People Resourcing Practices
EMPLOYEE RESOURCING:
People Resourcing
Practice
Employee
Resourcing largely deals with Recruitment and Selection, talent, and career
management, and introducing people to the organizations. However, according to
Armstrong (2014), absence management, employer brand, employee turnover,
Retention Planning, Absence Management, and Induction areas will be covered
under the employee resourcing practices. And in this blog will discuss employer
brand, Employee turnover, and employee retention.
- Employer
Brand
According
to Saini (2023), according to various surveys and reports, employer branding has
consistently appeared as one of the top human resource/talent trends in the
last 5 years. The relationship between employer and employee has observed a
paradigm shift in a dynamic and competitive talent market, and the standardized
employee value proposition is longer valued.
Ambler
and Borrow (2016) defined relationship marketing as “attracting, maintaining
and in multi-service organizations - enhancing customer relationships”. Kotler
shifted from his traditional microeconomic orientation to seeing the
marketplace as a “network of value laden relationships”. Kotler and Armstrong
see relationship marketing as reflecting the goal to deliver long-term value to
customers, and the key measure of success as long-term customer satisfaction.
The importance of supplier/customer relationships increases as a function of
profit margins and the number of customers. The following diagram presents the
framework of Employer Branding.
- Employee
Turnover
Employee
turnover is a serious problem for many organizations around the world. Indeed, the study of employee turnover
intentions has long been a major concern in an organization's management
(Alsuraihi, 2021). Further, according to Ongori (2007), sources or factors
affecting employee turnover are, lack of training and feedback, job-related
factors, trust, stress, challenging work, job satisfaction, working
environment, family pressure, salary, and leaders and managers.
The
increasing trend of turnover enhances the costs and reduces the productivity
and efficiency of the organization. Hence, it is crucial to study the factors
affecting the turnover in the organizations.
For
the opulence of the organization human resource management becomes a momentous
aspect for the organization. These are the humans who are the foundation for
the development and achieving the objectives of the organization. In this
modern age, humans are considered the most precious assets that impact on
performance (Khan & Aleem, 2014).
According
to Ongori (2007), Strategies on how to minimize employee turnover, confronted
with problems of employee turnover, management has several policy options viz.
changing (or improving existing) policies towards recruitment, selection, induction,
training, job design, and wage payment.
- Retention Planning
The
turnover of key employees can have a disproportionate impact on the business.
The people organizations wish to retain are often the ones most likely to
leave. It was claimed by Reed (2001) that, every worker is five minutes away
from handing in his or her notice, and 150 working hours away from walking out
of the door to better offer (Maragia, 2013).
According to Crail (2024) stated that 15 effective employee retention strategies in 2024 published in Forbes Magazine such as,
1. Offer competitive base salaries or hourly wages.
2. Let your employees work from home.
3. Provide flexible scheduling and reduced workdays.
4. Encourage and promote work-life balance.
5. Recognize and reward your employees of their work.
6. Create a culture that employees want to be a part of.
7. Build employee engagement.
8. Create an emphasis on teamwork.
9. Reduce employee burnout.
10. Provide wellness offerings.
11. Give other job perks.
12. Foster Growth and Offer Professional and Personal Development.
13. Hire for the Cultural Fit.
14. Manager for Retention.
15. Know When It’s Time To Say Goodbye.
According
to Tan (2013), stated that according to Herzberg two two-factor theory, two
sets of factors influence motivation in the workplace and either enhance
employee satisfaction (and thus encourage employee retention) or hinder it.
Based
on the above diagram illustrates the hygiene factors refer to those factors actually enabling
motivation in the workplace and motivating factors, on the other hand, are
dependent on the conditions of the job itself.
References
Armstrong,
M (2014), Armstrong’s Handbook of Human Resource Management Practices, 14th
edition, Pg 247, (Online), Available at: https://e-uczelnia.uek.krakow.pl/pluginfile.php/604792/mod_folder/content/0/Armstrongs%20Handbook%20of%20Human%20Resource%20Management%20Practice_1.pdf?forcedownload=1
[Accessed on 23rd March 2024]
Ambler,
T. & Barrow, S (2016), The Employer Brand, Journal of Brand Management,
(Online), Available at: https://www.researchgate.net/publication/263326597_The_employer_brand
[Accessed on 24th March 2024]
Al-Suraihi,
W. A., Siti, A, & Al-Suraihi, A., & Ibrahim, I (2021). Employee
Turnover: Causes, Important and Retention Strategies, European Journal of
Business Management and Research, (Online), Available at: https://www.researchgate.net/publication/352390912_Employee_Turnover_Causes_Importance_and_Retention_Strategies
[Accessed on 25th March 2024]
Crail,
C. & Watts, R (2023) 15 Effective Employee Retention Strategies in 2024,
Forbes Advisor, (Online), Available at: https://www.forbes.com/advisor/business/employee-retention-strategies/
[Accessed on 26th March 2024]
Khan,
A, H. & Aleem, M (2014) Impact of Job Satisfaction on employee turnover: An
empirical study of Autonomous Medical institutions of Pakistan, Journal of
International Studies, Vol 7 (1), (Online), Available at: https://www.jois.eu/files/11.pdf
[Accessed on 27th March 2024]
Maragia,
S (2013). Effects of Succession Planning Programs on Staff Retention, Mediterranean
Journal of Social Science, (Online), Available at: https://www.researchgate.net/publication/259004242_Effects_of_Succession_Planning_Programs_on_Staff_Retention
[Accessed on 26th March 2024]
Saini,
G, K (2023). Employer Branding: A Critical Review and Future Research, SAGE
Journal, Vol 16 (3), (Online), Available at: https://journals.sagepub.com/doi/abs/10.1177/26314541231170424,
[Accessed on 23rd March 2024]
Tan,
S, K (2013). Herzberg’s Two-Factor Theory on Work Motivation: Does it works for
Todays Environment? Global Journal of Commerce and Management Perspective,
Vol 2 (5), (Online), Available at: https://www.researchgate.net/publication/262639924_Herzberg's_Two-Factor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment
[Accessed on 26th March 2024]
Good explanation on employee resourcing. Employer brand, employee turnover, retention planning, and induction within the purview of employee resourcing, organizations acknowledge the interconnectedness of these functions in nurturing a sustainable and thriving workforce.
ReplyDeleteThank you Arundathi for your comment. Before applying, job seekers are researching a business's reputation and brand. Therefore, employers are starting to see the importance of maintaining or improving their brand image. Just like with customers, future applicants will want to associate themselves with a business that is respected in their industry (Coulson, 2024).
Deletewow! You have done a variety of readings! this blog is really good .... minimizes employee turnover, and confronts with problems of employees.. This one is a dense topic and you have explained it very simply.
ReplyDeleteThank you Amesha, yes i did various reading on this. A resourcing strategy will help your business get the right people with the right skills into the 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, bringing their A-game to everything they do (Marks, 2024).
DeleteThis blog provides insightful discussions on key aspects of employee resourcing practices, focusing on employer branding, employee turnover, and retention planning. It highlights important strategies and factors influencing employee engagement and satisfaction, crucial for organizational success in today's competitive landscape.
ReplyDeleteThank you Ruwan for your valuable comment. A solid employer brand will make your existing employees proud that they are a part of your organization. Being a part of an organization with a great work culture is important for today’s job seeker, and companies need to be mindful of how they are showcasing that culture. Most job seekers will look at your company’s social profiles before applying, so use your company’s social profiles to project an employee-centric culture and get the most out of LinkedIn, Facebook and Twitter (Barcelos, 2022).
DeleteTo manage employee turnover Conducting exit interviews to gather feedback and identify reasons for turnover. Analyzing turnover trends and identifying areas for improvement.
ReplyDeleteImplementing retention strategies, such as offering competitive compensation and benefits, providing opportunities for professional development, improving communication and employee engagement, and fostering a supportive work environment.
Thank you Shenthuran for your comment. According to Coulson (2024), Many businesses operate with a diverse team that includes a combination of full-timers, contractors, and freelancers. Because of the competitive labor market, more employers are offering creative benefits including flexible work schedules. This has helped to differentiate brands and create a more attractive workplace for potential candidates.
DeleteExcellent justification of staff resources. Organizations recognize the interdependence of employer branding, employee turnover, retention planning, and induction under the umbrella of employee resourcing in fostering a long-term and vibrant workforce.
ReplyDeleteThank you Chamara for your comment. Employer branding has become an intense topic in the modern business environment and it has captured significant attention in the present day same as employee turnover. (Udayanga et al, 2021).
DeleteAn insightful article, Kovida! Employee Resourcing mainly interacts more with recruitment and selection, talent, and career management, and introducing people to the organizations. Yes, as Armstrong, (2014) has mentioned,…’absence management, employer brand, employee turnover, retention planning and induction areas will be covered under the employee resourcing practices'.
ReplyDeleteEffective employee resourcing practices contribute to a dynamic positive organizational culture and sustainable success.
Thank you Judith for your comment. Employee turnover is a problem that companies of all sizes and industries frequently encounter. The morale and efficiency of your remaining team members might also be negatively impacted by losing talented individuals.
DeleteAnd this is where internal employer branding offers a solution. A solid internal employer brand helps companies recruit and retain capable employees through a positive workplace culture (David, 2022).
Indeed, employee resourcing practices play a crucial role in shaping organizational success. Focusing on employer branding, turnover management, and retention planning is vital for creating a positive work environment and nurturing a loyal workforce.
ReplyDeleteThank you Minoshi for your comment. The employment environment, nowadays, is becoming increasingly competitive. In such a competitive environment, employer branding is fast emerging as a long-term human resource (HR) strategy to attract and retain a talented workforce (Tanwar & Prasad, 2016).
Delete