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].
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].
With HRIS and support of SERF, how do u ensure company’s competitive targets to achieve within the timeframe?
ReplyDeleteits depends! once managers got to know their employees competencies and commitment levels by HRIS and SERF the time-frame will be created according to the competitive advantage.
ReplyDeleteWhat is your suggestions to overcome or what kind of goal or objective you will make it to achieve this ?
DeleteHi Sundhar, Thanks for highlighting some points on Strategic Employee resourcing. For your information I would like to make you aware about some points that I found interesting while referring some articles related to employee resourcing. Please find the below,
ReplyDeleteEmployee resourcing or ER is now termed by the Chartered Institute for Personnel and Development (CIPD) in the UK as people resourcing. As many people who carry out work for organizations are no longer employees, that is ‘that part of personnel and development which focuses on the recruitment and release of individuals from organizations, as well as the management of their performance and potential while employed by the organization’ (Pilbeam and Corbridge, 2002). Taylor argues that ‘effective hiring and firing, Module 1 / The Context of Employee Resourcing 1/2 Edinburgh Business School, Employee Resourcing attracting the best candidates, reducing staff turnover and improving employee performance are fundamental management functions. They are as relevant for a small family business as they are for a major international plc’. ER therefore involves ‘the range of methods and approaches used by employers in resourcing their organizations in such a way as to enable them to meet their key goals’ (Taylor). Employee resourcing therefore involves staffing (i.e. Recruitment, selection, retention and dismissal), performance (i.e. Appraisal and management of performance), administration (policy development, procedural development, documentation) and change management (the importance of the resourcing function as a change agent).
I suggest you to go thorugh the research article by Paul Iles of Edinburgh Business School on “Employee Resourcing”. You may follow the below link for access.
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.476.8970&rep=rep1&type=pdf