as a brand, to understand, whether the management, as well as employees, jointly helps in establishing the brand image, to understand the ways, organization culture can encourage employee engagement and the driving factors of organization culture, to understand the perception of employees regarding employees’ engagement, to understand the key drivers of employee engagement, to understand the perceptions of the employees regarding the major factors that can influence employee retention and to understand the barriers that an organsiation is required to resolve to attract and retain talents.
For the purpose of completing the research both qualitative and quantitative methods have been used. The primary data has been collected by conducting an online survey of 60 employees in the private sector and another 60 in the public sector. The random sampling technique has been used. Necessary secondary data has also been collected from HR reports, websites, personnel manuals etc. The researcher has also developed research hypotheses which are, H0: The key factors that influence employee retention do not influence the feelings of the employees to be associated with a good concern and H1: The key factors that influence employee retention do influence the feelings of the employees to be associated with a good concern. The researcher concluded the study by stating that, employees have shared their expression and intention to increase the brand image of the organsiation, as they have trust upon the leadership and management of the concern. However, there have been employees who are not aligned with this thought. However, it has been found that in spite of the contradictory perceptions present among some employees a majority of the employees are ready to continue their employment and help to enhance the brand image of the concern (BHATI & M, 2013).
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The information collected from the above article can be used for the purpose of completing assessment three. The information concerning the challenges faced by organizations in attracting and retaining workforce can be highlighted. On the other hand, the information concerning talent management and how this process can help in retaining employees and enhancing their trust in management can also be projected. This idea can also be applicable in case of the construction industry.
The present article has put efforts to understand the challenges that the organizations in the Swedish Construction industry are facing to attract and retain employees from the new generation Y. it has been found that a surge in the level of investments in the sector of urban development and the increased rate of retiring employees have created the need for the industry to recruit workers from the new generation, generation Y, with different characteristics. The ultimate aim of the research is to understand the need for change that is required to be adopted by the construction industry in Sweden to attract and retain a new generation of employees. The qualitative method has been used for conducting the research. The theoretical method has been used to collect data by reviewing various existing literature. Along with the theoretical method, an empirical study has also been conducted to collected necessary qualitative data for the research (ISEBÄCK & RÖSTRÖM, 2015).
The empirical study has been conducted in the form of three different investigations, which will specifically focus upon understanding and identifying the challenges for attracting and retaining the employees belonging to generation Y in the Swedish construction industry and to identify the areas of improvement that will help the industry players to attract and retain talents from a new generation. It has been concluded that the employees from the new generation have their requirements based on four different segments, namely, working environment, personal development, performance appraisals and feedbacks and getting an opportunity of being heard and to get socially integrated with the concern. Hence, it is certain that the organsiations in the construction industry are required to formulate new leadership styles and to develop a framework that can satisfy the needs of the new generation. This clearly implies that organizations in the construction industry must call for employer branding and develop leaders to fetch the needs of generation Y. Failure to do so can create challenges for attracting and retaining employees from the new generation (ISEBÄCK & RÖSTRÖM, 2015).
The information present in the above article can be provided higher importance, as the generation Y is emerging and entering in almost every industry, including the construction industry. Hence, for the purpose of preparing assessment three, the information present in the above article can be used to demonstrate the challenges that may emerge in attracting and retaining a whole new generation of employees. Similarly, the information concerning the needs of the new generation, which can be fulfilled to retain them as workforce can also be used in the assessment three to project the ways to resolve the challenges concerning attraction and retention of employees from Generation Y, which seems to be an inevitable process.
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Adogbo, K., Ibrahim, A., & Ibrahim, Y. (2015). Development of a Framework for Attracting and Retaining Women in Construction Practice. Journal Of Construction In Developing Countries, 20(1), 99–115.
Becker, K., Hyland, P., & Soosay, C. (2013). LABOUR ATTRACTION AND RETENTION IN RURAL AND REMOTE QUEENSLAND COMMUNITIES. Australasian Journal Of Regional Studies, 19(3).
BHATI, P., & M, A. (2013). KEY FACTORS ANALYSIS FOR RETENTION & ATTRACTION OF EMPLOYEES. Asia Pacific Journal Of Marketing & Management Review, 2(2).
ISEBÄCK, L., & RÖSTRÖM, L. (2015). Attracting and retaining a new generation of workforce Generation Y in the Swedish construction industry. Master’S Thesis In The Master’S Programme Design And Construction Project Management, CHALMERS UNIVERSITY OF TECHNOLOGY.
Silva, G., Warnakulasuriya, B., & Arachchige, B. (2018). A REVIEW OF THE SKILL SHORTAGE CHALLENGE IN CONSTRUCTION INDUSTRY IN SRI LANKA. International Journal Of Economics, Business And Management Research, 2(1).
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