MOD003486: HR Strategies for Talent Acquisition and Development

This report proposes a High Impact HR operating model suitable for start-ups and SMEs, emphasizing its role in reinforcing business objectives and delivering HR services effectively. It details resourcing prepositions for attracting highly skilled talent through corporate websites, recruitment agencies, social media recruitment, and onboarding methodologies, including the application of Maslow's hierarchy of needs theory. Furthermore, it outlines development considerations for enhancing employee skills and abilities to execute business strategies, addressing the need for continuous learning and training. The analysis includes the advantages and disadvantages of the High Impact HR operating model, highlighting its adaptability and potential for accelerating the introduction of new products and services, while also noting the need for proper training and experience for effective implementation. This assignment is available on Desklib, where students can find more solved assignments and resources.

Managing human resources

Table of Contents
INTRODUCTION...........................................................................................................................3
FINDINGS.......................................................................................................................................3
1. HR operating model that can support any start-up or SME.....................................................3
2. Resourcing prepositions for attracting highly talented workforce...........................................5
3.Development considerations to enhance employee skills and abilities to execute business
strategy ........................................................................................................................................7
CONCLUSION..............................................................................................................................10
RECOMMENDATIONS...............................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is a practise of managing workforce, recruiting, hiring,
deploying, and managing all the employees of an organization in an effective manner. It is one of
the most important part of an organization that helps an organization in manging their workforce
in an effective manner such that productivity of workforce is high and desired goals and
objective can be achieved in an accurate manner (Camara and et. al., 2019). Every organization
has their own HR operating model that helps them in delivering their HR services and aligning it
with their business objectives in an appropriate manner. This assignment will lay emphasis upon
proposal of an appropriate HR operating model that can support any start-up organization and
can help in reinforcing business objectives and can further help in aligning business objectives
with Hr services. It will further focus upon resource positioning for attracting highly skilled
talented employees and lastly would outline considerations proposed for enhancing employees
skills and abilities for execution of business strategies.
FINDINGS
1. HR operating model that can support any start-up or SME
There are any different kinds of HR operating model that can be used and supported by any
start-up organization. Adoption of an appropriate HR operating model can directly help an
organization in reinforce their business objectives. Not only this, adoption of an appropriate HR
operating model can further help an organization in delivering all kinds of HR services to
business in an appropriate manner (Kelly and Rapp, 2017). One of the types of HR operating
model that can be adopted and supported by any start-up organization is High impact HR
operating model. Need for HR transformation has evolved from traditional ways to high impact
operating model. High impact Hr operating model is a new model that can be used for various
HR functions for synchronizing business, innovation and expertise. This model can directly help
small business organizations from moving from service delivery to driver of strategic talent and
business outcomes (Camara and et. al., 2019). This model is based upon agile transformation and
can directly help in ensuing that high priority work and projects receive greatest investments.
This directly helps in delivering HR services to the business in an effective and appropriate
manner.
This high impact HR operating model can directly be used for supporting any kind of start-
up organization and can further help in bringing changes from service delivery functions to

driving strategic talent and business outcomes (Bollard and et. al., 2017). There are three main
principles on the basis of which this model has been developed. First principle is that everything
is about business. This principle says that insights about business have to guide ways in which
HR operates. It should not be other way around. Second principle is that HR should demonstrate
flexibility, agility and coordination so that high performance of business can be maintained.
Third principle is that industry, customers and social network should be integrated with ways in
which HR should operate (Camara and et. al., 2019). Adoption of these principles of HR
operating model can directly help to reinforce their business objectives and bring changes within
their current business strategies accordingly.
Analysis of High impact HR operating model helped in understanding that this model has
six main that helps in enhancing its effectiveness such as: first is that it is coordinated and helps
in coordinating HR with business and with other functions of business within organization
(Camara and et. al., 2019). It helps in working as an advisor and can help in providing useful
insight to business that can be used by them for taking effective decisions (Shahid, 2019). It is
fluid and helps in delivering creative solutions to business i.e., can help in providing solution to
organization as per set priorities of business. It is a community of experts as it helps in balancing
centralized and virtual business embedded resources with deep expertise. It is operational i.e.,
provides high value to operational and shared services. It required experience because it uses a
powerful Hr model that can help in transforming heavy technology burden by integrating
business and HR customer experience.
But analysis of this model has further help in understanding that this model has its own
advantages and disadvantages (Camara and et. al., 2019). Some of the main advantages using
this model are: this model is easily adaptable and can be adopted by any kind of organization
regardless of its size and type i.e., it can be adopted by a small SME or by a large organization as
well. It can be changes within itself and can adapt itself as per changing market because of which
changing market impact upon business can be reduced easily. It can directly help an organization
in accelerating introduction of new products and services into the market easily such that
customers are aware of newly launched products and services into the market and are also aware
of its positive impact upon organization (Shahid, 2019). It can be easily used by any kind of
organization and can be operated efficiently. Not only this, it can further help an organization in
winning over competition by helping organization in taking effective and appropriate decisions

that are fruitful for organization and can further help them in gaining competitive advantages. It
can further directly help in integrating business operational services, HR services, provide expert
advices and also provide appropriate advice so that changes as per changing market chances can
be brought within organization (Camara and et. al., 2019).
Some of the main disadvantages of using this model are: disadvantages of this model are
limited but still some of the most common disadvantages of this model are: effective adaptability
of this operational model requires proper and adequate training as well as good experience
(Shahid, 2019). HR need to focus upon changes within the industry and bring continuous
changes within their approach accordingly otherwise it can affect effective functioning of
business. Rather than building HR functions, HR leaders need to focus upon managing work
processes in order to make business flexible enough to adopt any kind of changes.
2. Resourcing prepositions for attracting highly talented workforce
Resourcing refers to the proactive approach for identification and research for a qualified
and talented candidates for the planned or current open job vacancies. The resourcing
prepositions which can be used by SMEs and start-ups for attracting highly skilled workforce
through the following innovative approaches:
Corporate websites
Corporate websites are the official job boards of a company which are used as a resource
used by the candidates and employees. Through career websites employer can post their open
vacancies to attract an active and attractive candidate pool (Blazquez, Domenech and Debón,
2018). It can also be used by candidates to review and then apply to the positions which they find
interesting. Corporate websites are considered as a heart of resourcing strategies by the SME's
and start-ups. As they need less time and less costs.
Corporate website have been considered as the best way to attract talented employees. It
showcases the company and provides enjoyable and rewarding experience to the job seeker. For
example: Companies such as Harrods are suing corporate websites and transforming it into micro
sites so that it can provide different and relevant experience to the candidness who want to apply
for the job.
Recruitment agencies
Recruitment agencies have been considered as the best and fastest way to resource
employees. Recruitment agencies are the outside firms which provide the suitable candidates for

companies. These agencies makes a list of the vacancies from the company and then place the
vacancies on their job adverts through internet job boards and other methods such as newspaper
articles (Klein and Hador, 2020). They then sent the resumes and CVs to the company.
Recruitment takes a huge amount of time and costs. Recruitment agencies provides the
employees in no time and provide the best candidates to the companies. For example:
Recruitment agencies can be used a way to resource people into the companies such as Harrods,
to fulfil the specific needs.
Social media recruitment
Social media recruitment refers to the use of social media platforms by the companies to
identify, engage and attract potential candidates to fill the vacant job positions. It is also referred
as social hiring as it uses social media network sites and other internet based resources like
blogs to attract potential employees (Carpentier, Van Hoye and Weng, 2019). Social media
recruitment is considered as one of the best methods for resourcing and attracting talented
employees. It is an innovative approach developed recently. For example: It can be used by
companies by companies such as Harrods for example, to reach a wider pool of candidates with
minimal efforts and costs.
On boarding methodology
On boarding refers to the procedure of introducing a newly recruited employee into a
company. This is also known as organizational socialization. It is an important process in
companies as it helps the new employees to understand their job roles and job requirements as
well as their peers and superiors. On-borading approaches can range from formal, hands off
policy to a structured program., in which employees are left to figure the cultural environment
and performing their expected work on their own (Cesário and Chambel, 2019).
For the best perspective Harrods for example, can be considered as an example. The
company's on-boarding process involves various programs to develop committed, mutually
beneficial and successful relationships with every employee. It includes training, meetings, on-
job learning and individual mentoring by the superiors. On boarding is a process which enables
new employees to be successful as it allows the employee to get an clarity on their job duties and
companies objectives.
For the on boarding processes the companies such as any SME and start up can apply the
hierarchy of needs theory for on boarding. It can help the companies to create a good on

boarding experience for the newly hired employees. Maslow's need theory can applied to
understand the needs of the employees and the motivation factors which can encourager them for
better performances. The process can help in determination of whether new employee feel
enthused about the on boarding or do they feel frustrated by a shambolic on-boarding processing.
The initial experiences of the employees can forge their future relationships and motivational
factors with the company. Negative on boarding experience will imply that there is no future
relationship and declined performances ad the employees will drop out or leave the company
within their initial days of joining. By applying the hierarchy of needs theory the employers can
get a better understanding of what the newly hired employees are looking during the On-
borading process. With the application of Maslow need hierarchy the employer can know
different levels of needs of the newly hired employees. In the physiological needs the employer
can assess the most basic needs of the candidates to get them on on boarding, to get them agree
to contract terms (Hämmerli and Barabasch, 2020). In the safety needs the company can state the
terms of policies and other company commitments to protect employees health and well-bing as
well as their job security. In the on boarding the employer look for the employees fears and
develop the strategies to eliminate them. The sense of establishment can help the employees in
fulfilling their social needs such as sense of belonging. It makes the on-boarding process a
smarter management process.
The on-boarding best practice involve motivating the hiring employers to take the
ownership of candidates experiences and proving the candidate the opportunities to build their
key relationships and well as feel heartfelt excitement to have the new employees on the team.
3.Development considerations to enhance employee skills and abilities to execute business
strategy
The employees need constant learning and training to develop their abilities and abilities
so that they can better execute the organizational strategies. The starts ups and SME's can take
the following considerations to enhance the employee skills and abilities:
Motivation:
Motivation is the driving force which encourage the employees to learn new techniques
and method to upgrade and enhance their performances. Motivation is the key feature for an
organization's success (Akhmetshin and et.al., 2018). Any SME or start up companies can apply

the motivational factors for successful workforce. It can help in getting the best out of
employees, enhances productivity and boosts morale of the employees. It encourages them to
learn new things so that their abilities can be improved. The companies such as Harrods for
example can apply the motivational theories to analyse the motivational factors to enhance the
skills and abilities of its employees.
Motivational theories can be applied to assess then motivational levels and factors:
 Classical conditioning: Classical conditioning theory of motivation states that there are
two stimuli which needs to be linked together to produce the desired learnt response in
employees. From the theory the everything from emotional response to speech were
concluded as patterns of response and stimulus. The theory states that every individual's
learning can be linked with a salvation to get desired response. As per theory before
conditioning the natural response is produced as the un-learnt behaviour which has not
been taught (Heffley, 2019). No new behaviour is learnt in this stage,. In the second stage
which is during conditioning, the stimulus is connected to the conditioned stimulus which
the motivational factor to produce the leant behaviour. In the third stage the conditioned
stimulus is associated with the unconditioned stimulus to generate a new conditioned
response. For Example, Through the application of this theory companies such as
Harrods can create an environment of learning associated with the motivating factors to
enhance the abilities and skills of the employees. The theory emphasises on the
importance of learning from the environment. It supports the culture of nurture over the
nature.
Experiential learning
Experimental learning refers to the process in which learning is engaged focused on
doing by learning approach and reflecting on their experiences. Through connecting the learning
to own experiences the employees can better leant the skills and abilities to their real life
situations (McLeod, 2017). It is considered as a hands on type of training which helps the
employees to understand the key information and new abilities ad skills through performing the
skills at hand. Experimental learning theory: Experimental learning theory is a strong approach that
can be applied in all forms of leaning, change and developments. It describes the ideal
process for learning, emphasis on performing the role of learner and empowers the

employees to take charge of own learning and development. It provides the employee a
better understanding and broader view of their job role and responsibilities and and
insight into their own skills and abilities. Reinforcement and feedback of learning: Reinforcement learning is the branch of
leaning which emphasise on using experience gained from the own experience and
evaluating feedback to make behavioural decisions (Bai, Li and Tong, 2020).
Reinforcement is a tactic which motivates the future behaviours of employees through
incentivize or de-incentivize. This method of learning is based on a training method in
which is based upon rewarding the desired behaviours and punishing the undesired ones
to encourage learning. For example: The companies such as Harrods can use these this
technique to interpret their environments, taking actions and encouraging learning
through the trials and errors.
 Learning life cycle: Learning life cycle is a framework which describes the stages of
learning in an individual. The learning life cycle is 4 stage process which states from
experiences and ends on learning in new situation. The model states that the experience
leads to the observations, then reflections and ultimately to the application of learning in
real situations. The life cycle repeats and the knowledge and skills are refined and
improved. The model emphasis on the social learning and problem solving culture which
leads to the continuous and goal oriented feedback where the outcomes are evaluated.
The model describes the learning process as effective experience can lead to the acting
and implementation of desired behaviours in the employees. It suggest that for the
employees to learn new skills and abilities to produce better outcomes, needs to reflect on
their own experience can consider the better options for dealing the situations (Crane and
Hartwell, 2019). It can help them in forging new behaviours and improved culture of
learning.
The companies such as Harrods for example can use any of the consideration in order to improve
and develop the performances of its employees and create a culture of constant leaning. It can
help the company to enhance productivity and overall development of its employees.
CONCLUSION
From the above discussion it can be said that Human resource management is a key
process in organization which focus on management of the human resources. There are many HR

operating models out of which High impact HR operating model can directly be used for
supporting any kind of start- up organization. There are many resourcing prepositions such as
corporate websites and social media to attract highly talented workforce. The companies needs to
consider motivation and experiential learning to enhance the skills and abilities of the employees.
Further recommendations are provided which include development of learning culture and
induction processes for attaining highly satisfied workforce.
RECOMMENDATIONS
There can be many challenges faced by SMEs and start-ups regarding its employees. It
can consider following recommendations: Social media recruitment: Resourcing can be very challenging and time as well as cost
consuming process. It is recommended that the companies can use social media
recruitment as an innovative approach to resourcing Induction programs: For the on-boarding process It is recommend to the companies to
use induction programs in order to create a positive on-boarding experience in the new
hires
 Developing learning culture: It is recommended that the companies to develop a culture
of constant learning so that it can encourage learning in the employees to develop their
skills and abilities.

REFERENCES
Books and journals
Akhmetshin, E.M. and et.al., 2018. Motivation of personnel in an innovative business climate.
Bai, W., Li, T. and Tong, S., 2020. NN reinforcement learning adaptive control for a class of
nonstrict-feedback discrete-time systems. IEEE Transactions on Cybernetics. 50(11).
pp.4573-4584.
Blazquez, D., Domenech, J. and Debón, A., 2018. Do corporate websites’ changes reflect firms’
survival?. Online Information Review.
Carpentier, M., Van Hoye, G. and Weng, Q., 2019. Social media recruitment: Communication
characteristics and sought gratifications. Frontiers in psychology. 10. p.1669.
Cesário, F. and Chambel, M.J., 2019. On-boarding new employees: a three-component
perspective of welcoming. International Journal of Organizational Analysis.
Crane, B. and Hartwell, C.J., 2019. Global talent management: A life cycle view of the
interaction between human and social capital. Journal of World Business. 54(2). pp.82-
92.
Hämmerli, C. and Barabasch, A., 2020. Recruiting Apprentices-The Experience of On-boarding
Practices in the Swiss Public Transportation Sector. In Trends in vocational education
and training research III. Proceedings of the European Conference on Educational
Research (ECER) (Vol. 3, pp. 117-125). Vocational Education and Training Net-work
(VETNET).
Heffley, W., 2019. Classical conditioning drives learned reward prediction signals in climbing
fibers across the lateral cerebellum. Elife. 8. p.e46764.
Klein, G. and Hador, B.B., 2020. Recruitment agencies and unethical client requests: the ‘loyal
matchmaker’dilemma. The Irish Journal of Management. 40(1). pp.27-41.
McLeod, S., 2017. Kolb's learning styles and experiential learning cycle. Simply psychology.
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