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].
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ReplyDeleteThe core principle behind effective resourcing is to minimise employee costs while maximising employee value and to acquire the correct behavioural mix of attitude and commitment in the organisation. Before engaging in a recruitment process an employer should identify a resourcing strategy and how best to maximise recruitment potential. Environmental factors can have significant constraints on a resourcing strategy. The economic climate has required employers to adapt their recruiting practices and attitudes accordingly
ReplyDeleteReference
PENINSULA (2012), Resourcing Strategies: Getting the Right People, [on line] Available at https://www.peninsulagrouplimited.com/ie/resourcing-strategies-getting-the-right-people-by-sarah-cleary [Accessed on 26th June 2018]
Dear Sundar
ReplyDeleteCan you please explain more about retention policies and ways that company can adopt?
Dear Sundar
ReplyDeleteCan you please explain more about retention policies and ways that company can adopt?
Hi Sundhar, I am really interested about your articles on this topic, Strategic employee resourcing, as it is really supportive for any organization to obtain and retain the right people. This can help organizations to achieve their goals and objectives effectively and efficiently. Under strategic employee resourcing, I think it is important for any organization to match their human resources to the strategic and operational requirements of the organization and to ensure effective and efficient utilization of these human resources. It should always concentrate on not only obtaining and retaining the quality staff but also getting the people who fit into the culture of the organization and its strategic requirements as well.
ReplyDeleteWhile searching some more information on Strategic Emloyee Resourcing, I found a nice presentation that has been worked out by Micelle Manalo. You may find the below details and link to access the said presentation. I hope you will find it really interesting.
The Components of Employee Resourcing Strategy by Michelle Manalo. Available at https://prezi.com/rescgd044gca/the-components-of-employee-resourcing-strategy/
And also Sundhar, I would much appreciate if you could provide some examples on the strategies that could be followed in the said components of strategic employee resourcing.