1PLANNING OF TALENT IN ORGANIZATIONS Table of Contents 1.1 Benefits of an Organization in maintaining a Diverse Workforce.......................................2 1.2 Factors of Organizational Approach that affect Talent Attraction.......................................2 1.3 Factors of Organizational Approach that affect Recruitment and Selection........................3 2.1 Benefits of Recruitment Methods........................................................................................4 2.2 Benefits of Selection Methods.............................................................................................4 4.1 Purpose of Induction Methods and Associated Benefits......................................................5 4.2 An Induction Plan................................................................................................................5 References..................................................................................................................................8
2PLANNING OF TALENT IN ORGANIZATIONS 1.1 Benefits of an Organization in maintaining a Diverse Workforce Increment in Production-The diversity in the workforce of an organization enhances the interest of the employees to work with each other by sharing each other’s perspectives (Harker 2016). If one employee fails to deliver a task, the other employee can take the responsibility of accomplishing it successfully. It also helps to identify different customer bases and thus bring variation in productivity. Innovation and Creativity in Solutions-Presence of employees from different cultural backgrounds helps in exchange of innovative ideas. If one employee can come up with a unique idea, the other employees might have the capability to create it efficiently. Hence, a diversification in employees prove to be the unification of numerous ideas in a workplace. Improvement in Company Culture-Diversification of employees in a workplace helps to remove unwanted biasness in an organization (Nabi and Nabi 2018). Hence, the employees can enjoy working with each other by maintaining mutual respect and healthy relationships thus contributing to the improvement in the culture of the company. 1.2 Factors of Organizational Approach that affect Talent Attraction Economic Stability-The decline in the economic condition of an organization leads to a negative impact on the recruitment process. If a company is not able to make profit, it cannot provide a lucrative salary structure to the potentially performing employees (Pandita and Ray 2018). Thus, the applicants will also lose interest in the company if they are not paid sufficiently for their work. Workplace Location-The geographical location of an organization also has a huge impact in recruiting new employees as well as retaining existing employees. If the company is
3PLANNING OF TALENT IN ORGANIZATIONS located in a remote region where people do not get availability of transport abundantly, they will not show any interest in joining the company and will deny travelling so far. Lack of Training-Training facilities within an organization helps the employees to increase their skill sets and enhance their confidence towards their work. Hence, if an organization cannot facilitate its employees with development schemes, the employees will hardly find any growth and tend to leave the organization. Decline in Brand Image-If the brand image of an organization is quite reputed; it will automatically attract employees to work for that organization.However, if the organization is not popular, employees might have a negligence towards the less reputed organizations with a lesser brand name (Thunnissen 2016). Thus, the organization should maintain an attractive brand identity to attract potential employees. 1.3 Factors of Organizational Approach that affect Recruitment and Selection Job Image-If a job role proves to be beneficial both in terms of salary and career growth, recruitment of employees will be an easy task. However, if the profile of the job is not able to create an impact on the career of the employees, it will be hard to catch their interest in the job. Rate of Unemployment-If the unemployment rate is low in a region it means that the candidates of that particular region are satisfied with their existing jobs. Hence, recruiting employees from that region will be tough for the organizations. Competition in Business-When the organizations are competing on the same business profile, they will look for the best resources in the market (Lepistö and Ihantola 2018).
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4PLANNING OF TALENT IN ORGANIZATIONS Hence, recruitment process will become much tougher to decide which employee will be the most suitable for the concerned organization. 2.1 Benefits of Recruitment Methods Referral from Employees-The existing employees are well aware of the culture of the organization. Hence, referrals from them will help the organization to incorporate members that will share common set of values and can easily align the new employees with the objectives of the organization. Social Websites-If a company is looking for mass recruitment, it should advertise on the social media to grab the attention of the current generation employees (Venkateshwar, Agarwal and Singhvee 2017). The new-age people are extremely active on the social websites. They will look into this opportunity without much effort from the organization’s end. Recruitment from Campus-The companies can rely on the institutions to provide them with quality students in this recruitment procedure (Acikgoz 2019). They can recruit the students based on their marks arranged in decreasing order and thus appoint the ones who have excelled in their examinations and have a thorough knowledge on their respective subjects. 2.2 Benefits of Selection Methods Aptitude Assessments-The organizations can arrange for aptitude and logical reasoning tests for selecting candidates. These tests help to evaluate the ability of the employees to perform efficiently in the organization (Georgiou, Gouras and Nikolaou 2019). Furthermore, the organization can rely on the aptitude of the employees to handle unfavourable situation through this method.
5PLANNING OF TALENT IN ORGANIZATIONS Face-to-Face Interviews-This method of selecting candidates for a job proves to be the most efficient one because the organization can assess the behavioural attitude of the employees (Fanning, Williams and Williamson 2019). They can check the confidence and the sincerity level of the employees through this method. Background Check-The organization should check the background of the employees to check how trustworthy and honest an employee can be in the organization. If an organization can find that the employee is reliable and transparent in his answers, they can select him for the job. 4.1 Purpose of Induction Methods and Associated Benefits Workplace Culture Awareness-By providing a proper induction process, the organization can make their newly joined employees aware of the organizational culture. The employees can be well informed about the beliefs and values of their workplace and align themselves with the same. Avoid Compliance Issues-The Company on the very first day can make their policies and regulations clear to the new joiners (Raheef 2019). This will help the organization prevent unwanted incidents about safety of women at workplace or violation of any rule from the employee’s end. Enhance Company’s Reputation-Conducting an induction process is a significant sign of professionalism. Hence, the companies through this method can enhance their goodwill amongst the employees and influence them to build the same for their clients. 4.2 An Induction Plan TimeDurationActivityResponsibility Day 108:30 – 10:30Welcome the new joiners andHR Manager and
6PLANNING OF TALENT IN ORGANIZATIONS ask them to introduce themselves one by one. Allow them to converse with each other and know their respective backgrounds. other Recruiters Day 110:30 – 12:30Make the employees aware of the organizational culture andvalues.Informthem aboutthesafetypolicies, rules and regulations. Recruiters and HR Manager as well. Day 112:30-01:00Allow employees to have their lunch. Day 113:00 – 14:00Take the employees to the various departments of the Company and make them familiar with the existing members Recruiters Day 114:00 – 15:00Takeanoteofthebasic employeedetailssuchas theiremailid,contact number,address,name, emergencycontactperson Line Manager, HR Manager.
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7PLANNING OF TALENT IN ORGANIZATIONS and number and so on. Day 208:30 – 10:30Allocateeachemployeeto their respective departments and introduce them with their boss and senior employees Line Manager Day 210:30 – 12:00Make the employees aware of the departmental processes and educate them about their job role and responsibility. Line Manager and Departmental Manager Day 212:00 – 13:00Lunch Break with the respective departmental members. Day 213: 00 – 15:00Introduction of the employees to the Safety Rules in the workplace Safety Unit Day 3 – Day 3008:30 – 03:30On Job TrainingSenior Employees and Departmental Boss
8PLANNING OF TALENT IN ORGANIZATIONS
9PLANNING OF TALENT IN ORGANIZATIONS References Acikgoz,Y.,2019.Employeerecruitmentandjobsearch:Towardsamulti-level integration.Human resource management review,29(1), pp.1-13. Fanning, K., Williams, J.O. and Williamson, M.G., 2019. Group Recruiting Events and Gender Stereotypes in Employee Selection.Available at SSRN 3275631. Georgiou, K., Gouras, A. and Nikolaou, I., 2019. Gamification in employee selection: The developmentofagamifiedassessment.Internationaljournalofselectionand assessment,27(2), pp.91-103. Harker, L., 2016. Unlocking the Benefits of an Inclusive Health Workforce.Georgia Budget and Policy Institute. Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of management accountants.Qualitative Research in Accounting & Management. Nabi, N. and Nabi, N., 2018. Workforce Diversity Andorganizational Performance.Journal of Management and Human Resource (JMHR),1, pp.34-46. Pandita, D. and Ray, S., 2018. Talent management and employee engagement–a meta- analysis of their impact on talent retention.Industrial and Commercial Training. Raheef, O.O., 2019. Towards Ensuring Proper Management of Recruitment, Selection and Induction Processes Within Business Organizations.Social Science and Humanities Journal, pp.1368-1378. Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical exploration of talent management in practice.Employee Relations,38(1), pp.57-72.