Resourcing and HRM Objectives

This document discusses the concept of resourcing in HRM and outlines two central objectives it facilitates. It also explores various alternative recruitment methods and critically evaluates one method from both the employer's and employees' perspectives. Find more study material on Desklib.

HRM

Table of Contents
TASK1.......................................................................................................................................3
Define resourcing and outline at least two central HRM objectives that resourcing
facilitates................................................................................................................................3
Task2..........................................................................................................................................5
Outline the various alternative recruitment methods and critically evaluate one of the
methods outlined, highlighting the merits and demerits of the method chosen from both the
employer’s and employees’ perspectives...............................................................................5
REFERENCES.........................................................................................................................10
Books and journals...............................................................................................................10

TASK1
Define resourcing and outline at least two central HRM objectives that resourcing facilitates
The current business environment development continuously where there are a
number of functions which has to be formed by the organisation in relation to managing its
human resources. Resources can you define a function which include managing the human
resources in an appropriate way to achieve their objectives and perform the function.
Resourcing the final part of human resources management which is concerned with obtaining
and retaining the talented employees to manage the workforce (Bondarouk and Brewster,
2016). It also include management of necessary skills competency attitude value and other
attributes in the employees so that they can perform specific jobs in the firm help in achieving
objectives. There are a number of activities which are included within the sourcing these are
related to employee development reward management and employee retention. Human
resources planning recruitment selection retention and other functions related to management
of resources are also included under the resource in definition. In relation to the current
business environment effectively sourcing is essential for the form in order to achieve its
objectives and perform its business functions in appropriate and timely manner. Human
resources management act as an important function within the organisation with facilitated
continuous development as well as managing the human resources to achieve the objectives.
There are different kinds of objectives in human resources management which are related to
performance of the function in achieving the organisational goal. These are also related to the
sourcing which facilitates better management by using human resources in an appropriate
manner (Budhwar and Mellahi, 2018).
Effective utilisation of resources and private sectors of resources within the
organisation which is essential for the form to achieve its objectives and man is the function
of different individuals. Resources are a function which is directly related to management of
resources in an appropriate way so that organisation can manage the competency of its
workforce and utilise the resources in appropriate manner. This is because human resources
at present important part for the firm for managing its functioning and using the resources in
order to achieve the productivity. The only mean to increasing the productivity within the
organisation at improving the work utilisation is dependent on human resources of the firm. It
became liability of management staff within the organisation to manage the resources in an

efficient way so that it can utilise them at higher profitability. For instance, in order to
maintain appropriate working conditions and managing the workforce organisation need
trained and well settled employees (Chowhan, 2016). If organisation doesn't follow
appropriate strategy of resource Singh then it has to face various kinds of difficulties which
also lead to effective use of human resources. This initiative resource utilisation can impact
on the profitability of firm as well as reduced its profit because of overweight employees and
underperforming abilities. This will impact negatively on the organisation and reduce its
market share within the market because of improper management.
Forecasting human resources requirement in organisation is also a function which is
formed by under resourcing. Resourcing initiate the process of managing human resources in
the organisation. This process includes various steps which help in forecasting the
requirements of human resources in the organisation in relation to the current and future
requirements (Dundon and Rafferty, 2018). Identification of human resources requirements is
important in context of organisation because improper allocation and recruitment of human
resources within the firm can leads to decrease in better working conditions as well as
revenue of the organisation. In order to achieve higher revenue and manager resources in an
efficient way organisation needs to to forecast the requirements of human resources within
the firm. In order to focus the requirement a manager needs to identify the vacant post and the
post which will be vacant within 6 months. This is helpful to the organisation in keeping the
records and managing the function according to the current requirements so that it can easily
implement the strategies in relation to forecasting the human resources under the concept of
resourcing. Resources include wages process which helps in forecasting the human resources
requirement and filling the vacant post within the organisation according to the requirement
of firm. This will manage better productivity as well as help in placing right person to the
right job.
Analysing in increasing the current work it is also primary objective of sourcing
within the organisation. Under this function, resourcing performs various objectives which
are related to managing the employees and performing their working system in accordance
with the organisational requirements. Identify the current capacity of the organisation and the
workforce by analysing the current capacity of individuals. For this organisation use different
approaches of performance appraisal as well as managing the performance. These are useful
in identifying the capacity of each and every individual who is performing within the
organisation and their roles and responsibilities which they played. This helped in boosting

the performance of the current applied as well as identifying the talented employees within
the market by the market research. Under this process, the resourcing function works as joint
between different individuals where it helped them in identifying the current requirements
and using it in accordance with the firm's production (Guerci, Longoni and Luzzini, 2016).
Task2
Outline the various alternative recruitment methods and critically evaluate one of the methods
outlined, highlighting the merits and demerits of the method chosen from both the employer’s
and employees’ perspectives
Resources are an important part of organisation which includes number of functions
which are performed by the manager in order to manage the workforce and use their capacity
to achieve the organisational goals and objectives. Recruitment acts as a most essential part
within resources which include different functions. Recruitment is important for the firm in
order to achieve its objectives and maintain profitability for longer period of time.
Recruitment includes hiring the employees from various sources in order to fulfil the vacant
jobs within the firm which is analysed by manager at previous stages (Hassan, 2016).
Recruitment includes appropriate process which has to be followed by the manager in order
to achieve maximum benefits and perform in an appropriate way for managing the workforce
with talent and skills. There are number of recruitment methods which can be used by the
organisation in order to achieve its objectives and perform its function related to recruitment
of employees. This recruitment method can be classified as internal and external methods of
recruitment. Internal methods of recruitment can be defined as a method which is used by the
organisation in order to achieve its objectives and fulfil the vacant post from the inside of the
organisation. Internal method of recruitment useful in achieve the objectives by managing the
resources in internal function. The major benefit of internal sources of recruitment that it help
in retaining talented employees within the organisation for a longer period of time by
managing their work and increasing their responsibilities within the firm (Marler and Parry,
2016). Internal sources of recruitment are cheaper to the organisation and helpful in fulfilling
the vacant job from the inside of the firm without recruiting the employees from the outside
environment. In context of internal recruitment system there are various approaches which
can be used by the organisation in order to fulfil the vacant post within the business entity.
Promotion act as a first tool which can be used by the organisation in order to recruit the
employees from internal sources. Under promotion organisation used to promote the existing

employees to a higher post where it increase some level of authority and provide benefits
related to increment in the position of the individual. This is the most appropriate system
because it helps in determining talented employees and managing the employees to work the
success of the firm. A successful organisation can achieve its objectives in a longer period
and can manage its function according to the requirements. Promotion is an effective tool as
it help organisation in maintaining the motivation within different employees and using it in
order to achieve the objectives. This is the cheapest method where organisation can fulfil the
vacant post by talent management and managing the talented employees at different level.
Transfer is also a system which can be used in relation to recruiting the employees
from the internal sources. Transfer is directly related to shifting and employee from one job
to another, typically of similar nature. This includes no change in the rank and responsibility
of individual. The main purpose behind the transfer is to enable the individual to get well was
with the board based view within the organisation for increasing the opportunities of
promotion in future. It is required within an organisation to manage a transfer process in a
effective way so that it can achieve better results in minimum time. In order to gain respect
and manage the vacant post within the organisation transfer is the fastest and cheapest wing
to be used by the manager (O'Donohue and Torugsa, 2016). For instance, transfer enables the
organisation to manage a competent employee or a vacant post by transferring it from one
place to another with similar roles and responsibilities. Sometime organisation also use
employee referral programs which are effective as well as equal and instrument which is used
as an internal recruitment source. In context of organisation it is a suitable system which
enables the firm to improve its functioning and achieve better management. There are a
number of organisations like Tesco, Unilever and many more which use employee referral
program as a main source of internal recruitment for low level jobs within the firm. Under
employee referral program and organisation use the referral of present employer in regards to
their friends and family. They are well aware about the organisation culture working
conditions and job requirements which will useful to find their friends and family members at
suitable position within the firm by their recommendation to the management staff for
recruitment (Rezaei and Hosseini, 2017). This increased secured culture within the
organisation as well as save the cost and time in hiring the people from external sources. In
context of this, organisation used to pay a motivational amount to individuals in form of
incentives which is known as finder's fee. This is a form of incentive to increase the

motivation within the existing employees for bringing their friends and family members
within the organisation to fulfil the vacant post especially at the time of peak load.
It can be evaluated that there are a number of sources which can be used in order to
fulfil the vacant post within the firm. These sources are helpful in fulfilling the vacant post by
analysing the abilities requirements and skills on the particular job in the organisation. The
most suitable system which can be adopted by the organisation is internal source of
recruitment. Under the internal source of recruitment organisation can easily employer
talented person who has knowledge about the organisation working culture system and
processes which help in eliminating the extra cost on training and development as well as
help in increasing functionality within the organisation. Promotion is a best way under the
internal sources of recruitment to fulfils our vacant post because it helps in increasing
productivity of the job as well as useful in fulfilling the vacant job by internal system. Under
promotion, organisation used to increase the roles and responsibility of individual by
transferring them on a particular post. This helps the organisation in motivating its employees
and managing the function according to the current requirements (Stankevičiūte and
Savanevičienė, 2018).
According to employer perspective, promotion is a best strategy which can be adopted
in order to fulfilling a vacant post within the organisation. There are number of merits which
are related to use of internal sources. This is that current employee already knows the rules
regulation and culture of the organisation which helps in managing the productivity and
reduce the cost of employer in relation to training and development. This also reduces
chances of conflict within the organisation which act as a major benefit because it reduced
degradation of resources. One more advantage of this system to employer is that employees
have understanding of how the organisation operates and do not need to an induction
programme which save the cost of organisation (Tan, Gross and Uhlhaas, 2016)
Internal sources of recruitment act as an important source for organisation in order to
achieve its objectives and perform the function in a appropriate manner. These are helpful for
both employer and employee in order to achieve the business objectives and perform the
functions in an appropriate manner. The major merits of internal recruitment is that it reduces
the time to hire within the organisation. In comparison to the external recruitment
organisation in easily full fill a vacant post within the form by using the internal hiring
process. This is helpful to the organisation in accessing the prehistory past performance

reviews background checks of individuals of working and is familiar with the company
culture. Save the time of organisation to be to fill the vacant post in a quick manner. One
more merit of using internal sources of recruitment to the organisation is related to saving the
money. Internal source of recruitment is helpful to the organisation in hiring and shortlisting
employees in an appropriate manner where firm can save the resources by reducing the fund
amount construction on outside recruitment. This is helpful in attending a job fair as well as
running background checks which will help the firm in reducing the cost implemented on
such projects and using appropriate individuals on performing jobs. One more advantage of
this function is that it strengthens the employee engagement process within the organisation.
This is because internal source of recruitment include transfer promotion and increase in
activity of employees which is directly helpful to bring motivation within them. This is
helpful in increasing their engagement at the job place where employees get excited about the
prospects of future and their career growth. This is helpful to organisation in making
employer brand within the form so that it can achieve its objectives by combining the efforts
of different individuals in a combined way.
In context of different benefits, there are a number of drawbacks which has two faced
by the organisation while using internal sources of recruitment. The major drawback of using
this system and organisation is related to creation of conflicts among the colleagues. This is
because having internal link can cause a heart feeling among co-workers because of changes
in roles and increasing authorities of some individuals. This will leads Negative politics
within the organisation which will apply to different jobs and can the relationships between
different individuals. These conflicts can directly impact on the productivity and profitability
of organisation because of the proper use of resources. One more drawback of this
functioning in comparison to its advantages is related to limiting the pool of applicants within
the organisation. By using internal sources of recruitment organisation is not able to hire
employees from external sources which can visit the situation of hearing from external
sources to the organisation. This is because there is continuous changes within the industry
which are related to performance of different employees and achieving the goals and
objectives related to working.
. Under the internal source of recruitment organisation knows the employees and have
detailed records of their previous supervision which helps in managing their nature as well as
identifying their behaviour in organisation perspective. This is helpful to the employee in
knowing their current capacity and using the capabilities according to the needs and

requirement of situation. This is also significance to employer as offering opportunities to
internal employees will boost their moral and help in performing in a better way. This
directly impact on motivation within employees and reduce conflict chances. Employee will
also get benefit of higher productivity as motivated employee will work in effective way
which impact on profitability and productivity because of better function. This will also
create a positive image of organisation and employer in the mind of employees because use
of internal resources to promote the employees.
This also have some disadvantage within the organisation which can impact the
perspective of employer in using the internal sources of recruitment. The prime disadvantage
of this function is that it will not bring the fresh and new idea within the organisation. This is
because by promoting and using the internal sources of recruiting organisation cannot use the
new and fresh talent within the market because of promotion and transfer of existing
employees (Wikhamn, 2019).
According to the viewpoint of employee internal recruitment is a best method which
can be adopted by the organisation. This is because it provides number of advantage to the
employee which is helpful to the employee in managing success. If organisation use internal
source of recruitment then employee will get benefit related to increase chances of
promotion. This is because internal source of recruitment help in increasing working chances
of employee which also improve productivity and manage function in better way. This will
also impact negatively on the performance of employees because due to high rate of
promotion and transfer employee has to suffer on their jobs because regular transfer can lead
to irritation on the job and will decrease motivation. it can be evaluated for the above essay
that there are a number of functions which are performed under the resourcing. this is because
resource in enable effective functioning system which will lead in motivation and direct the
employees toward achievement of their goals and objectives. this will also build a factor
Framework where organisation can identify the requirements of working and can manage the
quality of workforce.

REFERENCES
Books and journals
Bondarouk, T. and Brewster, C., 2016. Conceptualising the future of HRM and technology
research. The International Journal of Human Resource Management, 27(21),
pp.2652-2671.
Budhwar, P. and Mellahi, K., 2018. HRM in the Middle East. In Handbook of Research on
Comparative Human Resource Management. Edward Elgar Publishing.
Chowhan, J., 2016. Unpacking the black box: understanding the relationship between
strategy, HRM practices, innovation and organizational performance. Human
Resource Management Journal, 26(2), pp.112-133.
Dundon, T. and Rafferty, A., 2018. The (potential) demise of HRM?. Human Resource
Management Journal, 28(3), pp.377-391.
Guerci, M., Longoni, A. and Luzzini, D., 2016. Translating stakeholder pressures into
environmental performance–the mediating role of green HRM practices. The
International Journal of Human Resource Management, 27(2), pp.262-289.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International
Journal of Academic Research in Accounting, Finance and Management
Sciences, 6(1), pp.15-22.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource
Management, 27(19), pp.2233-2253.
O'Donohue, W. and Torugsa, N., 2016. The moderating effect of ‘Green’HRM on the
association between proactive environmental management and financial
performance in small firms. The international journal of human resource
management, 27(2), pp.239-261.
Rezaei, A. and Hosseini, H.R.M., 2017. Evolution of microstructure and mechanical
properties of Al-5 wt% Ti composite fabricated by P/M and hot extrusion: Effect of
heat treatment. Materials Science and Engineering: A, 689, pp.166-175.
Saridakis, G., Lai, Y. and Cooper, C.L., 2017. Exploring the relationship between HRM and
firm performance: A meta-analysis of longitudinal studies. Human resource
management review, 27(1), pp.87-96.
Seeck, H. and Diehl, M.R., 2017. A literature review on HRM and innovation–taking stock
and future directions. The International Journal of Human Resource
Management, 28(6), pp.913-944.
Stankevičiūtė, Ž. and Savanevičienė, A., 2018. Designing sustainable HRM: The core
characteristics of emerging field. Sustainability, 10(12), p.4798.
Tan, H.R., Gross, J. and Uhlhaas, P.J., 2016. MEG sensor and source measures of visually
induced gamma-band oscillations are highly reliable. Neuroimage, 137, pp.34-44.

Wikhamn, W., 2019. Innovation, sustainable HRM and customer satisfaction. International
Journal of Hospitality Management, 76, pp.102-110.