Strategic Employee Resourcing and Talent Management

Strategic Employee Resourcing and Talent Management

Employee resourcing is not just simply techniques of filling jobs. It is key aspect of human resource management which affect the entire organisational performance. Although there are some traditional and modern techniques for employee recruitment and the selection, organisation has to consider best way of resourcing based on their actual need with to go in line with the corporate strategy. For an example, interviews, psychological testing and assessment centres are popular techniques. But it has its own limitations and suitability for job type which organisation is evaluating.

However, the effectiveness of methods to attract applicants varies according to organisation sector and size, the most effective methods overall were reported to be through organisations’ own corporate websites and recruitment agencies.

Nowadays companies are willing to hire educated and trained staff and with the same time companies have to consider their employer brand to join and make stay the employees, so that companies will get the break-even of their investment making. For an instance, companies can use third party verification as company`s employer brand which will have more employee attraction than the other companies which do not. (e.g. ‘Great Place to Work’). This will act as an organization's reputation as an employer, and its value proposition to its employees.

Employee resourcing will have a more value proposition with the organisational talent management. With Talent management strategy in place organization will enable them to retain their top talented employees. Just like employee involvement or employee recognition, it is the stated business strategy that will ensure the attraction of top talent in competition with other employers. On the other hand, bundling of these two will have greater idea of organisational talent pool and have better workforce planning, resourcing and retention strategy in place.

Conclusion

Organisations policies need to be supported for attracting and retaining the talented employees, which is highly inter-connected.           Employer need to set an environment where employees are willing to work through strong internal valve creating processes.

Practical scenario at MAS-Linea Clothing

In the concept of TLGL, a new team member’s journey is visualized by the project “500 days”. In that our ambition is to make a team member to a Group Leader within 500 days. For that company policies are set.

We have produced around 8 GL’s throughout our journey as results. They offered with a good remuneration and recognition. For Linea Clothing TLGL helps to manage the talent at plant level.


    References

Ø  People and Organizations: Principles and Practice in Global Contexts, Strategic Employee Resourcing and Talent Management.