Strategic Employee Resourcing

What does mean by strategic employee resourcing

Strategic employee resourcing refers to the process of identifying and acquiring the right people with the required skills, knowledge, and abilities to help an organization achieve its strategic goals and objectives. It involves taking a proactive and forward-looking approach to staffing, rather than simply reacting to immediate needs.

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Strategic employee resourcing involves a range of activities, including workforce planning, talent acquisition, employee retention, and succession planning. It requires a deep understanding of the organization's business objectives, as well as its current and future workforce needs. By taking a strategic approach to employee resourcing, organizations can ensure that they have the right people in the right roles at the right time, which can help them achieve their long-term goals and remain competitive in a rapidly changing business environment(Belcourt and Mcbey, 2016).

Steps that can follow for  Strategic Human Resource Planning

• Define the organization's strategic goals and objectives: The first step in strategic human resource planning is to clearly define the organization's overall mission, vision, and strategic goals. This will provide the framework for all subsequent human resource planning activities. strategic goals provide a clear direction for the organization and serve as a guide for human resources planning activities, such as recruitment, training, and performance management. For instance, to achieve the goal of expanding operations into two new geographic regions, the organization may need to hire new employees with specific language and cultural competencies. Additionally, to improve employee satisfaction and retention rates, the organization may need to invest in employee development programs or revise its compensation and benefits packages.
• Conduct a workforce analysis: This involves assessing the current workforce to identify strengths, weaknesses, opportunities, and threats. This analysis can include gathering data on demographics, employee skills and competencies, performance metrics, turnover rates, and other factors that may impact the workforce.   

Main Steps in Conducting a workforce analysis

1. Identify the current workforce profile: Collect and analyze data on the current workforce, including demographics, job titles, skills, education level, and performance.
2. Identify future workforce needs: Review the organization's strategic goals and objectives to identify the workforce needs to be required to achieve them. This may include hiring new employees, developing current employees' skills, or planning for succession.
3. Identify workforce gaps: Compare the current workforce profile to the future workforce needs to identify any gaps in skills, knowledge, or abilities. This may involve forecasting future demand for employees and comparing it to the current supply.
4. Develop a workforce plan: Based on the workforce gaps identified, develop a plan to address them. This may include recruiting new employees, developing current employees' skills, implementing new policies and procedures, or planning for succession.
5. Monitor and evaluate the workforce plan: Regularly monitor and evaluate the workforce plan to ensure it is achieving its objectives and adjust it as necessary based on changing workforce needs or strategic goals.

• Identify future workforce needs: Based on the workforce analysis, you can develop projections for future workforce needs, taking into account factors such as growth, turnover, retirement, and new business initiatives.
• Develop a talent management strategy: This involves developing strategies to attract, retain, and develop the right talent to meet the organization's future workforce needs. This can include developing recruitment strategies, creating a positive work environment, and providing training and development opportunities for employees.

Steps can follow to develop a talent management strategy

1. Conduct a needs assessment: Identify the organization's current and future talent needs by analyzing its strategic goals and objectives, workforce demographics, and skills gaps.
2. Develop a talent management framework: Establish a framework that outlines the key elements of the talent management strategy, such as recruitment, onboarding, performance management, succession planning, and employee development.
3. Define competencies and performance standards: Define the competencies and performance standards required for each position within the organization, to ensure that employees have the required skills and knowledge to meet the organization's goals and objectives.
4. Implement recruitment and selection strategies: Develop strategies for recruiting and selecting the best talent, including sourcing candidates, screening, interviewing, and selecting.
5. Develop employee training and development programs: Develop employee training and development programs that align with the organization's goals and competencies, to improve employee skills and capabilities.
6. Establish performance management systems: Develop and implement performance management systems to set performance goals, provide regular feedback, and evaluate employee performance.
7. Plan for succession: Develop succession plans to ensure the organization has the talent it needs to achieve its goals, by identifying key positions, assessing employee readiness, and developing talent pipelines.
8. Monitor and evaluate the talent management strategy: Regularly monitor and evaluate the talent management strategy to ensure it is achieving its objectives and adjust it as necessary based on changing workforce needs or strategic goals.

• Implement the plan: Once the strategic human resource plan has been developed, it needs to be implemented through a series of tactical steps. This can include hiring, training and development, performance management, and succession planning.
• Monitor and evaluate progress: It is important to monitor the implementation of the plan and evaluate its effectiveness over time. This can involve gathering data on workforce performance, employee engagement, and other key metrics to determine whether the plan is achieving its intended results.

Strategic employee resourcing framework (SERF)

The Strategic Employee Resourcing Framework (SERF) is a model for managing human resources in organizations. It was developed by David Guest and Jonathan Michie in the 1990s and is based on the idea that people are the most important resource of an organization(Guest, 1997).

SERF is a comprehensive framework that helps organizations to align their human resource strategies with their overall business strategy. The framework includes five key components:

1. Strategic analysis: This involves analyzing the organization's business strategy and identifying the key human resource issues that need to be addressed.
2. HR strategy: This involves developing a human resource strategy that supports the overall business strategy.
3. HR policies and practices: This involves designing and implementing HR policies and practices that are aligned with the HR strategy.
4. HR outcomes: This involves measuring the impact of HR policies and practices on organizational outcomes, such as productivity, profitability, and employee satisfaction.
5. Continuous improvement: This involves continuously monitoring and evaluating the effectiveness of HR policies and practices and making improvements as necessary.
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Overall, SERF provides a systematic and integrated approach to managing human resources in organizations, with the ultimate goal of improving organizational performance and achieving strategic objectives.

Reference

Anon, (n.d.). Diploma in Strategic Human Resource and Organizational Development and Strategic HR (PIM, Islamabad) – Pakistan Institute of Management. [online] Available at: https://www.pim.com.pk/product/diploma-in-strategic-human-resource-organizational-development-strategic-hr-pim-islamabad/ [Accessed 21 Apr. 2023].

Belcourt, M. and Mcbey, K.J. (2016). Strategic human resources planning. Toronto, Ontario: Nelson Education.

Guest, D.E. (1997). Human resource management and performance: a review and research agenda. The International Journal of Human Resource Management, [online] 8(3), pp.263–276. doi:https://doi.org/10.1080/095851997341630.

HR University (2023). What is Strategic Human Resource Management? YouTube. Available at: https://www.youtube.com/watch?v=2A_YrAVJukI [Accessed 16 Apr. 2023].