resourcing talent CIPD level 3
INTRODUCTION
Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and deploying employees who are critical to the company’s success .
The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.
Factors that affect an organization approach to resourcing talent:
While it is certainly important to acquire new talent for the organization, it is worthwhile investigating what talent is already available within the organization and if these can be used to fill any vacancies.
Employer branding is the creation of a brand image of the organization for prospective employees. A strong employer brand is about differentiating yourself as an employer of choice, align that single vision to everything you do and amplifying that message across all business strategies. Employer branding sells your workplace culture, values and goals to potential and existing employees.
A company needs to identify what sort of people the organization needs with regards to their qualifications and experience and the extent to which they are likely to fit the culture of the organization, its values and norms.
Another aspect to take into account is where the organization operates, such as culture of the people already in employment, the local talent or whether it is beneficial to open the recruitment to a wider market.
Benefits of attracting and retaining a diverse workforce:
Leadership – “employees join companies and leave managers”: while people often join companies with high expectations, it is often their managers and supervisors that they leave, and not the company. If managers fail to create job satisfaction within their teams, people feel unmotivated and negative. Managers have the power to create
Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and deploying employees who are critical to the company’s success .
The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.
Factors that affect an organization approach to resourcing talent:
While it is certainly important to acquire new talent for the organization, it is worthwhile investigating what talent is already available within the organization and if these can be used to fill any vacancies.
Employer branding is the creation of a brand image of the organization for prospective employees. A strong employer brand is about differentiating yourself as an employer of choice, align that single vision to everything you do and amplifying that message across all business strategies. Employer branding sells your workplace culture, values and goals to potential and existing employees.
A company needs to identify what sort of people the organization needs with regards to their qualifications and experience and the extent to which they are likely to fit the culture of the organization, its values and norms.
Another aspect to take into account is where the organization operates, such as culture of the people already in employment, the local talent or whether it is beneficial to open the recruitment to a wider market.
Benefits of attracting and retaining a diverse workforce:
Leadership – “employees join companies and leave managers”: while people often join companies with high expectations, it is often their managers and supervisors that they leave, and not the company. If managers fail to create job satisfaction within their teams, people feel unmotivated and negative. Managers have the power to create