Resourceing Talent
CONTENT PAGE
1. Introduction
2. Factors that affect an organisations approach to attracting talent
2.1 Internal Factors
2.2 External Factors
3. Organisational benefits of attracting and retaining a diverse work force
3.1 Benefits
3.1.1 Enchances a diverse customer base and shareholder value
3.1.2 Need to comply with legislative requirement
3.1.3 Enchances additional knowledge, ideas and experience
4. Factors that affect an organisations approach to recruitment and selection
4.1 Attracting a wider range of applicants
4.2 Time .
4.3 Budget and Cost Constraits
5. Recruitment Authorization Request
6. Conclusion
7. Bibliography
1 Introduction
A critical success in today’s competitive economy is directly linked to the capacity of an organisation to attract, select and retain talent. Attracting talent is critical not only for continuous competitive advantage but also for survival of a business (Taylor and Collins, 2000; Barney, 1991 The following report will identify and assess factors that affect an organisations approach to attracting talent it will go on to explain the benefits of attracting and retaining a diverse workforce. It will also describe factors that affect organisations approach to recruitment and selection and finally a recruitment authorisation report will be prepared to an MD stating the benefits of three different recruitment methods.
2 Factors that affect an organisations approach to attracting talent
The factors that affect an organisations approach to attracting talent is governed by a mixture of both internal and external factors
Internal Factors External Factors
Size of the Firm Supply and Demand
Cost and Budgetary constraints Political Social and Legal Environment
2.1 Internal Factors
The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will
1. Introduction
2. Factors that affect an organisations approach to attracting talent
2.1 Internal Factors
2.2 External Factors
3. Organisational benefits of attracting and retaining a diverse work force
3.1 Benefits
3.1.1 Enchances a diverse customer base and shareholder value
3.1.2 Need to comply with legislative requirement
3.1.3 Enchances additional knowledge, ideas and experience
4. Factors that affect an organisations approach to recruitment and selection
4.1 Attracting a wider range of applicants
4.2 Time .
4.3 Budget and Cost Constraits
5. Recruitment Authorization Request
6. Conclusion
7. Bibliography
1 Introduction
A critical success in today’s competitive economy is directly linked to the capacity of an organisation to attract, select and retain talent. Attracting talent is critical not only for continuous competitive advantage but also for survival of a business (Taylor and Collins, 2000; Barney, 1991 The following report will identify and assess factors that affect an organisations approach to attracting talent it will go on to explain the benefits of attracting and retaining a diverse workforce. It will also describe factors that affect organisations approach to recruitment and selection and finally a recruitment authorisation report will be prepared to an MD stating the benefits of three different recruitment methods.
2 Factors that affect an organisations approach to attracting talent
The factors that affect an organisations approach to attracting talent is governed by a mixture of both internal and external factors
Internal Factors External Factors
Size of the Firm Supply and Demand
Cost and Budgetary constraints Political Social and Legal Environment
2.1 Internal Factors
The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will
Bibliography: Barney, J (1991), “Firm resources and sustained competitive advantage,” Journal of Management, Vol 17, pp 99-120 Taylor, M Lorna Bryson (2009) Dee Dee Doke Spoke with the head resourcing for Tesco http://www.recruiter.co.uk/lorna-bryson/1003513.article. Tesco Career Website (2010) Training and Development http://www.tesco-careers.com/home/working/training-and-development Annette Merritt Cummings ( October 2003)Keys to attracting and retaining a diverse workforce Publication: Black Enterprise http://www.allbusiness.com/specialty-businesses/minority-owned-businesses/668199-1.html David Thomas (2004) Diversity and Strategy “ IBM Valueing Diversity Harvard Business Review http://www-03.ibm.com/employment/us/diverse/feature_thomas.shtml BHADURY, J., MIGHTY, E.J. and DAMAR, H. (2000) Maximising workforce diversity in project teams: a network flow approach. Omega: The International Journal of Management Science. Vol. 28, No. 2. pp143–153. R. L. Compton, Alan R. Nankervis (2009) Effective Recruitment and Selection Processes pg 184) CIPD Induction http://www.cipd.co.uk/subjects/recruitmen/induction/induction.htm September 2010 Business Balls. Com Induction Training and Induction Check list http://www.businessballs.com/inductiontrainingchecklist.htm (1995-2010 ) ACTIVITY B