Human Resource Management:Talent Acquisition

Human Resource Management:Talent Acquisition

For every Human Resource Department, they must major in talent acquisition since, through it, the organization gets skilled and highly experienced employees who provide quality work performance. Talent acquisition deals with finding talented employees who have specialized in certain areas, thus able to produce top-notch work that every manager would like to partner with them. For this to happen, the manager should deploy a high skill of sourcing and access to employees. They not only focus on full time employees but also part-time ones. Besides, there exist several advantages that come along with a good talent acquisition process, as discussed below.

Firstly, an effective talent acquisition enables an organization to save its resources which includes, funds and time, a factor that reflects the performance of a company over a specified period. When employees look at the relevant individuals, they need to establish several links that would enable them to get the right type of employees. They need not be in a hurry since people differ in their areas of specialization. They need to take time to get the appropriate ones who would fit in the job position and also face little challenges in that sector. It is because they can go to the wrong department, which will make them struggle and perform poorly. By doing so, the organization will have to recruit more people who will fit the description, thus spending more funds and time. Similarly, the organization’s performance can reduce due to the inadequate employees, therefore slow of the production process.

Secondly, talent acquisition leads to proper task allocation of every employee, thus an increase in the overall performance of the company. Managers who have adequate knowledge concerning talent acquisition will observe the procedures of getting the right employees. The procedure includes accessing fields, sourcing of the relevant individuals, recruiting them, and finally selecting them to the correct departments. By doing so, they will have an easy time coordinating with them since they know what the company expects of them. On the other hand, there will be fewer issues from departments since workers know their duties. They will uphold teamwork to work effectively and achieve their goals. Besides, efficiency in talent acquisition leads to competition among the employees. They will work hard to ensure they get rewarded for the excellent job done. As a result, the organization will record an improvement in the quality of services offered to its customers and thus attracting more of them, leading to its growth.

Similarly, there exists a process that managers should consider when deploying talent acquisition. Through the processes, they get the necessary team of employees who will impact positively to the organization. The processes include assessment. They need to look into the market and establish the right individual who suits the organization by considering certain factors. Examples include organizational culture, goals, and policies. Accessing will help acquire those who will match the qualifications of the organization. The second process involves sourcing, which seeks to identify potential individuals who have the necessary resources to work in the company. Managers create a pool of individuals in a position to work with them. After sourcing, managers will recruit the potential ones. Here, they can undergo an interview that would help establish the most competent individuals and highly skilled based on their job experience. Besides, managers can create several job descriptions to help categorize them into their field of specialization. The last process refers to the selection of individuals. Organizations have different ways of selecting people. Some offer an interview to help gauge their level of understanding. The can, as well as form a group, aim to eliminate bias during the process. Screening of documents such as resume can take place to ensure they do not hire inappropriate individuals leading to failure of the whole department. After the entire process, the right ones will get the opportunity to work in the organization.

Total Rewards

Organizations need to establish a good reward strategy that would help reward their employees accordingly and not to bring conflicts among them. Rewards have advantages for both employees and the organization. Those rewarded will gain confidence in whatever task they handle. The reward would have motivated them even to work more hard to achieve the long term goals set by the organization. Besides, they will always feel appreciated and thus able to sacrifice for the sake of the organization. On the other hand, those yet to be rewarded will put more effort into ensuring they get recognized. They will always work hard and improve the quality of their work. As a result, the organization will have fewer issues with its employees. They will only not lazy around but instead keep on consulting for improved service delivery. On the overall, the organization benefits as customers will continuously seek its services as it retains its employees.

Furthermore, a well-planned reward scheme helps managers in the human resource department to establish strong bonds with employees. Some of the reward strategies includes rewarding employees differently, use digital technology, among others. Firstly, rewarding employees differently help to meet their wants. They should give free will to decide whatever reward they want. After that, the organization will measure if the reward can be achieved or not. The idea helps individuals to feel rewarded and value the reward since rewards can be unique and special. An example includes offering trips to oversea countries. Secondly, most organizations do not use digital technology for conducting their operations. They only hold face to face talks which have significant disadvantages such as time consuming. The use of digital technology help organization to create a social media platform where customers can air out their views. Besides, employees can easily communicate by logging into the organizational portal, specifically the human resource department, and share their preferences. Notably, an organization with improved technology enjoys the benefit of rewarding customers and customer retention. Likewise, they use it as a competing tool for competitors.

Lastly, organizations can keep track of the cost incurred to run the reward programs. Managers can easily manage the program if they can gauge then cost incurred. They can decide to issue more rewards ton their employees, thus motivating them to work harder. As seen, organizations that watch their reward program, perform exemplary as compared to those that do not have the program. Employees get satisfied when organizations have a specific technique of rewarding them. They will always obey the set rules and work hard to develop the organization.

Mizoguchi, H., Wang, T., Kusaba, M., Fukumoto, K., & Yamada, K. (2019). Nicotine and varenicline ameliorate changes in reward-based choice strategy and altered decision-making in methamphetamine-treated rats. Behavioural brain research, 359, 935-941.

Palshikar, G. K., Srivastava, R., Pawar, S., Hingmire, S., Jain, A., Chourasia, S., & Shah, M. (2019). Analytics-Led talent acquisition for improving efficiency and effectiveness. In Advances in Analytics and Applications (pp. 141-160). Springer, Singapore..