1. INTRODUCTION TO STRATEGIC EMPLOYEE RESOURCING
Business strategy and HR
Employees are being praised as the greatest asset of an
organization (Guest 2001). If the right selection was not made, the impact
could be vice versa. There has been number of research studies regarding the
relationship between Business Strategy and HR (Bird and Beechler 1995; Huseild
1995; Huang 2001; Ghebregiorigus and Karsten 2007). Human Resources Management
is the main stake holder of the Recruitment and Selection Process. Therefore it
is important that Human Resources department understands the business strategy
in order to make correct choices to achieve organizational business targets
(Azmi
2019).
I work for a leading airline as an Aircraft Engineer. Airline made
a strategic decision to move forward with the enhancing aviation technology.
Initial payments were processed to purchase sophisticated and more efficient
aircraft which are made of advanced composite structures to gain competitive
advantage with more modern cabins and facilities that could draw customer attention.
Therefore investments on metal based aircraft maintenance was
minimized. Due to various political and financial issues, the decision was
reversed and continued with older metallic aircraft. Lack of staff having
expertise in metallic structures, are now affecting the maintenance program and
thereby affecting the flight schedules.
Strategic selection
“Right person with right skills for the right task” Chungyalpa
and Karishma (2016). Selection is an attempt to find the best balance between
applicants’ capabilities and organizational requirements (Kumar and Gupta,
2014), rather than choosing the best candidate of the
lot. Chungyalpa and Karishma (2016) in their article about “Best
Practices and Emerging Trends in Recruitment and Selection”, describe three
main phases in selection process.
- Job Analysis
- Manpower Plannin
- Recruitment and Selection.
Job
Analysis
Dividing employment so as to offer a general description of its
element components are often termed as job analysis (Holst and Pancoast, 1921).
It's an in depth and systematic study and presentation of data like skills,
knowledge, abilities, and responsibilities with reference to the operation of a
selected job. These facts differentiate one job from another and determines the
success of an employee in playacting his or her duties (PPMS, 2018).
Coordinating the efforts of human resources for the aim of
achieving structure goals is at the center of human resource management. This
entails obtaining the proper individuals and inserting them at the appropriate
jobs. So as for the suitable individual to be attracted and placed on the
proper jobs, a radical job analysis, that involves description and job
specification, should be allotted. this is often what has been clearly and
thoroughly explained. A correct job analysis can inform the management whom are
the best for the known and represented jobs. Also, the worker to perform the
duty expeditiously and finds satisfaction in it, then job style, that leans
support on the job analysis, should be done properly. It is often settling that
job analysis (description and specification), and job style square measure
foundational to the success or growth of any organization.
Manpower
planning
Manpower planning is a vital a part of the general designing of a
business organization. It's obvious that a business cannot prosper unless the
correct range of workers, having needed skills, aptitudes and qualifications is
accessible at right time. It is often adduced from the higher discussion that
the essence of workforce designing is to make sure regular and adequate provide
and maintenance of relevant human resources altogether of the economy, in any
times by making certain organization guarantees the provision of the correct
people, within the right range, within the right place, and at the correct
time. Summarily, employers ought to have applaudable career programmes,
establish improved work climates and particularly their personal wants and
aspirations ought to be issue into management call (Adewale, Abolaji &
Kolade, 2011; Helton & Soubik, 2004).
Manpower preparation has been outlined diversely by completely
different authors. In step with Agabi and Ogah (2010), workforce designing
involves prognostication the human resource wants of associate economy, setting
objectives that may result in the belief of such wants, coming up with ways for
the action of the set objectives, distinguishing resource wants, and shaping
modalities for arrange implementation; workforce designing is that the method
of decisive the policies and programmes that may develop, distribute, and
utilize human resources with a read to attaining a nation’s broader goals of
socioeconomic and political development (Anyanwu, et al., 1997). It is stated
as the by company ensures that the correct range of individuals, at the correct
place, at the correct time, doing things that they're economically most useful
(Ibojo, 2012). Chandan (2005) posits that human resource designing involves
objective and systematic assessment of delivering staffing wants of a company,
distinguishing the offered personnel to satisfy the present wants,
prognostication the long run demand and provide of workers, formulating
staffing ways with a read to each short vary still as long vary strategic plans
and ceaselessly observance, evaluating and change these wants and resources of
supply. It may be a rational approach to the effective enlisting, retention and
readying of individuals at intervals a company, including, once necessary,
arrangement for dismissing staff (Cole, 2004, p.169).
Recruitment
and selection
The enlisting and choice of the people among the organizations
result from an intensive and an organized process. The staff got to possess
complete information of the ways and needed to urge enforced for enlisting and
choice. Legislation and smart observe and also the vary of enlisting sources
and choice ways yet as possessing the talents and talents in interviewing and
evaluating potential staff highlight the importance of enlisting and choice
(Chapter five, 2010)
Kumar and Gupta (2014) explain recruitment and selection
separately. Recruitment is attracting employees with potential and energizing
them take respective roles in an organization. Competence and experience of the
candidates must be tested during the process (Kapur, 2018). And selection is
choosing an individuals whom are more appropriate to perform job by narrowing
down the candidates (Saviour et al, 2016)
References
Agabi, C.O., & Ogah,
J. I. (2010). Education and Human Resource Planning in Nigeria. The
Case of National Manpower Board
(NMB). 03 (03), p152-65.
Azmy, A. (2019). Recruitment
Strategy to Hire Best People for Organizations [Online]. Available at https://www.researchgate.net/publication/334319147. Accessed on 29th Jul 2021.
Adewale, O., Abolaji,
A.J., & Kolade, O.J. (2011). Succession Planning and Organizational
Succession. Empirical Study on Nigerian Private Tertiary Institutions.
Serbian Journal of Management. 06 (02), p231-246.
Anyanwu, J.C., Oyefusi,
A., Oaikhenan, H., & Dimowo, F.A. (1997). The Structure of the
economy. Onitsha: Joanee Educational Publishers Limited. p34-56.
Bird, A. and Beechler,
S. (1995). Links between Strategy and HRM. Journal of International
Business Studies. 26 (04), p23-46.
Chandan J.S.
(2005). Management Theory and Practice. 3rd ed. New Delhi: Vikas
Publishing House PVT Ltd. p57-59.
Chungyalpa, W. and
Karishma, T. (2016). Best Practices and Emerging Trends in Recruitment and
Selection. Journal of Entrepreneurship & Organization Management. 05
(02), p2-5.
Cole G.A. (2014). Management
Theory and Practice. 6th ed. London: Thompson Learning Publisher.
p34-40.
Guest, D. (2001). Voices
from the boardroom. London: Chartered Institute of Personnel and
Development. p20-23.
Ghebregiorgis, F. and
Karsten, L. (2007). HRM and Performance in a developing country.
11th ed. Eritrea: International Journal of Human Resource Management. p2-4.
Huang, T (2001). The
effects of Linkage between Business and Human Resource Management Strategies.
15th ed. Unknown: Personal review. p2-3.
Helton, K. A., &
Soubik, J. A. (2004). Case Study of Pennsylvania’s Changing Workforce:
Planning Today with Tomorrow’s Vision. 4th ed. Unknown: Public Personnel
Management. p459-473.
Huseild, M. A. (1995).
The impact of HRM practice on turnover. Productivity and corporate
financial performance. 38 (3), p5-6.
Holst, E. and
Pancoast, E. (1921). Scientific Method in Job Analysis. Journal of
Political Economy. 29 (06), p508-516.
Ibojo, B. (2012).
Manpower Planning and Organization Objectives Nexus. A Theoretical
Approach. Pakistan Journal of Business and Economic Review. 03 (1),
p144-124.
Kapur,
R. (2018). Recruitment and Selection. [online] Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection
Kumar, S. and Gupta, A.
(2021). A Study on Recruitment & Selection Process [Online].Available at https://www.researchgate.net/publication/https://www.researchgate.net/publication/268210664_A_Study_On_Recruitment_Selection_Process_With_Reference. Accessed on 29th Jul 2021.
Saviour, A., Kofi, A., Yao, B. and Kafui, L. (2016). The Impact of Effective Recruitment and Selection Practice on Organisational Performance (A Case Study at University of Ghana). Global Journal of Management and Business Research: A Administration and Management, [Online] 16(11). Available at: https://globaljournals.org/GJMBR_Volume16/3-The-Impact-of-Effective-Recruitment.
individuals from organizations, as well as the management of their performance and
ReplyDeletepotential while employed by the organization’ (Pilbeam and Corbridge, 2002). Taylor
(2002: 1) argues that ‘effective hiring and firing, attracting the best candidates,
reducing staff turnover and improving employee performance are fundamental
management functions. They are as relevant for a small family business as they are
for a major international place.
There maybe instances where, hiring and firing can be categorized and rough management strategy which could bring disadvantages as well as advantages (Dinham, 2008)
DeleteAccording to Raiden A. B. et al. (2003) organizational integration, employee commitment, flexibility and quality of work, by incorporating delegation and empowerment into the employee resourcing decision-making
ReplyDeleteEmployees having the range of competancies to perform various functions and stationing them in the place will enhance the profitability of an organization (Ibojo, 2012)
DeleteAccording to Kalange (2017) employee selection entails identifying and hiring people whose overall traits are similar to those of the job. The goal of this procedure is to compare candidate attributes to job criteria in order to find an appropriate match. Individual traits must be captured, needs must be understood, and conclusive decisions based on value judgments must be made by managers involved in this process. Because this is a costly and time-consuming process, attention should be taken in selecting the correct person.
ReplyDeleteAn successful recruitment and selection technique would help a business achieve its objectives while also ensuring that the appropriate number of qualified employees is hired (Ofori and Aryeetey, 2011). To promote organizational growth and sustainability, businesses should utilize proper recruitment and selection procedures and place the right set of individuals in important positions (Parvin Eva, 2018).
ReplyDeleteThe selection technique necessitates that the organization drives through an elaborate procedure considering varied factors as price of reaching the target cluster, the time scales, match for structure/culture and also the chance given to boost the organization’s packaging (Galanaki, 2002)
DeleteModern human resource management is divided into two key factors, Compton, Morrissey and Nankervis (2009) as, 01. Human resources and organizational assets. 02. long term HRM and strategic process.
ReplyDeleteThe statement reinfoces the fact that HR shall play a major role in strategic employee resourcing (Azmi, 2019)
DeleteAgreed. Job analysis is the first step in finding the best employees. Job analysis enables you to learn about the employee's task description, required abilities, expected outcomes, and tools required for the job. Recruitment and selection is an expert and costly method that is an important process in any organization, and it should be organized and structured to “attract people with ability and potential from a diverse pool of talent, and enable the selector to predict how a candidate will perform on the job as accurately as possible” (Elearn, 2008).
ReplyDeleteAgreed. According to Elwood & James (1996), major part of an organization's overall strategy will be recruitment and selection which will secure human resources to survive and succeed.
ReplyDeleteFurther it is said that evidence is available to indicate that there is a positive and significant relationship between recruitment and selection and the performance of an enterprise (Gamage, 2014).
Yes, when we talk about employee selection and recruitment, job analysis is one of the main topics, since this leads organizations to choose the most suitable person for the job. A Job analysis is a tool for determining the knowledge, skills, abilities, and other requirements that are required for each organizational role to function effectively (Anderson and Caldwell, 2018).
ReplyDeleteAgreed. According to Tallo (2007) Recruitment needs can be of three categories:
ReplyDelete# Planned: The need of occurring since amendment in organization and retirement policy
# Anticipated: These needs are of those types in which movements can be forecasted by going through the movement in internal and external environment.
# Unexpected: The need can arise when resignation, termination, illness or death of the employee
Agreed with your points. According to Iles (2001), human resource planning, recruitment and selection and performance management are the core activities involved in employee resourcing. Further stated that these activities are always undergone through globalization, privatization, the impact of demographic change on ER in despite the nature and size of the organization (Iles, 2001).
ReplyDeleteYes Udaya, recruitment has a constructive impact on business performance. Recruitment must be able to adapt to the growth of business trends. Recruitment must pay attention to equality of work to give everyone opportunity and avoid discrimination. Recruitment strategy must be formulated and specified. This is all done to improve the business performance of the company and able to meet the needs of human resources (Azmy, 2019).
ReplyDeleteAgreed social networking is one of the most effective sourcing tools to benefit recruiters especially with today’s generation Today, social media is used by nearly everyone to keep in touch with friends and family, and now, job prospects. In addition to this, he state that graduates today are using social networks as a primary source of information and communication (Rees & French, 2010).
ReplyDeleteAlthough the notion of talent management has been with us since the 1990s, and presented as a ‘war’ since the first McKinsey War for Talent survey of 1997, MNCs now face a new challenge: they are increasingly coordinating their talent pipelines on a global basis, leading to this notion of global talent management. Global Talent Management (GTM) is the strategic integration of resourcing and development at the international level which involves the proactive identification and development and strategic deployment of high-performing and high-potential strategic employees on a global scale. We might add also to this definition the importance of retention of these high-value employees, as seen in particular in the emerging markets mentioned previously (Collings and Scullion, 2008).
ReplyDeletevery interesting topic and agree with your point of view in addition The objective of employee resourcing strategy is 'to obtain the right workforce endowed with the appropriate qualities, skills, knowledge and potential for future training. According to Taylor, 1998, the major components of employee resourcing are staffing performance and administration
ReplyDeleteYes Agree Udaya, As per David (2011), Recruitment and selection help organizations choose the right candidates for the right positions. Therefore, understanding the difference between recruitment and selection is essential to reduce any losses for an organization (Timmers , 2003).
ReplyDelete