The Objectives Of Employee Resourcing

The Objectives Of Employee ResourcingIn the conduct of deed of any headache, it has often metres been regarded that the use upees identify the most serious part of the presidency. The employees ar the backb ane and foundation of the line because they light upon its public presentation assert adequate to(p). They argon part of e truly success story, as well as the unfortunate failure of the compositions. Employees be the most valu adapted asset of the craft. Overtime, the proper precaution of the companys workforce has been c solelyed upon by pertain groups and eventide by the neckment itself. Various designs and practices have been designed and geargond towards upward(a) them and developing their skills so that they can be get turn up assets in the subr turn upine of the organization. Successful homo wariness skills have been called upon in rescript to repair the workforce. Effective employee enlisting and mental faculty selection, improving the performan ce of the workforce, and reduction of staff turn-over atomic number 18 some of the immediate concerns of world choice departments in todays youthful working environment. It is of predominate concern that organizations should be able to maintain a dynamic jab force in order to make fail performance. With this, employee resourcing has been a primary(a) concern among organizations which ar concerned slightly managing their heap.EMPLOYEE RESOURCINGEmployee resourcing has been outlined as ensuring that the organization obtains and continues the human metropolis it necessarily and employs them productively. It is similarly about those aspects of employment practice that argon concerned with welcoming people to the organization and, if there is no alternative, evacuant them (Armstrong, 1977).this definition holds that the concept of human resourcing implys non only managing peole when they be kept within the context of the organizational functions plainly in like ma nner when there is a need to release them specially if their performance on their parentage organisation does not at all take c ar to be satisfactory and productive. Employee resourcing answer questions which include the kind of people that the organization needs to compete potently at present and in the adept future and the things that the company needs to do to be able to draw and keep their most valuable asset as they influence a part performance of the business. This concept operates on the notion which puts paramount richness to the employee in the function of any business. It regards that the employees argon indispensable to success and they should be therefore properly and effectively manage. They should be given continuous information and training so that they go a mode overly perpetually second in the improvement and growth of the business. Most importantly, organizations moldiness be concerned on how to keep these employees which are contended investment in t he business.Price (2000) defined employee resourcing as the ability of the focusing or nay concerned group to be able to identify the suitable people which should be working in the organization and to be able to allocate the tasks and jobs which they have to work on while creation employed in the said business. Moreover, the author also menti geniusd in his book that employee resourcing entails the presence and early(a) practice related to worry including dodge and planning in which the management attempts to determine what leave alone the human resource require in the near future like the spot of employees, the skills that they need, and other relevant matters research which is primarily concerned with identifying the competencies which are all-important(a) in the performance of tasks recruitment which entails getting the top hat people from wrong and outside the organization to work and help in yielding a better business and selection which entails choosing the best am ong the crop to be working in the company. These functions associated with employee resourcing are very important among human resource practitioners and are often emphasized when choosing the work force of the business. A watchful employee resourcing strategy leave be a big help for the business to be roll up to identify and to choose the best employees who impart be working with them.THE OBJECTIVES OF EMPLOYEE RESOURCINGThe primary neutral of an employee resourcing strategy would be to obtain the recompense basic tangible in the form of a workforce endowed with the appropriate qualities, skills, knowledge, and say-so for future training. The selection and recruitment of workers best suited to meeting the needs of the organization ought to form a core activity upon which most other HRM policies geared towards development and motivation could be built (Keep, 1989). This major(ip) neutral of employee resourcing necessitates that organizations are being called upon investing i n their employees done proper recruitment and selection and adequate training which pass on endure them continuity in improvement in their versatile organizational functions. A sound employee resourcing strategy lead result in a workplace of competent individuals who are geared towards performing at their best.Aside from the to a higher place-mentioned there are also other documentarys which are associated to employee resourcing and they are identified in the bring home the bacon statements as illustrated by Armstrong (200). The objectives of employee resourcing in todays contemporary organizations also include determine the number of people required to meet business needs. This aspect must be evaluated carefully. The business exists in order to profit, therefore it must consider the number of people it employs to be assured that their compensation is within the business reach. With employee resourcing, there is a potential to properly identify how many are exactly needed to get the job done with the best results possible. Hiring in like manner many people or too few employees can both generate problem in the business. It is also the objective of employee resourcing is to identify and manage the skills which are essential for business performance. It is an acknowledged fact that it is not replete that there is a presence of the amend number of employees within the organization. there is a great need that these employees are the right people for the job and for the business. Prior to hiring these employees, there is a need to identify their respective skills which will be helpful in the business. These skills will be regarded as the assets of the employees and will be their edge against other during the recruitment phase of employee resourcing. Once subscribe tod, there is also a growing concern for management to manage these skills. This pith that there is a need for the management to tack together various programs which are geared towards improv ing the skills which were already present in the workforce. Workshops and training activities, for instance, are some of the avenues in which these skills can be better improved. Furthermore, another objective of human resourcing would be changing the organizational horticulture. The employees are the entities which show the major significance in forming a embodied culture. To be able to establish a sound organizational culture, there is a need to establish a sound labor force as well. With that, it is important for management to properly manage its people to be assured that only a sound culture will be practices within business performance. The attitudes, beliefs, and in- soul characteristics of the employees should be properly managed through employee resourcing in order to establish a better workplace. It is the duty of human resourcing to ensure that the above-mentioned objectives are being met by the strategies which were stipulated by the company towards managing its people. PRACTICE IN ORGANIZATIONSAs mentioned, the benefits that employee resourcing entails are quite portentous in the operations of a business. The objectives which were earlier mentioned were also common among organizational practice. With that, organizations of today do not discount the magnificence of employee resourcing in its operations. The human resource managers and the company management are ceaselessly concerned about this concept and on how such concept will be brought about inside the organizations. These reflect the practices which are aimed towards ensuring that the business is able to obtain and retain the human resource that it actually needs and employ them both effectively and efficiently. The human resource planning is composed of various steps and coveres among organizations. Presented below are the demonstratees and how they are practiced among selected organizations or industries.The source process in employee resourcing is human resource planning. This proces s, according to Armstrong (2000), human resource planning determines the people needed to meet the strategical objectives of the organization. It assures that the organization has the right number of people, in teh right place, at the right time, with the aim of vending the strategic plan of the organization. This concept holds and put an importance in determining the right people in the organization to carry out their functions and to be of help to the management is establishing their goals and objectives as they go on with business operation. Being viewed as a significant organizational process, this attempts to look at the future of the operation of the organization and takes a look at the future of business and environmental demands of the organization with emphasis on hiring the right and qualified employees to carry out such functions. For instance, Barclays is one of the leading deposes in the United Kingdom with branches in different parts of the world. The employees who are involved in the operation of the bank are quite big in number as its operation extends fro its home country to different regions in the world. With the organizations globally dispersed operation, it is paramount among management concern to put an emphasis on human resource planning to be assured that they are hiring only people which are fit in the banking and financial industry and those employees who are equipped with the needful knowledge. The company will not employ people whom they deem are not worthy in the industry and who they thought can no longer be improved even with thorough training. In the stratum 2007, the company employs and estimated number of 134,900 employees (The Climate Group, 2007). These employees were carefully selected by concerned individuals and groups and are believed to be contributing factors to the future of the company and portion the business achieve its goals. Along with hiring the right people, human resource planning in Barclays depone wil l also entail questions such as what new technologies will affect the working system and what is the employee turn-over rate and how much can be avoided. Being concerned with managing the right people, human resource planning is also concerned with technological advancements which might change the perspective of human resource management in the future that is wherefore there is also a significant emphasis undertaken on such issue. Furthermore, the employee turn-over rate and how to avoid it is also faultfinding of all the concerns in human resource planning. Employee resourcing should take people as being assets and big investments that are why there is a need for management to properly take care of them and do their best to be ensured that they are kept within the business. Employee turn-over rate should be at a minimum and such will only be possible if the business will establish a working environment and corporate culture which will address all the significant needs of its labo r force.The next process in employee resourcing is talent management. This process is basically concerned with establishing an organization which is talent-powered wherein the employees have distinct set of talents which are considered to be one of the companys biggest investment 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 bale to invest and identify with essential and significant talents which can provide the business a landscape of success, opportunities, and growth. This leads the management to be very picky when it comes to defining talent needs, discovering diverse sources of talent, developing both individual and bodied talent in the organization, and deploying such talent in a way that it can help the company achieve its organizational goals (Cheese et al, 2008). One slip of organizations with particular focus on talent management would be trump out Buy, a co nsumer electronics retailer which transformed its business strategy into being customer-centric through the organizations talent management of its workforce. The management of the company recognizes that what is most significant in the success of business nowadays is not investing in capital rather it is investing in the employees. such is actually square especially considering the fact that these employees are the backbone of the business, they develop, create, and they deliver. It is the employees who are supposed to deliver superordinate value and quality more than the product itself. It is important to have first-class customer service to reap business performance success. For instance, at shell Buy they develop the talents of their employees to be able to end up with quaint value for the company. This is a total perspective of looking at business strategies by recognizing the need to talent management in the workforce as they become front liners to the success of the com pany.Another important process in employee resourcing would be recruitment and selection. There is one common and paramount objective of every organizations recruitment and selection process to appoint the right person in the right job. It is very critical in all organizations to hire only those who are fit ad qualified in sealed positions and those who are anticipated to perform well in their jobs with the objective of helping the business achieve its goals. 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 (Dale, 1995). 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 attempt their bests in an almost four hours coding competition. They also sponsor probe riting contests to show the competitiveness of the writers. The top contestants are invited for interview and if they passed, 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 cre ate verbally works. These things provide the management with a closer look and actual perspectives on the quality of potentials 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 awake of their tasks, their supervisors, and their colleagues providing them a favorable initial experience and giving them the reasons on 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 which the individual should enjoy. It should be able to deliver a thought-fully planned program which should be focused in edifice a harmonious relationship within the company. Such should be viewed as a process, and not an event (La wson, 2006). Starbucks, for instance, takes introduction of employees in the organization seriously because they believed that one never gets the second chance to establish a good first impression and such process is helpful in order to establish culture and reduce employee turn-over rate. During the first days of employees at Starbucks they are introduced to the organization with a video fro Howard Schultz, their chief executive officer, 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 chief executive officer 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-consciousness and confidence. After they are though 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 compan y, the employees are introduced by saying how much the management cares about what they do (Gruner, 1998). This is a good company practice because it establishes a perspective which is ordained for employees as they are being given the trust of their employers. The video of the CEO greeting the newly hires is also helpful because it will create a more confident working environment for the new members of the company.The final stage process in employee resourcing would be releasing of 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 field with no option but to just release them and let them go. cathartic is also based on tump over company rules especially against trespass of disciplinary standards and work regulations or unsatisfactory performance in their jobs. let go of can be based on redun dancy. This mans that technological advancements have been providing the tasks carried out by the employee that is why there is no more need for human effort and it is already dependent on machines. Setting higher standards with regards to performance is another factor on why companies release employees. This is true in cases where the performance of the employee is not doing the company any good at all. Furthermore, releasing can also be voluntary. Under this, employee voluntarily leaves the company in search for better opportunities and for other personal reasons. Microsoft released a number of its employees last year in order to reduce cost. This process of releasing is deliberate to the organization. Microsoft has no intention of leaving thousands of their employees jobless it is just that they have to cut-down on costs to be able to survive in the corporate world. Such step must have had received criticism by unions, but then ity must be realized that Microsoft just did what it thought would be ebst for cost-reduction and to maintain a sustainable performance despite a business which is actually not doing so good in the global market. The waterlogged company of the present has been forcing many companies to release employees within the organization. Such a strategy should be done carefully in order not to ruin lives of employees and should include incentives and provide alternatives once employees are released from the company.CONCLUSIONWith 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 bale to ad dress 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 companys undertaking towards hiring the 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.