Strategic resourcing is a key part of strategic human resource management that aims on ensuring that organization has the people it needs to achieve the business goals. It is fundamentally related with matching human resources to the strategic and operational requirements of the organization and ensuring the full utilization of these resources. It is concerned not only with obtaining and keeping the number and quality of staffs required but also with selecting and promoting people who fit the culture and strategic requirements of the organization. It is the integration of employee resourcing and business strategies (Armstrong, 2014).
The components of strategic employee resourcing are:
Workforce Planning: Workforce planning is related with accessing the future business needs and accessing the number and type of people needed in the organization to meet those needs.
Developing the Organization’s Employee Value Proposition and its Employer Brand: Employee value proposition is what an organization has to offer to its prospective and existing employees that they value so that they will be persuaded or motivated to join or stay in the organization. The employer brand is the image presented by the employer in the market.
Resourcing Plans: Resource plan includes planning whether to find people within the organization and help them learn new skills or look outside the organization to find the people who will help to satisfy the future business needs. It also includes decision regarding the hiring of full-time employees or contractors based on the cost-effectiveness of the organization.
Retentions: Retention is making sure that the people with right set of skills, knowledge, competencies, qualifications and expertise that the organization needs will choose to stay in the organization.
Flexibility: It is related with planning the flexible and adaptable human resource to help the organization adapt and cope up with the changing circumstances. The organization should pay attention on creating a pool of employees ready to accept changes because the only way to sustain in the dynamic business world is by making the best use of human resource.
Talent Management: Talent management ensures that an organization has talented people who will assist in attaining the present and future needs of the organization. It also involves succession planning.
References
Armstrong, M. (2014). Armstrong’s Handbook on Human Resource Management Practice.
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Strategic resourcing is a key part of strategic human resource management that aims on ensuring that organization has the people it needs to achieve the business goals. It is fundamentally related with matching human resources to the strategic and operational requirements of the organization and ensuring the full utilization of these resources. It is concerned not only with obtaining and keeping the number and quality of staffs required but also with selecting and promoting people who fit the culture and strategic requirements of the organization. It is the integration of employee resourcing and business strategies (Armstrong, 2014).
The components of strategic employee resourcing are:
Workforce Planning: Workforce planning is related with accessing the future business needs and accessing the number and type of people needed in the organization to meet those needs.
Developing the Organization’s Employee Value Proposition and its Employer Brand: Employee value proposition is what an organization has to offer to its prospective and existing employees that they value so that they will be persuaded or motivated to join or stay in the organization. The employer brand is the image presented by the employer in the market.
Resourcing Plans: Resource plan includes planning whether to find people within the organization and help them learn new skills or look outside the organization to find the people who will help to satisfy the future business needs. It also includes decision regarding the hiring of full-time employees or contractors based on the cost-effectiveness of the organization.
Retentions: Retention is making sure that the people with right set of skills, knowledge, competencies, qualifications and expertise that the organization needs will choose to stay in the organization.
Flexibility: It is related with planning the flexible and adaptable human resource to help the organization adapt and cope up with the changing circumstances. The organization should pay attention on creating a pool of employees ready to accept changes because the only way to sustain in the dynamic business world is by making the best use of human resource.
Talent Management: Talent management ensures that an organization has talented people who will assist in attaining the present and future needs of the organization. It also involves succession planning.
References
Armstrong, M. (2014). Armstrong’s Handbook on Human Resource Management Practice.