Process of Employee Resourcing

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.