Resourcing academic assignment essay -

TMA 04

The topic I have chosen for this TMA from the study section of block 5 of my course is

resourcing. I am going to implement my learning and I am showing my understating for the

topic by the practical implication to the Human Resourcing Limited. Human Resourcing is a

recruitment consultancy that specialises in recruiting Human Resource and Training

professionals, predominantly for the South Wales and South West market.

Question 1:

Briefly define what you understand by the HRM topic you have chosen. You must use the

course materials and examples from your chosen organisation to show your understanding?

Resourcing:

According to this topic resourcing the first thing after studying it in this course we get it is

HR function that goes about resourcing an organisation with people, and the various related

issues that need to be considered. In this topic we are basically covering five major things

which are: HR planning, contracts of employment, recruitment, selection and retention.

According to this study we are introduced to the topic of resourcing by exploring above five

ingredients of resourcing. Resourcing refers to activities hiring new employees for an

organization, make contracts with the employees, how to retain their loyalty with the firms.

Basically it covers all the aspects which are related to the hiring people to work with your

organization. By using this you hire people who are best fit to the place for which they have

been chosen. For this different techniques and HR planning is done. It is a systematic way to

get appropriate people. For example in our chosen organization named as human resourcing

limited uses these techniques and tools for the recruitment of people foe their organization

and as for the other organizations. They are expert in hiring suitable and potential people for

specific jobs. That is why other company request their services for the human resourcing. It is

because they use such techniques like; Job Profiler™ is a powerful tool designed to take the

guesswork out of the most intangible element in any recruitment process....personality, online

personality performance indicator TM.

These are the reasons because they are called specialist

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in HR and personnel recruitment. As they says, “we listen ....listen to your requirements

....listen to your timescales and budgets ....listen to your concerns ....listen to how you like a

recruitment partner to act.” This is because they use the five ingredients of the resourcing in

an efficient manner that they are the first priority for other organizations to recruit personnel

for them.

Question 2:

Outline and critically evaluate a key strategy, event, initiative or problem specifically

involving your chosen HRM topic in your chosen organisation. Discuss the nature of what

happened and the impact on key stakeholders involved. Refer to course concepts where

appropriate?

Human resourcing limited has been offering their services in HR and training recruitment

since 2001. They were having unique functional specialism to generate an unparalleled

database of candidates from Board level to Trainees for permanent and interim appointments.

When they are hired they get the data based perform Job Profiler™ and online personality

performance indicator TM.

And by these means they get the employees for the specific

organization. The problem few years ago was seen that the some employees did not come fit

to the organization and they raised a turnover in the organizational level. The most of the

companies contacted back to the human resourcing as they were considering it the human

resourcing fault that they did not get the appropriate employees for their specific

organizational environment and needs so that the selected personnel get adjusted with the

organization. So for this purpose the human resources developed the NVQ. In this they assess

the overall constraints and traits of an employee and put it on the database then an

unparalleled database of candidates is generated that clients can access without any initial

cost – only ultimately incurring a fee should we successfully fill your vacancy. To make this

whole process clean and error free human resourcing arranged internal and external verifiers.

Internal verifiers are designated to carry out quality checks on the work of NVQ Assessors to

ensure assessments are fair and consistent with the assessment criteria. External verifiers visit

NVQ centres to ensure the assessment process is carried out properly. In this way the process

of recruitment was polished in this way that the process of resourcing make and implemented

in the most significant and proficient manner that the right person would go the right place.

As the critically viewed this specific event accompanied with the problem we see that there



are basically five functions; HR planning, contracts, recruitment, selection and retention.

Firstly the human resourcing was simply having a data base of the employees who send their

CV and they simply put them in the database after a little bit evaluation. And when a

company hires them for the purpose of resourcing, they simple evaluate the qualifications,

requirements and recruit the person for the firm. But when there raised the problem with

retaining problem, the human resourcing thought to re-evaluate their processes of operations.

The main problem that they get in their old system was; they were having problem with their

Human resource planning. Actually they do not properly evaluate the environment and needs

of the firm. Similarly they don’t have proper look over the future HR needs. After getting this

they emphasize these four components majorly that are named as analysing the environment;

forecasting future HR needs; analysing the current situation and projecting forward; and

reconciliation, decisions and plans. These all needs and processes are now being handled by

the internal and external verifiers as defined above and then they developed the NVQ that

helps them to have a better employment options. As the other recruitment and selection

process were evaluated then we saw that there is no such as problem that can be a cause to

the problem of retention. All we found that the problem was relating to the HR planning that

further goes on and caused a big flaw in the retention of the employment.

Figure 1: Humane resourcing limited modified process flow chart



Question 3:

Why is your chosen HRM topic important in your chosen organisation and others like it in

the same sector? Critically analyse and discuss the issues you have described for the practice

of HRM in your chosen organisation and others like it. Illustrate your answer with examples?

Resourcing and Recruitment is almost central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect on its

profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to

labour shortages, or problems in management decision making. Resourcing is however not

just a simple selection process and requires management decision making and extensive

planning to employ the most suitable manpower. Competition among business organisations

for recruiting the best potential has increased focus on innovation, and management decision

making and the selectors aim to recruit only the best candidates who would suit the corporate

culture, ethics and climate specific to the organisation. The human resourcing limited is the

company which offers its services to the other organization for the purpose of the recruiting

Human Resource and Training professionals. It uses Successful recruitment methods include

a thorough analysis of the job and the labour market conditions and interviews as well as

psychometric tests to determine the potentialities of applicants. HRL also focus on interviews

and assessment with emphasis on job analysis, emotional intelligence in new or

inexperienced applicants and corporate social responsibility (CSR). Other techniques of

selection that have been described include various types of interviews, in tray exercise, role

play, group activity, etc.

It basically focuses on all these as because resourcing is the backbone to the management

process of any organization. Similarly the process of recruitment does not however end with

application and selection of the right people but involves maintaining and retaining the

employees chosen. Despite a well drawn plan on recruitment and selection and involvement

of qualified management team, recruitment processes followed by companies can face

significant obstacles in implementation. Theories of HRM may provide insights on the best

approaches to recruitment although companies will have to use their in house management



skills to apply generic theories within specific organizational contexts. So the HRL uses

many tools and methods to have better recruitment and retention of employees. HRL satisfies

it’s Clients by providing them recent years from their expertise in recruiting NVQ Assessors,

Internal Verifiers and Centre Managers within this specialist area. They help them to train the

employers of different companies by how to retain their employees and maintain the working

potential up to the mark. As this company was firstly don’t have a planned and systematic

way to recruit employees. That’s why some of its clients have to face much more loses due to

the unexpected employees turnover. So the pressure was increasing on them. As the most of

the operation of this firm are related to the resourcing, so they took decision to change it

according to their requirements. By many other means and way this resourcing topic is much

more related and important to the human resourcing limited and many other companies like

this. Most of them have been discussed before. Furthermore if your process ids up to the

mark in the resourcing:

It will raise the good will of the company

More clients will be attracted towards HRL.

Profitability would increase.

More horizons will be opened for HRL and it will be welcomed in other areas.

Clients satisfaction would increase

It would help to clients of HRL to meet their goals and requirements.

The loyalty of the employees will increase

This resourcing is also important for such companies because:

It is company investment in costs of recruitment

Company reputation as an employer

Company reputation as a business

Company liability for claims of unfair discrimination

Achieving the "buy-in" from the candidates with the skills you need

In short if we examine the companies like HRL; the resourcing is the basic business of them.

They have not to be good but to be best in this field. Failing to do so, they are going to lose

their good will, profits and futuristic progress too. It is all because resourcing is the central to

any management process.



References

Article:

Papers For You (2006) “P/HR/254. HRM: methods of recruitment and selection",

Available from http://www.coursework4you.co.uk/sprthrm18.htm[22/06/2006]

Company:

Human Resourcing Limited

Princess House

Princess Way

Swansea

SA1 3LW

http://www.humanresourcing.co.uk/

Book:

Legge, Karen (2004). Human Resource Management: Rhetorics and

Realities (Anniversary ed.). Basingstoke: Palgrave Macmillan.



http://www.coursework4you.co.uk/sprthrm18.htm%5b22/06/2006

http://www.humanresourcing.co.uk/

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Resourcing academic assignment essay -