STRATEGIC EMPLOYEE RESOURCING

STRATEGIC EMPLOYEE RESOURCING 

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Strategic employee resourcing aims to ensure that the organization has the people it needs to achieve its business goals. Integration of business strategies and employee resourcing strategies are very important to organizations.

A most valuable asset of an organization is its human resources. It ensures the performance of the organization. Using good strategies to maintain the best possible human resource portfolio would ensure the competitive advantages by recruiting, retaining & developing more capable people than competitors.

Effective hiring & firing, attracting the best candidates, reducing staff turnover & improving employee performance are fundamental management functions (Tylor, 2002)       

Range of methods & approaches used by employers in resourcing their organizations in such a way as to enable them to meet their key goals( Tylor, 1998)

Organizations are concentrating more on the attitudinal and behavioural characteristics of employees (Townley, 1989)

Employee resourcing can be defined as “that part of personal and development which focuses on the recruitment and release of individuals from the organization, as well as the management of their performance and potential whilst employed by the organization (Corbrige & Pilbeam, 1998) 

As mentioned at the very first integration of business & resourcing strategies must be done on a proper understanding which leads the organizations towards success determining,

1.     The number of staff need to run business,

2.     The skills and behaviours required to achieve goals,

3.     Future ventures, Market penetrating strategies, innovation & product development,

4. Strategies for Personal development, performance standards, quality of work, teamwork.

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The factors will be highly influenced by the strategies used for resourcing. Using strategy should comply with the real requirement of human resource to the organization. Hence strategic fit in resourcing takes place a very important part in it.

Strategic employee resourcing consists of the following strategic steps,

Author Developed 

1.     Human resource planning

Forecasting future human resource requirements with prospected business, required skills & technical knowledge.

2.     Employee value proposition

The remuneration & welfare that an organization willing to pay for the existing and future employees.

3.      Employer brand

The recognition among the rivals as the best employer in the industry. This helps organizations to attract the best candidates for required opportunities.

4.     Resourcing plans

Making arrangements & plan to find best people for future business within the organization and develop & increase learning & development for new skills or preparing long term plans to recruit, train & develop new employees.

5.     Retention

Preparing strategies to retain the skilled employees in the organization for business operations.

6.     Flexibility

For make use of best out from people, the organization need to be highly flexible with employees. In a business, situation change suddenly, hence adapting to rapid changes and being flexible need to succeed in the business.

7.     Talent Management

Any organization should have talented managing force to lead the company towards success. So organization need succession for the future indeed.

In Bank of Colombo, it uses the best Strategic Human Resourcing practices which offer various types of programs including Internship, Banking trainee, management trainee etc. Since due to continuous learning and development it has been the best on the island. Moreover, the bank has a very good Human Resource Management system which covers all above mentioned strategic resourcing steps.

Reference 

Amstrong, M., 2012. Amostrong's Handbook of Human Resource Managment. 12th ed. London: Korganpage.