Using of Strategic Employee Resourcing
What is Strategic Employee
Resourcing?
According
to Noe (2008) employee resourcing strategy refers to a company’s judgement
regarding where to find employees, how to select them and the mix of employee
skills and statuses. Employee resourcing strategies helps to provide the people
and skills required to maintain the business strategies and it is concerned
with any means available to meet the needs of the firm for identified skills
and behaviors (Armstrong, 2010). This procedure has been regarded as part of
the area of personnel management and describe resourcing as a technical
procedure of matching available applicants according to the requirements of the
organization. The objective of HRM resourcing strategies is to obtain the right
basic material in the form of workforce enhanced with appropriate qualities, skills,
knowledge and positive for future training (Armstrong, 2010).
As
Grant (1991) describes an organizations most important resources and
capabilities are those which are durable, difficult to identify and understand,
imperfectly transferable, not easily replicated, and in which the firm
possesses clear ownership and control. These type of employees are the people
who are unique and need to be protected and retained also they play a vital
role in the competitive strategy within a company. The heart of strategy
preparation is to design a strategy that makes the most effective use of those
identified resources and skills.
Why do we need employee resourcing
strategies?
The
main ambition of SHRM is to ensure that a company reaches competitive advantage
by attracting and retaining more capable people than its rivals and employing
them more effectively. These people will have a wider and deeper range of
skills and will behave in ways that will maximize their contribution. The
organization attracts such people by being ‘the employer of choice’. It retains
them by providing better opportunities and rewards than others and by
developing a positive psychological contract that increases commitment and
creates mutual trust. Furthermore, the organization deploys its people in ways
that maximize the added value they create.
Reddington
et al (2005) support this idea by introducing some clear decisions regarding
the areas that human resources professionals as well as organizations need to
consider.
− Understand the business and be respected as business people.
−
Able to contribute to the development and execution of strategy.
−
Act as internal advisors, able to build strong client relationship skills.
−
Communicate and demonstrate value through each involvement made with clients.
−
Influence rather than relying on positional power.
Main components of the employee
resourcing strategy.
Figure
1: essential components of Strategic Employee Resourcing
Please go through below link to finds
out more about best practices in recruitment strategies done by Zachary Misko,
Global Director : KellyOCG
References.
Noe,
R.A., (2008). Training and Development, (4th Ed.). New York: McGraw-Hill.
Armstrong,
M. (2010). Strategic Human Resource Management. (1st Ed.). London: Kogan Page
Limited.
Grant,
R M (1991) The resource-based theory of competitive advantage: implications for
strategy formation, California Management Review.
Reddington,
M., Williamson M., Withers M., “Transforming HR – Creating Value through
People”, Elsevier Butterworth – Heinemann, Linacre House, Jordan Hill, Oxford,
2005
Well done Upendra, your explanation about the strategic level HR topic. But you clearly & simply approach this that any one can understand the topic.keep it up.
ReplyDeleteIf you have adopted figure 1 from another publication, please cite it and add to the reference list
ReplyDeleteSir it is a combination. I happened to see a presentation on strategic employee resourcing and i used that pictures and created the figures using arrows by my self.
Deletegood article Upendra , you have described the strategy of employee resourcing and why it is need to any organization. People skill is the most vital thing to development of an organization . Thanks for sharing
ReplyDeleteGood article Upendra, you have clarified the strategic employee resourcing and how it is important to an organization. Thanks for sharing
ReplyDeleteGood brief on Strategic employee resourcing and its components, it’s really helps to keep competitive advantage by recruiting and retaining most suitable people in an organization. Thank you Upendra.
ReplyDeleteGood job
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ReplyDeleteGood explanations on how to gain competitive advantages by strategic employee resourcing. Retaining most suitable people in an organization will always enhance productivity of the organizations. Good job. Thanks for sharing.
ReplyDeleteGood job upendra .you have clearly explain importance of strategic employee resourcing.Thank you for sharing your knowledge
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