Employee Resourcing Concept..
What is Employee Resourcing ?
Employee resourcing is starting from advertising the vacancy, a good description of job role, screening applications, interviewing the candidates and finally selecting the most suitable person to the company out of potential bunch of people. Most of the organizations using their own resourcing strategies which are changing depending on industry changes and demand.
According to Armstrong (2012) "Recruitment is a process of searching and employing people, that an organization needs".
Traditional & Modern Resourcing
before industrial revolution, people had very simple methods when it comes to resourcing. As most of the work related to manual labor, people who had strong body and ability to do heavy-duty could easily find jobs in anywhere. So, people only seek jobs in local areas or visit nearest town to find jobs which can earn more wages.
After industrial revolution up until early 2000, people gradually used news-papers, headhunting methods to hire best candidates to their organizations.
Nowadays it has been vastly changes with the advanced technology and digitalization.
Employee resourcing includes ;- Human Resource Planning
- Recruitment & Selection
- Employee Retention
Human Resource Planning
- Human Resource Planning
- Recruitment & Selection
- Employee Retention
Human Resource Planning
Human resource planning has three major components such as predicting future staffing demand, evaluating & sharping current staff skills, performance & competencies and finally, matching predicted demand with existing skilled employees.
Before starting resourcing it is important to plan HR properly according to the business type & changes of industry.
Recruitment & Selection
After planning human resources by forecasting the future selecting the best people to the organization & recruiting them before the competitors does is the main crucial thing that comes next.
Recruitment can be external or internal. Through external recruitment companies can have wider pool of applicants, innovative ideas & also it increase experience and skilled workforce. However the internal recruitment is cheaper than the external recruitment and it given first chance to existing employees who are more familiar with the company, culture & the expectation of the business than external recruits does.
Under the selection, conduct interviews, assessments and shortlist applicants. Interviews explore applicants personality & opportunity for additional questions while assessments explore applicants personality, abilities, attitudes & skills.
Employee Retention
Employee retention can be define as the "ability of a company to keep it's employees". According to Das & Baruah, (2013) "Management need to pay attention to factors such as compensation & rewards, job security, training & developments, supervisor support culture, work environment and organization justice etc"
Strategic Employee Resourcing
Strategic human resourcing is all about attracting & recruiting people who are culturally fit, common in values & believes into right role at right time & cost. Those strategically recruit people can easily drive towards a common organizational goal.
In order to complete the resourcing organizations can reallocate tasks between employees or job rotation can be introduced. Other than giving required training programs this method is also enhance employee competency, time management & confidence in themselves. Further, recruit new staff members from external job market can also help to enhance the innovation abilities & fresh ideas get into the company while maintaining the stability in the competitive market.
According to the Editorial Team of Talent Management Institute (2024), Google has innovative talent sourcing strategies. These are few examples of those strategies.
01.Predictive Hiring Algorithms - Since 2008, Google has deployed predictive hiring algorithms leveraging candidate assessments on role-relevant tasks to forecast on-job performance using machine learning models which classify interview difficulty and customize it per applicant, besides mitigating biases through blind reviews
02.Structured Behavioral Interviews - Google conducts structured behavioral interviews developed per job families evaluating concrete problem-solving, collaboration, role-play simulations, and work deliverables.
03.Internal Mobility Prioritization - Google preferentially fills high-value openings through internal transfers, allowing for the calibration of employee strengths and role demands using performance insights. Further they believe taken together, its sourcing framework synthesizes automation and human intelligence for recruiting excellence.
What are the other methods that can be applied under strategic resourcing ? Open for your suggestions...
References
Armstrong, M. (2012). Armstrong's handbook of human resource management practice. London, United Kingdom: Kogan Page Limited
EDITORIAL TEAM Talent Management Institute, 2024. Cracking
Google's Code: Lessons from its Cutting-Edge Talent Management. [Online]
Available at: https://www.blogger.com/blog/post/edit/1211679765386750469/3304162451497251336?hl=en-GB
[Accessed 19 July 2024]
Available at: https://www.blogger.com/blog/post/edit/1211679765386750469/3304162451497251336?hl=en-GB
[Accessed 19 July 2024]
Das, B. L. & Baruah, M., 2013. Employee Retention: A Review of Literature. IOSR Journal of Business and Management, 14(2), pp. 08-16
Keka Editorial Team, 2023. Human Resource Planning:
Meaning, Importance, Process.. [Online]
Available at: https://www.keka.com/human-resource-planning#
[Accessed 20 July 2024
Available at: https://www.keka.com/human-resource-planning#
[Accessed 20 July 2024
This article on employee resourcing in the banking sector offers a detailed look at various strategies for attracting and retaining talent. It covers traditional and modern recruitment methods, human resource planning and the evolution of recruitment practices. The post highlights the importance of aligning employee resources with organizational goals and discusses techniques such as job rotation and outsourcing to foster innovation and competitiveness.
ReplyDeleteSo I think this post will be a good one for hiring a resource for the banks.
Thank you for the recommendation. During last month, my employer introduced "Universal Banking Concept" to each employee through a full day physical training session. This concept is somewhat similar to job rotation but in advanced version of it.
DeleteIn here, all the designations of staff members below branch managers grade will be revised and rest will have to learn all the bank related work such as credit and operations without have any knowledge gap. In current scenario credit staff only know the credit stuff operations staff only do the branch operation related stuff. This "Universal Banking Concept" further help employees to apply for promotions, transfers with a greater level of confident and branch managers would not have any doubt of or fear to work with employees when they all knowledgeable in every field.
This blog comprehensively covers traditional and modern employee resourcing strategies. To enhance strategic resourcing, organizations can leverage AI-driven recruitment tools, which can have both positive and negative impact as well. Unlike human interference AI can omit the certain talents based on the given criteria. I look forward to more discussions.
ReplyDeleteIn some point I guess. Yes it can use to reduce the bias and I think it is only practical to use for larger companies or multinational companies which who has higher volume of applicants around the world. Can it use practically within Sri Lanka?
DeleteYes. AI and automation techniques can also be applied in the Sri Lankan context. However, Asians have a tendency to adopt new technology after a few generations of progress. The only factor involved is time. Thanks.
DeleteYour overview of employee resourcing is comprehensive. Additional strategic methods include developing a strong employer brand, building talent pools, implementing referral programs, partnering with educational institutions, and prioritizing diversity and inclusion. Utilize advanced analytics and AI for efficient recruitment, offer flexible work arrangements, and clearly define your Employee Value Proposition (EVP). Succession planning and focusing on a positive candidate experience are crucial. Regularly refine recruitment strategies based on feedback and industry trends to remain competitive in attracting top talent.
ReplyDeleteThank you for adding more important point to this post. Using AI and EVP can be a turning point of future employee resourcing. New recruitment strategies based on feedback is a nice tip for recruiters also!
DeleteI think this is a comprehensive overview of employee resourcing! I like how you've highlighted the evolution of recruitment processes over time, as well as the importance of human resource planning and employee retention.
ReplyDeleteApart from the methods you've already mentioned, I suggest considering the use of data analytics in strategic resourcing. By analyzing recruitment metrics, organizations can identify trends and areas for improvement in their hiring process. Also, implementing employee referral programs can leverage existing employees' networks, helping to attract candidates who fit the company's culture.
Utilizing social media platforms for recruitment can expand reach and attract a diverse pool of candidates.
Engaging in continuous employee feedback and open communication can also help refine resourcing strategies. What are your thoughts on these methods?
Yes I agree with the analytics can impact for better recruitment. Moreover many companies now started to use social media as a platform for recruitment as well. than k you so much for these valuable ideas.
DeleteThe article provided a comprehensive overview of the evolution of employee sourcing strategies. The section on the impact of technology was particularly insightful. Overall, it was a valuable read
ReplyDeleteThis article is really great! It did an awesome job of covering all the important points in a clear and descriptive way. The explanation of the resourcing method is spot-on, with a lot of helpful details. I found it super insightful!
ReplyDeleteThe importance, strategies and the process of employee resourcing is explained using traditional and modern approaches for a better and a clear understanding.
ReplyDeleteGreat overview of employee resourcing! It’s fascinating to see how traditional methods have evolved into modern strategies, especially with the integration of technology and data analytics. The example of Google's innovative approaches really highlights the potential for strategic resourcing to drive organizational success. Looking forward to exploring more methods and best practices in this area!
ReplyDeleteEmployer Branding / Innovative Recruitment Methods If you were to use these additional methods, you would have an opportunity for further implementation of resource strategy for greater strength in attracting, developing, and retaining top talent that will foster creativity and, at the same time, help maintain organizational stability. Each method will work complementary to the other and, in doing so, becomes a solution for the individual needs and goals of the organization.
ReplyDeleteBefore the industrial revolution, job hunting was simple and relied mainly on physical strength for manual labor, typically within local areas. However, after the industrial revolution and into the early 2000s, hiring methods changed. Newspapers and headhunting became common practices to help find the best candidates for jobs.
ReplyDelete