Employee Resourcing Practices in Modern Organizations.
EMPLOYEE RESOURCING:
Employee Resourcing Practices in Modern Organizations.
The benefits that
employee resourcing entails are quite significant in the operations of a
business. The objectives that were mentioned are also common in organizational
practice. With that, organizations of today do not discount the importance of
employee resourcing in their operations. According to Kemboi
& Were (2015), human resource managers and company management are always
concerned about this concept and how such a concept will be brought about
inside the organizations. These reflect the practices that are aimed towards
ensuring that the business is able resources that it needs and employ them both effectively and
efficiently. According to Dainty et al (2000), human resource
planning is composed of various steps and processes among organizations.
Presented below are the processes and how they are practiced among selected
organizations or industries.
The first process in
employee resourcing is human resource planning. In this
process, human resource planning determines the people needed to meet the
strategic objectives of the organization. It assures that the organization has
the right number of people, in the right place, at the right time, with the aim
of delivering the strategic plan of the organization.
The next process in
employee resourcing is talent management. According to Dainty et al (2009), This
process is concerned with establishing an organization that is talent-powered
wherein the employees have a distinct set of talents that are considered to be
one of the company’s biggest investments and source of innovation and success
in the marketplace. Among contemporary organizations, management was able to
realize that there is a paramount need to be able to invest and identify with
essential and significant talents that can provide the business with a
landscape of success, opportunities, and growth. This leads the management to
be very particular when it comes to defining talent needs, discovering diverse sources of talent, developing both
individual and collective talent in the organization, and deploying such talent
in a way that it can help the company achieve its organizational goals.
Another important
process in employee resourcing would be recruitment and selection. There is one
common and paramount objective of every organization’s recruitment and selection process: to appoint the right person for the right job. It is very
critical for all organizations to hire only those who are fit and qualified in
certain positions and those who are anticipated to perform well in their jobs
with the objective of helping the business achieve its goals (Alqudah, et
al, 2022).
According to Shammot,
M, M (2014), The process of recruitment and
selection is very critical because it affects the capability of the business to
achieve targets, the quality of the products and services which are offered to
the consuming public, and the well-being of the entire team working towards the
goal of establishing a better business. The practices of recruitment and
selection vary per company depending on the preferences of the management and
what they deem is most effective in helping them achieve their objectives.
Google, for instance, demonstrates one very effective strategy. They sponsor
local events where participants are given time to shine in their respective
skills and then they are referred for interview in the company. They held Code
Jam, a contest open for math and computer specialists where the participants
tried their best in an almost four-hour coding competition. They also sponsor
essay writing contests to see the competitiveness of the writers. The top
contestants are invited for an interview and if they pass, will be offered a job
at Google. This practice of the company is a very good measure and will also
prove to be effective as well. Sponsoring such contests enables the company to
see the best of the crop and they were able to see actual works from the
participants. For instance, during the coding contest, the management was able
to see how the specialists work on different codes and solve them. Moreover,
same thing is true with the essay writing contest where the management saw
actual written works. These things provide the management with a closer look
and actual perspectives on the quality of potential works from the
participants who will be recruited and selected.
After a careful
recruitment and selection practice within organizations, the next process would
entail introduction to the organization. This next process entails employee
orientation where the individual is made aware of their tasks, their
supervisors, and their colleagues providing them a favorable initial experience
and giving them the reasons why they should stay within the organization for
a long time. Since the employee orientation program technically provides the
employees with their very first experience in the company, such should be a
dynamic practice that the individual should enjoy. It should be able to
deliver a thoughtfully planned program that should be focused on building a
harmonious relationship within the company (Adero & Odiyo, 2020). Such should be
viewed as a process and not an event. Starbucks, for instance, takes the introduction of employees in the organization seriously because they believe that one never gets a second chance to establish a good first impression and
such a process is helpful in order to establish a culture and reduce employee
turnover rate. During the first days of employees at Starbucks they are
introduced to the organization with a video from Howard Schultz, their CEO, via video educating them about the history and culture of the company which
should also form part of their perspectives as they work for the business. The
CEO compared their introduction process to young children. During the early
years of these children people would be very much interested in raising an
impression which creates self-esteem and confidence. After they are thought of
this, you let them go out and make their own decisions with basis and
foundation from what they have previously learned about. At the company, the
employees are introduced by saying how much the management cares about what
they do. This is a good company practice because it establishes a perspective
that is positive for employees as they are being given the trust of their employers.
The video of the CEO greeting the newly hired is also helpful because it will
create a more confident working environment for the new members of the company.
The last process in
employee resourcing would be releasing employees. It must be acknowledged that
no matter how the company tries its best to retain everyone and to establish a
sustainable organizational culture, it is
inevitable that employees will leave the organization, and companies are left
with no option but to just release them and let them go (Javed et al, 2017). Releasing is
also based on deliberate company rules, especially against violation of
disciplinary standards and work regulations or unsatisfactory performance in
their jobs. Releasing can be based on redundancy. This means that technological
advancements have been providing the tasks carried out by the employee which is
why there is no more need for human effort, and it is already dependent on
machines. Setting higher standards with regard to performance is another
factor in why companies release employees. This is true in cases where
the performance of the employee is not
doing the company any good at all (Goyal et al, 2023)
With the above
discussion, it can be deemed that indeed employee resourcing is a very
important dimension in the field of human resource management. The importance
of this practice is significant to both the management and the employees for it
is beneficial for both parties which are concerned. The programs, procedures,
and processes for managing the employees is very
important for all organizations to be assured that they are employing the
right people in the right job. The employee resourcing process must be able to
address all important concerns regarding the people in organizations because
such will entail a long-term benefit for the business once it is properly
executed. The employee resourcing process must be able to illustrate the
company’s undertaking towards hiring people who would be able to compete
effectively, today and in the future. More importantly, such will be concerned
on how the business could be able to retain its greatest asset and investment:
the employees.
References
Alqudah, I, H, A., Penela, A, C., &
Sanmartin, E, R (2022), High-Performance Human Resource Management Practices
and readiness for change: An Integrative model including affective commitment,
employee performance, and the moderating role of hierarchy culture, European
Research on Management and Business Economics, Vol 28 (1), (Online), Available at:
https://www.sciencedirect.com/science/article/pii/S244488342100036X
[Accessed on 4th April 2024]
Adero, F, A., & Odiyo, W, O (2020), Employee
Characteristics, Contemporary Human Resource Management Practices and
Organization Effectiveness, International Journal of Business Management
Entrepreneurship and Innovation, International Journal of Business Management,
Entrepreneurship and Innovation, Vol 2 (2), (Online), Available at: https://www.researchgate.net/publication/343027420_Employee_Characteristics_Contemporary_Human_Resource_Management_Practices_and_Organization_Effectiveness
[Accessed on 5th April 2024]
Dainty, A. R. J, Harty, T, E. & Neale,
R, H (2000). Improving employee resourcing within large construction
organization. 16th Annual ARCOM Conference, 6-8 September 2000,
Glasgow Caledonian University, Association of Researchers in Construction
Management, Vol 1, 49-59, (Online), Available at: https://www.arcom.ac.uk/-docs/proceedings/ar2000-049-059_Dainty_Harty_and_Neale.pdf
[Accessed on 4th April 2024]
Dainty, A. R. J., Raiden, A, B., &
Neale, R, H (2009). Incorperating Employee Resourcing Requirements into
Deployment Decision Making, Project Management Journal, (Online), Available at:
https://journals.sagepub.com/doi/10.1002/pmj.20119
[Accessed on 4th April 2024]
Goyal, K., Nigam, A., & Goyal, N
(2023) Human Resource Management Practices and Employee Engagement,
International Journal of Human Capital in Urban Management, (Online), Available
at: https://www.ijhcum.net/article_706444_e6bacfe158daeb2fc1a944d2593ce0df.pdf
[Accessed on 6th April 2024]
Javed, A., Anas, M., Abbas, M. & Khan,
A, I (2017) Flexible Human Resource Management and Firm Innovativeness: The
Mediating Role of Innovative Work Behavior, Journal of Human Resource
Management, Vol 20 (1), (Online), Available at: https://www.jhrm.eu/wp-content/uploads/2017/05/HRM01-2017-04-clanok-p31-41.pdf
[Accessed on 6th April 2024]
Kemboi, A., & Were, P
(2015). Effects of Employee Resourcing and Development Pratcies on Organization
Performance in Public Secondary Schools in Rachuonyo South Sub Country,
International Journal of Business and Social Research, (Online). Available at: https://www.researchgate.net/publication/280944297_Effects_of_Employee_Resourcing_and_Development_Practices_on_Organization_Performance_in_Public_Secondary_Schools_in_Rachuonyo_South_Sub_County
[Accessed on 3rd April 2024]
Shammot, M, M (2014), The Role of Human Resources
Management Practices Represented by Employee’s Recruitment and Training and
Motivating in Realization Competitive Advantage, International Business
Research, African Journal of Business Management, Vol 8 (1), (Online),
Available at: https://www.researchgate.net/publication/272727370_The_Role_of_Human_Resources_Management_Practices_Represented_by_Employee's_Recruitment_and_Training_and_Motivating_in_Realization_Competitive_Advantage
[Accessed on 4th April 2024]
With the evolving landscape of work organizations must adopt to innovative and strategic approaches to attract and retain top talent. Very informative article.
ReplyDeleteThank you Arundathi, Further according to Kapur (2020), strategic employee resourcing involves matching human resources to the strategic and operational requirements of the organization and ensuring the complete utilization of resources. It is concerned with not only obtaining and retaining the workforce, but it is also concerned with selecting and promoting the staff members, who are suitable to the strategic requirements of the organization.
DeleteIn today's fast-paced and competitive business environment, effective employee resourcing practices are essential for organizations to attract, recruit, and retain top talent. By implementing strategic resourcing practices, organizations can ensure they have the right people with the right skills in the right roles to drive success.
ReplyDeleteThank you Nilakshi for your comment. Human resource management is evolving rapidly to meet the demands of the global arena. The trends in HRM are driven by globalization, technological advancements, and changing workforce expectations. Organizations that can adapt to these trends and overcome the associated challenges are better positioned to thrive in the dynamic and interconnected world of business (Layman, 2023).
DeleteKovida your article on employee resourcing practices offers a comprehensive insight into the various processes involved in managing human resources within organizations. From human resource planning to talent management, recruitment and selection, employee orientation, and even the delicate process of releasing employees, each step plays a crucial role in shaping the organization's workforce. The examples provided, such as Google's innovative recruitment strategies and Starbucks' emphasis on employee orientation, further illustrate the practical application of these practices in real-world scenarios. Overall, it's evident that effective employee resourcing is essential for organizations to attract, retain, and develop talent, ultimately contributing to their long-term success.
ReplyDeleteThank you Wasula for your comment. Human Resource Management practices are fundamental to the success of any organization. These practices encompass a wide range of activities and strategies aimed at effectively managing an organization’s most valuable asset: its people. By adopting best HRM practices, organizations can create a positive work environment, enhance employee engagement, resourcing strategies and achieve their strategic objectives (Mygrowth, 2023).
DeleteThe focus is placed on established practices such as recruiting and onboarding. Would it be advantageous to consider alternative approaches such as implementing employee referral programmes or using freelancing platforms to acquire talent?
ReplyDeleteThank you Lantra on making a view on referral programmes which is timely effective resourcing strategy to use. According to Rawat (2023) Employee referrals have become an increasingly popular recruitment strategy for many organizations in recent years. This is because referrals have proven to be one of the most effective and efficient ways to find top talent.
DeleteHi Kovida, This article is full of information. When talking about Employee resourcing strategies Businesses can discover and enhance the competencies of both present and potential staff members by implementing employee resourcing techniques. Additionally, it aids companies in determining what areas require further training or retraining (Lasath Karunanayake,2022).
ReplyDeleteThank you Shedric for your comment. Employee development and training, just like resourcing, is fundamental to every organization in need of better performance. This is because through employee training and development programmes the organization support team learning reduces scrap work, makes employee more efficient, increased
Deletecustomer satisfaction and improved profit margin to the organization (Kemboi & Were, 2015).
Yes! Employee resourcing is a crucial aspect of human resource management, ensuring that organizations employ the right people in the right jobs. Companies need to release employees when they violate disciplinary standards, work regulations, or unsatisfactory performance. Releasing can be based on redundancy, where technological advancements eliminate the need for human effort, or setting higher performance standards. Proper execution of the employee resourcing process can lead to long-term benefits for the business, as it demonstrates the company's commitment to hiring people who can compete effectively and retain its greatest asset: employees.
ReplyDeleteThank you Amesha for your comment. A successful and stable business that can overcome internal and external obstacles needs to have a well-established Human resources department that helps to navigate through all hiring-related processes. Otherwise, if human resource lacks mission, personnel, or practice guidelines, a company won't be able to accomplish their recruiting objectives (Barbel, 2023).
DeleteAbsolutely Kovida! In the modern competitive business landscape, strategic employee resourcing practices plays a major role in determining an organization's success. In this article you have explored how these practices contribute to attracting, recruiting and retaining top talent. Effective employee resourcing is not just about filling positions, it is about strategically implementing talented individuals with organizational goals and fostering a dynamic workforce.
ReplyDeleteThank you Judith for your comment. According to Atristain-Suarez (2016) defines human resource management practices as key activities that are designed, implemented and interpreted in accordance with the organization context. Ong et al (2019) have set forth some of the critical HR management practices. These are; recruitment and selection processes that are geared towards selecting flexible and highly committed individuals, supervisory support, organization design, performance management, high spending on training and managing the employment relationship.
DeleteI agree that employee resourcing is crucial for organizations to ensure they have the right people in the right positions. Effective processes like human resource planning, talent management, recruitment and selection, orientation, and releasing employees are essential for organizational success.
ReplyDeleteThank you Minoshi for your comment. HR best practices are internal guidelines organizations establish to streamline people-related procedures and add substantial value to the overall business and its goals. These practices optimize business processes to support the HR department to reach their full potential and enable successful business performance, regardless of the industry (Gupta, 2022).
Delete