AN OVERVIEW OF HUMAN RESOURCE MANAGEMENT

 

STRATEGIC EMPLOYEE RESOURCING & RECRUITING

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WHAT IS RESOURCING?

Resourcing is a broad term that encompasses many different concepts. It's a somewhat flexible term with different definitions depending on an organization.

The word is most commonly used by organizations to describe how they attract and recruit individuals to the right roles at the right time. In this situation, resourcing refers to the use of workforce planning data and analytics, as well as recruitment sources.

 In some organizations, resourcing refers to the act of assigning work to employees and determining which teams are in charge of accomplishing specific tasks. It refers to the process of determining which employees are most equipped to complete a task while reducing expenses and maximizing value to the organization as a whole. (Fear C, 2021)

 

TRADITIONAL EMPLOYEE RESOURCING PROCESS

There are primarily two sorts of recruitment methods: classic and modern. In previous years, the traditional recruitment approach performed well and provided firms with excellent individuals. However, it has disadvantages; it is time-consuming and expensive. Modern recruitment strategies have emerged as a result of technological advancements, offering up new channels and methods for recruiting.

Followings are some traditional hiring techniques,

Newspapers – One of the oldest means of posing a job vacancy where in past most of people used to read newspapers.

Internal hiring – It is simple and time-tested to rely on the potential of existing employees. As a result, hiring one of their own to occupy a higher position has become a wise decision.

Local employment office – Placing the job vacancy in a local employment office where large number of people can read your post and apply for it.

Temp agencies – One of the most common methods. Seek the service of a temporary employment agency to shortlist and find good potentials.

(Shalini L, 2020)

 

MODERN EMPLOYEE RESOURCING PROCESS

There are several modern employee resourcing types that organizations use to attract and retain talented employees. Some of the most common types are,

Online job postings

Employers can post job vacancies on their website or on online job boards, such as LinkedIn, Indeed, Glassdoor, and Monster.

Social media recruiting

Employers use social media platforms such as Facebook, Twitter, Instagram, and LinkedIn to post job openings, engage with potential candidates, and build their employer brand.

Employee referral programs

 Employers encourage current employees to refer qualified candidates for job vacancies. Referral bonuses may be offered to incentivize employees to participate.

Campus recruiting

Employers can visit college campuses to recruit top talent and offer internships or entry-level positions to students and recent graduates.

Remote hiring

With the rise of remote work, employers can recruit and hire employees from anywhere in the world, allowing them to tap into a global talent pool.

Employer branding

Employers can build their brand reputation through various channels, such as social media, company culture, employee benefits, and corporate social responsibility initiatives, to attract top talent.

Artificial intelligence systems

You ought to consider about using artificial intelligence (AI) tools for your recruitment procedures since they may assist you evaluate candidates and highlight potential changes to your job specifications.(Indeed,2022)

 

WHAT IS STRATEGIC EMPLOYEE RESOURCING

 

Strategic Employee Resourcing refers to the systematic planning, allocation, and utilization of human resources within an organization to achieve its strategic goals and objectives. It involves aligning the organization's workforce with its overall strategic direction and ensuring that the right employees with the right skills are available in the right place at the right time to meet the organization's current and future needs.

Strategic Employee Resourcing encompasses various HR functions, including workforce planning, talent acquisition, talent management, succession planning, performance management, and employee development. It involves analyzing the organization's current and future human resource requirements, identifying gaps, and developing strategies to address those gaps.

The goal of Strategic Employee Resourcing is to ensure that an organization has the optimal mix of employees with the right skills and capabilities to achieve its strategic objectives. It involves proactive planning, forecasting, and utilization of human resources to maximize productivity, employee engagement, and organizational performance. Strategic Employee Resourcing is an essential aspect of strategic human resource management and is critical for organizations to effectively respond to the changing business environment and achieve their long-term goals.

 

COMPONENTS OF STRATEGIC RESOURCING

The components of strategic resourcing can vary depending on the specific organization and its objectives. However, some common components of strategic resourcing include: 

Workforce Planning

This involves identifying the current and future workforce needs of the organization, including the skills, knowledge, and experience required for various positions.

Talent Acquisition

This involves attracting and selecting the best talent for the organization, through various means such as job postings, recruitment agencies, and employee referrals.

Performance Management

This involves setting goals and objectives for employees, assessing their performance against these goals, and providing feedback to help them improve.

Learning and Development

This involves providing training and development opportunities for employees to enhance their skills and knowledge, and to prepare them for future roles.

Succession Planning

This involves identifying and developing potential successors for key leadership positions in the organization, to ensure continuity of operations.

Compensation and Benefits

This involves designing and administering compensation and benefits programs to attract, retain, and motivate employees.

Workforce Analytics

This involves collecting and analyzing data on workforce trends, such as employee turnover, absenteeism, and productivity, to inform decision-making and improve organizational performance.

These components work together to ensure that the organization has the right people, with the right skills, in the right positions, to achieve its objectives.

 

RECRUITMENT CYCLE OF AN ORGANIZATION

 

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Preparing

It is critical to understand what you require in the first place, in the organization whether it is freshly founded or recently vacated. Always begin by identifying available positions, followed by job specifications that include knowledge, experience, and skills.

Sourcing

In this stage, the organization will seek out potential candidates through various channels, including job boards, social media, employee referrals, and recruitment agencies.

Screening

This stage involves reviewing resumes, conducting phone and video interviews, and shortlisting candidates based on their qualifications and experience.

Selecting

Shortlisted candidates will be interviewed at the section phase. Several interviews may be planned for each candidate, depending on the size of the hiring team and the particular recruitment needs. This process was repeated until the best candidate was chosen for the job. Sometimes interviews can be conducted by phone or video calls.

Hiring

Hiring and job offers are the final stages of the recruitment process. You should never assume that the candidate will accept your application. If the candidate, on the other hand, has carefully finished the paperwork or waited through the selection process. The likelihood of accepting the offer letter is high. After hiring, check the references and submit an employment job offer.

Onboarding

The final stage involves welcoming the new hire to the organization, providing them with any necessary training and introducing them to their colleagues and the company culture.

 

BENEFITS OF STRATEGIC RECRUITMENT

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Competitive Advantage

Strategic recruiting helps an organization gain a competitive advantage by attracting and retaining top talent. It allows companies to stay ahead of their competitors and become an employer of choice.

Cost savings

Strategic recruiting can help reduce the cost of hiring and training new employees. By identifying and hiring the right candidates, companies can avoid costly turnover and ensure a higher return on investment for their recruitment efforts.

Improved retention rates

By hiring the right candidates who are a good fit for the organization's culture and values, strategic recruiting can lead to improved retention rates. This can result in increased employee satisfaction, productivity, and loyalty.

Better workforce planning

Strategic recruiting helps organizations to plan for their future workforce needs. By identifying talent gaps and recruiting for them proactively, companies can ensure that they have the right people in the right positions to meet their long-term objectives.

Improved employer branding

Strategic recruiting can help improve an organization's employer brand. When companies invest in recruiting and developing top talent, it sends a message to potential candidates that they are a desirable place to work.

Overall, strategic recruiting can have a significant impact on an organization's success by ensuring that it has the right talent in place to achieve its goals and objectives.

 

CONCLUSION

In conclusion, strategic employee resourcing is a critical process for organizations to ensure they have the right people with the right skills, in the right roles, at the right time. This involves identifying current and future staffing needs, assessing internal and external talent pools, and developing strategies to attract, retain, and develop employees.

Effective employee resourcing can lead to greater organizational performance, enhanced employee engagement, and higher levels of productivity. It can also assist firms in responding immediately and effectively to changes in the business environment.

Organizations should prioritize the development of a complete resourcing plan that matches with their entire company goals and objectives to ensure the success of strategic employee resourcing.

Overall, strategic employee resourcing is an ongoing process that requires continuous monitoring, evaluation, and adaptation to ensure it remains effective in meeting the changing needs of the organization and its workforce.

REFERENCES

Corprate.io(2020) Ultimate 6 Steps Guide in Recruitment Process [Online] Available at https://medium.com/@corprate.io/ultimate-6-steps-guide-in-recruitment-process-ae9a6bd70863 Accessed on 20th April 2023.

Fear C(2021)ICS Learn.What is Resourcing and Talent Management in HR?[Online]Available at https://www.icslearn.co.uk/blog/human-resources/what-is-resourcing-and-talent-management-in-hr/ Accessed on 07^th April 2023.

Indeed (2022) Career development. 12 Modern Recruitment Techniques for Your Hiring Process[Online]Available at https://www.indeed.com/career-advice/career-development/modern-recruitment-techniques Accessed on 19th April 2023.

Shalini L(2020)betterplace. Traditional Methods of Recruitment versus Modern Methods of Recruitment[Online]Available at https://www.betterplace.co.in/blog/traditional-vs-modern-recruitment/ Accessed on 07^th April 2023.