RUNNINGHEAD: RESOURCING TALENT

Resourcing Talent

Table of Contents

Abstractiii

Introduction4

Discussion4

Approach in Recruiting New Talent5

Role Base Planning6

Individual Base Planning6

Pool Base Planning6

Organizational Benefits of Attracting and Retaining a Diverse Workforce7

Approach to Recruitment and Selection8

Conclusion9

Abstract

This paper tends to discuss various aspects related to Resource Talent Management in organizations. It discusses factors that are important in understanding organizational business objectives in economic environment. Moreover, there are discussion that highlights various factors for organizational development and growth with respect to the organizational strategy of planning recourse talent. Resourcing Talent

Introduction

Choosing the best employees is an issue which is devoted to a variety of articles and books. The more the views and opinions on the topic of how to efficiently and accurately evaluate candidates for employment, the more questions arise for Human Resource Managers. New methodologies for evaluation and retention of employees are under review in many organizations that encourages employee loyalty in the long run. This approach of retention is also beneficial in the reduction of risk in terms of employee turn over which directly compounds the impact of financial cost in quite noticeable and is measured in terms of specific financial costs, changing into an error in the story of loss, not profit (Rishardson, 2007, pp.20).

Discussion

Managing talent is the crucial part of the long as well as short range base business planning. Talent management process depends upon three basic elements:

Planning - Focus on identification of business and talent management needs.

Assessment - Focus upon the assessment of needs.

Implementation - Focuses on the implementation process in order to develop plans for better sustention and growth.

Approach in Recruiting New Talent

There are two important factors that help recruitment managers to sustain people in organization.

Internal Factors

External Factors

Internal factors mainly focus on the internal benefits and facilities that are offered by the organization. It includes the employee salary packages, remuneration facilities and others. Moreover, a part from policies there are other reasons such package, health as employee employer relationship that influence the retentions of employee in organizations. However by developing internal talent pipelines employees can benefit from increased opportunities, development and progression and the employer can fulfil the skills requirement for the job (Cockburn, 1989, pp. 213). Furthermore, the external factors typically relate the brand image that is portrayed outside the organizations. Limiting the monetary means also includes in the external factors that influences the HR retention process. Private sector companies are developing ways in order to restore the profitability ratios as compare to the public sector. Most sectors particularly financial services are focusing on hiring the fresh graduates to increase production of dynamic ideas and growth.

In order to recruit good talent, there are various tools and procedures by the HR department in organizations. Usually the organizational process of recruitment focuses to ensure the consistency of assessment. This can either be in the form of assessment of talents and performance results. The conformity values depend upon the level of conformity in every organization. Ideally there are three typical types of talent planning in organizations:

Role Base Planning

Individual Base Planning

Pool Base Planning

Role Base Planning

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