Resourceing Talent

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CONTENT PAGE

1. Introduction
2. Factors that affect an organisations approach to attracting talent 2.1Internal Factors
2.2External Factors
3.Organisational benefits of attracting and retaining a diverse work force 3.1Benefits
3.1.1Enchances a diverse customer base and shareholder value 3.1.2 Need to comply with legislative requirement
3.1.3Enchances additional knowledge, ideas and experience
4.Factors that affect an organisations approach to recruitment and selection 4.1Attracting a wider range of applicants
4.2Time .
4.3Budget 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 handle its operations. (Bryson 2009) “Probably this year alone, we will have recruited over 12,000 people. that’s with new stores and new space that opened”, as well as to fill roles left vacant by natural attrition”. Cost and Budgetary: Contraints is another factor in the recruitment process. Recruitment costs the employers so companies have to look for the best recruitment strategy/technique which will bear a lower cost to the organisation.

2.2External Factors
Supply and Demand:The availability of manpower both within and outside the company is an important factor in the recruitment process. Companies who have a high demand for more professionals and there is limited supply in their market then the companies will have to depend upon internal sources by providing them special training and development programs. (Tesco Career Website 2010)“At any one time we've got 7,000 members of staff on development programmes specifically designed to help them gain the experience and skills they need to move on to the next Tesco challenge”.

Political Social and Legal Enviroment: Government regulations forbides discrimination during hiring and employment of employees this has a direct impact on recruitment practices and organisatioanl objectives. An employer can no longer seek out prefered individuals bases on non job related factors such as physcial appearance, sex or relgion background. Secondly trade unions play a very important role in recruitment. The Unions restrict recruiting sources. The Unions determines who can apply and who has the priority in selection. It restricts management freedom to select the best employees.

3Organisational benefits of attracting and retaining a diverse work force

In today's world of cultural diversity, businesses can't thrive unless they implement a workforce diversity initiative and to be successful at creating workforce diversity program involves attracting and retaining the highest quality individuals in the...
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