Impact of Employee Resourcing

 

Impact of Employee Resourcing

(Mackinconsultancy,2023)

Employee resourcing is the one of a main objective of an organization. The competitors mainly use it to maximize their staffs. It helps to cut off unnecessary costs & expenses on the company and increase the productivity.

What is Employee Resourcing?

Employee resourcing is a type of organizational strategy that helps companies maximize their staff and resources to meet business goals. It involves a combination of workforce planning, recruitment, and talent management techniques to identify, attract, and retain suitable staff in order to increase workplace productivity and performance.

Through effective employee resourcing strategies, an organization can create and maintain a productive and satisfied workforce that can help make the company competitive. These strategies enable organizations to enhance productivity while reducing costs related to staff selection, management, and retention.

Importance of Employee Resourcing Strategies

Employee resourcing strategies are essential to the success of any organization. They allow businesses to develop a workforce that is suitable for their particular needs. With the right personnel in the right roles, businesses can maximize their potential and stay competitive in a changing market.

Employee resourcing strategies enable businesses to identify and develop the competencies of current and potential staff members. It also helps businesses identify areas where additional training or retraining is needed.

Most importantly, employee resourcing strategies allow businesses to find the right workers with the right skills, knowledge, and experience in the most cost-effective way possible.

(Superworks,2024)

 

The Difference Between Operations & Strategic Human Resources

 

In essence, the difference between operational and strategic human resources is outlook. Operational HR focuses on immediate and short-term needs, while strategic HR centers on integration over the long term. Described as separate entities, operational and strategic HR can be quite intertwined. Consider operations as tactical, or the way human resources work proceeds within the range of strategic planning.

 1.     Recruiting

When a human resources professional prepares job listings, screens résumés and conducts interviews, she is in operational mode. Background checks, dealing with temp agencies and setting up job fairs are tasks she performs to put people to work for the company. Forecasting staffing needs over six months, creating hiring policies and working with other departments to identify talent needs represent strategic recruiting functions, providing the framework for daily HR tasks.

2.   Orientation and Training

The operational HR person conducts new hire introductions and basic policy and skills training. Health and safety orientation, organization charts and company culture overview are hands-on examples of HR tactics. When in strategic mode, the HR person develops training modules and sets out timelines for training and retraining for staff. He works with supervisors and managers to set performance scales, creating measurables by which to grade how effectively work is done.

 3.     Employee Relations

The HR professional works operationally when she, for example, maintains employee files or consults directly with workers about policy or work conditions. Overseeing disciplinary procedures or helping a department with conflict management is direct tactical work targeting a company's immediate needs. She thinks strategically when considering ways to empower staff in company performance. Team and personal development planning across all organizational levels addresses future needs. Developing a tuition assistance program for employee training exemplifies strategic thinking.

4.Performance and Retention

Managing employee performance records individually and by department and reviewing pay increases and benefit status are examples of operational tasks in which the HR person may engage daily. Strategically, the HR person considers company profitability targets and adjusts performance metrics to meet more aggressive efficiency, for example. Employee reward program planning considers the long-term satisfaction of the worker, as does reviewing pay scales and benefits programs. Training supervisors in employee motivation is an example of an operational function with a direct strategic intent.

      (Shpak,2024)

 

     Reference

 Mackinconsultancy (2023) Employee Resourcing (Image). Available from https://www.mackinconsultancy.com/employee-resourcing/  (Accessed on 08/04/2024)

 

Shpak S, (2024) The Difference Between Operations & Strategic Human Resources, Chron.com (Online) https://smallbusiness.chron.com/brief-description-employee-resourcing-15995.html (Accessed on 08/04/2024)

 

Superworks (2024), Employee Resourcing Strategies, Superworks.com (Online) Available at https://superworks.com/glossary/employee-resourcing-strategies/  (Accessed on 08/04/2024)

 

Comments

  1. Mihira De Silva8 April 2024 at 12:42

    Agree on your point on retention of Employees: It is very important... As per (Juneja, 2015) The hiring process is not simple, an HR professional selects a small number of candidates from a broad pool of talent, conducts initial interviews, and then transmits the results to the relevant line managers, who question the candidates further to determine whether or not they are a good match for the company. Finding the ideal individual takes a lot of time.

    ReplyDelete
  2. Nabeel Yakoob8 April 2024 at 15:38

    Thanks for valuable comment Mihira

    ReplyDelete
  3. Dilshad8 April 2024 at 22:23

    HI Nabeel, Employee relations (ER) is a crucial aspect of HRM (Human Resource Management) that focuses on fostering positive relationships between employers and employees. It encompasses various strategies and practices aimed at creating a harmonious and productive work environment.

    ReplyDelete
    Replies
    1. Nabeel Yakoob11 April 2024 at 11:06

      Dilshad, it will create a harmonious and working environment as well as having positive relationship with organization and the employees.

      Delete
  4. Nabeel Yakoob11 April 2024 at 11:07

    Right people in the right roles and time well said Arundathi

    ReplyDelete
  5. Amila Edirisinghe12 April 2024 at 02:33

    "The Importance of Employee Resourcing" highlights the critical role of strategic workforce planning and recruitment in enhancing organizational performance. Effective employee resourcing practices guarantee that organizations have the appropriate talent in suitable positions at the necessary times, ultimately impacting productivity, innovation, and competitive edge. Nicely written good Topic

    ReplyDelete
  6. Nabeel Yakoob16 April 2024 at 09:30

    Employee resourcing will categorized in to Recruiting, Orientation and Training, Employee Relations, Performance and Retention. This will help to keep the right people in to right place. Can easily mitigate the cost by this correct employee resourcing.

    ReplyDelete

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