Strategic Resourcing and Talent management

 STRATEGIC RESOURCING & TALENT MANAGEMENT


Human Resource Management has been introduced through the first article on the blog page. Lets discuss the many areas surrounding of HRM through each blog articles. Lets see the Strategic resourcing & Talent Management which enhance high performance of People & Organization.

INDRODUCION

Strategic Resourcing - is a key part of Strategic Human Resource Management , is matching human resources to the strategic and operational requirements of the organization and ensuring the full utilization of those resources. It is concerned not only with obtaining and keeping the number and quality of staff required but also with selecting and promoting people who 'fit' the culture and the strategic requirements of the organization .Strategic resourcing aims to ensure that the organization has the people in needs to achieve its business goals.                                                                                          ( Armstrong's Handbook  p :15 of HRM )

Talent Management - is the  process of ensuring that the organization has the talented people it needs to attain its business goals. It involves the strategic management of the flow of talent through and an organization by creating and maintaining a talent pipeline . As suggested by younger et al ( 2007 ) , the approaches  required include emphasizing ' growth from within ' : relating talent development as a key element of the business strategy ; being clear about the competencies and qualities that matter ; maintaining well - defined career paths ; taking management development , coaching and mentoring seriously ; and demanding high performance .   

The Strategic HRM approach to Resourcing

The philosophy behind the strategic approach to resourcing is that it is people who implement the strategic plan. As Quinn Mills ( 1983 ) put it , the process is one of 'planning with people in mind '. The integration  of business and resourcing strategies is based on an understanding of the direction in which the organization is going and determination of  ;

  • the numbers of people required to meet business needs, 
  • the skills and behavior required to support the achievement of business strategies .
  • the impact of organizational restructuring as a result of rationalization, decentralization, delayering acquisitions, mergers , product or market development , or the introduction of new technology-for example , cellular manufacturing.
  • plans for changing the culture of the organization in such areas an ability to deliver , performance standards, quality , customer service, teamworking  and flexibility , which indicate the need for people with different attitudes, beliefs and personal characteristics. 

  components of  strategic Resourcing

  • Human Resource Planning 
  • Developing employee value proposition and its employer brand 
  • Resourcing plans 
  • Retention plans
  • Flexibility 
  • Talent Management


Talent Management

'The systematic attraction, deployment and development of individuals who are of  particular value to the organization, either because they fulfil critical roles or they possess high future potential '
CIPD ( 2015 )

Simply talent management is defined as the methodically organized, strategic process of getting the right talent onboard and helping them grow to their optimal capabilities keeping organizational objectives in mind.

The purpose of talent management is to identify recruit and hold on to people who drive the success of your organization. It's a top priority strategic process for forward . Looking people companies who understand that their company performance depends on their workforce.

 Armstrong identifies two steams of thought as to what talent is for the organization.

Collings and Mellahi ( 2009 ) focus on ' the development of a talent pool of high potential  and high performing incumbents ' who can fill the key positions in the organization and help to deliver  sustainable competitive advantage '

Mckinsey and Co. invented the phrase ' war for talent ' ( 1997 ) and perceive value in talent at all levels.

A CIPD report identifies the former as an ' exclusive ' approaches ( 2007 )

Preffer meanwhile warns against over- emphasizing the search for talented ' outsiders '(2001 ) and neglecting the potential of those already in the organization.





What is happening in Talent Management 

The CIPD 2013 Learning and talent development survey revealed that the six most important objectives of respondents' talent management policies were ;
  1. Growing future senior  managers / leaders ( 62 per cent )
  2. Developing high - potential employees
  3. Enabling the achievement of the organization strategic goals ( 37 per cent )
  4. Retaining key staff ( 36 per cent )
  5. Meeting the future skills requirements of the organization ( 32 per cent )
  6. Attracting and recruiting key staff to the organization ( 27 per cent )   
The most effective approached used by respondents was coaching ,followed by development programmes  mentoring.

Building Employee Resourcing and Talent Management

A broader strategy for resourcing and Talent Management would entail what is called " building " processes which cohere and mutually reinforce one another ,which also aligning with the overarching strategy of the organization.

Armstrong proposes the following elements;

  • Workforce planning 
  • Employee value proposition
  • Resourcing plans which are integrated with a sense of practically of recruiting the capabilities externally , the degree to which internal staff can be developed and a clear view of the shortfall
  • Retention strategy

Difference between strategic HRM and Talent Management

HRM's objective is to hire the right people and manage them effectively through thoughtful policies and procedures .Talent Management focuses on ways to develop employees by mapping out career paths and training programes. When implemented strategically, these processes can help improve the overall performance of the business and ensure that it remains competitive. 

Strategic Employee Resourcing and Talent Management Role practices which make perfect outcomes of the people and organization. 

CONCLUTION

Strategic resourcing aims to ensure that the organization has the people in needs to achieve its business goals. Like strategic HRM , strategic resourcing is essentially about the integration of business and employee resourcing strategies so that the latter contribute to the achievement of the former . Talent is what people must have in order to perform well in their roles. They make a difference to organizational performance through their immediate efforts and they have the potential to make an important contribution in the future . Talent Management aims to identify , keep and develop those talented people .   


References

CIPD ( 2007 ) Talent : Strategy Management , measurement , London , CIPD

CIPD  ( 2010 c ) Fighting Back through talent innovation : Talent management under threat in uncertain times, part 2 , London  CIPD 

Miles, R E and snow, C C ( 1978 ) Organizational strategy, structure and process, New York , McGraw -hill

Quinn Mills, D ( 1983 ) planning with people in mind, Harvard Business Review, November-,December , pp 97-105 

Townley , B  ( 1989 ) Selection and appraisal; reconstructing social relations ?, in ( ed ) J . Storey ,New perspectives in Human Resource management , London, Routledge


                                                         

 
                                   










  

  

Comments

  1. Azeem HaleelApril 5, 2023 at 2:08 AM

    Talent management is a process of acquiring, onboarding, training and development of skills, motivating and most importantly retaining the trained and skilled employees. What are the procedures companies taking to retain the employees ? since trained and skilled employees will demand for more salary otherwise look for other opportunities to leave and move from the company.

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 6, 2023 at 6:35 PM

      Hi Azeem , Thank you & One of the most obvious ways to retain your top workers is to offer better-than-average salaries and excellent benefits. This can lock employees in and encourage them to stick around for the pay and perks alone. You can also provide a specific retention bonus to give incentive to stay with the company

      Delete
  2. V Kabilashini JanarthananApril 5, 2023 at 3:30 AM

    Very detailed article.
    Finding the right person for the right role is challenging however HRM strategies must evolve around identifying and retaining talents.
    Attracting the right talent is one factor that organisations look at. Monetary benefits can be one tool used by many organisations to attract talent. What is your view point on this ?

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 6, 2023 at 7:53 PM

      Hi Kabilashini , Thanks a lot . Benefit offerings can be an essential asset in your recruitment and retention strategy. Uncover which benefits can have the largest impact . Health insurance , Flexible work arrangements , well being programs , Dental & vision , Retirement Benefits , Education and career growth opportunities , Employee savings accounts are few tools of Monetary benefits used by many organizations to attract talent .

      Delete
  3. Asanka DIssanayake E194046April 5, 2023 at 5:02 AM

    comprehensive article & talent management best practices need to be included workforce planning, talent acquisition, onboarding, performance management, career development, succession planning, diversity and inclusion, and continuous improvement to effectively manage talent

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 6, 2023 at 8:08 PM

      Hi Asanka . Thanks a lot for your comments . Strategic Resourcing & Talent Management as well as Learning & Development practices make perfect outcomes of people & organization . Lets see upcoming article L & D how effectiveness for HRM.

      Delete
  4. Lasni GunarathneApril 8, 2023 at 5:29 AM

    Interested article. according to my readings, Strategic Human Resource Management (SHRM) and Talent Management (TM) are two distinct but interrelated concepts in the field of human resources. SHRM focuses on aligning HR practices with the strategic goals of the organization, while TM is concerned with the recruitment, development, and retention of top talent within the organization. According to a study by Ulrich and Brockbank, SHRM focuses on developing HR practices that are both coherent and congruent with the organization's strategic needs (Ulrich & Brockbank, 2005), while TM is focused on developing a pool of high-potential employees who can take on key leadership roles within the organization. In other words, SHRM is concerned with the overall strategic direction of the organization, while TM is focused on developing a pipeline of talent to help the organization achieve its strategic goals. While there is some overlap between the two concepts, they represent distinct but complementary approaches to managing human capital within an organization.

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 8, 2023 at 7:33 PM

      Thank you Lasni . A talent management strategy is the plan of action to optimize employee performance. This means optimizing performance in the broadest sense. It includes a plan to: Bring people up to speed faster (optimizing time to productivity)
      There are five essential tasks of strategic management. They include developing a strategic vision and mission, setting objectives, crafting tactics to achieve those objectives, implementing and executing the tactics, and evaluating and measuring performance.

      Delete
  5. Ridma yomali April 8, 2023 at 7:00 PM

    Very important article to adding this more I would like to mentioned 5 Strategic Approaches to Talent Management in The Workplace.

    1.Developing Job Descriptions
    2.Provide Development Opportunities
    3.Performance Assessments
    4.Selection Process
    5.Effective Compensation

    Talent management is a strategy relating to business that helps you recruit, hire and retain the best talent in your field of work. The goals relating to Talent Management in The Workplace must be well thought out and planned in order to be successful. There are some tried and true approaches to talent management that can set your human resource department apart from your competitors. Let’s take a closer look at five of these approaches/strategies.
    (Humanresourcesdegrees , 2023)

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 8, 2023 at 7:38 PM

      Thank you Ridma , for your comments & informatiHere is a further explanation of each pillar and some examples that your business can adopt.
      (1) Promote.
      (2) Educate.
      (3) Attract.
      (4) Support.
      (5) Solidify.
      (6) Broaden.
      There are seven core elements that if considered will contribute to the organization's project decision-making process. The seven elements (7 C's) are: customers, competitors, capabilities, cost, channels, communication, and coordination.

      Delete
  6. Hansika EdirimannaApril 12, 2023 at 2:05 AM

    This article discusses the importance of strategic resourcing and talent management in enhancing the performance of people and organizations. Strategic resourcing involves matching human resources to the strategic and operational requirements of the organization and ensuring the full utilization of those resources. Talent management involves the strategic management of the flow of talent through an organization by creating and maintaining a talent pipeline. By integrating business and employee resourcing strategies, these processes can help improve the overall performance of the business and ensure that it remains competitive.

    ReplyDelete
  7. Kasun RenukaApril 12, 2023 at 2:18 AM

    Hi detailed article. Improving the company morale and developing methods to ensure high-performance standards to resolve conflicts among employees and ensuring a company stays especially within its own budget. That's why many reasons, why SHRM is important for business success. Apart from that if we take the maximum output from the talents of individuals we can give the maximum benefit for the organization.

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    Replies
    1. Nilushika Dilhani JayasingheApril 12, 2023 at 6:27 AM

      Thank you Kasun for your comments & Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ — having the right technical and soft skills to optimize their function within the company. It also allows managers to better train and develop the skills needed amongst the workforce. Talent management is a business strategy that allows businesses to attract, develop, and retain their topmost skilled employees. The primary objective of talent management is to build a motivated workforce who will stay with your organization in the long run.

      Delete
  8. HRM solving the ''productivity Obstacles'' - Chamuda FernandoApril 15, 2023 at 9:45 PM

    This blog article provides a comprehensive overview of strategic resourcing and talent management, highlighting its importance in creating a competitive advantage for organisations. The author does a good job of explaining the key concepts and strategies involved in strategic resourcing and talent management, including workforce planning, recruitment, selection, and retention. The article also discusses the role of HR professionals in implementing strategic resourcing and talent management initiatives and offers practical tips for ensuring their success. While the article could benefit from more specific examples to illustrate its points, it is informative and useful for individuals looking to gain a deeper understanding of strategic resourcing and talent management.

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 18, 2023 at 5:38 PM

      You realize very well Chamindu . Talent management is the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. It encompasses workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession and retention .A talent management strategy is the plan of action to optimize employee performance. This means optimizing performance in the broadest sense. It includes a plan to: Bring people up to speed faster (optimizing time to productivity) Examples of skills-based tests in your resourcing strategy include inbox or in-tray exercises, seen as reliable predictors of job performance, and assess key competencies such as analysis, decision-making, time management, accuracy, organization and communication .

      Delete
  9. Nilushika Dilhani JayasingheApril 16, 2023 at 8:22 PM

    This comment has been removed by the author.

    ReplyDelete
  10. Praveen SathyaseelanApril 17, 2023 at 9:13 AM

    Thank you for sharing this insightful article on strategic resourcing and talent management. As someone who is passionate about building and nurturing great teams, I found your tips and recommendations to be incredibly valuable. In particular, I appreciate your emphasis on the importance of aligning talent strategy with business goals and developing a strong employer brand to attract and retain top talent. I look forward to incorporating some of these ideas into my own approach to talent management. Thanks again for sharing

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 18, 2023 at 5:37 PM

      Thank you for your comment Praveen . Actually i am very happy your better understanding .Each article will drag you many areas in human resource management . Talent management is the attraction, selection, and retention of employees, which involves a combination of HR processes across the employee life cycle. It encompasses workforce planning, employee engagement, learning and development, performance management, recruiting, onboarding, succession and retention.

      Delete
  11. Jothi April 21, 2023 at 11:46 AM

    In current context Organizations must be proactive and adaptable in their talent management strategies to address the challenges of talent shortages, competition for top talent, a rapidly changing business environment, diversity and inclusion, and globalization.

    ReplyDelete
    Replies
    1. Nilushika Dilhani JayasingheApril 21, 2023 at 6:47 PM

      Welcome your comments Jothi . A talent management strategy is the plan of action to optimize employee performance. This means optimizing performance in the broadest sense. It includes a plan to: Bring people up to speed faster (optimizing time to productivity)

      Delete
  12. Kavindi CoorayApril 22, 2023 at 10:37 AM

    This is more informative and AN interesting article. In strategic resourcing organizations are focusing on recruiting the best suitable, qualified, talented candidates to the organization in order to get the full potential of them to achieve organizational goals. In talent management organizations are identifying the talented, potential employees and tends to develop their skills & capabilities to enhance their career development while achieving organizational goals. In today’s context organizations should prioritize the strategic resourcing and talent management. When a company has good strategic resourcing and good talent management, the organization will perform well and the expenses on employee turnover will reduced.

    ReplyDelete
  13. Asif Iqbal May 1, 2023 at 5:54 AM

    A very interesting, detailed article on Talent Management. It's quite interesting the stats of the CIPD 2013 Learning and talent development survey. And I couldn't agree more on the fact that the most effective approaches used by respondents was coaching, followed by development programes mentoring. A well detailed article on importance of talent Nilushika.

    ReplyDelete

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