THE COMPONENTS OF STRATEGIC EMPLOYEE RESOURCING 

The overachieving components of strategic resourcing is the integration of resourcing and business plans. Within this framework strategic resourcing includes specific strategies for. 

1 ) Workforce planning, or human resource planning – assessing future business needs and deciding on deciding on the numbers and types of people required.

2 ) Developing the organization’s employee value proposition and its employer brand – the employee value proposition is what an organization has to offer that prospective or existing employees would value and would help to persuade them to join or remain with the business; employer brand is the image presented by an organization as a good employer.

3 ) Resourcing plans – preparing plans for finding people from within the organization and/or for learning and development programmes to help people learn new skills. If needs cannot be satisfied from within the organization, it involves preparing longer-term plans for ensuring that recruitment and selection processes will satisfy them.

4 ) Retention – preparing plans for retaining the people the organization needs.

5 ) Flexibility – planning for increased flexibility in the use of human resources to enable the organization to make the best use of people and adapt swiftly to changing circumstances.

6 ) Talent management – ensuring that the organization has the talented people it requires to provide for management succession and meet present and future business needs.

Reference

Anon (2018) the components of strategic employee resourcing. Kogan page [online]. Available at < https://www.koganpage.com/download?id=2136 >. [Accessed on 24th June 2018].

How does "STRATEGIC EMPLOYEE RESOURCING FRAMEWORK (SERF)" work in a CONSTRUCTION ORGANIZATION!

The framework combines a fully integrated computerized resourcing tool, a human resource information system (HRIS), user-friendly web interface and a set of procedural guidelines to provide managers and employees alike with easy access to a wide range of information. Together, the SERF should encourage employee involvement and support effective knowledge management within construction organizations. Utilizing such an approach should also result in more transparent communications and organizational procedures, improved job satisfaction, more informed employee resourcing decision-making and thus, improved organizational performance.

Reference,

Raiden, A.B., Dainty, A and Neale, R.H (2014) A Strategic Employee Resourcing Framework (SERF). Researchgate[online]. Available at <https://www.researchgate.net/publication/267427501_A_STRATEGIC_EMPLOYEE_RESOURCING_FRAMEWORK_SERF_FOR_CONSTRUCTION>. [accessed on 2nd May 2018].

What is web-based recruitment? 

Most large organizations, and many smaller ones, make extensive use of corporate websites in their recruitment program since the internet has become the dominant recruitment medium in recent years. 

It made accessible online, allowing CVs to be uploaded, application forms to be completed and selection tests to be conducted.

Typically, general career information is presented in an engaging manner to promote the employer brand and gain interest from prospective applicants.

Referencing,

Alan, P. (2018) Recruitment. HRM Guide Human Resource management [Online]. available at <http://www.hrmguide.co.uk/employee_resourcing/recruitment.htm.>. [Accessed on 1st April 2018].