Managing Business Operations Paper Editing Services

Managing Business Operations Paper Editing Services

Introduction

Business management and operations involves the proper planning, implementation and execution of strategies to build a business successful (Russell & Taylor, 2008; Wheelen & Hunger, 2011). It is a specialized branch of business which emphasizes on the deep understanding of the business world. The present report is based on the management of business operations of the ICL Students Job Search Hub (SJSH). In this report, four major challenges of SJSH have been identified like least interest in emails of job hubs, lack of human resources, misconception about SJSH and complexity in data collection. In this regard, one of the four challenges such as lack of human resources has been resolved by adopting management tools like benchmarking, outsourcing recruitment, continuous improvement etc. by using relevant resources.

Four challenges in back office operations for icl students

As per the case, the ICL students are dealing with several challenges, out of them there are main four challenges have been described such as the late response of the email, harder to collect feedback from employees, misunderstanding regarding the concept of the SJSH and lastly, lack of human resource.

Late response of the emails

According to the case study, SJSH is dealing with an issue that the students do not focus on the emails of the job hub because they take it lightly and do not remember the concerned mail. In this context, the most of the job search sites face this type of problem to find the skilled and interested people. Further, students miss the relevant job due to late response and least awareness of the job-related emails that creates a challenge for the job hubs. In this condition, it is harmful for the SJSH that they would not be able to hire the competent and quality people due the late reply on the specific email. It would be non-profitable for both the candidates as well as job hubs because both will miss the demanded job (Herranz, 2010). In this context, employees of the SJSH would not be able to complete the expected targets that can affect the brand image and growth. Further, due to lack of awareness in the students regarding job hubs is not beneficial because it would have negative impact on the career life cycle of the students.

Complexity in data collection

In the case study, it has been found that the SJSH has one of the major challenges that is unable to collect the data from employees. The employees do not maintain the complete records of the job hubs that how many students have accepted the request as well as applied for the job etc. But it is a major task for the job hub centers due to large data of the different regions. The job hubs are situated in different locations to grab the student area physically as well as online portals. In the online portals, the huge data can be easily managed with the help of the software whereas in physical job hubs a problem arises at the time of peak requirements which are demanded by the reputed organizations (Wu & et al., 2014). In this regard, complexity of data creates the confusions and mismanagement in the job hubs because the large data cannot be maintained in a perfect manner (Chen, Chiang & Storey, 2012). Further, there may be a possibility of distortion of the data due to complexity and that can be a tremendous situation for the SJSH that how to compile the large data. Therefore, it shows that complexity in gathering of data is not acceptable in the job hubs because it has negative impact on the reputation of organization. Further, company is not able to manage the hyperlinked data and creates the mental disturbance in the employees.

Misunderstanding concepts about SJSH

As per the case, students misunderstood the work profile of the SJSH that what actually they do. This type of challenge arises due to cultural diversification because different students relate to the varied culture and as per the culture they set a mind about the organization (Vick, Furlong & Lurie, 2016; Knight & Morshidi, 2011). Hence, it generates misconnection in the mind of the students about the job hubs that in reality they are helpful to search the jobs all over the world as per the requirements. The misconception about the SJSH are dangerous for the organizational behavioras well as students because they would not pay attention because they already created an image about the job agencies. In this regard, most of the SJSH cheats with the job seekers that they take the pre-amount to offer them better jobs. Moreover, they admit that security amount would be returned after the joining of the job but they do not stick on the agreement (Jon, Lee & Byun, 2014). In this manner, these type of fraud activities develop the mis conceptions about the job hubs and reduces the trust over the SJSH due to breach of commitments.

Lack of human resources

According to the case study, the SJSH is dealing with a challenge that is a lack of human resources in the field of student job research hub. This kind of issue arises due to least awareness about the job search hubs that job hubs are established in the market which is helpful to search the concerned job (Knight & Morshidi, 2011). Further, the resources remain engaged with any other kind of job and do not think about to leave the present job which creates the scarcity of human resources in other fields. In this context, due to lack of human resources, SJSH would not be able to hire the maximum number of applicants which are demanded by the organizations. This type of condition affects the image of the SJSH they are unable to find the required resources for the demanding companies. On the other hand, limited number of employees within the SJSH is also not beneficial because the business activities can be managed in a perfect manner as per the department wise. Moreover, all the work of SJSH would be managed by the available employee instead of different people due to limited number of human resources.

Problem-solving skills

There are two types of problem-solving skills such as analytical and creative which are used to mitigate the challenges of the business (ITS Education Asia, 2018). Analytical skills include the ordering, comparison, contrasting, evaluating along with selection whereas creative skills are the imagination of thinking which is used to generate a large number of ideas to resolve the problems (Hickson & Khemka, 2013). Moreover, these skills are fruitful for the management of SJSH to minimize and control the issues in the job search hubs because with the help of these, the problems can be analyzed by close supervision. Further, better decisions can be taken and the involvement of the employees can be enhanced in the job search hubs by using problem-solving skills. In this context, the SJSH can adopt the following procedure with the combination of both skills to solve the problems in the firm.

Resolving one challenge by applying analytical and management technique

There are several techniques such as continuous improvement, project management tools, understanding of markets, core competencies, outsourcing recruitment process, staffing, SWOT analysis, supply chain management etc. which are used to resolve the challenges of the operation management (Beare, Caldwell & Millikan, 2018). Further, lack of human resources issues can be resolved with the help of the analytical and management techniques.

Continuous improvement

This is the operational management technique which is helpful to perform the continuous learning and improvement in the business, organization or individual level. This technique allows the employees to take ownership of their improvements and deal with the challenges (Emily Hunsaker, 2018). In this regard, the SJSH can apply the continuous improvement technique to enhance the number of human resources in the firm. The business management can always adopt this tool to save the extra time and maximize the profits of the business (Slack, Chambers & Johnston, 2010). In this regard, continuous improvement has significant impact on the SJSH because it is helpful to improve the services which are offered by the company. Further, it is possible for the SJSH to achieve the competitive advantage for the organization by focusing on the continuous enhancements of the employees because the consistency is not ease to attain without new creativity. The employees leave the organization in case of the lack of training and advancements in the company; however, the continuous improvement boost the motivational level of the workers, enhances the skills and stay for the long time as well as improve the level of satisfaction in concerning job hub. Further, the continuous improvement can take place in the company by involving employees in all business activities and focuses on the teamwork. Moreover, teamwork is helpful to encourage the sense of employee’s development in the business processes (Baker & Newland, 2008).

Outsourcing recruitment process

Outsourcing recruitment is a major technique which is used to recruit the resources on a specific position from a different location on behalf of the home organization (Pallavi, 2016). In the fixed recruitment process, companies become unable to search the talented resources and unnecessary cost incurred on the selection and training. In this context, it is helpful for the SJSH to attract the skilled human resources from all over the world by outsourcing and recruiting them on a particular position as per the requirement. Further, outsourcing recruitment has a contribution in reducing the level of lack of resources in the industry because this spread a wide range of employment opportunities which increases the chances of talent pool (Çiçek & Özer, 2011). With the help of the outsourcing, the SJSH can hire the expertise for a specific job as well as increases the number of resources for less demanded job vacancies. Further, the cost of hiring the resources can be reduces and time can be saved by applying the outsourcing recruitment process (Ordanini & Silvestri, 2008).

Thus, it would be beneficial to mitigate the situation of lack of human resources in the concerning industry with the help of outsourcing.

Managing diversity with local in mind

This is a crucial strategy to maintain the diversity of resources in the organizations it is helpful to remove the scarcity of the human resources in the industry (Pallavi, 2016). According to the case study, the SJSH is dealing with the challenge of lack of human resources in job hubs but through applying the diversity in the firm would be fruitful to acquire the skilled sources from the nation. It reflects that the job hubs would be able to deal with the students due to the diversity of employee experiences, perspectives as well as ideas. Moreover, it can increase the chances of recruitment of more qualified employees from a diversified culture and enhances the large number of human resources in the SJSH.

Benchmarking technique

This is an analytical technique of the operation management which is used to analyze and comparison of the selected indicators. In the benchmarking, the employer set a standard for the resources that they require that many skilled people for the vacant position (Abbas, 2014). Moreover, benchmarking is an effective approach to retain the talented workforce in the organization and deal with the situation of lack of human resources by appointing the various resources (Mostafapour, 2013). In this context, the SJSH can adopt the benchmarking strategy in the job hub industry because on the basis of this, concerning company would be able to analyze the difference among the talented and knowledgeable resources. Accordingly, SJSH job hubs would send the email to all resources but will select the best one and fill the gap of the lack of resources in the industry. Hence, benchmarking is the better technique to analyze the level of resources because in this the company would undergo to the additional research regarding the qualification of the job searchers. Further, it can be used in all fields of the management such as logistics, quality and service management, planning and process management of the company (Hidalgo, & Albors, 2008).

Evidence of use of relevant business knowledge

There are several tactics involving operations, accounting, risk management, marketing and better human resources which are used in the management to resolve the problems (Andersen, Grude & Haug, 2009). According to the challenges of the SJSH, to resolve the issue of lack of human resources in the concerning industry, operations and human resource techniques have been applied for the effective management. For example, the continuous improvement strategy is adopted in the SJSH to improve the number of human resources through regular learning by this job searchers would be attracted towards the marking criteria of the SJSH. Further, the relative company would prepare a specific site to grab the online market of student hubs and focus on the effective marketing of the SJSH on the portal as well as different educational sites. Marketing of the sites can be done by a pop-up of links on other sites, send emails timely to the students at frequent basis to create an image in the mind of student's as well as job seekers. Further, benchmarking has also been applied to increase the human resources in the SJSH because with the help of this, the company would select the standard skilled people from the pool of talent and would distribute in different departments such as marketing, finance, HR, research etc. Hence, the SJSH can easily mitigate the challenge of scarcity of human resources by setting up the benchmark and skilled people will quickly apply to the relevant job on hubs.

Evidence of information presented is communicated to stakeholders

The collected information is well communicated to the stakeholders of the SJSH such as employees and students to deal with the challenges of the job hubs. For example, company communicated with the employees by an interactive session that continuous learning, benchmarking, outsourcing, managing diversity strategy would be used to enhance the number of human resources in the SJSH. Accordingly, leaders interact with the students through a survey, online portal, advertisements on different sites, marketing strategies etc. In this context, a survey has been conducted by the leader of job hubs to know about the perception of students regarding SJSH (Refer appendix 1- Questionnaire). Through the survey, leader collect the information from students that how much job hubs are helpful for the them. Further, timely meeting would be conducted with the employees as well as training programs to boost the knowledge, skills of the workers. Furthermore, whatever is discussed in the meeting would be recorded in a CD so that can be replayed in future as per the requirements. The recorded session would be a strong evidence for the SJSH that everything has been done in a perfect manner to improve the skills of the employees.

Evidence of engaging one internal and external stakeholder in business operations

Internal stakeholders

The participants who are from within the organization that comes under the category of internal stakeholders such as employees, managers, team members and colleagues etc. These are those people who have huge interest in the activities of the business and focuses on to improve the quality of the services which are offered by the company (Neubaum, Dibrell & Craig, 2012). In this regard, SJSH has involved the employees as well as team members in the business operation to resolve the challenges which are incurred in industry. Further, the whole conversation between company and employees has been well documented as an evidence to show that these agreements are done for the processing.

External stakeholders

A group, individual or a company who is related from outside the company are known as external shareholders. Customers, suppliers, competitors, government etc. are lies under the category of the external stakeholders who has huge of contribution in the capital of the company (Cennamo, Berrone, Cruz & Gomez–Mejia, 2012). In this regard, the SJSH has an engagement of external stakeholders in the form of customers (Students). The problems arise mostly in the student field because of the lack of human resources, least emphasis on the emails of job hubs etc. Furthermore, to remove the hurdles of the students, the company decided to engage the customers in the decision-making to know about the preferences and expectations. As an evidence, an interview has been done with the customers to enlarge the requirements and asses the expectations of the students regarding the SJSH. Further, the whole interview has been recorded in a video for the future aspects.

Conclusion

On the basis of the report, it has been concluded that the SJSH is dealing with the major four challenges in the concerning company. Further, it has been found that the company focuses on the analytical and creative skills to mitigate the challenges of the SJSH. With the help of the tools, major challenge of lack of human resources has been mitigated. Moreover, it has also been concluded that there is an engagement of internal and external stakeholders in the SJSH. At the end, well documentation and complete recording have been done for the proof that there is an engagement of internal and external stakeholders in the SJSH.

References

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