Talent Planning Within an Organisation
Planning within an Organisation Recruitment refers to the process of attracting, screening, and selecting a capable person for a specific job. This short report will look at factors which may affect recruitment within an organisation, different recruitment and selection methods, workforce diversity and the induction process. When attracting talent the approach of organisations can differ entirely depending on certain issues such as: Funding – this controls all aspects of advertising from hiring agencies or running an advertisement. Initially the funds also need to be there to accommodate another employee.
Culture – this will direct any advertisement as the nature of the job or company needs to be present within the job specification and selection method, for example retail roles will focus more on customer service and ‘people’ skills. Size – the size of company will reflect in the size of the recruitment campaign or process. Research shows that smaller organisation have a lower number in staff turnover. This could be due to smaller companies not having the funds to accommodate regular recruitment so work hard to keep and develop their existing staff skill and abilities.
Political – political or environmental factors could affect an organisation approach to talent resourcing. With the current economy situation companies are having to hire one person to fill multiple roles or duties opposed to hiring multiple people. This has resulted in redundancies, fewer jobs out there creating more competition amongst job seekers and companies. Encouraging diversity is becoming increasingly important for businesses and society. It carries many benefits. A business must comply with the Equality Act 2010, where for example, nobody should be discriminated against for their race, religion, gender, age or sexuality.
So one reason to employ a diverse workforce is simply to comply with the law. Having a diverse workforce with people from different racial, educational and social backgrounds and age groups increases the skills, experience and qualifications spectrum of the workforce. Resulting in new or more creative ideas or ways being brought to the industry, improving production or service. Publisher Malcolm Forbes once said that ‘diversity is the art of thinking independently together. ‘ Organisations can’t thrive and grow if everyone in them thinks and behaves the same way.
Business as well as society has to evolve and adapt to change in order to survive. An organisation with a diverse range of employees is well placed to understand the needs of a wide range of customers. They are also in a good position to recruit and retain staff in an increasingly diverse society continues to expand worldwide. An organisations approach to recruitment and selection procedures depends greatly upon their budgets. Financial budgets influence which path to take for example, hiring an agency or publishing an advertisement or operating and maintaining an online application system.
Time management is important as you need to work to a time scale, set a closing date for applications. Communication is needed with recruitment staff and workforce, for example, having an employee who leaving or starting maternity leave, that position needs to be filled before hand to minimise disruption to production or services. This is also again where time management comes into action. Depending on the role different selection methods would be more beneficial. Group work – This may be a better to witness how people interact and display people skills, this would suit customer service or retail based roles.
Also it saves time compared to one-to –one interviews as you can see several people at once and maybe only invite a few back for a more second interview or maybe a key skills test or simply offer the position to. Hiring an agency to fill a position can be quicker and less work for the business as the agency carryout the recruitment process to meet the needs and specification set by the business. The agency is responsible for finding the right person so they are going to send only the best as they want to keep a good reputation. Headhunters’ are useful when trying to fill a more complex role such as an area within engineering as people trained to carry out the specific task may be far fewer.
A headhunting company will know who and where to find the right person. They act quickly, carryout negotiations and like an agency want to impress the company they are working on behalf of. Inductions are a type of training given as an initial preparation upon a new employee joining the organisation. It often contains information dealing with the layout of the firm or its hierarchy, health and safety measures and security systems.
An introduction to key employees and teams, gives an impression of the organisation’s culture and can display the attitude and some expectations required of the individual by the company. This is important for both the employer and employee as it sets the tone and boundaries for both parties. If correctly done an effective induction can save time and cost (in terms of faulty products or poor services, etc. ). It is essential that managers place their authority to make sure that the new employee is carefully helped to adjust to the new work surroundings and culture and that integration of the new employee and team is well executed.
Studies by the CIPD show that the length of an induction can vary depending on the complexity and culture of the role or company. Also the CIPD state that employees who have a well thought-out induction are more likely to stay with the organisation. Some things in the organisations induction could be as little as where the notice board is or drinks facilities are these are the things that help the employee familiarise themselves with the company and ease them into the team or role. An induction plan is a valuable and vital tool to use throughout the induction process.
It allows the company to manage time and budgets better and layout what is expected of the new starter and any other managers or team members involved. The attached induction template is an example how one may be presented. It should contain policies and procedures including health and safety, sickness and holiday leave, salary details, security measures, shift and hours arrangements, dress codes, expectations of the company, pension schemes, targets or goals of the company, training dates and many more topics.
Following discussion and understanding of each item a signature from the new starter and trainer should be obtained as evidence of doing so. Resourcing talent can be a lengthy and complex process, following my research it is very clear that no two businesses are the same and from the very start of the process their culture and focus is apparent. Also performing an effective induction is the key to a happy, loyal workforce and doing it properly can be cost and time effective.