Employee resourcing Strategy

Prof. V.Saikrupa

Objective
Obtain the right basic material like quality skills, knowledge and potential for future training. HRM Policies geared towards development and motivation The aim of strategy is to achieve a competitive advantage by employing more capable people than its rivals.

Strategic HRM Approach

Townley 1989, Organizations are concentrating more on the attitudinal and behavioral charectistics of employees

Integrating Business and Resourcing Strategy

The number of people required to meet business needs The skills and behavior require to support the achievement of business strategies The impact of organizational restructuring as a result of rationalization, Decentralization, Acquisition, merger, product or market Plans for changing the culture of the organization in such a years as ability to deliver, performance standards, quality customer services which indicates the need for people with different attitudes, believes and personal charectistics.

Components of Employee Resourcing Strategy

Human resource planning Developing the organizations employee value propositions and its employer brand Resourcing strategy Retention Strategy Flexibility Strategy Talent management strategy

Resourcing Plans
Internal Resourcing External Resourcing Define skill and competency Analyzing the factors affecting decisions to join organization Competitive Resourcing Alternative Strategies for satisfying Human Resource requirements Recruitment and selection techniques.

Retention Strategy
Pay Job Design Performance Learning and Development Career development Commitment Over marketing Recruitment selection and promotion

Flexibility Strategy
Encourage multi skill Think about out sourcing

Learning & Development Strategy

Charectistics of Reward Strategy

Concept of affordability Investment in rewards

Effective reward strategy

Duncan Brown 2001 , 1. Clearly define the goals and well defined link to business objectives, 2. Well designed pay and reward programs tailored to the needs of the organization and its people integrated with one another.3. There need to be a effective and supportive HR and reward processes in place