Strategic resourcing is one of the very common term used in business. It works as a guide for an organization to achieve their goals. The process involves of obtaining and retaining the number and quality of staff required for the success of the organization along with selecting and promoting the employees as per the strategic requirement of the organization. It also provides the base to make the full utilization of the resources that an organization has by matching the resources with the strategic and operational requirements (Armstrong, 2014).
There are different components that form strategic planning. Few of those are as listed below:
Human Resource Planning: Also called as workforce planning, it involves of analyzing the need of the business along with identifying the total number of people and skillsets required for the organization to meet the organizational objectives ("Human resource planning", 1990).
Developing employee value proposition and its employer brand: Employee value proposition is something that an organization has to offer. For someone working at a reputed organization and one that they value, employees often tries to show off their identity card, shirts and alike. This shows the commitment of the employee towards the organization as well. This can be done so by the organization by providing good working environment and facilities to its employees.
Resourcing Plans: Oftentimes the resources the organization is looking is within the organization so it’s all about identifying such resources and also providing employees training opportunities to foster their skills (Armstrong, 2014). This process involves of finding talent within the organization which is also called as build approach and if the requirement can’t be fulfilled within the organization, it involves preparing long term plans for ensuring that the hiring and selection process will fulfill it.
Retention plans: The people who have high potential and are talented are the ones on top demand. Any organization might try to pouch them for their own so this plan focuses on preparing a plan for retaining such key people for the organization.
Flexibility: If the organization decides to hire 100 people during the month of June during their planning process for expansion but the company decides against the expansion process itself. The organization should be flexible to not add any overhead cost by hiring those hundred people as they’re not needed to meet the business objective in the current area. So, flexibility enables the organization to be adapt to the situation and take necessary actions as per the need of hour.
Talent Management: Any organization needs a pool of talented individual with the required skillsets. So, it ensures that the organization has the required number of talented people to meet the organizational current and future needs and goals.
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Human resource planning. (1990). Long Range Planning , 23 (2), 120.
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Strategic resourcing is one of the very common term used in business. It works as a guide for an organization to achieve their goals. The process involves of obtaining and retaining the number and quality of staff required for the success of the organization along with selecting and promoting the employees as per the strategic requirement of the organization. It also provides the base to make the full utilization of the resources that an organization has by matching the resources with the strategic and operational requirements (Armstrong, 2014).
There are different components that form strategic planning. Few of those are as listed below:
References
Armstrong, L. A. (2014). A Handbook of Human Resource Management Practice, 13th Edition. Kogan Page Limited.
Human resource planning. (1990). Long Range Planning , 23 (2), 120.