INTEGRATED PEOPLE RESOURCING STRATEGIES

CONCEPT AND OBJECTIVES OF PEOPLE RESOURCING STRATEGY

WHAT IS PEOPLE RESOURCING STRATEGY?

  • Question: What does the term “people resourcing strategy” refer to?
  • Answer: People resourcing strategy is a systematic approach to acquiring, developing, deploying, and managing human capital within an organization to support its overall business goals and objectives.

KEY COMPONENTS OF PEOPLE RESOURCING STRATEGY:

  • Question: What are the essential elements included in a people resourcing strategy?
  • Answer: A people resourcing strategy encompasses workforce planning, recruitment, selection, onboarding, retention, talent management, succession planning, diversity and inclusion, employer branding, and employee value proposition (EVP).

OBJECTIVES OF PEOPLE RESOURCING STRATEGY:

  • Question: What are the primary objectives of a people resourcing strategy?
  • Answer: The objectives of a people resourcing strategy include:
  1. ALIGNING HR PRACTICES WITH BUSINESS GOALS:
    • Ensuring that HR practices and initiatives are closely aligned with the organization’s overall business strategy and objectives to drive success.
  2. ATTRACTING TOP TALENT:
    • Attracting and sourcing top talent with the necessary skills, qualifications, and cultural fit to meet the organization’s current and future staffing needs.
  3. BUILDING A DIVERSE AND INCLUSIVE WORKFORCE:
    • Promoting diversity and inclusion within the organization to foster innovation, creativity, and a positive work environment.
  4. ENHANCING EMPLOYER BRANDING:
    • Shaping and promoting the organization’s reputation as an employer of choice to attract and retain top talent in the marketplace.
  5. OPTIMIZING WORKFORCE PLANNING:
    • Conducting effective workforce planning to ensure that the organization has the right talent in the right place at the right time to meet its business objectives.
  6. IMPROVING RECRUITMENT AND SELECTION PROCESSES:
    • Developing efficient and effective recruitment and selection processes to identify and hire candidates who possess the necessary skills, qualifications, and cultural fit for the organization.
  7. FACILITATING ONBOARDING AND INTEGRATION:
    • Implementing comprehensive onboarding programs to facilitate the smooth integration of new employees into the organization and accelerate their time to productivity.
  8. RETAINING KEY TALENT:
    • Implementing strategies to retain and develop key talent within the organization, including offering competitive compensation and benefits, career development opportunities, and a positive work environment.
  9. DEVELOPING LEADERSHIP AND SUCCESSION PLANS:
    • Identifying and developing future leaders within the organization through succession planning initiatives to ensure continuity and stability in leadership roles.
  10. ENHANCING EMPLOYEE VALUE PROPOSITION (EVP):
    • Creating a compelling Employee Value Proposition (EVP) that outlines the unique benefits and rewards employees receive in exchange for their contributions to the organization.

How to Create an Integrated HR and Business Strategy

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