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Concordia University
MANA 298

Employee Resourcing – LLC 4124 UNIT 1 INTRODUCTION TO EMPLOYEE RESOURCING Unit Structure 1.0 Overview 1.1 Learning Outcomes 1.2 Introduction 1.3 Employee Resourcing Defined 1.4 Employee Resourcing Strategy 1.5 Integrating Business and Resourcing Strategies 1.6 The Components of Employee Resourcing Strategy 1.7 Problems Encountered by Organisation in the Resourcing of Employees 1.7.1 Level of Education 1.7.2 Internationalisation 1.7.3 Globalisation 1.7.4 Language and Cultural Difference 1.7.5 Women in Organisations 1.8 Future Trends in Employee Resourcing 1.9 Summary 1.0 OVERVIEW This Unit explains and gives you a better understanding of the term ‘Employee Resourcing’. It also explains the components of Employee Resourcing Strategy and the problems encountered by organisations in the resourcing of employees. Furthermore, the importance of Employee Resourcing in the success of an organisation will be discussed. Unit 1 1 Employee Resourcing – LLC 4124 1.1 LEARNING OUTCOMES By the end of this Unit, you should be able to do the following: 1. Define in your own words the term ‘Employee Resourcing’. 2. Explain the employee resourcing strategy. 3. Discuss the problems encountered by organisations in the resourcing of employees. 4. Explain the future trends in employee resourcing. 1.2 INTRODUCTION Globalisation and the world economic recession have forced organisations throughout the world to revisit their strategies and, in order to survive in this extremely turbulent environment, they have to become competitive. Besides cost reduction, organisations have to review their employee resourcing strategies, that is, optimising the use of human resources and matching people with the job. Furthermore, potential employees have to be multi-skilled and multi-functional coupled with a properly tuned mindset and positive attitude towards achieving the goals and objectives of the organisation. Existing employees have to be retained and need to adjust to the new demand of the organisational environment. Those who cannot not adjust to the new demand have to be laid off. Hence, the importance of employee resourcing in obtaining training and retaining the best candidate with the necessary knowledge, skills and attitude for the benefit of the organisation in the long term. 1.3 EMPLOYEE RESOURCING DEFINED Employee Resourcing is concerned with ensuring that the organisation obtains and retains the people it needs and employs them productively. It is also about those aspects of employment practice that are concerned with welcoming people to the organisation and, if there is no alternative, releasing them. It is a key part of the human resource management process. Unit 1 2 Employee Resourcing – LLC 4124 1.4 EMPLOYEE RESOURCING STRATEGY The objective of Human Resource Management (HRM) resourcing strategies as expressed by Keep (1989) is: • To obtain the right basic material in the form of a workforce endowed with the appropriate qualities, skills, knowledge and potential for future training. The selection and recruitment of workers best suited to meeting the needs of the organisation ought to form a core activity upon which most other HRM policies geared towards development and motivation could be built. Additionally, we can say that the strategic capability of a firm depends largely on its resourcing strategy, that is, employing capable, skilful and talented people so that the firm achieves competitive advantage over its rival. Therefore, issues of who to employ and how to engage them in the organisation’s core project are central to the achievement of strategy. 1.5 INTEGRATING BUSINESS AND RESOURCING STRATEGIES The philosophy behind the strategic HRM approach to resourcing is that it is the employees of an organisation who put the strategic plan into action. As Quinn Mills (1983) puts it, the process is one of “planning with people in mind”. The integration of business and resourcing strategies depends on the direction the organisation is moving and the determination of:- • The quantity of employees needed to satisfy the business needs. • The skills and behaviour necessary in support of the achievement of business strategies. • Organisational restructuring’s impact due to decentralisation, delayering, mergers, rationalisation, new technology and product or market development. • Plans for changing the organisation culture in domains such as ability to deliver, performance standards, quality, team-working and flexibility. Unit 1 3 Employee Resourcing – LLC 4124 These factors are very much influenced by the sort of business and type of business strategies adapted by the organisation. Activity 1 (i) To what extent the resourcing strategies support the business strategy in your organisation? 1.6 THE COMPONENTS OF EMPLOYEE RESOURCING STRATEGY The components of employee resourcing strategy are: • Human resource planning – assessing future business needs and deciding on the number and types of people required. Unit 1 4 Employee Resourcing – LLC 4124 • Resourcing plans – preparing plans for finding people from within the organisation and/or for training programmes to help people learn new skills. If needs cannot be satisfied from within the organisation, preparing longer term plans for ensuring that recruitment and selection processes will satisfy them • Retention strategy – preparing plans for retaining the people that is required by the organisation. • Flexibility strategy – planning for increased flexibility in the use of human resources to enable the organisation to make best use of people and adapt swiftly to changing environment. Activity 2 (i) Explain in your own words what you understand by ‘Employee Resourcing’. (ii) Employee resourcing has long been seen as the “nuts and bolts” of HRM practice. How does your organisation go about same? Unit 1 5 Employee Resourcing – LLC 4124 1.7 PROBLEMS ENCOUNTERED BY ORGANISATION IN THE RESOURCING OF EMPLOYEES It is true that today, in Mauritius itself, although there are thousands of unemployed people, yet many organisations are facing much difficulty in the resourcing of employees. Many factors have contributed to the present situation and some are listed below: 1. Level of education. 2. Internationalisation. 3
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