TALENT PLANNING

Talent Planning in Operation



Talent Planning in Operation

Introduction

Factors That Affect an Organization's Approach to Recruitment and Selection

Employees are the essentials of any organization and are an integral part of it. No organization can operate without its human resource. In this competitive environment it's a matter of having the right person at the right place. An employee that has been selected and placed well would contribute to the organization by performing efficiently.

Factors that affect the approach of an organization during the period of recruitment and selection include long and short term goals of the business which may include opening of a new department or hiring to achieve a short term goal that needs to be achieved within a set time period. The organization needs to analyze what sort of work force is required to accomplish functional requirements in the short and long term and meet the company's goals.

The budget of an organization determines how many employees can be hired. The quality triangle describes the connection between the three main factors that are required to run a project smoothly. Time is the available duration until the deadline to achieve the given target, budget and resources are represented by money and cost and quality is the standard that needs to be met in order to meet the customer requirements and achieve success. If the deadline is closer than to achieve the target on time effectively, more individuals may be employed which would affect the cost but otherwise the quality will suffer and not meet standards (Exforsys Inc. 2006).

Each angle of the triangle affects the other, and both sides change if one does. So it is important to keep the budget allocated for the project in mind when recruiting and hiring.

The client's requirements are to be assessed when hiring, as that will be done according to the average output required and if the current workforce's average efficiency is not matching the client's demands then the budget needs to be revaluated to accommodate recruitment of individuals who can help achieve the company's goals effectively and meet the demands and standards of the clients and customers (Ahmed, Tabassum and Hossain, 2006).

Organizational Benefits of Attracting and Retaining a Diverse Workforce

A firm by putting into practice workforce diversity policy recognizes gains that reinforce continuing competitiveness and, in certain cases, generate temporary developments in performance and output. It is significant for a business to have the understanding required to deal and manage the diversity by having high level of knowledge, experience and civilizing Intelligence. There are many organizational benefits for retaining a diverse workforce, for example, it helps to generates powerful brainstorming and resourcefulness. People coming from a diverse background can generate novel ideas and this result in pool of thoughts which help to cater novel market sectors. It gives organizational benefit in a manner to reduce employee's turnover. For the reason that foreign staff are more enthusiastic to work for lower wages as compare to those residing ...