Talent Planning in Operation

Talent Planning in Operation: Talent planning is the first and hardest step of recruitment. It means deeply understanding the organization’s business goals and the competitive environment the organization functions in. It is a combination of understanding and predicating demand, while at the same time being educated and aware of the talent supply situation from all the sources that are available. 5 factors that affect an organisation`s approach to recruitment and selection:1- Image (Goodwill) of the OrganizationImage of the employer can work as a potential constraint for recruitment.

An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry.2- Cost Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. By this way the organization will have to select unqualified candidates which will slow down the company success3- Market rate fluctuation, economic condition It is affecting the existing employee and new hiring as well, it is required always change which may affect the company profit..

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..4- Government laws, regulation and approach Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Nationalization program, New roles and procedures.This restricts management freedom to select those individuals who it believes would be the best performers.

If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources.5- Competitiveness The recruitment policies of the competitors also affect the recruitment function of the organisations. To face the competition, many a times the organisations have to change their recruitment policies according to the policies being followed by the competitors. As a result of this Qualified candidates will be in high demand.Benefit of organisation by attracting and retaining diverse workforce are: It is important to retain a workforce of diverse, such as difference of age, sex, race, religion and culture etc.

People with different demographic differences working in the organization makes diverse workforce. And it is becoming more important for the organizations to know about these differences and how to manage it. Diversity is also the common issue in the workforce environment, in some companies employees often get discriminated or misunderstood because of the diverse features.1. Generate Profit Diverse knowledge and experiences can aid in generating profits. Diversity is a concept that is seen as having the potential to understand the international market, represent different customer bases, contribute diverse operational skills and help with decision-making and diverse age and experience provide different perspectives.

Race and gender also provide crucially different views in the workplace.2. Communication Having inside information on how to communicate and what a community wants in a product is a great asset. A multicultural company can penetrate and widen their markets with the knowledge of political, social, legal, economic, and cultural environments. Further, having someone within the organization who can negotiate and speak the language of the country is a very valuable asset to the corporation.

3. Better management of all employees Addressing issues of diversity and inclusion will enable an organization to institute or formalize non-discriminatory human resource policies and practices, increase transparency and consistency of its employment practices, and support better management and treatment of employees. Ultimately all employees will benefit from better management of human resources4. Improved creativity and innovation. Organizations that encourage and support workplace diversity are better able to attract and retain top talent from the diverse groups. In expanding the pool from which they hire and the resulting diversity of perspectives, approaches, knowledge and skills within the organization enables these organizations to boost their creativity and innovation.

This gives them considerable advantage in a highly competitive market.