STRATEGIC EMPLOYEE RESOURCING AND TALENT MANAGEMENT FOR ORGANIZATIONAL SUCCESS

 

Strategic Employee Resourcing…

A ‘systematic approach’ should be applied to developing HR strategies. (Armstrong, 2011)

A resourcing strategy will help your business to get the right people with the right skills into right roles at the right time. It’s concerned with how you recruit, retain, upskill and support staff. So your business is equipped with expert employees. Organizations which are having multi-talented workforce who consist with highly educated and trained employees, most likely to use sophisticated techniques for their employee selection and recruitment processes.  While keeping these objectives in focus, adopting a strategic process on their employee resourcing decision would help for the continuous growth of the organizations in a more effective manner. ‘The systematic attraction, deployment and development of individuals who are of particular value to the organization, either because they fulfil critical roles or they possess high future potential’ CIPD (2015) 

 

Talent Management..

 Talent management is the systematic attraction, identification, development, engagement, retention, and deployment of those individuals who are valuable to an organization, because of their potential or the critical role they have. The ultimate objective of talent management is to achieve the business goals of an enterprise. To do so, talent management strives for high performing employees and the retention of top talent.

Importance of Talent Management..

v  To improve business performance

v  Retain top talent

v  Employee engagement

v  Higher client satisfaction

v  It builds a high performance workplace

v  It fosters learning climate

v  It adds value to the employer brand

v  It improves diversity

The process of talent management..

                                               Figure 1 : The Process of Talent Management 

Planning: Like in any process with a set outcome, planning is the first step in the process of talent management. It involves the following identifying where the gaps lie – the human capital requirement, formulating job descriptions for the necessary key roles to help guide sourcing and selection and developing a workforce plan for recruitment initiatives.

Attracting: Based on the plan, the natural next step is to decide whether the talent requirements should be filled in from within the organization or from external sources. Either way, the process would involve attracting a healthy flow of applicants. The usual external sources include job portals, social network, and referrals. The talent pools that need to be tapped into must be

Selecting:  Written tests, interviews, group discussions and psychometric testing along with an in-depth analysis of all available information on the candidate on public access platforms help in gauging an all-rounded picture of the person.

Developing:  Developing employees to help them grow with the organization and training them for the expertise needed to contribute to business success also builds loyalty and improves employee engagement. This begins with an effective onboarding program to help the employee settle into the new role, followed by providing ample opportunities for enhancing the skills, aptitude and proficiency while also enabling growth through counseling, coaching, mentoring and job-rotation schemes.

Retaining: For any organization to be truly successful, sustainably, talent needs to be retained effectively. Most organizations try to retain their best talent through promotions and increments, offering opportunities for growth, encouraging involvement in special projects and decision-making, training for more evolved roles and rewards and recognition programs.

Transitioning: Effective talent management focuses on a collective transformation and evolution of the organization through the growth of individual employees. This involves making each employee feel that they are a part of a bigger whole.

Key trends shaping the future of Employee talent management and development..

                                                    Figure 2 - Talent Management Strategies

Optimize bench strength – Instead of overpopulating the manpower it is better to strategically select the best employee to the organization.

Enhance prediction accuracy - predict future talent demand validate long term development and success plans.

Maximize talent ROI - explore innovative solutions like sharing development costs with employees, and sponsoring education.

Regularly review and update talent management strategies -    ensure continuous alignment with the organizational goals.

Identify key positions and competencies - need to identify the key essential competencies and develop the necessary skills for key positions.

Conclusion

 One of the major problems of modern business organizations are facing to retain the top talents within the organization. Talent management would help for an organization to successfully overcome this problem and retain top talents within the organization. So in conclusion, adopting a strategic process for human resourcing and investing in the many facets of Talent Management would help for the continuous growth of an organization in today’s competitive business world.

References

 
Armstrong. (2014) People and Organisations: Principles and Practice in Global Contexts. Lecture 1: Introduction to Human Resource Management [Online] Available at <http://lms.esoft.lk/course/view.php?id=240/>.[Accessed on 03 April 2018].

 
CIPD. (2015) People and Organisations: Principles and Practice in Global Contexts. Lecture 2: Strategic Employee Resourcing and Talent Management [Online] Available at <http://lms.esoft.lk/course/view.php?id=240/>.[Accessed on 16 April 2018].

 Nextgen People. (2018). Talent Management. [Online] Available at: https://www.nextgenpeople.com/talent-management/ [Accessed 16 Apr. 2018].

Wisdom Jobs. (2018). The resource-based view of SHRM - The resource-based view of SHRM HR Management (8741) | Wisdom Jobs. [Online] Available at: https://www.wisdomjobs.com/e-university/hr-management-tutorial-69/the-resource-based-view-of-shrm-8741.html [Accessed on 3 Apr. 2018].