Recruiting for a Talented Workforce

Introduction

The Recruitment and Selection are a technique to pick or choose among a set of candidate or candidates to the right people to fill the posts in the company, therefore, the main objective of recruitment is to have the largest number of people available, who meet the job requirements or charges to cover the organization. The recruitment, selection, and professional development of employees are tasks that can be routinely given to the human resource or personnel divisions of an organization. Human Resource executives and managers must work together to link business strategy with the talent needed to execute it (Fegley, 19).

In the play called talent management is essential to the management staff in order to be able to use in working your strengths and have a sense of self, responsibility and continuous improvement. It is important to identify the best employees, providing them with conditions for development and appropriate career path, and stop them in the company.

Discussion Analysis

Human Resource Planning Process

It is one of the important parts of such an integrated planning and succession management. Together, these planning processes help to identify, develop and retain the talent necessary to meet the current and projected business objectives. The human resource planning is a process to identify current and future human resources. This includes the following: find the right people, creating a positive work environment and develop the capacity to ensure the success of the organization and build a promising future for public service. Planning and succession management are an essential part of the wider process of human resource planning. It must be used for this purpose in an integrated and systematic approach to find qualified and competent staff, and ensuring their development and retention based on business objectives today and tomorrow (Mondy, 2005, pp. 10).

A talented team of employees - is the main guarantee of the success of the company

But often their goal the company does not reach - even with high-budget investments. The reason is not that a waste of money to search for talent is not justified. Many companies believe that the main thing - to find the right personnel, but to properly manage the creative team are able to only a few. In addition, many companies are betting on the "immediate" goals, it is not thinking about what the company will live on in the future. Talent management is not much different from the supply chain. Many will say that such an attitude to human resources is fundamentally wrong and cynical. But, in fact, practice shows that this is a very cost-effective point of view (Lawler, 165).

HR-departments today are betting on the individual abilities of each individual employee. On the basis of these abilities can develop a specific action plan for management that will develop each employee and all the staff in general. But often, leaders are opposed to this form of work, since it is associated with considerable material losses. Personnel officers identify many ways to manage talent. Let us consider one of ...