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Employee Resourcing and Development - Desklib

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Added on  2020-02-05

Employee Resourcing and Development - Desklib

   Added on 2020-02-05

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EMPLOYEE RESOURCING AND DEVELOPMENT
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Table of contentIntroduction:....................................................................................................................................3Area 1) Resourcing:.........................................................................................................................4Area 2) Development:......................................................................................................................7Conclusion.......................................................................................................................................9References:....................................................................................................................................10Appendix:......................................................................................................................................12
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Introduction:Resourcing Resourcing refers to an economic factor which is required to accomplish various activities as ameans to achieve the desired outcome within an organization. The basic resources include thefollowing; labor land and capital, and some others examples include entrepreneurship, energy,management expertise and time. Employee resourcing is such a method that addresses thechallenge; falls on the departments of human resource in different organizations those challengesinclude various kinds of interrelated activities which focus on the proper recruitment anddeployment of staffs. Resourcing is actually a system of the recruitment and selection of anemployee in order to meet the needs of an organization for developing specific skills andbehaviors. Key resources are mainly the building blocks that describe the most significant assetsthat are needed for making a good model of business. All business models require theseimportant assets that are required by the companies for generating various value propositions andthe revenues. Important key resources include financial, intellectual, human or physical keyresources. Development Business development refers to various processes and tasks for the development andimplementation of different growth opportunities of the business organizations. It refers to thedevelopment of long term values from the markets, customers and relationship between themwithin an organization. Human resource development involves those opportunities for thetraining, career development mentoring, performance development, identification of theemployees and also includes the succession planning and development of an organization.Business development refers to the summarization of all the ideas and information, variousactivities and initiatives that are aimed to make a better business prospects. These includevarious outgrowing revenues, and growth while making a proper business decision. Businessdevelopment activities tend to extend across various departments including marketing, sales,project and product management and sometimes marketing. This can also involve negotiations,
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networking, partnerships and other efforts that are cost saving. These activities are always drivenby the goals of business development. Added valueAdded value refers to the enhancement of the company’s products and services that are offeredto the customers. This term is applied to such instances that an organization takes the productwhich are sometimes considered as homogenous products. These products sometimes have fewdifferences in their forms, and provide the customers with some additional features or add-onthat gives the product a good value or sense. Improving the performance and the ability of anorganization is the main function of the human resource. Despite the developments tasks, thefunction of Human Resource development is to improve the abilities and the performance of theindividual in which they have lack of knowledge such as various accounting practices and theirmanagement skills. All the recognized companies are trying to find the way for the valueaddition to justify the overall pricing in the market. The companies find that the consumers areless focused on specific products but more focused on what will be the benefits of those productsfor them. To find the true value of the customers is much more critical for determining how thepackages, products will be delivered by the company.According to Sagan (2015, p. 145), there is wide range of scopes of Human ResourceManagement or HRM that add value in some organizations, those scopes of HRM can be derivedfrom personal aspects. These personal aspects are particularly concerned with selection andrecruitment, placement, promotion, development and training, manpower planning, incentivesand remuneration which can add values in an organization. Scopes can also include differentaspects of industrial relations, which covers dispute settlement, lots of joint consultation, variousprocedures of grievances etc. As per Sotunde (2013, p. 252), most of the scopes of HumanResource Management are closely related with the added value of an organization and enhancesits productivity concurrently. Welfare aspects also deals with various amenities and workingconditions such as medical assistance, health, education, transport and housing, facilitiesregarding housing, recreation etc. According to Musyoki (2015, p. 214), these all the aspects ofHRM play an important role in generating added value to an organization.Area 1) Resourcing:Introduction of HR planning
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