Managing Employee Life Cycle with People Resourcing Strategies: PDC

This report examines the people resourcing strategies employed by the Port of Duqm Company (PDC) in Oman, focusing on the management of the employee life cycle. It begins with an introduction to PDC and its operations, followed by a review of the objectives and a literature review on people resourcing strategies. The report then delves into the challenges PDC faces within the employee life cycle stages of attraction, recruitment, onboarding, development, retention, and separation. It analyzes the specific issues encountered at each stage, such as brand identity, recruitment efficiency, time management, training effectiveness, and employee turnover. The report further explores the roles of people resourcing strategies in recruitment, selection, induction, performance monitoring, retention, and staff separation, emphasizing the importance of ethical behavior, workplace equality, and employee well-being. The conclusion highlights the significance of effective people resourcing strategies for achieving organizational sustainability and competitive advantage within PDC. The report provides insights into how PDC can use these strategies to improve employee satisfaction, reduce turnover, and enhance overall organizational performance. The report includes a table of contents, introduction, objectives, literature review, analysis of issues and challenges, roles of people resourcing strategies, conclusion, and references.

Running Head: PEOPLE RESOURCING STRATEGIES
Port of Duqm Company
People Resourcing Strategies
Managing employee life cycle with people resourcing strategies

PEOPLE RESOURCING STRATEGIES
Table of Contents
Introduction...........................................................................................................................................2
Objectives of the study..........................................................................................................................3
Literature Review..................................................................................................................................4
Issues and challenges in the employment life cycle in the company......................................................5
Roles of people resourcing strategies used by the company in the employment life cycle....................8
The role played in recruitment, selection and induction of new staff in PDC....................................8
Performance monitoring and rewarding the staff..............................................................................8
Retaining the staff and absence management....................................................................................9
Releasing staff through redundancy, dismissal or retirement............................................................9
Workplace equality, diversity and wellbeing...................................................................................10
Conclusion...........................................................................................................................................11
References...........................................................................................................................................12
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Introduction
This report reflects the key understanding on the human resources management issues
and undertaken business activities in the process. In this report, Port of Duqm Company has
been chosen to complete the HRM issues and development plan. Port of Duqm is situated on
the southeastern coastline of the Sultanate of Oman, watching the Arabian Sean away from
the Indian Ocean. The Port of Duqm has a spread-out basin, deep draft & prolonged quay
walls. The Port of Duqm Company is a combined venture (50:50) between Consortium
Antwerp Port (CAP) and Sultanate of Oman. The Consortium Antwerp Port is a Belgian
confederation which comprises Port of Antwerp (second biggest port in Europe) and Rent-A-
Port (a company which is specialized in management and development of the port). An
agreement was signed in the year 2011 with Omani government through which Port of Duqm
Company (PDC) established an allowance to manage, maneuver and maintain the overall
market of Port of Diqm for 28 years. Therefore, PDC oversees the overall management and
administration of the port area. Along with the agreement, PDC has the power to govern the
navigation carried around the boundaries of port (portduqm, 2019).
An employment life cycle incorporates numerous stages in an employee’s career starting with
the enlistment and ending with resignation, termination or retirement. An employment life
cycle is fragmented into six stages, which are, Attraction, Recruitment, Onboarding,
Development, Retention, and Separation. The report will elaborate about the employment life
cycle in Port of Duqm Company and further, challenges of the employment life cycle in the
company will also be illuminated (Goldstein, et. al., 2017).
The fact is tacit that people resourcing strategies are imperative for achieving sustainability;
PDC resourcing strategies effectively for reducing employee turnover and increasing
employee satisfaction. PDC ensures that only the best people are recruited and they are
provided with good training sessions to make them competent with the errands that are
included in their job profile. The company upholds ethical behaviour in the workplace and
ensures that there are workplace equality and well-being. The report will deliberate on the
people resourcing strategies adopted by the Port of Duqm Company in the employment life
cycle (Pilbeam & Corbridge, 2010).
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Objectives of the study
 To develop an understanding of the employment life cycle and how people resourcing
strategies in the employment life cycle are used in an organization.
 To evaluate some of the prime issues faced by the Port of Duqm Company in the
employment life cycle.
 Develop a critical understanding of the employment life cycle by studying different
perspectives.
 To critically analyze the role of people resourcing strategies in the employment life
cycle.
 To develop the core competency in evaluating the employment life cycle and strengthen
the creative work plan.
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Literature Review
People resourcing strategies are significant to source the employees in a way that the
organization can use them effectively to yield maximum output, and the strategic capability
of the firm relies on the resource capability in the shape of people.
According to Taylor (2018), it is reflected that the resourcing strategy helps an organization
with the framework for human resource planning, talent management, employee retention
planning, absence management, recruitment and selection, and so on. With the help of
effective people resource planning, an organization can achieve the advantage of enticing and
retaining competent employees. Employees will have a deeper range of skillsets and they
would maximize their contribution to the betterment and development of the organization.
There are several factors that attract the employees to work for the organization; the factors
include, standing as a respectable employer, respect and consideration given to people in the
organization, benefits, diversity, and so on. As stated by Taylor, (2018). It is revealed that
the fact is tacit that the people resourcing strategy should be based on the employee value
proposition. This shows that if employees could use their work program effectively then it
would not only strengthen the business program but also strengthen the business outcomes in
effective manner.
Another concept of employee resourcing strategy given by McGurk (2014) articulates that, an
organization can develop and use employee resourcing strategy to retain and develop people
according to the requirements. The people resourcing strategies are developed according to
the understanding of the organizational direction. Human resource planning, Resourcing
plans, Retention strategy, Flexibility strategy and Talent management strategy are some of
the imperative components of people resourcing strategy. These elements should be
considered while developing a people resourcing strategy. People resourcing strategy is about
getting the right people and to develop an advantage of attaining maximum contribution from
those people. People resourcing strategies are effectively used in the employment cycle to
retain, develop and enhance the employees in the organization.
As stated by Management, (2019), it is started that the fact is tacit that effective people
resourcing strategies can help the organization to attain a competitive advantage and to yield
maximum output from the employees. PDC could effectively use people resourcing strategies
to improve employee retention and satisfaction in the organization. The company can use the
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employees effectively to manage their tasks more efficiently. Therefore, people resourcing
strategies are crucial for PDC to attain competitive advantage and to enhance the employee
skillsets as well.
Issues and challenges in the employment life cycle in the company
The employment life cycle of an organization is enlightened through the image portrayed
subsequently.
Figure 1 Employment Life Cycle
Source – (6Q, 2019)
There are six stages in the employment life cycle which are Attraction, Recruitment,
Training, Engagement, Advocacy and Retention. The life of an employee in an organization
starting from recruitment until termination or resignation is segregated into six main stages.
The explanation of the six stages along with the issues and challenges of in the six stages
would be mentioned subsequently. These are the issues which needs to be resolved by
employees to strengthen their work program. An employment life cycle incorporates
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numerous stages in an employee’s career starting with the enlistment and ending with
resignation, termination or retirement. However, there is need to set up linkage among all the
stages and activities undertaken in the employment work program (Voegtlin, and
Greenwood., 2019).
Attraction: Attracting efficient people to the organization is one of the prime concerns for any
organization. Offering great product and services will not attract efficient employees to the
organization; the company needs to enhance its brand image as a good employer as well.
Employee attraction is concerned with attraction, engagement and retention initiatives taken
in the organization. Challenges faced by PDC in the attraction stage is, the company needs to
establish its brand identity as an employer who offers great benefits and welfares to the
employees. PDC needs to develop a strong presence in social media, and the company also
needs to respect diverse culture in the workplace (Sokro, 2012).
Recruitment: It is a significant phase of finding extraordinary talent for a vacant position, or
just recruiting new people to resource for new projects. A company needs to have a strong
plan while recruiting people; they capture eloquent data from the candidate and develop the
verdict accordingly. Some of the prime issues faced by PDC in the recruitment phase are,
enticing appropriate applicants, keep the hiring process at a fast pace, fair recruitment, and so
on. Port of Duqm Company (PDC) needs to ensure that they provide a good experience to the
candidate and the recruitment process is efficient as well (Breaugh, 2013).
Onboarding: This is one of the prime stages that have to be managed tactically by an
organization because; the organization has to amend the performance aspects of the new
joiners with the company rapidly and efficiently. Through this step, employees perceive the
attitude, skills and behaviours that are primarily required in the organization. At this stage,
the organization's attitude towards employee development will determine the employee
contribution towards organizational development. Some of the main challenges that would be
faced by PDC are time management issues, change management, relocation of new joiners,
and so on. Lack of job role clarity is also one of the prime challenges faced by the
organization. Proper training and guidance have to be provided to overcome these challenges
(Hillman, 2010).
Development: Development stage is a crucial stage in the employee life cycle for the reason
that the organizations have to consistently inspire professional development and skill
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development as well. The future career of the employees relies on the development stage in
the employee life cycle. Some of the prime challenges faced by PDC include, learning habits
of employees are different, absence of employee engagement, and pertinent training sessions
have to be provided to the employees. Training sessions have to be effective and to ensure
that employees become competent with their job roles (Harrison, 2012).
Retention: This is one of the main stages in the employee life cycle in an organization that
emphases to keep the employees engaged and satisfied with their job roles. The organization
has to uphold a positive work culture in the workplace, or else there would high employee
turnover. In this stage, the organization considers the employee grievances earnestly, and
then appropriate actions are taken to solve the issues. Some of the prime challenges and
issues faced by PDC include high job opportunities in the marketplace and salary
dissatisfaction. The company has to understand the area where the employee is facing the
issue, and the proper solution would be provided (Hillman, 2010).
Separation: This is the point where an employee leaves the organization due to retirement,
new opportunity, resign due to personal or family reasons. This stage can deeply influence
other employees in the organization; therefore organizations take necessary steps to know the
reason why the employee is leaving the organization. PDC should conduct exit interviews if
an employee resigns the organization; this would provide clarity about the reason (Tabiu &
Nura, 2013).
Each stage of the employment life cycle has several issues and challenges that may disrupt
the organization if not strategized competently. People resourcing strategies become
imperative at this instance because they could be effectively used to overcome the issues and
challenges in the employment life cycle. PDC would effectively implement people resourcing
strategies to gain a competitive advantage in the marketplace. All these stages are interlinked
to each other and undertaken with a view to resolve the process issues in the organization
(Wright., 2019).
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Roles of people resourcing strategies used by the company in the employment life cycle
The role played in recruitment, selection and induction of new staff in PDC
Recruitment, selection and induction are some of the prime aspects in human resource
management. PDC ensures that there is a strategic practice in place; for the reason that the
organization have to select the employees from a pool of employees, and the competition is
also tough in the marketplace. In PDC people resourcing strategies part an imperative role to
identify the recruitment needs and select the best talents out of the pool of talents. The
resourcing strategies ensure that the selection process happens in a systematic way (data-
driven recruitment). PDC ensures that the selection process is fair, and no one is hired with
favouritism or discernment. People resourcing strategies part as an imperative role strategize
the induction process effectively in PDC. People have different competencies and skills, each
of the employees would be provided with coaching and guidance to assimilate with the
organization’s requirement (Tenore, et. al., 2010). However, there is need to align or integrate
with the advance technologies and system process with the traditional methods which will be
helpful in increasing the overall outcomes of the process (Wright, Nyberg, and Ployhart.
2012).
Performance monitoring and rewarding the staff
People resourcing strategies are used in PDC to monitor the staff performance and reward
them flawlessly. Following are the roles of people resourcing strategies to monitor staff
performance and to reward them flawlessly.
 Developing an effective communication channel with the employees and communicate
the company's goalmouths & performance objectives. Sending e-mails, creating charts,
and by using goal tracking software PDC would effectively communicate about the
milestones.
 People resourcing strategies would be used to make use of software to manage employee
performance. Employees can track their progress; they would have an employee-friendly
interface through which they can monitor their progress. Strong communication would
be developed between the organization and employees.
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 Employee feedback is one of the prime roles played by resourcing strategy in PDC;
strategies would be used to communicate feedback with the employees. Feedback would
be shared with the help of a software or through meetings.
 Positive and negative aspects of the performance would be analysed with the help of peer
reviews.
 Meeting are set periodically in PDC to listen to the employee grievance and act
accordingly.
 Strategies would be used to analyse the deserving candidates in PDC and award them
accordingly (Aggarwal &Thakur, 2013).
Retaining the staff and absence management
Roles of people resourcing strategies used by PDC for employee retention are as follows:
 Developing onboarding and orientation programs
 Providing effective employee compensation
 Development of effective reward and appreciation systems
 Supporting the employees to create a work-life balance
 Upholding strong leadership in the organization to deal with the change
 Planning team celebration and excursions (Deery & Jago, 2015).
Role of people resourcing strategies used by PDC in absence management are as follows:
 Outsourcing the work when an employee is absent
 Hiring the right people that don't take unnecessary leaves
 Development of effective leave policies (Knaapen, 2013).
Releasing staff through redundancy, dismissal or retirement
In PDC the roles of resourcing strategies while releasing an employee are as follows;
 If the employee is being retired, he or she will be asked to evaluate the culture and ethics
that was upheld in the workplace and the employee would be asked to provide
suggestions about the areas of improvement.
 The retired employees would be given with work from home opportunities if available.
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 If the employee is dismissed, she will be provided with proper reasons formally through
mail or another communication channel. Further, they would be provided with
suggestions about the areas they should improve.
 A database would be created with all the dismissed employees and they would be given a
chance in future.
 If an employee is being released due to redundancy, he/she would be given some time to
work on specific areas and after that time a second chance would be given to them (Li,
2018).
Workplace equality, diversity and wellbeing
Subsequent are the roles of resourcing strategies in PDC to encourage workplace equality,
diversity and wellbeing.
 Developing ways to enhance cross-cultural communication in the organization.
 Encouraging new perspective and ideas.
 Promote the divergent thinking and coherent work approach
 Focus on the team building and work development plan to make employees more
employable.
 Welcoming new traditions, celebrations, and holidays from diverse cultures
 Contribute a major aspect to develop cultural diversity in the workplace
 Development of equal employment policy
 Setting magnitudes for racial discrimination and promoting zero tolerance for the same.
 Monitoring employee health with state-of-art technologies (Hart, 2010).
The aforementioned are some of the key roles played by people resource management in the
employee life cycle in PDC. These strategies would allow the organization to attain
sustainability and competitive advantage in the marketplace. The organization could
effectively use their employees to accomplish their goals (Zhang, et al. 2018).
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Conclusion
The fact is tacit that employees are the asset to the organization, for the reason that they part
an imperative role for accomplishing the organizational goals. The employee life cycle is a
model which comprises 6 stages that portray the life cycle of the employee within the
organization. An organization should understand the employee life cycle and use appropriate
resourcing strategies to make sure that employees are contributing a major part for the
organization's success. The Port of Duqm Company uses people resourcing strategy in the
employment life cycle to manage and allocate the employees according to the organization's
need. People resourcing strategies would support PDC to manage their resources efficiently
from selection to the time when the employee leaves. Nonetheless, it is inferred that some of
the main challenges that would be faced by PDC are time management issues, change
management and relocation of new joiners. In addition to this, it is further observed that lack
of job role clarity is also one of the prime challenges faced by the organization. Proper
training and guidance have to be provided to overcome these challenges (Hillman, 2010). If
company wants to sustain in long run then it will have to align the interest of its employees
with the organizational development.
Using people resourcing strategy, PDC can attract competitive employees from the pool of
talents. It would support the organization to integrate the employee competencies with their
requirements. People resourcing strategy would also help the organization for maintaining
cultural diversity, employee wellbeing and ethics within the workplace. The fact is tacit that
PDC requires a lot of new employees; therefore, proper resourcing strategy would support the
organization to make effective recruitment and selection from a bulk of candidates.
Resourcing strategies not only helps the organization to accomplish the current needs, but it
also helps the organization to understand the future needs and addressing the necessary
resources for the same. People resourcing management not only helps PDC to make external
enlistments, but it also helps the organization to reduce the recruitment costs by developing
the existing employees. Therefore, people resourcing strategies is imperative for any
organization to manage their resources to meet current as well as future needs competitively.
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