Strategic Resourcing Essay

It was identified earlier that strategic resourcing should be seen as an integrated whole with common features and issues driving and challenging it. An integrated resourcing strategy would incorporate consideration of long-term resourcing objectives, from work design through recruitment, deployment, assessment and reward, whether that be the pursuit of quality, cost leadership, or innovation. recruitment and selection, appraisal and reward. The same themes of exchange, fairness, integration and line management implementation apply equally to all aspects of resourcing
Resourcing:
The starting point of discussions of resourcing typically centres on identifying and filling gaps in the organisation. While recruitment and selection may be an option, …show more content…
The overall purpose is to enable employees simultaneously to improve their individual performance and to contribute towards organisational goals. This takes the form of ongoing interaction between line manager and employee, usually bolstered by regular formal discussions between the parties.
Appraisal techniques provide the opportunity for understanding workforce performance and competencies, thereby contributing to the development of strategic HR policy. Maintaining an exchange focus we can also explore the use of staff surveys and interviews as a way of gauging the climate within the organisation – how the employees feel about it. Surveys of business and organisations offer a range of opportunities for strategic development but also face distinct challenges (Dillman …show more content…
However, the perspectives are not mutually exclusive in terms of concept, design and task. Organisations require a balance between control and motivation.
Employees are not merely passive recipients of management strategy; workforce perceptions and interests actively influence the interpretation of management action and shape behaviour in light of that perception. The context for HRM is continuously changing; internationalisation of labour, increases in education, changing demography, reassessment of personal priorities and higher expectations of a well-informed and media-savvy generation all shift the agenda for the employee and ultimately affect the balance of power in the employment relationship. Focusing only on personal qualities or performance as defined and desired by the employer fails to recognise the employees’ power in and contribution to actively constructing the employment