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3.
1 The Best Attraction Strategy to our Company

Over recent years, the role of the human resources function has changed. HRM functions
(selection, compensation, appraisal, etc) are closely linked to job, and, via this connection, to
various performance outcomes. And many organizational leaders now recognize HRM as a
vital contributor to the success of an organization. Indeed, the employees who perform the
tasks and create the productivity make a significant contribution to performance of the
company. Therefore, in many company, jobs and their associated tasks have become
changeable and unstable bases for managing the human resource. However, the importance of
people in company is the central focus of the human capital management perspective.
Our company is a telecommunication company. As we all known, the employee of this career
is in high demand. So we must have some unique strategies to attract and retain employees.
The objection of this report has introduced some attraction and retention strategies to
employees.
First, we have focused on the methods such as supply compensation and benefits; provide the
convenience in employees’ life; create specific policies and development the career planning,
to attract new staffs. And we consider the approach of career planning is more suitable to our
company. To the retention strategies, we have discussed the manners that provide realistic job
previews to the employees; create challenging and career enhancing work experiences; good
communications with the staff; establish fairness among the employees and set up a relaxed
working environment. In our opinion, we can not just select only one strategy to retention our
employees. Instead, we should use a combination of several strategies to retention the staffs.
Next we introduced how to implement these measures in our company. Because of our
competitor, Virgin Mobile Australia, has introduced peternity leave policy recently that
allows its employees time off to care for the family pet. We think this will post a threat to our
company in attracting and retaining staffs. And our CEO, who has returned from the United
Kingdom not long ago, noted a growing trend for organization to allow employees time off to
care for the family pet. So this report also wants to investigate the possibility of implementing
this employee benefit at our organization. We have analysis the advantage of the peternity
leave policy. The conclusion is that our company should implement this policy, and we will
do a better job than Virgin Mobile Australia. And it will also give us a huge help in attracting
and retaining staffs.
The main business of our company is telecommunication. As we all known, the employee of
this career is in high demand. So we must develop a very good plan to attract talents. The
strategies like compensation and benefits and provide the convenience in employees’ life and
develop an attractive recruitment program, which many companies have already done. And
now, these methods are ineffective in attracting talents. So we must formulate a unique
planning to attract new employees. In this paper’s opinion, the career planning is an
important strategy to attract new staffs.
Why we take the career planning as the most important factor in attraction strategy? Because
the significance of career planning is be noticed by more and more companies. It is now
recognized that in the course of the employee’s working life an individual may have a
number of different careers. There is a need to build up human capital through the acquisition
of core competences (Parker and Arthur, 2000), skills, professional expertise and employ a
range of strategies in the planning and development of career (Van der Heijden, 2002).
From an organization perspective career planning and development can affect and influence
human resource planning techniques and the needs of the organization. With the demise of
the traditional organizational career and of vertical advancement within the organization, it
has been argued that individuals need to develop core skills, increase their marketability and
develop employability (McCabe, 2008). In the rapidly changing condition of the
contemporary organizational career environment the development of a career is now
considered to be more about building out from core jobs (McCabe, 2008). As identified by
Van der Heijden (2001) career mobility can also assist an individual in his employability and
help in building up a network of contacts both inside and outside the organization. This is
also evidence that in the planning and development of a career an individual needs to be
proactive, flexible, ensure the development and maintenance of a range of core skills and
competencies together with professional expertise. And for the employee a career is now seen
to be one of the continuous self – development. Especially the top talent, they pay more
attention on the career planning. Top talent is very concerned about opportunities to learn and
grow. So currently, most companies incorporate professional development and educational
assistance programs into their recruitment. And an investment in training and development
sends a strong message that management cares about employees, believes their potential is
worth developing, wants them to grow, and aims to promote internally to fill key positions.
If our company can draw up an extraordinary human resource career development planning,
it will definitely attract many top talents. We should introduce our training and education
plan in details, and provide many opportunities to the staffs’ future development. This could
explain our company emphasis on the growth of the staff, and it will be bound to attract many
talents.

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1 The Best Attraction Strategy to our Company

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