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Question: Discuss about the Human Resources management in Organisation. Answer: Increasing global market is posing challenges to the Australian economy. It is altering the kind of jobs in the country. The Business council of Australia is focusing on the human capital development and in building the Australian comparative advantages. The aim of the human resource management currently is to develop the people to their full potential to keep Australia competitive, prosperous, and productive (O'Connor, Du Roos, 2015). The essay discusses the changing face of recruitment in Australia. In regards to this situation the essay discusses the recruitment and its importance to the organisation. The essay focuses on the recruitment trends, challenges and the opportunities for potential employees and organizations. The essay is supported with the human resource HR theories and models that are relevant to the employment relationship. Recruitment is important for every organisation. Taking into account the huge success of the Game of Thrones, it is clearly due to excellent collaboration of people. In this context, recruitment is the process of recruiting right person for right job for improving the organisational performance. It depends on the recruitment if a person has right skills set to perform a specific job. It is not only the part of the HR team to recruit people but also the responsibility of the line mangers. The importance of recruitment in HR management is to fill up the position with the right candidate using advertisement and any other means so that deserving candidates are not deprived of their dream job. It is the recent trend that big firms are buying the recruiting companies for instance, Oracle or SAP to select deserving candidate with high potential. Recruitment plays an important role in growth of the company. It helps in accumulating the pool of talent under one roof and avoid the last minute rush for mega projects (Armstrong Taylor, 2014). HR management plays a crucial role in defining the role which includes job analysis (output required by job holder or purpose of job), job description (expectation of employer), and specifying job profile to the right candidate. This stage is followed by attracting the employees by various internal and external methods. This process is important in checking the legal requirements fulfilled by the candidates and to recruit loyal candidates and those who can endorse the core values of the company. HR managers meet the present and future needs of the company by recruiting people. It helps in keeping the back up as there is always a chance that some people may leave in middle of the project. This helps maintaining the balance in the organisation while enhancing the value creation. The present market is highly competitive and without the right mix of the candidate it is difficult to win the competition. Hence, recruitment is very important (Budhwar Debrah, 2013). There are several new trends in the HR recruitment process. Automatic and Employee referral has become part of the recruitment since long time. This programme is effective in receiving applications from the talented candidates. It helps companies give enough talent. In addition, the consultancies are expert in digging the database of the employees to come up with deserving skills for specific position (Shwed Kalev, 2014). The latest trend in the human resource recruitment is investing cleverly in educating people about the world of work. In order to decrease the rise in unemployment among young workers and those at disadvantage there is a need to work well in terms of human capital. This includes investing excessively in the social networking sites other than traditional model of advertisement thorough newspapers, trade press, or commercial job boards. However, half of the employment in Australia is due to social media and employment agency. Recently, there is an increasing use of t echnology for managing the application process (Gibbs et al., 2015). Mc Donalds is using the new way of recruiting employees. Considering the fact that there is significant increase in use of social networking sites through smart phones, Mc Donald has decided to recruit tech-savvy people through snapchat. It just takes 10 minutes for job seekers to watch a video ad of the employees of Mc Donald sharing their experiences. Users can simply swipe in the app to be redirected to the carer webpage of Mc Donald for application. This process is named as snaplications an innovative market hiring tool. Using this technique Mc Donald in US has recruited 250,000 employees in this summer. The same method has been employed by the company in Australia. Additionally, Spotify and Hulu was also recruited to reach prospective and potential jobseekers (Fortune.com, 2017). Netflix too uses consumerisation process where it makes good recommendation knowing the movie tastes of it employees (Varela, 2017). Tinder helps them get new partners. People expect experience at work that is similar to that in home (Jackson et al., 2014). The strategic human resource management system of Australia aligns with the human capital theory. This theory states that the economic value of the organization increases by Human capital theory; employees experience, skills and knowledge (Kramar, 2014) Other strategies used by the HR managers are using internal recruitment plan, the local job centres and career fairs. Internal talent pool is recruited for providing career growth opportunities, employee retention and support succession planning (Jackson et al., 2014). For instance, half of the Mc Donalds managers were previously hourly paid employees. This organisation makes its each individual restaurant responsible for recruitment. This use of multiple strategies has helped many new youngers aged 16-24 in Australia to have first job at Mc Donald with more than 60% being recruited as crew member (Mc Donald's, 2017). This aligns with the European model of HRM as these strategies focus on relationship with employees and line managers (Kramar, 2014). It is increasingly becoming difficult to find highly skilled and competent people qualified at all levels. The recent trend in the employment process in Australia is everything being mobile, tradeable and labour. The people with high qualification and skills are moving to other places in the world. On the other hand the low skilled jobs are automated or move offshore (Tyers, 2015). The common challenges faced by the employees in Australia are lack of advancement in technology, poor communication by HRs and poor working environments. The high turnover rate is due to the transient nature of the workforce. Workplace discrimination regards to culture, age, gender and others are prominent issues in Australia. Some of the organisations like seven eleven stores recruited people but failed to fulfil the employee expectations. It is due to low wage, long hours of employment without incentives (Shields et al., 2015). Further, the major challenge is to due to one third of jobs in Australia that are not formally advertised. There is reliance on word of mouth in 17% of all jobs. Immigrants and refugees lack training and education (Kosny et al., 2017). The work experience model used by the employer is the work inspirations. It helps the employees gain a real world sense of being in the workplace. It creates awareness to the employees about the skills and the competencies expected by the employers. Many BCA members are taking initiatives to develop programs that include three day courses to tailored internships. Companies like Mc Donald and Microsoft work through discussion forums and activities with different staff members. They receive feedback and advice from the range of staff about the future career paths (Bakker, 2017). There is the need of such opportunities in the workplace which helps the young member participate in workplace to develop the employability skills. Such opportunities need to be created in partnership with schools, non-government organizations, and business. It is argued by Harteis Goller (2014) that work exposure, and other career learning opportunities must become the central part of the education and traini ng system. These kind of partnerships is evident from the Work Inspirations program coordinated by the Foundationfor Young Australians, NAB and The Smith Family. Future Employees can make more informed choices about their training and studies by reforming the way career learning is offered to the students and different job seekers. These training opportunities will help maximise the human capital. It should be ensured that those are able to work with the help of vocational education and training are supported by business, governments and community organizations (Budhwar Debrah, 2013). According to Webb et al. (2013), vocational education and training that is to be obtained by year 12 has been found effective in Australia in increasing higher rates of full-time employment, and lowering incidence ofunemployment. It is useful tool that leads to higher wages and higher status jobs for people. Partnership approach is the new and effective technique in reaching the disadvantaged job seekers. For instance, the BCA is collaborating with the Australian Councilof Social Service and the Australian Council of TradeUnions to improve the employment services. It is helping all the job seekers to be able to contribute to countrys economy and benefit from its growth. For instance, there is an increase in the indigenous workforce by 3500 people by the BCA member companies. Reconciliation Action Plans by both public and private improves opportunities for many more disadvantaged Indigenous jobseekers in Australia (Sheldon, P., Thornthwaite, 2015). It can be concluded from the above discussion that the organisations in Australia are changing the face of recruitment using the modern HR solutions. It can be concluded that a perfect blend of solutions such as solid core HR system, innovative methods, and payroll solutions might be most effective. There is no single determined strategy for increasing the employment. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bakker, A. B. (2017). Strategic and proactive approaches to work engagement.Organizational Dynamics,46(2), 67-75. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. 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