Strategic Resourcing and Talent Management

This document discusses the importance of strategic resourcing and talent management in the success and growth of a company. It includes a case study of HR solutions and their decision to bring the call centre back to the UK. The document also explores the recruitment process and talent management strategies used by HR solutions. It concludes with the benefits of bringing the call centre back to the UK.

Strategic Resourcing
And Talent
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1.......................................................................................................................................3
MAIN BODY ..................................................................................................................................4
TASK 2.......................................................................................................................................4
TASK 3.......................................................................................................................................6
CONCLUSION ...............................................................................................................................8
TASK 4.......................................................................................................................................8
REFERENCES ...............................................................................................................................1
.........................................................................................................................................................1

INTRODUCTION
TASK 1
Strategic resourcing and talent management gives accessible and broad coverage of key
point such as employment markets, fairness, flexibility, human resource planning, employer
branding, recruitment and selection, retention and retirement. Talent management and strategic
resourcing is important for success and growth of company. This project is based on case study
of HR solution (Antoniu, 2019). It is a sizeable provider of HR services and located in UK
market. Senior manager of the company take decision to outsource their back office in Asia. This
project is based on developing business whether to bring the call centre back to the United
Kingdom or Continental Europe or maintain the service in Asia with some changes in resources.
Main reason for developing business in specific country is, in Asia customers have lot of
complaints regarding the time they have to wait for their calls to be answered and the apparent
inability of people answering the calls to with several questions effectively and promptly. By
observing this issue, company decide to bring the call centre back to the UK.
There are different reason behind bringing call centre back to the UK are easy of doing
business, manageable taxation system, recruiting skilled and knowledgeable employees, strong
infrastructure, lower to manageable regulations, increased flexibility etc. These are consider
main benefits of bringing call centre back to the United Kingdom. Along with this, HR solutions
have appropriate knowledge about the UK market and understanding about the customer's needs.
As it is easy for HR solutions to increase customer base and accomplish better outcomes easily.
There are another main benefits for developing business in same country such as knowledge
about the government rules and regulations that will be beneficial for them in reduction of
impact of higher tax rate. HR solutions is completely know about the UK market and have idea
regarding the competitors strategies. As it support them in making better strategies that turn to
help in competing its competitors and also improving their market image. Therefore, taking the
call centre back to the United Kingdom will be more beneficial for HR solutions and also support
them to attract more customers by solving their any complaints regrading the time. This will be
beneficial and essential for future growth and development of HR solutions in same field (Bibi,
2019).

MAIN BODY
TASK 2
Selection process for HR solution
There are different method for selection the employees and it is essential for the firm to
select best candidate as this improve the efficiency and productivity of the firm in a well define
manner. In the context of HR solution firm have to hire the experienced employees which leads
to expansion and growth in the UK market. There are different factors which is present for the
company to select the employees which are explained briefly below:
Application form and CVs: This the traditional approach for applying for the job which
address the key important area where the employees detail experience is present. The HR of the
company finds outs application and select the employees on the basis of requirement which
allow firm to gather all the information for the candidates, which help to achieve a level of
consistency for the company (D’Annunzio-Green, 2018). In other case CVs are used by the HR
to select the employees to improve the productivity of the company.
Online screening: Online application to job can be generally split into two main forms
which help in increasing the sales for the product and the promotion of the company to hire best
employees . In online screening the HR place the candidates application into the data base which
use to filter the candidates and handle the different process of application stages. For HR solution
manager can easily filter the employees and select the most valuable workers in the organization.
Interviews: After the online screening the next step for the company is interview the
selected candidate. There are different panels for the interview which works through each set of
question with each candidates and score on the basis of there answer. At the end of the interview
process the overall score is consider and best person is selected.
Psychometric test: The range of attributes and testing process take place during the
psychometric test where the employees thinking skills are been tested as this determine the
critical thinking ability of the individual. Along with this, HR of the company can use these tool
as figure out the mental ability taking aptitude test and personality profiling (D’Annunzio-Green,
2018).
Personality profiling: An individual personality may effect the suitability for the some
posts, however the personality profiling does not provide the actual skill and ability of

individual. This may be vary from person to person which are best suited for the specific job
role. Hence this is essential for the HR solution company to undertake the selection process to be
clear in the mind of HR during selecting the employees.
Assessment and final selection: This method is based upon the principle of multiple
testing process. This may include ability and aptitude testing, group exercise and presentation as
well as personal profiling. After the assessment done by the HR manager decide to select the
candidate and provide all the information regarding there job role and make aware about the
structure in which employee have to work effectively to achieve desire aims and objective in the
well define manner (Diez, Bussin and Lee, 2019).
Resourcing strategy ensures that organisational obtain and retain the most potential
people within the organisation by employing their needs efficiently. The main objective of
resourcing strategy is to find out the most suitable manpower as per the organisational needs by
evaluating appropriate qualities, knowledge and capabilities. In context of HRS which is large
human service provider in UK marketplace. As per the decision taken by the senior manager they
took the decision to outsource its back office administrative services in the UK marketplace. But
they fail to operate the business activities and again decides to bring services back in house. In
that regards they want to recruit and select the best and potential candidates, so here are their
recruitment process:
Identification of hiring needs:
It is very much potential for an organisation to identify the need of hiring for starting the
recruitment process by identifying vacancies. It can be possible after analysing job specifications
which includes the knowledge, skills and experience that potential for specified job role. In
context of HRS they want candidates that are highly skilled in managing the consumers and
contribute in enhancing their sales (Hosen and et. al., 2018).
Preparation of job description:
After knowing the skills, competency required in an individual, after that organisation
needed to determine the roles and responsibilities for a specified job role. By preparing the
comprehensive job description HRS can be able to acknowledge about skills and capabilities for
selecting the right candidate at right time.
Checklist to craft the perfect job description:

To prepare the job description that plays very much important role in finding out right
individual at right time. In context of HRS by preparing the through check list of job description
which consisted company name & description, core values, benefits offered, location, job title,
department, industry pay and many more other potential information.
Talent search:
In respective stage of recruiting the right talent, attracting and motivating them is very
important aspect of recruitment process. To reach at large no. of consumers organisation need to
advertised internally for generating referrals with externally on well known social networking
sites that are potential ways to give information about vacancy. HRS with help of job fair and
promoting the openings in leading industry can attain large no. of potential candidates (Lee,
2018).
Screening and short-listing:
In respective stage of recruitment of potential candidate HRS use systematic steps by
identify their potential skills and capabilities. After from the short-listed candidates organisation
conduct interview process prior to receiving to an offer letter or a rejection note. With the help of
various tests such as telephonic screening, psychometric testing, face to face interviewing and
many more proved beneficial for organisation to choose one of most potential candidate for the
organisation.
Evaluation and offer of employment:
In last stage of recruitment process, HRS by evaluating the whole process and candidates
abilities in order to gain the desirable outcomes. So it can be said that recruitment process plays
very much important role in achieving potential candidate.
TASK 3
Resourcing strategy introduces as an effective and systematic process used by an
organisation to obtain and retain right workforce endowed with the accurate skills, knowledge,
qualities and potential for future training (Li and et. al., 2018). According to the case study, HR
solutions decide to offshore their business in United Kingdom. As it will be beneficial for
company in accomplishment of their long term goals and objectives. For this company will be
used different methods of selection and recruitment. It will support an enterprise to hire
knowledgeable and skilled workforce who are expertise in dealing with client using their strong
communication skills.

Talent management strategy: Talent management introduces as a systematic and useful process
of finding the vacant post, hiring and selecting suitable person, developing accurate expertise and
skills of an individual to match the post. There are number of talent management strategies that
will be used by HR solution for retaining top talent for longer time period. Some useful strategies
of talent management will be explained as below:
Provide continuous training and development opportunities: This is an useful strategy
for HR solution to maintain strong relation with their employees. This strategy will also support
the company in retention of top talent for longer time duration (Reilly, 2018). It will support
company in development of its project successfully in United kingdom. As training and
development opportunities support workforce to deal with any type of client by using their strong
and effective communication skills. As it turn to support an organisation in improvement of its
growth and success in UK marketplace.
Provide back to employees with rewards and recognition: This is also consider another
strategy for retaining top and knowledgeable workforce for longer time period. For this, HR
solution must provide reward to their talented employees as they feel happy and more satisfied
towards their job. This will assist an enterprise to maintain long lasting relation and retain skilled
workforce in the organisation. As it turn to support company issue of customers complaints. This
complaint is mainly related with the time that they have to wait for their calls to be answered.
Therefore reward and recognition is consider one of the main strategy of talent that will be
beneficial and essential for the success and growth of HR solution in United Kingdom.
Collaborate coach evolve: It is another useful strategy for HR solution for managing and
retaining talent for long time or future. It is an essential strategy for company to make talent
management in more effective manner by creating a culture of monitoring, coaching and
collaboration. In this, constrictive feedback goes an useful or long way when it comes to
supporting workers to develop their expertise and skills. As these expertise support employees to
give their full efforts and deal with any type of client by using their effective communication
quality (Taylor, 2018).
Break down information silos and develop collaboration :- In order to drive success it
become crucial for an organisation to overcome information silos which restrict the appropriate
flow of information. For performing better an organisation must focuses toward performing
faster by providing its employees with more flexibility, knowledge and experience. This means

the employees must be provide chance to perform work by judging their capability instead of
comparing them over experience. In addition to this for developing the culture of cultivation
within the organisation, the managers of HR solution must focuses toward effectively
communicating the information to the groups and assigning each tasks with more clarity with
the help of team conversation and personal mails. This will not only support in better utilisation
of talent but also support in eliminating any kind of confusion and conflict among the employees.
This strategy will support HR solution in keeping its employees engaged and be able to impose
their talent in term of knowledge and skills to deal with clients effectively.
Create a pay-for-performance culture : This is consider as one of the most effective
strategy which help in upraising the talent among employees by promoting them with fair and
desired compensation equivalent to their efforts. Under this strategy manager analyse all the
information related with its employees which they require for rewarding an individual in the
form of 360 degree performance evaluation (Turner, 2018). In this the HR solution can regularly
evaluate the performance of its employees for providing them feedback regarding the areas
where they can work for improvement. This in turn support in ensuring effective talent
management along with the determining the employees that are putting their efforts and
appreciating them by providing reward. This further support in keeping employees engaged and
at the same time retain for long term within the organisation that results into achieving the
sustainability in UK market.
Therefore above given all these are consider main strategies for managing talent. This
will also support HR solutions in development of its business in United Kingdom. These
strategies will also support company to retain top talent within an organisation for longer time
period. Skilled and knowledgeable workers will be more successful part of the business success
and growth within given time. This will also help an enterprise in increment of customer base
and improvement of their brand image in marketplace as well as in customer's mind.
CONCLUSION
TASK 4
From the above mentioned information, it has been concluded that strategic resourcing
and talent management within an organisation is essential for their success and growth. For
overcoming customer complaints, company decide to develop their business in UK marketplace.

As this place helped company by providing opportunities to successfully grow their business and
achieve better outcomes. For this, company hire knowledgeable and skilled workforce who have
excellent communication skills and helps customers for overcoming their complaints about the
time. Along with this, various talent management strategies also used by company for
maintaining and retaining top talent for longer time. As it support company in improvement of its
market image and goodwill in customer's mind. As it turn to support an enterprise in its future
growth and success.

REFERENCES
Books and Journals
Antoniu, E., 2019. Talent Management-A Key Component Of Business Success. Scientific
Bulletin-Economic Sciences. 18(1). pp.49-56.
Bibi, M., 2019. Impact of Talent Management Practices on Employee Performance. SEISENSE
Journal of Management. 2(1). pp.22-32.
D’Annunzio-Green, N., 2018. Conclusion: is talent management a strategic priority in the
hospitality sector?. Worldwide Hospitality and Tourism Themes.
D’Annunzio-Green, N., 2018. Cornerstones of talent management as a strategic priority in the
hospitality. Worldwide Hospitality and Tourism Themes.
Diez, F., Bussin, M. and Lee, V., 2019. Strategic Resourcing. In Fundamentals of HR Analytics.
Emerald Publishing Limited.
Friday, E. O. and Sunday, M., 2019. Talent Management and Workers’ Commitment. SEISENSE
Journal of Management. 2(3). pp.1-15.
Hosen, S. and et. al., 2018. Talent management: An escalating strategic focus in Bangladeshi
banking industry. International Journal of Academic Research in Business and Social
Sciences. 8(1). pp.156-166.
Lee, G. J., 2018. Talent measurement: A holistic model and routes forward. SA Journal of
Human Resource Management. 16(1). pp.1-11.
Li, J. and et. al., 2018. Talent management process in Asia: a multiple case study. European
Journal of Training and Development.
Reilly, P., 2018. Building customer centricity in the hospitality sector: the role of talent
management. Worldwide Hospitality and Tourism Themes.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
Turner, P., 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare (pp. 221-252). Palgrave Macmillan, Cham.
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