Talent Planning Within an Organisation

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

This paper is going to describe OCBC’s unique approach to talent management and development. Compare OCBC’s approach to talent management and development to other organizations you are familiar with (e.g., current or past employers, a family business). Explain how OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. Evaluate the extent to which OCBC’s approach to talent management and development fits other organizations or industries, including some limitations if applied elsewhere without modification.

Similar to the state job services, utilizing a staffing agency is a targeted recruitment effort. Essentially, Tanglewood would be outsourcing it recruitment process to the staffing agency. This type of recruitment would target applicants that specialize in the retail industry. A benefit to outsourcing it is that the employees provided are temporary, allowing Tanglewood to hire permanently only those that best fit the organization. A staffing agency would provide Tanglewood with a smaller, specialized, pool of applicants.

A case study into the recruitment and selection processes at Tesco and how they link to business success.

Recruitment agency: benefits of recruiting through an agency are, the agency work with the company’s requirements/specifications to filter candidates for interview process, the agency can be involved at interview stages. More time efficient and effective than a manager searching through a number of applicants and CVs.

The purpose of an induction is essentially to introduce a new employee to the organisation, and to help them become effective in their new role as quickly as possible. Inductions often include new starters gaining an understanding of what is expected of them in their role, their responsibilities, and the organisation’s culture, this benefits the employee as they have a greater understanding of their job and have an opportunity to ask any questions. The organisation is benefited also as it allows them to make sure there is no misunderstanding at the very beginning of the employees contract.

To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent

This is a quick and easy way to notify the market about the available jobs in the company and attract a large number of candidates. Newspaper ads are also less costly compared to using headhunters for finding the right candidate.

Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They work for a fee and often specialise in particular employment areas.

Important documents need to be produced when recruiting and these include a job advertisement, job description and job specification

Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there. It is also important to have a systematic induction programme, spread out over several days, to cover all the aspects in the shortest effective time. The advantages of induction training are that they are cost-effective and to have the opportunity to learn whilst doing training alongside real colleagues. The disadvantages of induction

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

Individual differences- attracting a wide choice of applicants will be of little use unless there is a measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience

If internal recruitment is not an option / has been unsuccessful, companies will the need to advertise to a wider audience. An employer will need to decide which method of recruitment is most suitable for the role and organisation. Common recruitment methods include advertising on the company’s own corporate website, using internet based jobsites, recruitment agencies, local or national press, job centre plus or employee referral schemes. The CIPD resourcing and talent planning survey (2013) lists the top 5 methods of recruitment as,

Having a functioning and efficient talent acquisition team is of vital importance to a firm. In a time where firms have to make quick decisions in order to remain relevant and profitable, availability of the right labor does not always keep up with the need. Not having a functioning talent acquisition strategy can be detrimental. It is essential that talent acquisition be accurate and timely as it “is the only function within HR that can destroy the business and HR” (Truitt, 2013). In order for the talent onboarding to be timely and successful, the search, vetting and hiring of talent will require appropriate acquisition actions. “The selection of tools, technology and outsourcing partners is a key element of a company’s talent acquisition strategy” (Erickson, 2012).