Bundling Employee Resourcing and Talent Management

-10

Talent Management

Introduction

 

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)

Bundling Employee Resourcing and Talent Management

 

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

Talent Management pipeline

Armstrong proposes the following elements:

  • Workforce planning
  • Employee value proposition
  • Resourcing plans which are integrated with a sense of practicality of recruiting the capabilities externally, the degree to which internal staff can be developed and a clear view of the shortfall
  • Retention strategy.
  • Armstrong offers a set of elements which might support the talent management pipeline:
  • A resourcing strategy (linked in to the business aims
  • Talent audit
  • Role flexibility
  • Building the concept of a ‘great place to work’ (Purcell et al, 2003)
  • Performance management processes
  • A desirable Learning and Development programme
  • Career management and succession planning.

 

Bundling Employee Resourcing and Talent Management

 

A broader strategy for Resourcing and Talent Management would entail what is called “bundling” processes which cohere and mutually reinforce one another, which also aligning with the overarching strategy of the organisation.

 

Armstrong proposes the following elements:

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




Comments

  1. Shiran MudannayakeAugust 13, 2023 at 8:33 AM

    The concept of talent management was highlighted the systematic approach to attracting and developing people who are of value to the organization and seek to create synergy and alignment with the overall strategy of the organization.

    ReplyDelete
  2. Rinosh DilshanAugust 17, 2023 at 1:58 AM

    Talent management is must in long-term perspective of company growth.

    ReplyDelete
  3. Muditha MaheshAugust 18, 2023 at 10:09 AM

    Bundling employee resourcing and talent management is the practice of combining the two functions into one department or team.

    ReplyDelete
  4. LilanAugust 18, 2023 at 5:38 PM

    his approach enhances overall HR efficiency and aligns strategic human capital goals for sustainable business success.




    ReplyDelete

Post a Comment

Popular posts from this blog

Coaching Vs Mentoring

-10
Image
                                        Coaching Vs Mentoring C OACHING IS A PERSONAL (USUALLY                               ONE-TO-ONE) ON-THE-JOB                 APPROACH  TO HELPING PEOPLE     DEVELOP THEIR S KILLS                 AND  LEVELS OF COMPETENCE .        Measures Performances     Coach drives the relationship   Coaching can be standardized Introduction HR professionals need skills in coaching and mentoring to fulfil their important responsibilities for enhancing the knowledge and skills of employees and for providing guidance to line managers on conduction. Coaching Coaching is a personal (usually one-to-one) approach that enables people to develop their skills and knowledge and improve their performance. As Whitmore (2002: 8) suggested: ‘Coaching is unlocking a person’s potential to maximize their own performance. It is helping them to learn rather than teaching them.’ Clutterbuck (2004: 23) noted that: ‘Coaching is primarily focused on performance within the current
Read more

THE HUMAN RESOURCE MANAGER AND STRATEGIC PLANNING

-10
Image
  THE HUMAN RESOURCE MANAGER AND STRATEGIC PLANNING Introduction The human resource function sometimes fails to play a major role in the organization’s strategy formulation process because. of the planning inadequacies of human resource executives. However, planning difficulties are not unique to such executives. Indeed, managers from all functional areas havewith strategic planning. This section will review these general problems and will address the specihuman resource management. Planning Problems it is well known that managers are action oriented, often preferring the action of decision-making or problem-solv in In contrast, part of the planning process is done isolation. There is a lack of feedback or knowledge of results for prolonged periods of time. Further, it is difficult to justify the time needed for planning in relation to more immediate problems that press for solutions. Thus, in spite of its value, many managers do not like to plan. In addition to these general planning
Read more

Issues in international HRM

-10
Image
Issues in international HRM The issues that affect the practice of international  as distinct from domestic HRM are the impact of  globalization, the influence of environmental and  cultural differences, the extent to which HRM policy  and practice should vary in different countries  (convergence or divergence), and the approaches  to employ and manage expatriates.   Globalization is  a term used to describe how trade and technology have made the world into a more connected and interdependent place . Globalization also captures in its scope the economic and social changes that have come about as a result. Globalization is the process of international economic  integration in worldwide markets. It involves the  development of single international markets for  goods or services accompanied by an accelerated  growth in world trade Any company that has economic interests or activities extending across a number of international boundaries is a global company. This involves some issues not p
Read more