Strategic Resourcing and Talent Management Report for HRS (BUSM4307)

This report addresses strategic resourcing and talent management for HRS, covering key areas such as call center location, recruitment and selection processes, and talent management strategies. It presents a rationale for retaining or relocating the call center, examines resourcing strategies for the period of 2021 to 2026, and proposes a talent management strategy for building a future-fit workforce. The report includes detailed steps for recruitment planning, strategy development, technological sophistication, searching, and screening processes. Furthermore, it emphasizes the identification of organizational goals, drivers, challenges, and the analysis of gaps to achieve the company's objectives. The report aims to optimize HRS's workforce for enhanced productivity, profitability, and customer satisfaction. The document is contributed by a student and is available on Desklib.

Strategic Resourcing
and Talent
Management

Table of Contents
TASK 1............................................................................................................................................3
Present a fully justified rationale for retaining the call centre in Asia or bringing it back in-
house to a specific site in the UK or Continental Europe...........................................................3
TASK 2............................................................................................................................................4
present a fully justified rationale for the resourcing strategy including initial recruitment and
selection processes to ensure HRS has the right people at the right time with the right skills
for the period 2021 to 2026.........................................................................................................4
TASK 3............................................................................................................................................7
Aligned to the resourcing strategy, devise a talent management strategy that builds and
maintains a future fit workforce for HRS for the period 2021 to 2026.......................................7
TASK 4:...........................................................................................................................................9
Conclusion on the business proposal for a future fit workforce for HRS for the period 2021 to
2026.............................................................................................................................................9
REFERENCES ................................................................................................................10

TASK 1
Present a fully justified rationale for retaining the call centre in Asia or bringing it back in-house
to a specific site in the UK or Continental Europe.
There are various reason occur for retaining call centre in Asia. As this provides benefit
to company that are provided from given case. There are many reason occur from which a
company want to outsourcing their call centre to other country. Here are some reason occur
which are discussed below.
 The outsourcing call centre allows a company to become flexible according to the needs
and requirements of their company. When a company expand their company to other
countries then it is difficult to analyse the requirement of employees that are needed for
employees. They must expand fixed amount to call centre while they does not attain any
amount in their revenue. The company HR solution need to pay for employees who only
spend their time on phone (Baporikar, 2017).
 When a company expand their company then they need to understand the language and
culture of the country in which they are expanding. The employees of the company need
to learn their language so that they can speak to them properly. This assist them in
handling the situation as per the needs of situation.
 In order to gain success, the company need to have spike in their business so that they
can responsive towards heir customers. They need to responsiveness at time of holiday
season. The company founds difficulties when demand of services occur higher, it is
difficult to hire employees and train them. The HR solution must responsive about their
call centre so that risk can be eliminated.
 The company should provide all time services to their customers so that it can enhance
company to make successful outsourcing in other country.
 The infrastructure of call centre is become outdated which is necessary to maintain. It
requires cost and high productivity. As the outdated and unreliable system remove all
competitive. The outsource call centre must bring some new technologies from which
their expenditure can increase. This help company in developing more productivity of

services from which they can attract customers in relation to their services. With the help
of this, company can focus on invention with in their services and goods.
 When the company provides guarantee to their services then there is high rate of
increasing continuity from which company can become more confident about their
services.
TASK 2
present a fully justified rationale for the resourcing strategy including initial recruitment and
selection processes to ensure HRS has the right people at the right time with the right skills
for the period 2021 to 2026.
HR strategy for an organisation perform various roles and responsibilities that manage,
coordinate and organise workforce, employees, personnel and other individuals which are
engaged in organisational operations and functions. This also refers that there all task managed
and organised to perform its work with recruitment and selection process due to which its task
are completed with positive approach. In context of HRS major issue faced by organisation
refers to challenges in service sector. Human resource department of an organisation perform
crucial role for selecting right job role and delegate it to right employees. The main concern for
HR strategy is to complete all task and operations by engaging right employees that enhances
skills of workforce through providing right training and development to subordinates and
employees (Gibson, 2017).
The term recruitment refers to the process that is used for identifying, recruiting and
attracting potential applicants for current vacant job. It also refers to process to select qualified
pool of candidates to select right employee and candidates. According to present globalisation
and its conditions all task which are performed by business houses are managed and controlled
beyond their international boundaries. This refers that by retaining employees for longer period
HRS focused to develop an effective recruitment and selection process that ensure HRS to
perform all task and objectives for completing work within proper manner through organising
long term goals and objectives which is leading company to develop right skills for right job
roles with right time period. Some steps that are related with selection and recruitment process
that resolve service issue of organisation are mention as follow:

 Recruitment planning- Their are various stages present in organisation that relates with
development of plans for recruiting right candidates that leads employees efforts towards
objectives and goals. HRS is performing their work with motive of completing all task as
per current needs of job. This refers that with specific selection of applicants right and
skilled employees to complete all task and objectives which plans to attract potential
candidates to recruit and hire new employees. Thus, with potential and new employees
right skilled are implemented by management and selected candidates are also motivated
to perform their work which is a positive aspect for management. Along with this
organisation also plans to attract right applicants which hires most employees to perform
work as per qualification that fills right vacancies for recruiting all types of employees
technical and supportive staff to improve service quality of HRS (Scott, 2014). Strategy development- Strategy play an important role in an organisation which leads
employees to perform work and its task with current strategy. In this stage company
analysis right number of employees which are required by management to manage and
complete its task in proper manner. It is also determines with right HR strategy
improvement in organisation is managed with selection of employees as per buy and sale
of business activities. Services issue is one of the complex task for business management
that work as a barrier for organisation to complete their work as per international level. It
also refers that with various challenges company develop advantage such as to take test
and recruit right persons to perform work with help of professional employees. Buying
candidates also develop right advantage for employee. Example- service quality of HRS
is fluctuating due to changes in salary and wages. Technological sophistication- Second decision relates with strategy develop various
methods that are used in selection and recruitment to perform all task and operations.
This also relates with influenced available technology that employers to perform work as
per national and international level. Although most of the current work is managed by to
perform work with technology that leads to wider scope that details initial stage and
scope to perform work with virtual reality. Service system of HRS is totally based on
technology aspects so it is mandatory for organisation to perform work in minimum time
period. Along with this technological advancement also leads company to gain more
success in market.

 Searching- With more number of employees company is facing challenges due to more
number of applicants towards specific job role. This defines that with implement of right
steps organisation such as source activation and selling search right employees to perform
all task and objectives as per active issuance of employee requisition. It also defines that
with low and no actual recruiting techniques managers face challenges to improve the
process of service system. HRS management select right source activation to develop
right source and methods for fulfilling job position.
 Screening and evaluation- Screening of application is regarded as the integral part for
recruiting right persons with right process that develop better applications for short-
listing and investigating employees with valid reasons. HRS manage its services outside
the performance that screen right candidates to match skills of an applicants with right
job role. After selection of employees HRS consider those techniques which is used to
develop those techniques that boost right selection of employees. It refers that it ensure
selection of applicants by skill test, employment capabilities and reasoning of employees
which work as positive aspect for organisation which improves services of organisation
and leading employees to complete task in appropriate manner (Tomany, 2016).
In the last with proper engagement of workforce to complete organisational task with
engagement of all employees that leads company to complete their task and operations in proper
manner. It also defines that diverstiy workforce create issue in internal premises of organisation.
Therefore, by managing all task and operations with development of company goals
management easily leads company employees to secure long term position in market with
implement right techniques of recruitment and selection. Its results all task of company enhances
services quality of employees in order to improve customer satisfaction level for improving
profits and productivity of company. Similarly, with proper arrangement of resources financial
capabilities and decision making power of company is also improved that leads to gain top
position in market.

TASK 3
Aligned to the resourcing strategy, devise a talent management strategy that builds and maintains
a future fit workforce for HRS for the period 2021 to 2026.
The talent management refers to a structured approach from which company can develop
potential and can retain talent in the council. From this approach, organisation can develop
employees so that the organisation can meet needs of both individual and organisation. This
structure act as part of the process. With this strategy, organisation can make goals of their
objective according to their strategic plan. The result after applying this strategy can develop
variation with in the company. This helps HR solution in developing more productivity and
profitability of their company. The talent management helps in identifying various challenges
that come up while implementing their company in other country. This helps HR solution in
developing and analysing their strategy properly. This management strategy must be
implemented by HR in their strategic process. There are some steps occur in talent management
strategy which are described below.
 Identify goals of organisation:- this includes identification of other goals that are
necessary to be occur with in company. As it helps in developing more profit of the
company. The goals of organisation helps in determining changes that are needed to be
occur with in system of company. Each organisation have their own priorities from which
they function their services. This help organisation as their employees become satisfied.
This enhance them in developing more profit including perspective according to
employees. With this, positive goals can be identified which help organisation in
developing revenue by providing appropriate services to their customers (Mweru and
Maina, 2016).
 Identify drivers and challenges of organisation:- there are some challenges occur which
impact strategy of organisation. In addition to this, there are some drivers occur which
influence organisation to achieve in their strategy by applying them with in their
organisation. These both impact positively and negatively on goals and objective of
organisation. As the challenges can be occur through both internally and externally. As
this includes competition, changes and new in laws, new techniques and feedbacks from
survey can help in analysing satisfaction of employees. There are drivers present which
help in making profit of organisation by influencing organisational activities. The

identification of drivers can help in influencing organisation more from which they can
deliver services according to perspective of people.
 Analysis of conducting gap:- in order to make profit, the organisation need to analyse gap
that is needed to achieve aim of organisation. While analysing gap, it is responsibilities
for HR to identify risk factors along with it. The company need to analyse customer
satisfaction in their current state of market. This helps them in identifying factors that are
needed to be improved and filled. If this is not occur properly then it leads to low in
market share. The gap can be occur by various ways
 HR priorities and goals:- it is necessary to identify HR goals on the basis of gaps and
challenges. This provide support to organisation from which they can achieve their goals
of profit. The decision should be SMART that includes specific, measurable, achievable,
realistic and time-bound. The help in implementing effectiveness from which measure of
success occur. The company need to identify priorities of their employees so that the
organisation can develop changes with in their strategies. As with this each employee can
feel positive about company environment from which they can bring more productivity
by working with them properly.
 Invention of talent management:- the new and changes process can help in developing
more productivity of organisation. The company needs to look forward about changes
that are needed to be implemented with in organisation. With this, gap can be determined.
The needed changes can put plan in the process of organisation which help them to
developing more productivity and profitability. The new intervention can help
organisation in developing changes with in their process. With this function of
organisation can also bring productivity. As the new changes can be occur with in
organisation with the help of new intervention.
 Measuring the result and communicating it:- when the intervention is applied with in
organisation, then it is necessary to be measure. With this, the effectiveness of can be
measure that help in progressing and success. By identifying it, appropriate and correct
action can be taken that assist organisation in developing more revenue. This also helps
in identifying desire effect of their intervention that are applied to make more profit. With
this, effect of measure can be identified. As this is necessary to be occur in order to make
more productivity of their organisation.

TASK 4:
Conclusion on the business proposal for a future fit workforce for HRS for the period 2021 to
2026.
From the above, it has been concluded that HR solutions can make effective strategy in
implementing services. This can be achieved by analysing effectiveness of strategies that are
needed to be occur. Their are various management program that help in developing strategies
with effectiveness. The target management strategy help organisation in identifying advantages
and disadvantage from which they can enhance productivity.

REFERENCES
Books and Journals
Baporikar, N., 2017. Global perspective on talent management: The South African experience.
In Effective talent management strategies for organizational success (pp. 283-300). IGI
Global.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of
World Business. 49(2). pp.225-235.
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.
Gallardo Gallardo, E. and Thunnissen, M., 2016. Standing on the shoulders of giants? A critical
review of empirical talent management research. Employee Relations, 38(1), pp.31-56.
Gibson, P., 2017. 10 Talent Management and the Cruise Industry. Cruise Ship Tourism, p.161.
Golik, M.N. and Blanco, M.R., 2014. Talent identification and development tools. Management
Research: The Journal of the Iberoamerican Academy of Management.
Ifeoma, O.R., Purity, N.O. and Okoye-Nebo, C., 2015. Effective talent management: Key to
organisational success. Journal of Policy and Development Studies, 289(1850), pp.1-12.
Li, J., Hedayati-Mehdiabadi, A., Choi, J., Wu, F. and Bell, A., 2018. Talent management process
in Asia: a multiple case study. European Journal of Training and Development.
Maheshwari, V., Gunesh, P., Lodorfos, G. and Konstantopoulou, A., 2017. Exploring HR
practitioners’ perspective on employer branding and its role in organisational
attractiveness and talent management. International Journal of Organizational Analysis.
Mweru, M.C. and Maina, T.M., 2016. Features of resource based view theory: An effective
strategy in outsourcing.
Naim, M.F. and Lenka, U., 2017. Talent management: a burgeoning strategic focus in Indian IT
industry. Industrial and Commercial Training.
Piip, J. and Harris, R., 2014. Leadership talent identification and management. In Workforce
Development (pp. 213-231). Springer, Singapore.
Scott, B., 2014. Graduate attributes and talent perceptions: Reflections on the first year of
graduate employment. International Journal of Employment Studies, 22(1), p.39.
Tomany, A., 2016. Identification of the conditions required within an organisation for a talent
management strategy to successfully be put in place.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development.