Strategic Employee Resourcing and Talent Management
Introduction
to strategic employee resourcing and talent management
Strategic Employee Resourcing is attracting both
internal and external talented carder to pressure and achieve organizations
business goals in an effective and efficient manner. Further Talent Management is the
science of using Strategic Human Resource
planning to improve business value and to make it possible for organizations to
reach future goals.
Definitions for Strategic Human Resourcing
As described Armstrong,
(2006) Strategic Employee Resourcing is using sophisticated selection
procedures for recruiting people with high quality and with innovative skills
and a good track record in innovation. Further would add values to the
organization. Further Strategic Employee Resourcing can be break in to five components
Millmore, (2003) identifies that strategic employee resourcing
is should exhibit three primary interdependent features consisting strategic
integration, having a long term focus and a mechanism for translating strategic
demands into an appropriate recruitment and selection specification.
Components
of Employee Resourcing Strategy
Employee Resourcing Strategy
can be further described as a means available to meet the needs of the
organization for certain skills and behaviors. Further would contain following components.
Definitions
for Talent Management
As per Armstrong, (2006) Talent
Management can be defined as the process to ensure that the organization
attracts, retains, motivates and develops the talented people it needs for the
present and the future. Following components are containing in of talent management.
As described by Cappelli, (2009) Talent management can be described
as the process which an organization meets and anticipate their needs of human
capital and getting right people with the right skills into the right jobs.
Trank, Ryne & Bretz, (2002) defines Talent Management as
winning mechanism of “The war for talent” which refers to an increasingly competitive setting
for recruiting and retaining talented employees. With a mindset that highlights
the importance of talent to the success of organizations.
Components
of Talent Management Strategy
In order to retain and attract quality talents to an
organization following strategies are adopted, further in long term the
organization can plan on its way forward with time to time changing goals with
making sure that it have the right people at right places at right time to have
the edge over the competitors simultaneously the employee is getting the benefit
developing carrier opportunities with further upgrading skills with new values.
References
Armstrong, M 2006, Strategic Human Resource
Management A Guide to Action, 3rd edn, Kogan Page, London and
Philadelphia.
Cappelli, P
2009, 'A Supply Chain Model for Talent Management', Perspectives, vol
XXXII, no. 3.
Millmore,
Mike; 2003, 'Just How Extensive is the Practice of Stratergic Recruitment and
Selection ?', The Irish Journal of Management, vol XXIV, no. 1.
Trank, CQ,
Rynes, S & Bretz, R 2002, 'Attracting Applicants in the War for Talent:
Differences in Work Preferences Among High Achievers', Journal of Business
and Psychology, vol XVI, no. 3.
Good article
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ReplyDeleteGood article Dushan, we can see that strategic employee resourcing is different from region to region and it should identify by its organizations to get the correct people to correct job and achieve the organization goals. Thanks for sharing
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ReplyDeleteGood work, to be a successful organization for a long period strategic employee resourcing and talent management is must element. Thank you for sharing.
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ReplyDeletenice article. good luck dushan
ReplyDelete