Resourcing talent Essay Example for Free

Resourcing talent Essay The aims and objectives of this report are to: identify factors affecting an organization’s approach to attracting talent explain the benefits of attracting and retaining a diverse workforce describe factors affecting organizational approach to recruitment and selection give examples of recruitment and selection methods explain the purpose of induction and give a sample induction plan 2. ATRACTING TALENT 2. 1. 4 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO ATTRACTING TALENT An organisation’s ability to attract talent from outside depends on how potential applicants view the company, the sector in which it operates and its culture. This is why BRAND IDENTITY seems to be one of the most important factors influencing an organisation’s approach to attracting talent. The top-notch candidates will always ask ‘what’s in this for me’? ‘Unless a business is a brand new start-up, they’re likely to have an existing reputation as an employer – whether this is intentional or not. Given that potential new employees make decisions about joining based on this impression, it pays to define a strategy to make sure the right (and real) messages are being heard. ’ (http://www. pageexecutive. com/insights/talent-attraction-through-employer-branding). WORKFORCE PLANNING which is company likely needs for talent is another very important factor. An organisation’s approach to attracting talent is determined by its workforce planning (WFP). This means: predicting organisation workforce requirements by taking into account: existing skills, training and development, retention, career progression, staff turnover, external factors like: economic climate, demographics, working patterns, and most importantly the demand and supply in labour market. Organisations need to have strategic approach to attracting talent and need to understand the importance of investment in human capital. Talent strategy must be as close to corporate strategy as possible. SIZE OF ORGANIZATION – A small organization cannot have same staffing practices which a large organization may have; it may not be able to attract highly talented staff. Even if it tries to do so it may increase the staffing cost. TYPE OF TALENT THE ORGANISATION IS LOOKING FOR is a very important factor in organisation’s approach to attracting potential employees. For example the level of staff required will determine the recruitment pool, low level team members will be easy to find locally whilst to find a senior manager or a director a company may have to resource internationally. Other factors influencing a company’s talent management are: type of product/services the company is delivering, recruitment tools/methods available, the labour market, national as well as international, legal factors, socio-culture factors or political influences. 2. 2. CIPD POINT OF VIEW ON TALENT MANAGEMENT HR professionals have a very important role in talent management. They have to understand the 4 areas of talent management which are: attracting, developing, managing and evaluating talent. In the current uncertain economic climate strategic approach to talent management is even more important than ever before. 3. A DIVERSE WORKFORCE 3. 1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE WORKFORCE Diversity is the art of thinking independently together’ Publisher Malcolm Forbes People need to be treated differently in ways that are fair and tailored to their needs but in ways that are aligned to business needs and objectives (The business case for diversity). There are many advantages of a diverse workforce: WIDENS THE RECRUITMENT POOL ACAS points out that the working generation is getting older therefore people from different cultural ; ethnic backgrounds are entering the workforce. REDUCES LABOUR TURNOVER – looking at the UK labour market in the last 10 years, foreign workers are more motivated to work for lower salaries than people living permanently in the UK. They tend to stay in a job for long mainly due to their financial commitment to families living abroad. GIVES GOOD CORPORATE REPUTATION and this helps to attract talent. Organizations with high level of diverse workforce are valued by many people e. g. large supermarkets by having a diverse workforce on the shop floor help international customers to communicate with staff in their own languages. Other benefits of a diverse workforce include: it’s a key to fostering new ways of thinking, opens up a wealth of possibilities and helps to encourage creativity and foster innovation, gives bias-free people policies and working practices, helps to develop new products and practices, opens up new markets and provides due diligence against discrimination claims. 3. 2. CIPD POINT OF VIEW ON DIVERSE WORKFORCE Recognizing and valuing diversity is crucial to good people management practice. HR practitioners have important role in creating inclusive workplace. CIPD advises to companies to go beyond legal compliance with anti-discrimination laws and create diversity strategy or they will become less attractive to potential employees. Company diversity strategy needs to support business objectives and strategies. 4. RECRUITMENT AND SELECTION 4. 1. 3 FACTORS THAT AFFECT AN ORGANISATION’S APPROACH TO RECRUITMENT AND SELECTION Recruitment and selection is the process of having the right person, in the right place, at the right time. It should be affected by current needs as well as future plans (see workforce planning, page 3). One of the factors that can affect an organization’s approach to recruitment and selection is the EQUAL OPPORTUNITIES LEGISLATION. Companies should ensure that they take account of equality and diversity at all times. Organizations should monitor whole recruitment processes continuously to ensure their validity, and that they are non-discriminatory. Advice and guidance is provided by Equality and Human Rights Commission, for example wider advertising, flexible working hours arrangements or child care vouchers for employees. THE SIZE OF THE COMPANY AND RESOURCES AVAILABLE – small companies will have to use different recruitment and selection methods that the larger ones. The infrastructure and finance will determine if it’s a newspaper advert or TV campaign, for example: ‘Join the Army’ Campaign being used to recruit candidates. Also a small organisation will not be able to use assessment centres or psychometric testing due to low budget available. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. Other factors include: costs, recruitment policy or unemployment rate. 4. 2. 3 DIFFERENT RECRUITMENT METHODS There are many recruitment methods available on the market including: advertising, agency, website, word of mouth, newspaper, posters, ‘milk round’, internships, head hunters, recommend a friend scheme, social media: Facebook, LinkedIn, job centre, etc. For the purpose of this exercise I will describe 3 methods in a table below: RECRUITMENT METHOD BENEFITS OTHER COMMENTS Advertising on the website Cost effective Creates employer’s branding Easily accessible Gives understanding of organization’s culture Broad recruitment pool HR managers are actively involved in recruitment and selection Recruitment agency Time effective Efficient Broadens the recruitment pool High standard UK eligibility and CRB checks done Is used to hire management level employees, mainly by larger organizations Recommend a friend scheme It’s less expensive than agency It comes with a recommendation of someone we already trust Used to employ all levels staff from waiters and chefs to senior management There is a risk of discrimination claim Source: Aleksandra Wozniak 2013 4. 3. 3 SELECTION METHODS There are many selection methods, including: assessment centres, speed networking, psychometric testing, daily trail – role practice, competency based interviews, telephone interviews/screening, group interviews/exercises or occupational tests. For the purpose of this exercise I will describe 3 methods in a table below: SELECTION METHOD BENEFITS OTHER COMMENTS Assessment centre Creates employer’s branding Time effective It’s expensive Doesn’t give understanding of organizational culture Face to face interview Time effective Efficient Cost effective Availability to see candidates’ attitude Opportunity for probing Needs good preparation Should be done by a trained and experienced interviewer Psychometric tests Gives highly predictive results Improves the efficiency of the recruitment process There is a risk of standardisation Source: Aleksandra Wozniak 2013 5. INDUCTION Induction is the process of familiarisation with the organisation and settling into the job (acas. org. uk). 5. 1. PURPOSE OF INDUCTION 1. Social welcome – employees feeling valued 2. Introduction to the Company’s culture 3. Physical orientation 4. Explanation of employee’s benefits: staff discount and pension scheme. 5. Check of eligibility to work in UK 6. Explanation of house rules – staff uniforms, reporting absences, etc. 5. 2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS Most labour turnover is among new employees, and work efficiency is reached only after a period of learning and adjusting to the new environment. Induction benefits for individuals are: Builds positive attitude of the company Allows quick adjusting, especially for school leavers or people returning to the workforce Saves time The benefits of induction for an employer are: The chance to build on the positive attitude of the new recruit To answer their anxieties about how well they will get on with their co-workers and understand the standards and rules of the organisation Chance to welcome new employees and build on their positive attitude and enthusiasm for their new job An opportunity to familiarise new members of staff with your organisation To introduce them to their immediate colleagues and other members of the wider workforce Health and safety, equality and discrimination Case study illustrating the result of the lack of an induction process: A new employee starts on a Monday, reports to reception and no one knows he is due to start work on that day. He is sent to room 302 where 3 very surprised team members welcome him in a cold way. It transpires that the desk and computer are not ready and he has to share a desk with one of his colleagues. The new starter feels very lost and disappointed. He doesn’t know who to ask for help and find out only after going back home and visiting the web site. He contacts HR but the situation isn’t resolved until the following week. He doesn’t think positively about his new company and starts regretting quitting his last job. 5. 3. INDUCTION PLAN A copy of an induction plan should be kept by new starter to enable him to follow what is happening and will act as a reminder of anything missed or that needs particular attention. POSITION: EMPLOYEE START DATE: NAME: INDUCTION COMPLETION DATE: SIGNATURE: AREAS TO BE COVERED WHEN WHO HOW COMMENTS PERSONAL DOCUMENTATION/ ELIGIBILITY TO WORK IN UK CHECKED First day HR Take copies P45 First day HR Take copies NIN First day HR Take copies INTRODUCTION TO THE COMPANY First week Line manager Presentation Who’s who History Products/services/markets Future plans and developments TERMS AND CONDITIONS OF EMPLOYMENT First day HR Written Written terms and conditions issued Contract of employment issued Hours, breaks, method of payment Holidays Clocking on/flexitime/reporting procedures Probationary period Period of notice Sickness provisions Pension provisions Maternity/paternity/parental leave provisions AREAS TO BE COVERED WHEN WHO HOW COMMENTS EQUAL OPPORTUNITIES POLICY AND WORKER DEVELOPMENT First week HR Verbal/Written Equal opportunities policy Training needs and objectives Further education/training policies Performance appraisal Promotion avenues Policy/procedures to prevent bullying and harassment WORKER/EMPLOYER RELATIONS First week Line manager Verbal Trade union membership Other worker representation Worker communications and consultation Grievance and disciplinary procedure Appeals procedure ORGANISATION RULES First week Mentor/Buddy Verbal/Coffee chat Smoking policy General behaviour/dress code Telephone calls/emails and use of the internet Canteen/break facilities Cloakroom/toilets/lockers HEALTH AND SAFETY First week Safety officer E learning Risk assessment Emergency procedures AREAS TO BE COVERED WHEN WHO HOW COMMENTS Awareness of hazards – any particular to type of work Safety rules Emergency procedures Clear gangways, exits Location of exits Reporting of accidents First aid Personal hygiene WELFARE AND WORKER BENEFITS/FACILITIES First month Section supervisor Coffee chat Sports facilities Protective clothing – supply, laundry, replacement Transport/parking arrangements Company discounts THE JOB First week Mentor/Buddy Coffee chat Introduction to manager/supervisor Requirements of new job Standards expected Co-workers Supervision and work performance appraisals Source: Induction, Appendix 3, acas. org. uk with small changes by Aleksandra Wozniak 2013 6. 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Turkey :: essays research papers fc

Because of the war women gained the right to vote to vote. In 1946, the multiparty era began. A military junta seized power and governed from 1960 to 1961. In 1961, a new constitution was ratified, and elections began. The 70’s were a time of political violence and economic uncertainty. Because of this, in 1980 a second junta was formed, which instituted martial law and abolished all political parties. The second junta was dissolved because of a new constitution, adopted in 1982. Turkey then became a republican parliamentary democracy. The country of Turkey is a republic led by an elected president, which is similar to our country. Their president is H. E. Ahmet Necdet Sezer. He is the commander- in- chief of the armed forces, he is presiding officer at cabinet meetings, and the head of state. The Executive branch is made up of the chief of state, which is President Ahmet Necdet Sezer; the head of government is Prime Minister Bulent, who represents the majority party or coali tion in Parliament. The cabinet consist of Council of Ministers appointed by the President. The cabinet members are nominated by the Prime Minister and elected by the President. The President of Turkey is elected by the Grand National Assembly for a seven year term. All citizens over 20 years old are entitled to vote. The legislatue of the country is the Grand National Assembly, which is the Parliament of Turkey. They have the power to make laws, ratify treaties, and declare war. But unlike our Congress they are an unicameral legislature. This means that they only have one house of legislature. The Grand National Assembly consist of two chambers, the National Assembly and the Senate. The National Assembly consist of 450 members, who are elected for 4 year terms by the people. The Senate has 150 members, plus 40 others who are not elected, but appointed as members for life. The elections were last held April 18, 1999. The seats held by varies parties are subject to change due to defe ctions, creation of new parties, and ouster or death of sitting deputies, as of January 1, 1999. They receive their power from the Constitution of 1982. The Assembly is headed by the Prime Minister, Bulent Ecevit. Parliament in Turkey’s electoral system are elected according to the proportion of votes they attract, rather then with the most votes won. A party needs 10% of the national vote before it can be considered for a seat in Parliament.

Is the Death Penalty Right or Wrong?

â€Å"For centuries the death penalty, often accompanied by barbarous refinements, has been trying to hold crime in check; yet crime persists. † This was a quote from Albert Camus; he is questioning the death penalty, by declaring that crime rates haven’t decreased. The death penalty is a court sentence of death by execution. To many, the death penalty is right because it protects people from harm. To take one’s life as capital punishment is wrong, we, America should seek new disciplinary actions to stop crime. When a person is put on death row, mostly likely nobody exactly knows if the person actually did the crime, evidence shows many things but doesn’t accurately confirm if somebody did something. It isn’t right to kill someone and not know exactly if that person did the crime. According to the Death Penalty Information Center website since the year of 1973, 139 people in 26 states have been released from death row with evidence of their innocence. Also, of the 5,500 inmates currently on death row, at least 14 percent are believed to be innocent, according to the statistics provided by the Death Penalty Information Center in Washington, D. C. These two statements prove that people, who are put on death row, aren’t always the doers of the crime. Your life is basically over when your put on death row, to be on death row for a crime you didn’t even commit must be terrible. Various statistics show that the defendant’s income level has lots to do with either a person is put on death row. â€Å"Death sentences are imposed in a criminal justice system that treats you better if you are rich and guilty than if you are poor and innocent,† Bryan Stevenson explains. When you are getting treated better than another person, you are more likely going to get the better side in everything, so no death penalty for you, while the other person, who is poor and innocent, is getting the death penalty. To Helen Prejean, she believes that the poor are selected to die in this country and also that, money gets you good defense, which is why you’ll never see an O. J Simpson on death row. Helen is right, to me, because if you have money in this world you can practically buy almost everything, including a well respected lawyer. With the right resources a guilty man can be put off death row and into prison for maybe a few years unlike, an innocent man who doesn’t have the right resources, be put onto death row.

Violence that Took Place in the Twentieth Century - 905 Words

In the twentieth century humanity experienced violence on a wider scale than ever before. This violence took the name of war, revolution, genocide, as well as various other attempts to provide an explanation for the amount of human sacrifice and loss. Through these events billions of people came face to face with experiences that challenged their concept of humanity. Humanity is a seemingly well founded idea that humans were innately separate from beasts and animals; this idea is required by a central technology to the human experience, civilization. In the twentieth century the world realized how thinly veiled the mask of civilization was through their experience with World War 1, embraced its newly discovered savage nature with radical political ideologies, and through much struggle grew from the kill-or-be-killed mentality. For the majority of the twentieth century Europe had experienced domestic peace and throughout this time many became unaccustomed with war. When tensions came to boiling point in England the country made the decision that it was necessary to go to war. A scholar writes â€Å"I spent the evening walking around the streets specifically in the neighborhood of Trafalgar Square, noticing cheering crowds†¦ average men and women were delighted at the prospect of war.† So at least in England they were seemingly ready for war and encouraged their government to pursue its interests no matter the cost. This sentiment is similarly expressed in other European nationsShow MoreRelatedCrimes in Rwandan Genocide, the Algerian War, and the Holocaust1444 Words   |  6 PagesIn the twentieth century there were many horrific events where civilians were sought out to be exploited in very violent manners. 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