1. Introduction to Employee Resourcing

1.0 Introduction:

 

Employee resourcing is concerned with ensuring that the organization obtains and retains the human capital it needs and employs them productively. It is also about those aspects of employment practice that are concerned with welcoming people to the organization and, if there is no alternative, releasing them. It is a key part of the HRM process.

 

Employee resourcing, also known as human resource resourcing or workforce planning, refers to the strategic management and deployment of an organization's workforce to achieve its goals and objectives effectively. It involves identifying, attracting, selecting, and developing the right people with the necessary skills and competencies to fill various job roles within the organization.

It involves the process of matching human resource capabilities to the strategic and operational needs of the organization.

 

1.1 Objectives of Employee Resourcing

 

The objectives of employee resourcing, also known as human resource resourcing or workforce planning, are to ensure that an organization has the right people with the right skills, in the right place, and at the right time to achieve its strategic goals effectively and efficiently. Employee resourcing is a critical function within human resource management, and its objectives include:

 

ü  Talent Acquisition: The primary objective of employee resourcing is to attract and recruit talented individuals who possess the necessary skills, knowledge, and experience to fill specific job roles within the organization. This includes identifying the talent needs of the organization, sourcing candidates through various channels, and selecting the most suitable individuals.

ü  Workforce Planning: Effective resourcing involves forecasting the organization's future workforce needs based on business objectives and anticipated changes. It ensures that the organization has the right number of employees with the right skills to meet the demands of the present and the future.

ü  Skill Matching: Employee resourcing aims to match the skills and capabilities of individuals with the job requirements to maximize their productivity and contribution to the organization. Proper skill matching leads to higher job satisfaction, lower turnover, and improved performance.

ü  Diversity and Inclusion: A key objective of employee resourcing is to promote diversity and inclusion within the organization. By considering candidates from diverse backgrounds and experiences, the company can build a more creative and innovative workforce, leading to better decision-making and problem-solving.

ü  Employee Development: Resourcing involves identifying skills gaps and areas for improvement within the workforce. This helps design appropriate training and development programs to enhance the skills and competencies of employees, enabling them to take on new challenges and grow within the organization.

ü  Succession Planning: Employee resourcing also involves identifying potential leaders within the organization and developing strategies to ensure a smooth transition when key employees leave or move to different roles. Succession planning is crucial for long-term organizational sustainability.

ü  Cost Optimization: Resourcing aims to manage recruitment and selection processes efficiently to minimize costs associated with hiring, onboarding, and training new employees. This may include utilizing internal talent pools and optimizing the use of recruitment resources.

ü  Employee Retention: Attracting and retaining talented employees is crucial for organizational success. Employee resourcing endeavors to create a positive work environment, implement effective retention strategies, and address employee concerns to reduce turnover and maintain a skilled and engaged workforce.

ü  Compliance and Ethical Considerations: Resourcing must be carried out while adhering to legal regulations, ethical guidelines, and best practices to ensure fair treatment of candidates and employees throughout the hiring process.

ü  Organizational Flexibility: Employee resourcing also aims to build an agile and adaptable workforce capable of responding to changes in the business environment effectively. This includes having the ability to adjust staff levels, skills, and structures as needed.

 

1.2 Principles of Employee Resourcing

 

Principles are those fundamental rules which guide the management in formulation of policies. Principles of personnel management are also the rules which help the personnel managers to conduct and direct the personnel policies in a proper way.

a)      Strategic Alignment: Employee resourcing should be aligned with the overall strategic goals and objectives of the organization. It means understanding the organization's long-term vision and ensuring that the recruitment and selection of employees contribute to achieving those objectives.

b)      Equal Opportunities: Organizations must adhere to the principle of providing equal opportunities to all candidates regardless of their age, gender, race, ethnicity, religion, or any other protected characteristic. Fair and unbiased recruitment and selection processes are essential to ensure diversity and inclusion within the workforce.

c)       Job Analysis: Before starting the recruitment process, a thorough job analysis is crucial. This involves identifying the specific skills, qualifications, and experience required for the job, as well as understanding the responsibilities and duties involved.

d)      Talent Attraction and Retention: Employee resourcing involves not only attracting qualified candidates but also retaining top talent. Organizations should focus on creating an attractive employer brand, offering competitive compensation and benefits, and providing opportunities for career growth and development.

e)      Cost effectiveness – The employee resourcing process should be cost effective to the organization.

f)        Creativity – The competitive advantage of the company should flow from the unique strategies of HRM.

g)       Coherence – Activities and initiatives undertaken by HRM should form a meaningful whole.

h)      Competence – This principle holds that the organization’s competence to achieve its objectives essentially depends on the competence of individuals.

i)        Effective utilization of resources – These ensures the acquired resources employed by the organization are fully utilized optimally with minimal wastage.

 

1.3 Process of Employee Resourcing

 

ER involves the range of methods and approaches used by employers in obtaining (resourcing) employee to work in their organizations’ in order to meet the key goals of the organization. The process of employee resourcing typically includes the following stages:

a)      Workforce Planning: Employee resourcing begins with workforce planning, which involves forecasting the organization's future talent needs based on business objectives and anticipated changes. It takes into account factors such as market trends, technological advancements, and internal growth projections to determine the number and types of employees required.

b)      Recruitment & Selection: Once the talent needs are identified, the organization embarks on the recruitment process to attract potential candidates. Recruitment methods may include job advertisements, career fairs, online job portals, employee referrals, and recruitment agencies. The selection process involves assessing and evaluating candidates to identify the best fit for specific job roles. This may include conducting interviews, assessments, tests, and reference checks to determine the candidates' skills, experience, and cultural fit with the organization.

c)       Onboarding through Induction and Orientation: After the selection process, successful candidates are on boarded into the organization. Onboarding includes orientation and integrating new employees into the company culture and work environment as well as introducing them to the policies of the organization.

d)      Employee Training & Development: Employee resourcing also involves identifying skill gaps and providing training and development opportunities for existing employees to enhance their capabilities and meet future job requirements.

e)      Succession Planning: Effective employee resourcing includes succession planning to identify and groom potential leaders and key employees within the organization. Succession planning ensures a smooth transition of critical roles when current incumbents leave or move to different positions.

f)        Talent Management: Employee resourcing encompasses talent management practices to nurture and retain top performers within the organization. This involves providing growth opportunities, career paths, and recognition to keep employees motivated and engaged.

g)       Performance Management: Performance management is integrated into employee resourcing to set clear performance expectations, provide feedback, and evaluate employee performance regularly. It helps identify areas for improvement and reward high-performing individuals.

h)      Employee Retention: Employee resourcing strategies include retention efforts to reduce turnover and retain valuable talent. This may involve offering competitive compensation and benefits, providing a positive work environment, and fostering a culture of inclusivity and appreciation.

1.4 Benefits of Employee Resourcing

 

The key benefit of Employee resourcing is to ensure that the organization meets its obligations through obtaining the right resources and retains the human capital it needs and employs them productively in order to meet the organizational goals.

It is also about those aspects of employment practice that are concerned with welcoming people to the organization and, if there is no alternative, releasing them.

a)      Improved Talent Acquisition: Effective employee resourcing helps attract and recruit the right talent for the organization. By identifying and selecting individuals with the necessary skills and qualifications, the organization can ensure a more competent and high-performing workforce.

b)      Enhanced Workforce Productivity: Properly matching the skills and capabilities of employees to their roles leads to increased productivity. Employees are more likely to excel in their positions, resulting in better performance and overall efficiency.

c)       Strategic Workforce Planning: Employee resourcing involves long-term workforce planning aligned with the organization's strategic objectives. This enables the company to anticipate future talent needs, address skill gaps, and respond proactively to changes in the business environment.

d)      Increased Employee Engagement: When employees are well-matched to their roles and given opportunities for development, they are more likely to feel engaged and satisfied with their work. Engaged employees tend to be more committed, productive, and less likely to leave the organization.

e)      Talent Retention: Employee resourcing focuses on employee development and career progression, which are essential for retaining top talent. Organizations that invest in their employees' growth are more likely to retain skilled individuals and reduce turnover rates.

f)        Improved Succession Planning: Resourcing facilitates the identification and development of potential future leaders within the organization. Effective succession planning ensures a smooth transition of key roles, reducing disruptions when senior employees leave or retire.

g)       Diversity and Inclusion: By promoting diversity in the workforce, employee resourcing leads to a broader range of perspectives and ideas, fostering a more inclusive and innovative work environment.

h)      Improved Employer Branding: A strong employee resourcing program can enhance an organization's reputation as an employer of choice. Positive employer branding attracts top talent and enhances the organization's overall image in the job market.

i)        Higher Organizational Performance: When employees are well-suited to their roles, engaged, and adequately developed, they contribute to higher organizational performance, leading to increased profitability and competitiveness.

1.5 Challenges of Employee Resourcing

 

ü  Talent Shortage

Finding qualified candidates with the right skills and experience is increasingly difficult, especially in competitive industries or for specialized roles. Skill gaps and labor market shifts aggravates this issue.

ü  High Recruitment Costs

The recruitment process—including advertising, recruitment agencies, interviewing, and onboarding—can be expensive, especially if the process is inefficient or frequent due to high turnover.

ü  Attracting the Right Candidates

Employer branding and value proposition influence how attractive an organization is to potential candidates. A weak brand can deter top talent, even if the job role is appealing.

ü  Retention Issues

After hiring, retaining skilled employees can be challenging, especially if there is a lack of career development opportunities, poor work-life balance, or inadequate compensation.

ü  Bias in Recruitment and Selection

Unconscious bias during recruitment can lead to unfair hiring practices, reducing workforce diversity and potentially causing legal or ethical issues.

ü  Regulatory and Legal Compliance

Adhering to labor laws and regulations regarding discrimination, employee rights, and contracts can be complex and varies by region. Non-compliance can lead to legal penalties.

ü  Cultural Fit and Organizational Alignment

Even skilled candidates may not succeed if they do not align with the company’s values, culture, or work environment.

ü  Technology and Automation Challenges

While technology can streamline recruitment, reliance on algorithms or automated systems can sometimes overlook qualified candidates or create impersonal experiences.

ü  Internal Resistance to Change

Implementing new resourcing strategies, such as digital recruitment platforms or diversity hiring practices, may face resistance from management or staff used to traditional approaches.

ü  Globalization and Remote Work Trends

Managing international recruitment, cross-cultural teams, and remote workers introduces new complexities in communication, compliance, and team integration.