Resourcing

Resourcing and Talent Management

Part 1- Resourcing

Recruitment is an effective step that needs to be taken into the organisation for meeting with needs and wants of the personnel required for vacancies. Recruitment of the employees can make the development of aspects which could help in extracting the best from potential employees so that they could meet with the respective goals and objectives of the company.

This affects the growth perspective of the company and help in improving the structure by making the usage of respective methods for recruitment in the company. The recruitment is required for hiring the volunteer mentor in the University who carries an experience of 6 months or more.

Recruitment helps in identifying a large number of candidates who suits the best for the job description. This makes the evaluation of the requirement that should consist of the volunteer mentor. The candidate should carry good communication skills, listening skills, maturity, patience and high contribution to the adoption of changes.

The changes that take place in the employee to employee depending on their nature and performance they make during the interview. During the interview, I analysed the requirement of the University and the skills that are essential in the candidate. In my opinion, the recruitment of employee makes the achievement of required goals and objectives in the business.

I made the list of the skills that are required in the personnel so that achievement of the goal could take place. This makes the usage of an effective and relevant method for the recruitment of a mentor which can make his duties to be fulfilled in the university (Taylor,2018). I analyse each candidate with the respective skills that have been evidenced in the University.

Minimum 6 months of experience was required in it so that it could help in imparting education and handle work accordingly. This also makes the evaluation of various other traits which are required in the mentor.

The methods that have been used in the recruitment process were social networks, advertising campaign, structured interview, recruiting the right personnel. This affects the Universities as large numbers of personnel are carried in it, which help in selecting the best and required personnel.

The mentor needs to handle the situations easily in the University, making the students learn and grasp new things easily, make people join all the activities and have a good bond with the learners. I made the recruitment to be made as per the requirement as well as making it deliver the best results.

This made to me to have fair recruitment and treatment provided to all the employees. The recruitment in the University requires effective planning which helps in hiring the employee in an easy and on-going process. This also requires adequate coordination in all the departments so that recruitment of the required candidate could take place. This will increases the chances of effective recruitment to be taken into the University (Haufe,et. al., 2017).

The process will make the selection of that employee who qualifies the test and carries the best knowledge for the post.

The thing which has been performed by me in the right form was the attention provided to all the candidates equally. Moreover, the required needs of the University that were identified by me so that the candidate could be hired as per the suitability and job description.

This makes the candidate give their performance at the time of interview so that they can be selected on the basis of their performance. The interview will be taken into three channels and the candidate will be selected at the end of the interview.

This is to provide the employees with an effective interview process and make them assure for their selection. The first step includes the application that is received via mail from different respondents. The second round takes the consideration of 6 employees together and on their basis 4 of them are shortlisted. In the last round, the judgement and referencing of the candidate are made for their selection (Squatrito, 2017).

I have made the use of various recruitment methods for recruitment such as posters, printer media, applications and social media.

I managed my role in an effective manner as I used my skills and knowledge for the accomplishment of goals by hiring the respective candidate in the University. This made me use the different methods so that I can give my best for the recruitment of personnel which could give the best by making the learners to attain knowledge.

This makes me know the various things which are essential for the hiring of respective personnel in the University. I focused on various areas for the selection of the right people such as passion, communication skills, knowledge of the university and self-esteem level.

This makes me give my best for the attainment of the best candidate in the university so that they can give the best services to the students. My role was to recruit and hire the best personnel in the University for acquiring the best results.

The areas where improvement is required were in the usage of recruitment methods so that large area could be covered with the use of new methods. I need to use the new methods such as social media, social sites and various other applications so that pool of respective candidates could be made.

This will also help in reducing the cost with the use of best resources in the University so that with the limited time, recruitment and selection could be made easily. I also need to build a checklist for the standard process on the basis of which candidates could be judged.

Moreover, the employees are required to be updated regarding the recruitment that has been taken place according to their performance so that they would make their choice as per the updates. It is also required to promote the recruiting agencies by developing it and making it updates so that they can recruit the respective employees in the University.

This will help in hiring the employees in an easy manner in the university and can take over the issues and problems that take place in the employment of resources (Wilton,2016).

In my opinion, the development of personnel and their skills help in meeting with future needs and make them to meet with their career needs and aspirations.

The growth of the workplace relies upon the contribution that has been made by the employees in it. The development helps in enhancing and improving the talent of personnel so that they could persist in the University.

This makes the management to retain their talent personnel within the University and make them to work as per their skills. This ensures that management have their effective contribution in the development of employees and makes them inducted in the University in lawful and ethical manner.

Part- B

Monitoring and management

Management and monitoring of the performance of an employee are required to be assessed so that they can perform better and can give the best results. This also helps in identifying the needs where improvement is required to be made.The recruitment process involves the evaluation of the national and international market so that it could assess the needs of the people.

This helps in hiring the employees that are beneficial for the workplace so that they can perform in an utmost way (Harrisonand Lock, 2017).  The changes that take place in the market needs to be evaluated as this affects the recruitment process and makes it improve the procedure of recruitment and selection in the workplace.

I need to evaluate the performance of the mentor hired in the university so that all the deviations that take place in their performance could be recovered and managed. This help in evaluating the needs of the employees with respect to the university which will make me develop a performance management plan.

This will ensure that the respective candidate will be provided with effective training practice so that they could people could meet with deviations (Brattonand Gold, 2017). Monitoring is a process that is made to be adopted for recovering the aspects and judging the situations that take place in the University.

Relevant recruitment and section methods help in seeking the required personnel in the University. This also helps in extracting the talent into the university with the management of resources. This makes the hiring of suitable employees in the workplace with the use of methods of recruitment in an ethical, lawful and professional manner.

Strategies

In my opinion, strategies need to be formulated for monitoring and managing the performance of the employees so that any future risks and hurdles would not be met. This will help in reducing employee turnover and lead to manage or retain talented personnel in the workplace.

This requires the short term planning so that required personnel could be hired and no hurdles could take place in future. The hiring of employees makes the workplace to plan in advance regarding the basic needs that need to be followed up and the skills that should consist of the candidate.

This will help in meeting the candidate as per the job description. Formulations of strategies are required in all the aspect of the workplace so that mitigation of problems and risks could be easily taken over.

This makes the embracement of strategies like the development of clear employee brand, creation of job posts, usage of social media, improvement in communication channels, considering the various source of recruitment etc.

This will help in attaining a large number of candidates which could also help in having the best personnel for the job (Sparrow, et. al., 2015). The staff retention strategy that is essential in the workplace is making the employees to be provided with motivation so that they could feel satisfied in the place.

Long term goals with the improvement in performance

Management of resources and talent is required at the workplace so that they could meet with target and gaols. Short term goals are set for the particular passage of time which could make the workplace and management for developing the plan for integrating the resources and services.

Short term goals do not make the improvement in the performance of the employees and workplace for a long period of time. This makes the accomplishment of short term projects and the project that has been set for a short period of time.

On the other hand, long term planning makes the management of resources in advance so that it could help in meeting with the needs and could lead to improve the performance of the workplace. This makes it set the long term objectives and goals which could be achieved with the effective management of resources.

Viable correspondence helps in having great relations with the partners for improving their commitment to the organization. This makes me know their perspective and help me in finding various answers for the issues in the organization.

As I would like to think, arrangements can be separated from the arrangement of an inquiry by making the partners to have their enthusiasm for the business. The development point of view of the business depends on the venture made by the partner and relations the business persevere with the representatives (Ylirisku, et. al., 2016).

I likewise became more acquainted with the investigation of business condition helps in fortifying the arrangements and techniques of the organization by causing the representatives to have their dynamic commitment in it.

The accomplishment of long term goals could be made by developing and executing the plan which could establish the standard for improvement in the performance.

As per the evaluation, setting long term objectives is beneficial as this help in enhancing the performance and setting goals for the employees. The long term objectives set at the workplace create motivation among the employees and make them work for the achievement of the objective.

The recruitment and selection procedure of the workplace makes the development of a plan which could help in meeting with the needs of the workplace by hiring the respective personnel. This makes the workplace to have required personnel which could meet with the needs of the workplace. The hiring of the mentor in University is a long term objective as this will make the tutor to teach the learned for a longer period of time.

Management of resources

Recruitment and selection of qualified and knowledgeable employee are effective in nature in the workplace so that they can meet with their respective needs. This makes the University train and educates the personnel so that effective management of skills could take place and this would increase the suitability of the University.

The management of resources could be made by retaining the employees in the University so that that cost of hiring the new personnel would not take place in the University. This makes the management to develop the strategy for the motivation, performance appraisal, incentives and rewards etc.

These enhance the morale of employees makes them feel that their performance has been noticed and recognised in the workplace. The hiring of a new mentor in the University needs to be provided with proper induction programs so that he could make his best for delivering the services to the learners and students (Noe, et. Al., 2017).

The management of resources can take place with the development of programs that will help in developing the personnel profession and improve the behaviour. This will help in grabbing the attention of a large number of people. This also introduces a new base for the new mentor in the university for imparting knowledge and guiding the employees.

The development of areas of employees where there is a requirement, it will help in meeting with the needs of the university. The development of employees as per the requirement makes them be treated fairly and adequately with the use of fair methods.

The equal treatment provided to the employees in the system makes the management to manage the employees in an effective manner. This will increase the growth level and make the employeesretain within the workplace or university. The procedure for the recruitment is also required to be made with the use of an information system so that no biasness could take place.

This also ensures that technology has been used at a vast level in the University. This makes the transmission of the knowledge and information in the University in an easy manner and also help in enhancing the knowledge (Mao, et. al., 2016).

The employees are required to be provided with training for the use of technology which will help in meeting with the needs of the University as the communication channel gets improved with the impact of technology.

References

Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Harrison, F. and Lock, D., 2017. Advanced project management: a structured approach. Routledge.

Haufe, K., Dzombeta, S., Brandis, K., Stantchev, V. and Colomo-Palacios, R., 2017. Improving transparency and efficiency in IT security management resourcing. IT Professional.

Mao, H., Alizadeh, M., Menache, I. and Kandula, S., 2016, November. Resource management with deep reinforcement learning. In Proceedings of the 15th ACM Workshop on Hot Topics in Networks (pp. 50-56). ACM.

Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Sparrow, P., Hird, M. and Cooper, C.L., 2015. Strategic talent management. In Do We Need HR? (pp. 177-212). Palgrave Macmillan, London.

Squatrito, T., 2017. Resourcing Global Justice: The Resource Management Design of International Courts. Global Policy8, pp.62-74.

Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.

Wilton, N., 2016. An introduction to human resource management. Sage.

Ylirisku, S., Buur, J. and Revsbæk, L., 2016. Resourcing in co-design. In Proceedings of the DRS2016 conference, Design Research Society.

 

Leave a Comment