Attraction and Retention of Talent
Human resource management becomes an essential part of business world. Even though innovative technologies contributed to the business world and many processes are completed by the machines, the successful business is run when people monitor the working process, participate in it and do all possible to remain successful and effective. To have a successful profitable people, managers are to create a good team from talented people.
Attraction and retention of talents remains one of the main goals of the human resource managers in the company and the successful implementation of the programs connected with the issue may bring much profit for both sides. Retention and attraction of talents is one of the main issues for human resource managers in different companies and the problems and opportunities connected with the issue are going to be discussed below.
Considering the experiences of the respected companies in attraction and retention of talents, it may be concluded that the use of the brand of the employer is one of the main strategies applied for the issue. When a company is famous among people and its image is rather high, talented people are sure to go there in search for a job.
Having conducted a research in the sphere of influence of the brand image on attraction and retention of talents in the company, Botha, Bussin, and De Swardt (2011) prove the mentioned statement. A positive brand of the image and the correct use of this brand while attracting employees, their training and further treatment increases the chance of employing great talents in the company.
However, the authors of the research state that wrong use of the brand of the company while human resource management may cause undesired outcome and negatively influence talent attraction and retention (Botha, Bussin, & De Swardt, 2011).
Conducting a deeper research, the report ‘Talent Attraction and Retention in Larger Accounting Firms’ (2012) by Accounting and Corporate Regulatory Authority presents the following reasons as the main means for attraction and talents retention, prestige of working for a ‘branded’ firm, job security, steep leaning curve, opportunities for career progression, regular performance feedback, structured training, high future earning potential, benefits package, and compensation that commensurate with work efforts.
Trying to consider some of the issues in detail, it should be stated that attraction and retention of the talents is not connected with high salary at the earliest stages. Talented employees understand that to get good salary, they are to work more. Additionally, the retention of talented employees does not depend on their position while job placement, the possibility of training and career development are more influential factors which make talented people remain at work (Talent Attraction and Retention in Larger Accounting Firms 2012).
Therefore, it may be concluded that talented people are encouraged by the possibility to develop both personally and professionally. High positions at the beginning of their career are not that important how the possibility of the professional growth. Therefore, it should be mentioned that talented people are eager to come to the companies whose brand is known and its image is not spoiled.
Moreover, applying for a job, talented people do not expect to get the highest positions, they are eager to work hard and achieve higher positions by means of their talents. The presence of the training is an important factor for talented people as the y put much on personal development.
Developing Human Resources in Organisation
The role of human resources in the company cannot be overestimated, as the successful functioning of the organization is possible only when the employees personally and professionally grow. The world is changing, the approaches and means of work performance are changing as well. Absence of development may lead to the lack of competence.
The main idea of the human resource management is to consider the issues connected with the training and development of employees’ skills and personalities. It is impossible to lead business successfully without working hard with the staff. Developing human resources in organization, company invests into its successful functioning in the future. Trying to understand the main reason of development of the human resources and a detailed discussion of the issues is one of the main aspects of this discussion.
Development of the human resources is directly connected with the education and training. Working on the problems, employees usually refer to the knowledge and experience they have. Therefore, they work productively and successfully for some time. However, the absence of the appropriate training leads to the absence of the personal and professional development.
Employees may grow professionally within the frames of the company as they may get to know more in the sphere of the company performance, however, the personal growth is possible only when additional data is studied. Employers may offer employees to search for the additional knowledge personally, but in this case the systematic education serves better (Byrne 1999).
Developing human resources in the organization, the employer performs several functions. First of all, he/she cares for the employees employed in the company and for their personal growth which improves performance in the organization. Second, employer shows that the development of the staff is important and it improves the company image inside and outside the organization.
Finally, developing human resources, the company gives an opportunity for others to get to know about it as conducting international trainings, the company positions itself at the international arena as the caring company which is really important. Therefore, the development of the business relations may be considered as one of the factors of the successful development of the human resources (Leopold 2002).
Trying to understand the advantages of the human resource development in organization for an employee, the personal development should be put on the highest positions. Those employees who constantly learn something new and develop professionally are sure to experience personal growth. It is really important to grow personally as this is the guarantee of successful working performance, self-realization and increase of self-esteem.
In case the companies do not pay much attention to the employees’ development, the work becomes boring and unimpressive. Employees are not given an opportunity to offer creative realization of the ordinary problems. Studying is the way to know something new and the way to the development which is essential for company successful development. Standing at one and the same place does not allow the company to increase oits profit.
Human Resources Planning in a Changing Environment
Dwelling upon human resource planning as the part of the company strategy, it is important to understand the main idea of the issue. Human resource management has many definitions, however, the most extended and specific one is as follows, human resource planning is “a process of determining and assuming that the organization will have an adequate number of qualified persons available at the proper times, performing jobs which meet the needs of the enterprise and which provide satisfaction for the individuals’ involvement” (Pravin 2010, p. 108).
Trying to characterise the human resource planning, it should be stated that the main purpose of this procedure is to fulfil the goals and strategies of the company. Planning is really important in the present world. However, the changing environment creates a number of specific difficulties and barriers on the way to easy planning.
Therefore, planning cannot be called an easy process, as it should involve a number of processes, activities and tasks carried out on a continuous basis. One of the main challenges on the way of human resource planning is to cover the long-term periods. The tactics should be applied here to make sure that the long-term periods are realisable and the short-term tasks will be successfully met (Bandt & Haines 2004).
Trying to understand the principle of human resource planning in the changing environment, it should be stated that absence of planning leads to complete chaos. Even though the changing environment does not give an opportunity to remain assured in the predicted and presupposed outcome, planning is essential.
Human resource planning is the consideration of the future needs of the company. It is impossible to develop the strategy and the company purposes without planning future activities. Planning in the changing environment should be constantly supported with the research and amendments. Making planning as the essential part of company development, it is important to understand that having created a long-term plan, it does not mean that it remains unchangeable.
Further research in the sphere of company performance and making changes in the long-term planning is essential for successful realization of human resource planning. Successful planning is the one which is constantly supported, not the one which remains stable up to the final terms (Nissley 2004).
To complete planning successfully, the specific steps are to be followed. First of all, the company should establish a strategic planning committee. Then, the revision of the existing and previous plans should be completed with the purpose to understand the real estate of the company business.
Then, those who are going to deal with human resource planning should check the mission and the vision of the company in order to understand the direction of the company strategic development. Then, the strategic planning committee should define the issues and out of this data the goals and objectives of the company development are to be considered. Implementation plans development is the next stage in human resource planning.
It is important to evaluate the success of the company development under the created plan. As it has already been mentioned, constant research, consideration and consideration of the plan are the guarantees of the successful development of the company.
Getting down to human resource planning, it is important to ask the questions connected with the purposes of planning. The purposes help understand the necessity and rational basis of the planning. Finally, planning is the central basis of any business, it is impossible to work without strategic planning.
Reference List
Bandt, A & Haines, SG 2004, Successful Strategic Human Resource Planning, Systems Thinking Press, New York.
Botha, A, Bussin, M, & De Swardt, L 2011, ‘An employer brand predictive model for talent attraction and retention’, SA Journal of Human Resource Management, vol. 9, no. 1, pp. 1-12.
Byrne, SM 1999, The Value of Human Resource Development to an Organization; Providing Technical Assistance to Small Manufacturing Companies, Assistant Professor, University of St. Thomas. Web.
Leopold, J 2002, Human Resources in Organisations, Pearson Education, Oxford.
Nissley, N 2004, ‘Human resources and their development’, Human Resource Development and Environmental Change, vol. 2, pp. 1-15.
Pravin, D 2010, Human Resource Management, Pearson Education India, New Delhi.
‘Talent Attraction and Retention in Larger Accounting Firms’ 2012, Accounting and Corporate Regulatory Authority, pp. 1-28. Web.