Different components of strategic employee resourcing

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Source: Meghani, S. (2021)

Introduction

For a business to work efficiently towards its business goals human resources should be associated with its strategic planning and overall business goals. Strategies help to link an organization with its ultimate purpose. Strategic resourcing is the process of lining up the activities of the human resources for the day-to-day requirements of the organization and making the full utilization of the resources It is concerned not only with getting and keeping the number and quality of staff required but also with selecting and promoting people who fit the culture and strategic needs of the organization. It is the combination of employee resourcing and business strategies (Armstrong, 2014)

Human Resource Planning

it involves analyzing the need of the business along with identifying the total number of human resources and skillsets required for the organization to meet the organizational objectives ensuring proper talent management in place, and altogether finding out if you have the right people in the right roles. (Personio. 2020)

Developing employee value proposition and its employer brand‌

The employee value proposition is what an organization has to provide to its future and existing employees that they value so that they will be persuaded or motivated to join or remain in the organization. The employer brand is the image presented by the employer in the market and  This also done retain them in the organization Valène Jouany. (2020).

Resourcing Plans

The resource plan includes planning to find people within the organization and help them learn new skills or talent which they cant find within the organization looking externally to find the people who will help to satisfy the future business needs. It also includes decisions concerning the hiring of full-time employees or contractors based on the cost-effectiveness of the organization.

Retentions

In an organization, there are people with high potential who are talented and top demand. Always organizations are trying to pouch them for their own so this plan focuses on preparing a plan for retaining such key people for the organization.

Flexibility

It is related to planning the flexible and adaptable people to help the organization to adjust and cope up with the changing circumstances. The organization should focus on creating a pool of employees ready to accept changes because the only way to sustain in the active business world is by making the best use of the human resources. for an example, if the CEO resigns from the company organization needs to be ready to fill the vacancies as soon as possible through internal or external recruiting.

Talent Management

‌Any organization needs a pool of talented people with the needed skillsets. So, it ensures that the organization has the required number of talented human resources to meet the organizational current and future needs and goals

Reference

Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). Kogan Page.

Meghani, S. (2021). Key priorities for Human Resource functions in 2021. [online] People Matters. Available at: https://www.peoplematters.in/blog/strategic-hr/key-priorities-for-human-resource-functions-in-2021-28381 [Accessed 19 Dec. 2021].

Personio. (2020). Workforce Planning: Definition, Steps and Tips. [online] Available at: https://www.personio.com/hr-lexicon/workforce-planning/ [Accessed 19 Dec. 2021].

‌Prarthana Ghosh (2021). What is Talent Management? Definition, Strategy, Process and Models - Toolbox. [online] Toolbox. Available at: https://www.toolbox.com/hr/talent-management/articles/what-is-talent-management/ [Accessed 19 Dec. 2021].

‌Valène Jouany. (2020). Employee Value Proposition: The Complete Guide to Building a Great EVP. [online] Available at: https://blog.smarp.com/6-steps-to-build-your-employees-value-proposition [Accessed 19 Dec. 2021].