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Resourcing Talent Essay

Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. The four factors that affect an organisation attracting talent are: External (Supply and Demand);

Staff Turnover;
Unemployment Rate; and Legal.

External – When a corporation require specifically qualified and skilled staff and there is a limited supply in the market place then the organisation will have to depend on internal supplies by offering special training and development programs. Staff turnover – Promotions, retirement or even redundancy will impact on turnover and therefore create or remove positions. Unemployment rate – When an economy is growing the rate of unemployment falls. When the rate is high it makes recruit procedures easier because of the number of CV’s will be higher making it easier to draw the best skilled employees. Legal – Legislation such as minimum wage, impacting on business when there is an increase. Some organisations may be unable to recruit further staff due to increase in wage bill. 2)Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce.

The three benefits to attracting and retaining a diverse workforce are: A varied array of employees means different levels of skills and knowledge, enabling each sector of an organisation to excel. A diverse workforce means people possess different attitudes and values whether these values are derived from race, religion or even nationality. When all brought together can benefit the company when dealing with a wide range of people and even internationally. Creativity and productivity would increase. People with different backgrounds have different ways of thinking. Enabling different views and ideas to emerge.

3)Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. The three factors that affect the recruitment and selection are: An organisation’s reputation – which depends on its size, area of business, profitability and management. Strong values would attract a better response to a recruitment drive. The organisation’s culture – the attitude of its management towards employees also influence candidate’s decision to apply to the organisation. Labour market – the demand for manpower, the demographic knowledge and skills set available can determine the success of response to the recruitment program.

4)Describe the benefits of at least 3 different recruitment methods and 3 different selection methods. The three different recruitment methods are: Press Advertisings – This method will be able to be seen by a wider group of people. Agencies – Using this method you will be able to recruit easily from having a list of people to select from and not having to pay for advertising. Employee referrals – This method will help you to get a worker that you are familiar with and at a low cost to the organisation. The 3 different selection methods are:

Interviews – This will enable you to see and meet the individual interested in the job. Resume (CV) – This will provide the organisation with the employee’s work history and experience. Work sampling – This will enable the organisation to see ahead of time whether the applicant is capable of the work required. 5)Explain at least 3 purposes of induction (orientation) and how these benefit individuals and organisations. Three purposes of induction (orientation) are:

To ensure that all new recruits are given consistent information, portraying a clear employer brand, values and culture. Saves inductors and managers time by dealing with a group rather than several individuals. Enables new recruits to socialise with each other and build cross-functional relationships.

The benefit of induction to the individual and organisation is ensuring the effective integration of the employee into the workplace. The employee will understand the business, where their role sits within the set-up and what’s expected of them and should leave no room for confusion or lack of understanding with employment. 6)Produce an induction (orientation) plan that identifies, a) areas to be covered, b) timelines and c) those involved in the process.

Date: Task:
Responsible Person: Date Completed: Initial: Staff/Manager
Day 1

8:30 to 9:30am Welcome: Overview of the company, policy and procedures, contract & staff handbook. HR Manager 9:30 to 10:30am Introduction to colleagues, walk around departments, explanation of the security system and safety. HR Representative 10:30 to 11:00am Facility tour: Entrance, staff contact form, Staff signing in/out form, staff room, supply room, filing room, photocopier (how to use), kitchen & bathroom. Supervisor 11:00 to 12:00pm Outline of role responsibilities, level of authority, work priorities and deadlines. Line Manager 1:00 to 2:00pm Security presentation: Explanation of operation; passes and codes to various systems, alarm codes & provided with access keys. IT Representative 2:00 to 3:00 pm Computer station login/password set-up. IT Representative 3:00 to 5:00pm Assigned to a member of staff to shadow through week one. Buddy Date: Task: Responsible Person: Date Completed: Initial: Staff/Manager

Day 2

8:30 to 12:00pm Training (job functions): System training, policies and procedures, job processes, functions and techniques. Supervisor/Buddy 1:00 to 2:00pm Training (HR/Admin): Intranet/HR systems/Help Desk and emergency procedures. HR Representative 2:00 to 3:00pm Introduction to the fire drill procedures; First Aid Officers (& location of First Aid Boxes). Supervisor 3:00 to 5:00pm Familiarised self with policies and procedures and work with the shadow staff through week one. Self/Buddy Date: Task: Responsible Person: Date completed: Initial: Staff/Manager

Week 2 Check in on progress/ verify if things are going smoothly. HR Manager Week 3 Have a meeting to check on progress and review of job role and responsibilities. Supervisor/Line Manager Week 4 Monthly review with the line manager, set up for probationary meeting. Line Manager Date: Task: Responsible Person: Date completed: Initial:

Staff/Manager
3 Month Probationary Performance review Line Manager 3 Month Adjustment to employee training and needs as employee begins to work more independently. Supervisor/Line Manager 3 Month Set objectives to achieve over the next three months. Line Manager 6 Month Probationary Performance review. Line Manager 6 Month Review of objectives for achievement. Line Manager 6 Month Formal Acknowledgement for passing probation. HR Manager/Line Manager Bibliography: Certificate in Human Resource Practice Resourcing Talent Text book, www.kepa.fi, www.ukessays.com, www.personed.co.uk & wiki.answers.com. Prepared by Vanessa Bush.


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