Resourcing and Talent Management for Organizational Success | Desklib

This report explores the current and future developments in resourcing and talent management, job analysis, competency framework, and job design. It evaluates effective recruitment, selection, and induction methods, and analyzes talent planning and retention strategies. The report also assesses the use of technology to monitor individual and team performance. Subject: Resourcing and Talent Management, Course Code: 7HR02, College/University: Not mentioned.

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Resourcing and alentT
Management to sustain
success

Contents
Contents...........................................................................................................................................4
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK 1: Email................................................................................................................................1
Critical analysis of current development creating impact over the business environment and
their significance for the organisational resourcing and talent strategy and practice..................1
Critical discussion of potential future development in the field of resourcing and talent
management.................................................................................................................................3
TASK 2............................................................................................................................................4
Research and critical assessment of current development of the job analysis, competency
framework and job design. Evaluation of effective recruitment, selection as well as induction
methods in the organization.........................................................................................................4
Analysation of analytics in order to determine the talent planning and retention strategies of
the chosen organisation. It also justifies the measures being in the organisation designed for
purpose of reducing the voluntary employee’s turnover.............................................................8
Critical evaluation of the use of technology to monitor individual as well as team performance.
It considers the debates on the ethics of using technology to facilitate, monitor and predict
performance at the workplace....................................................................................................10
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Resourcing is the process of attraction and recruitment of talented individuals in an organisation
in order to provide the right role at the right time. It is one of the important approach which
includes the important planning of the workforce and also helps the business for purpose of
knowing the right source of approach as well as digital tools which provide access to diverse
candidate pools in the business (Altemeyer, 2019). This project report includes analysation of
Darwish Group, which is Qatar -based retailing organisation. It is one of the important
organisation which is offering different types of products and services. It is offering clothing,
home care product, food and other products to its customer. It is one of the organisation which
has long existence in the marketplace and also gets huge profit. This project report includes a
critical assessment of current development in job design, job analysis as well as a competency
framework. It is also used for purpose of evaluation of effective recruitment, induction and
selection method in the business. It analyses the minimum analytics for purpose of determining
of talent planning as well as retention planning. Moreover, it evaluates use of technology in order
to monitor individual as well as team performance. It considers debates for purpose of ethics
with use of technology in order to facilitate, monitor and predict performance at the workplace.
MAIN BODY
TASK 1: Email
To: CEO of Darwish Group
Subject: Impact of Changing business environment on resourcing and talent management
strategies
Critical analysis of current development creating impact over the business environment and their
significance for the organisational resourcing and talent strategy and practice
Dear Mr. Ali,
Greetings.
There are different changes that occur in different fields in the business and some of these
changes also occur in the organization in the field of human resources management. These
changes are essential for the business as it will provide flexibility to the employees and also
improve the convenience of the employees (Bratton and Watson, 2018). An explanation of some
of these current development in the company is mentioned below:
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 Workforce diversity: It is one of the most important part of the development in the field
of human resource management. Diversity comes with the difference as all the employees
are different from each other in different content like sex, values, cultural norms, race,
age and other things. It is creating an impact over the business environment as some of
these things are creating challenges for the business. This diversity sometimes results in
conflict in the workplace and does not allow different members to communicate in an
effective manner.
 Technological and economic changes: There are different changes in the occupational
pattern of people due to globalisation and other components (Chen, Lee and Ahlstrom,
2021). It will make the organisation more automated and also results in improving the
efficiency of the business but at the same time, it will increase the requirement of training
and development in the business.
 Work flexibility: This is the requirement of the business for a different purpose. Work
flesibility creates an impact on the business environment. It does not allow them to make
employees to come to the organisation on time instead due to this, employees prefer to
work from home.
All these current developments create vast changes for the business environment but at the
same time, it is also creating significance for the organisational resourcing and talent strategy.
These are different positive impacts of these factors on the business. An explanation of some of
the significance of the company is mentioned below:
 Improve satisfaction: Work flexibility is one of the important components of the
business as it allows employees to work from home and also provides them time
flexibility for the company. It is important for purpose of satisfaction of the employees
with the company. It is important for the company for purpose of giving extra benefits to
the employees and also enable the business for purpose of retaining the employees for the
long term (D’Annunzio-Green, 2018).
 Improve the efficiency: An organization is also making an efforts of implementing
different technological changes in their business, which is important for the purpose of
improving their efficacy. Business needs to provide proper training and development to
the employees which enable them to improve their skills, knowledge and other
capabilities.
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 Accept differences: Adopting workplace diversity also allow employees to accept the
differences. It is important for the organisation in order to accept the cultural differences.
Due to this, it is easier for the business to hire the employees from different countries
who has more knowledge and experience for the specific field.
Critical discussion of potential future development in the field of resourcing and talent
management.
There are various changes occur in the field of resourcing and talent management in an
organization. All these changes are essential for the business in order to make the talent
management process more effective and also it considers different components which make the
process more convenient for the business. An explanation of some of these components for the
business are mentioned below:
Right work life balance: It is one of the essential components which is the requirement of the
employees in the present time. In the future, it becomes part of the policy of the organization to
offer right work-life balance for the employees. It is important for the company to maintain the
right work life balance for the employees (Deters, 2018).
Employee feedback: It is also a future development where employees will have proper freedom
to give feedback to the managers of the company and also about the work. Feedback is required
by the organisation in order to ensure improvement in their policy and also maintaining high
satisfaction among the customer. It is important for them in order to making correction in policy
and also to retain the employees in the organisation for long term. Taking feedback alone is not
necessary for the business but aligning it with the policy of the company is also equally
important for the organisation.
Virtual environment: It is also a development that will allow the employees for purpose of
working in the virtual environment. It is one of the flexibility which makes their employees more
satisfied with the organization. Demand of this change more occur after the covid-19 pandemic.
It is important in order to offer flexibility to the employees and also makes them liable enough
for purpose of retaining or the long term (Dirani and et. al., 2018). It will motivate the employees
to work with more efficiency with their organisation and also focus on the attainment of the
goals of the organisation.
Supporting employee development and maintaining transparency: It is one of the important
components for the business to adopt in the future. Business needs to provide support to
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employee development which will allow them to manage the talent in the workplace and also to
attract new diverse and talented employees to their organisation. It is also important for the
business to maintain transparency in their organisation for purpose of sharing and including
employees in important decision making of the company.
Kindly find the below briefing paper. Should you need any further information, please let me
know.
Nicest Regards.
Deepshikha
TASK 2
Research and critical assessment of current development of the job analysis, competency
framework and job design. Evaluation of effective recruitment, selection as well as
induction methods in the organization.
Job analysis can be described as a systematic process for purpose of collecting information
related to a specific job like skill requirements, responsibilities, roles as well as processes for
creating a valid job description. It is one of the analyses which allows business managers of
Darwish Group for purpose of giving them an overview of emotional, physical as well as related
types of qualities of humans for the execution of a job. Job design can be described as the
process which outlines the duties, tasks, methods, relationships, responsibilities and
qualifications for the specific Job (Hongal and Kinange, 2020). It is one of the important tasks
that include different tasks and also includes interaction among the pattern of employees for
purpose of satisfying the needs of the organization. There are different types of development and
changes that take place in the context of job design and analysis. Explanations of these
developments in the context of Darwish Group are mentioned below:
Flexible work schedules: Flexibility in the work schedule can be described as an arrangement as
well as a schedule that takes place from the traditional working day as well as week. It provides
flexibility to the employees for selection of different work schedules which enables them to meet
the needs of personal as well as family. It is one of the important considerations in Darwish
Group.
Pros: This flexible work schedule term provides different benefits for employers as it helps them
to create motivation among the employees (Kamel, 2019). It enables the company for purpose of
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ensuring satisfaction among the employees and also retaining the employees for the long term. It
is also important for the company to increasing the number of talented and skilled employees in
their organisation. It is one of the important strategies in the process of job analysis and job
design which allow businesses to retain highly skilled employees and also enables them to
improve the value of the company. This way the knowledge and experience remain in the
company for the development.
Cons: It is a strategy that also has some limitation as it offers ways too flexibility to the
employee makes them lazy. It also makes it difficult for the organisation to manage the work and
also to monitor the performance of the employees. It also makes an imbalance in the work life of
the employees (Collings, Scullion and Caligiuri, 2018).
Employee empowerment: It is one of the trends of current job analysis and development which
is focusing on employee empowerment. The traditional structure is focusing on the taking away
of power from the hands of employees for making decisions and other things. But due to the
increasing trust of employers in the employees as well their capabilities provide authority for
making decisions for employees and also allow them to learn from their mistakes (Marinakou,
2019). It is creating benefits for Darwish Group for purpose of improving the productivity of
organisation, improving customer service and promoting innovation in the organisation. It is also
an important component in the business which allow them for purpose of clearly laid out
different roles as well as responsibility. Empowerment gives the sense of belonging to the
employees.
 Pros: It boost productivity of the company and also it focusing on the reduction of the
cost. It also helps to get better services and also helps company to effectively implement
the changes in the organisation. It also improves the work quality of the employees and
also helps the business to boost the collaboration from the employee side.
 Cons: It results in increased cost over the company as business needs to provide training
and development to the employees. It results in the risk of confidentiality and security
over a person (Wilfred, 2018).
Flatter organizational structure: It is one of the development in the job analysis and design of
Darwish Group. It is a trend that allow business for focusing more on its employees (Cui, Khan
and Tarba, 2018). In traditional ladder, management of the company is focusing on hierarchical
structure in which different entry levels of promotion are followed and also promotion chain
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helps to promote a person to the upside. It consists of broader responsibilities and also for fewer
skills. It is a structure which is focusing on the growth, and expansion of knowledge and also
allows for the purpose of development of different competencies. (Maurya and Agarwal, 2018)
 Pros: It is a structure which helps the business for purpose of improving the cost
structure and also it is important for purpose of employee morale. It also helps the
business for purpose of overcoming of the miscommunication. It is also important for the
business to avoid the dominance at the workplace.
 Cons: It is also results in the bad decisions for the business and also helps them to
overcome of expertise. It also waste the time of the organisation and limit the
productivity of the company (Narayanan, Rajithakumar and Menon, 2019).
Recruitment: It can be described as a positive process which is focusing on searching for
prospective employees and also motivating them to apply for getting a job in the organisation. It
is one of the important processes for the business as it allows them to get more job applications
which will increase the scope of the company to get better persons. There are different methods
available for the recruitment process in the context to the Darwish Group is mentioned below:
 Promoting deserving candidates: It is one of the methods by which employees are
promoted by the organisation at a higher position. It is also important for the organisation
in order to motivate them for higher performance (Shulga and Busser, 2019). Promotion
means company has acknowledge the capabilities of the employees and also the
employee is aware of policy and rules of the company. Promotion is a motivation for an
employee to perform and give his 100% productivity to the organization.
 Internal transfer: It is a method of recruitment in which employees move to different
countries and cities. Sometimes if there is a shortage occurs in one of the organisation of
the company, they transfer employees from one organisation to another ( e.g. Short Term
International Project). It will protect the organisation of Darwish Group from shortage of
employees.
 Employee referrals: It is also an effective way for purpose of hiring of employees in
Darwish Group in which HR can ask employees to identify the potential candidate who
are finding the job and can be best fit for the business (Mujtaba and Mubarik, 2021).
 Campus placement: It is one of the methods of recruitment in which companies hire
recent graduates from the educational institution. It is important for the business of
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Darwish Group as it allows a person for purpose of hiring employees who has fresh
thoughts and also can work with dedication.
Carer event: It is also one of the methods that allow business of Darwish Group for purpose of
hiring employees by connecting them through face-to-face interaction. There are different types
of fair and other events are organised by the industry group and education institutions where the
company can hire employees (Michailova and Ott, 2019).
Selection: Selection can be described as the process for the purpose of identification individual
from the pool of job who has proper qualification as well as competencies in order to fill the job
in the organisation. It is one of the processes that assist businesses for purpose of differentiating
among the qualified as well as non-qualified applicants with the application of different
techniques (Hasanpour and et. al., 2019). There are different method of selection which is to be
adopted by an organisation. Explanation of some of these methods in context of the Darwish
Group is mentioned below:
 Interview: it is one of the methods of selection in which employees interact with each
other through face-to-face interaction. In this, the interviewer is asking a different
question to the interviewee and judges their ways of answering the question as well as the
gestures (Othman and Khalil, 2020).
 Group discussion: In this method, the number of employees participate. One common
topic is given to the group for discussion and they present their views about the topic. In
this method, one of the employee is monitoring them and also giving them marks.
 Selection test: In this method, multiple choice questions related to common aptitude are
asked to the employees. It is one of the good way to eliminate the nonrequired employees
and also to select the best-required employees for the organisation.
Induction: The purpose of Induction is to welcome newly recruited employees and also provides
them support in order to make adjustments for purpose of new roles as well as the working
environment. In order to start a job, employers need to ensure the interaction of new employees
with the existing ones in order to help them familiar at the workplace (Pandita and Ray, 2018).
There are different methods of induction which can be adopted by the business for this.
Explanation of some of these in context of Darwish Group are mentioned below:
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 Organisation induction: it is one of the inductions in which newly recruited employees
are oriented in context to the vision, mission, organisational strategies, current status of
the organisation and other things.
 Department induction: It is another induction in which new employees are oriented to
the specific department to which they are joining and also helps them to understand
department process, responsibilities and duties (Hassan and et. al., 2022).
 Job induction: it is one of the methods of induction in which new employees are
oriented to the specific job role. It is for purpose of offering the proper understanding of
job duties, responsibilities, tasks and other things to be performed by them (Phillips,
2020).
 Human induction: It is another induction program in which all the employees are
introduced to the personnel with whom they need to deal with on a regular basis.
Analysation of analytics in order to determine the talent planning and retention strategies of the
chosen organisation. It also justifies the measures being in the organisation designed for
purpose of reducing the voluntary employee’s turnover
Talent planning can be described as the combination of process of people management which is
used by the employee for purpose of recruitment and retention of talent in the business. It is a
process which is focusing on creating and maintaining of higher performance in the workforce of
Darwish Group and also it tailored needs of objectives in the business (Rathee and Rajain, 2019).
Retention Strategies are the policy of the company which is followed by them for purpose of
reduction of employee turnover as well as attrition in order to ensure that employees are engaged
and productive in the business for the long term. It is also important for the business of Darwish
Group to ensure the business is retaining their employees by aligning their goals with it and
getting maximum return.
There are different types of analytics used by businesses of Darwish Group for their operation.
Business analytics can be described as the technology and disciplines for purpose of solving the
problem, statistical models, quantitative methods and also using data analysis (Reilly, 2018). All
these analytics are used by the business for purpose of making a different decision. Explanations
of some of these analytics in context of Darwish Group are mentioned below:
 Descriptive analytics: It is one of the basic analytics in the business in which they spend
most of their time. It is used for purpose of describing of things that happened in the
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current time. If a business needs to predict the recruiting and retaining of the
organization, they need to access to different reports and dashboards which reflect the
percentage of people’s sales over the past records.
 Prescriptive analytics: It is another analytics that can be used by the business for
purpose of suggesting a decision option as well as the action, they need to take but it is
based on prediction. The decision in these analytics is properly based on the data and also
it is more reliable (Self, Gordon and Jolly, 2019). For instance, in order to ensure proper
talent planning and retention strategy, it requires a proper training Program that will help
the company to improve efficiency and also to provide career growth opportunities to the
employees of the company.
Talent planning refers to the combination of people management processes that can be used
by employers for purpose of the recruiting and retailing talent of the organization. For purpose of
effective talent planning, business managers of Darwish Group adopt different types of strategies
which are mentioned below:
 Hiring of employees who has higher potential in order to carry out operation of the firm
in effective manner and those who are ready to accept the challenges to be occurred at the
workplace (Obeidat and et. al., 2018).
 Focusing on retention of the employees which is important as it helps to save the cost of
the company. Hiring of new employees is costlier for the firm and for this, they can retail
the employees.
 Effective training and development for the employees in order to enhance their skills and
also for allowing them to attain various opportunities.
Employee turnover rate can be described as the measurement for purpose of the number of
employees who leave the organisation for a specific period of time. It is a measure of the total
number of employees who can apply the subcategories in the organisation. It is important for the
business to reduce the employee turnover rate as it is not a good sign for the business. High
employees’ turnover in any company spoils the reputation of the company in business market
(Atrizka and et. al., 2020). Due to negative impact on the image of the company it becomes
difficult for recruitment and Talent management Team to find and attract higher calibre potential
candidates for the company. Some of the measures to be adopted by the business of Darwish
Group in order to reduce employee’s turnover are mentioned below:
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 Encouraging employees in the business for purpose of working hard in the organisation
and also to work for long term (Introduce Long Term Service Award policy).
 Recognition and reward are also measures to be adopted by the business for purpose of
motivating the employees in the business (Tlaiss, 2020).
 Businesses should also need to develop clear goals for the career path of the employees
which is also helps the business (Succession Planning).
 It is also essential for the company to encourage a healthy work-life balance in their
organization which will help the business for the purpose of retaining its employees for
long term.
Critical evaluation of the use of technology to monitor individual as well as team performance. It
considers the debates on the ethics of using technology to facilitate, monitor and predict
performance at the workplace
Technology in the current scenario is important as it makes the work easier. It is important as it
saves time and effort of a person. It is also essential for a person as it allows them for purpose of
improving their efficiency. There are different types of technologies are used in the business for
different work which provides opportunities for them in order to save time and money (Wiblen
and Marler, 2021). Technology is also used in the business for purpose of monitoring of
individual as well as team performance. For monitoring, there are different use of technology for
purpose of managing individual and team performance. These use of technology in the context of
the company is mentioned below:
Provide real-time information: Technology helps the business for purpose of gathering real-
time information which is important for them. It is also essential as it helps the managers and
leaders to monitor the performance and also to react immediately which provides guidance to
employees for ensuring improvement. In order to motivate, managers of the company can give
rewards and negative feedback according to the employees.
Easily identifies performance trends and anomalies: Technology is also important for the
business as it assist to identify different types of trends and anomalies of the performance. It is
important for the business in order to identify the performance trends and also to improve the
performance of the employees (Golovko and Schumann, 2019). It is important for an
organisation to adopt these trends in the performance of the company and technology allows
them to ensure, it is effectively implemented in the business.
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Develop complete profile: Technology also helps businesses to save more complete
performance profiles of the people in the organization. It is one of the important components in
the organisation as it is difficult for the managers to write and records each step of employees but
it is ways easier through technology (Wiblen, 2018).
Employee monitoring can be described as the term used by organisation for purpose of tracking
of productivity of the organisation, optimisation of the workflows and also for purpose of
detecting of the data breaches. It is essential for an organisation to monitor the performance of
individual and team in the remote and hybrid environment work policies. This monitoring
includes the computer monitoring as well as workplace monitoring. For this, business use
technologies in order to carefully monitor the performance of the employees. Use of these
technology in monitor the performance and working of the employees are mentioned below:
 Technologies used for monitoring of performance of individual and team performance
helps to improve the efficiency and productivity.
 It allows an organisation to be more proactive and also provides them opportunities for
purpose of gaining of insights in the workflow of the employees.
 It strengthens the security of the organisation and also enable them to be fairer with
employees without any discrimination.
Employee monitoring technology helps businesses for keeping performance of the employees
but it is the responsibility of the business to consider different ethics while adopting technology
in the employee monitoring. It includes the basic ethics which is to be considered by a company
at the time of implementation of the technology for purpose of monitoring, facilitating as well as
predicting employee performance. Explanations of some of the ethics in the context of using
technology are mentioned below:
 Privacy is one of the important ethics which is to be followed in the business at the time
of using technology for monitoring employee performance. It is important for them in
order to only using the information which is required for the work and should not use the
personal information of the company. For instance, using of camera in the workplace is
important to monitor the performance of the employee but managers does not needs to
use it for other purpose as it should only cover the work areas. It is must for the company
to make sure employees sign confidence of agreement during signing the contract.
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 It is also important for the business to use only technology which is safe for the
employees and the workplace and does not harm the employees. It is essential for the
company to ensure the security and safety of their employees and Data privacy.
 Employees of the company also need to ensure the availability of proper training and
development of the employees which provides them guidance for purpose of how to use
the technology in a more effective and safe manner.
CONCLUSION
From above mentioned project report, it can be concluded that talent management is one of the
strategies in the business which describes the ways in which employers recruit as well as develop
a workforce that is productive for their business and also helps them to stay in the organization
for long term as new recruitment and talent search can cost organization more money compare to
the cost of retaining high performance employees. It is one of the important processes which
consists of improvement in the process that contributes in improving the performance of the
business. It also ensures the firm remains competitive in the marketplace. It is important for the
business in order to get competitive management as it allows the business to manage the skilled
and talented employees in their organization. Different types of analytics there which is used by
the business for purpose of the prediction of retaining strategy and talent planning of the
company. There are different types of technology used in business in order to make their work
easier but before implementing these strategies, business needs to ensure adoption of ethics.
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