STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT

STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT

Since the current economy is highly competitive, we can see a growing demand for labor and increasing number of permanent vacancies also increasing with competition for talent and escalating recruitment difficulties of all categories of staff. That’s why organizations face problems in recruiting and retaining talent and increase the impetus for effective talent management.

Employee Resourcing

Employee resourcing is one of the important areas of the human resource management. Most successful companies manage formulated strategy and better management of human resources since they know most valuable assets in organization are their employees. Acquiring the employees’ services, developing their skills, motivating them to high level of performance also since scarcity and high competition of the skill labor, any organizations need to maintain strategic human resources management. Recruiting the right people, motivating them to achieve organizational objectives are the most important part of the employee resourcing.

Components of Employee Resource Strategy

·         Human Resource planning –It is a process that identifies current future human resources needs for an organization to achieve the goal

·         Resourcing planning –Preparing  plan for finding people within an organization and or from outside.

·         Retaining Strategy – Preparing plan to retain the people within the company.

·         Talent Management –Ensure the organization has talented people and it requires improving business value and making it possible to reach their goal.  

Talent Management

Talent management is another one of the main parts of human resource management. Recruit right person to right position, hire, retain and develop and retain talented employee. If any organization has good talent management process it will help to retain their topmost talented employee within the organization. Also, developing and coaching new and existing employee’s success comes from the manager.

( Heathfiled, 2009)

According to the Armstrong talent management strategies

o   Organization need to develop as an “employer of choice”;

o   Using selection and recruitment procedures to hire people who are likely to thrive in the organization and stay for a reasonable length of time;

o   Need to facilitate for career development and self-development to talented staff.

o   Organization need to concern about balance between working life  in the organization and life of  outside work.

o   Need to develop leadership qualities of the talent staff − Recognizing those with talent by rewarding excellence;

o   Talent management processes should not be limited to the favored few, since everyone in an organization has deferent talent.

(Amanstrong, 2006)

The process of talent management

• ·         Recruitment planning
• ·         Job description
• ·         Job vacancy advertising
• ·         Application material review
• ·         Phone or online screening
• ·         In house interview
• ·         Credential and background checking
• ·         Making the job offer to the selected person
• ·         Employee starting day
• ·         New employee welcome
• ·         On the job training
• ·         Goal setting
• ·         Coaching
• ·         Ongoing employment development
• ·         Promotions
• ·         Terminations
•  

References

1 Armstrong M., “Strategic Human Resource Management: A Guide to Action”, Kogan Page, Limited, 2006, pg 119, 131.

2  Heathfield, S. (2019). Why Talent Management Is an Important Business Strategy. [online] The Balance Careers. Available at: https://www.thebalancecareers.com/what-is-talent-management-really-1919221 [Accessed 5 Jan. 2019].