Resourcing Talent Organisation Planning

In this report we will look at Resourcing Talent in organisation. Talent Planning describes an organisation’s commitment to recruit, retain, and develop talented employees to meet organisational needs.

Factors that affect an organisation’s approach to attracting talent:

There are many factors that affect an organisation’s approach to attracting talent, one of them being the image of the organisation. This has a great influence on attracting talent. An organisation with a good image may find it easier to attract and retain employees.

The image of the company is based on what they do and how they are perceived. Actions like good public relations can help earn image. Also branded companies may find it easier to recruit, compared to a nameless brand. This is because they are better known to the public and therefore they have more to offer candidates such as higher salaries, benefits and bonuses. Another factor that influences attracting talent is the size of the organisation. Larger organisations may find it easier to attract talent.

It makes it easier to attract the best-qualified applicants. Another factor is supply and demand. This refers to the availability of manpower internally and externally to the organisation. Organisations need to consider the current supply and demand. Some companies have a higher demand for more professionals and there may be a limited supply in their market. They may have to rely on internal sources by providing them with training and development.

Organisation benefits of attracting and retaining a diverse workforce:

It is increasingly important to attract and retain a diverse workforce. This means organisations should ensure they recruit and retain the best person from the talent base regardless of gender, sexual orientation, age, race, religion, or disability, and there are many benefits to this. It improves the knowledge of how to operate business in different cultures and countries. Diverse workforce can bring new ideas, cultural, and educational experiences which will be of great benefit to the organisation. Also employees that can speak different languages can be seen to be valuable assets to the organisation. Companies become better placed to understand international markets and represent different customers, which allows them to expand their business in different countries. It will reduce the risk of discrimination claims which means organisations should be kept up to date regarding employment legislation.

Factors that affect an organisation’s approach to recruitment and selection:

The recruitment and selection process is one of the biggest factors that affect an organisation’s approach to recruitment and selction as they have budget and cost restraints. If a business is financially secure than they can spend more money on the best recruitment and selection methods. Before an organisation starts the recruitment and selection process they also need toconsider the budget that is available. The company may not be able to offer attractive benefits to attract the best candidates, which could put them behind their competitors. To avoid this disadvantage online recruitment websites instead of agencies to headhunt candidates can be used achieving similar result. Another factor that can be taken to account is that some organisations have recruitment policies, which aim to provide clear guidance to managers in relation to the selection and appointment of staff.

This provides them with a structured process for everyone to adhere to and ensures candidates are assessed fairly, valued and treated with respect. These policies also ensure the organisation is consistent with employment legislation. HR planning is also a key factor affecting the approach to recruitment and selection. HR planning and the recruitment and selection process are highly related to each other. The objective of recruitment is decided in HR planning. It allows HR managers to do an analysis of the organisational needs. An example of this could be the organisational strategy may determine the need for graduates in a graduate scheme to change the organisational structure for which they will ask the HR function to conduct recruitment and selection process for hiring graduates only.

Benefits of different recruitment and selection methods:

There are a number of methods an organisation can use in order to recruit staff. Recruitment agencies are an effective tool as they save valuable management time and they can also decrease the administratve load for the organization. It can also remove a lot of unnecessary stress and hassle. Internal recruitment is another method used. It is cheaper and may be quicker to recruit. It also provides opportunities for promotion within the organisation, which can be motivating for staff, and they are aware of the strengths and weaknesses of internal candidates. The Internet is now a popular recruitment method that comes with many benefits. Online recruitment allows the organisation to reach a large number of candidates quicker and is cheaper. Many organisations are now using social networking sites such as Facebook, LinkedIn, and Twitter.

As for selection methods online Screening & shortlisting is used very often. Initial screening of applications is usually based on an assessment of a candidate’s experience and qualifications against the job’s requirements. Scoring mechanism – easy to see how well someone fits the requirements/ easy to sort into areas of strengths Interviews remain the most common selection method, with competency-based interviews being the most popular across all sectors. All organisations continue to conduct interviews face-to-face but increasing numbers also use telephone interviews (56%) and nearly a third also use video or Skype interviews. to Face interaction – get to know the candidate. (CIPD factsheet p. 4 http://www.cipd.co.uk/resourcingtalentedplanningsurvey Face] [accessed 01 May 2014] Application Forms & CV’s. Application Forms – Ensures same information gained from all candidates to help achieve consistency. Application forms – Makes the selection process more fair on the other hand CV’s – benefit more applicant as existing CV can be updated and tailored to the job quickly (website used – http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014]

Explains at least 3 perposes of induction and how they benefit individuals and organisations:

Induction is the process of introducing a new employee into the organisation. The responsibility for an induction should be shared between HR, line management, and learning and devlopment functions. There are many benefits for the new recruit as well as the organisation. A good induction reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. It is a good way to familiarise a new emploee with the culture, practices, policies, and procedures of the organisation, which will have an impact later on how they carry out their duties. In addition to this there are ‘public relations’ benefits from carrying out effective induction as an employee impressed by their choice of employer may advertise the fact and make it easier to attract new employees.

Good induction also prepares the employee to compete better in a competitive marketplace, which has a direct impact on their early success and therefore also motivates the employee. In the organisation I currently work for they want people to be happy to work there and to excel in their role. Keep the excitement of starting in a new role alive with a well-planned induction. There are always some policies to learn but there should also be some thought-provoking videos to watch and some really interesting people to meet. As a sign of improvement they are planning are launching the BBS’ induction on Bupa Learn. There is also a new starter checklist for managers with an induction plan and sign off list for new starters.

It is important for an organisation to use a number of methods for recruiting and selecting candidates as it has a significant impact on the future of the business. Attracting and retaining a diverse workforce is also of huge importance as it enables the organisation to attract the best talent. Lastly effective induction is crucial too. It helps the new employee to know the company better and integrate. It can also help new emploee to compete better in a competitive marketplace.

Online references:

1. CIPD Resourcing talented planning survey p.4 [online]; factsheet, [accessed 01 May 2014] http://employers.grb.uk.com/selection-methods, [accessed 01 May 2014]
2. http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx, [accessed 01 May 2014]