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Latest posts by Prudence K. Magezi(see all)

    Employee resourcing is a segment of human resource management that deals with the recruitment or hiring and releasing of employees as well as managing their potential and performance while working for an organization. It is an essential part of the success of every business irrespective of size because it ensures that the company employs the right people. Effective hiring and firing is essential in attracting the best candidates which in turn reduces staff turnover and improves employee performance. Resourcing answers a number of organizational questions including whether a given individual is the right person to employ, while on the side of the employee, it answers the question of whether the give job and situation are right for him/her. In this case study, we look at resourcing, outlining atleast two central HRM objectives that
    resourcing facilitates. Further, we outline the various alternative recruitment methods, critically evaluating one 
    of the methods outlined, highlighting the merits and demerits of the methods chosen from both employer’s and employees’ perspectives.

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    HRM Case Study


    Key Learning Outcomes

    By the end of the case, students should be able to:
    • Define resourcing and outline at least 2 central HRM objective that resourcing facilities. 
    • Understand the various alternative recruitment methods and critically evaluate one of the methods outlined highlighting the merit and the demerit of the method chosen from both employers and employee perspectives.
    • Apply theory to practice to enhance the credibility and depth of your understanding of the various aspects of Human
      Resourcing.

     

    Assignment questions

    • Define resourcing and outline at least two (2) central HRM objectives that resourcing facilitates. (Taylor, S (2019). p. 2-6).
    • Outline the various alternative recruitment methods and critically evaluate one of the methods outlined, highlighting the merits and demerits of the method chosen from both the employer’s and employees’ perspectives. (Taylor, S. (2019), p. 169-181).
    • You are required to provide examples of practice to enhance the credibility and depth of your understanding of the various aspects of Human Resourcing. You are also required to support your answers with academic and professional references/sources and statistical data where necessary. Harvard Referencing style should be used in this essay. You are required to provide a list of references in Harvard Referencing format.

     

    1.0 INTRODUCTION


    Employee resourcing is a segment of human resource management that deals with the recruitment or hiring and releasing of employees as well as managing their potential and performance while working for an organization (Pilbeam and Corbridge 2010; LLes 2013; Taylor 2019). Resourcing is an essential part of the success of every business irrespective of size because it ensures that the company employs the right people (LLes 2013). 

    In fact, Taylor (2002) and Dainty (2009) have argued that effective hiring and firing is essential in attracting the best candidates which in turn reduces staff turnover and improves employee performance. Resourcing answers a number of organizational questions including whether a given individual is the right person to employ, while on the side of the employee, it answers the question of whether the give job and situation are right for him/ her. Taylor (2019) opines that procedures of resourcing should be able to employ selection, utilizing evidence-based tools in order to determine the person most qualified and fit for the given job. 

    LLes (2013) posited that as long as a clear resourcing system is followed, the organization is bound to outperform competitors. On the other hand, failure to put in place a clear resourcing procedure can put an organization at a competitive disadvantage, resulting from a number of issues including high turnover as well as poor resource management among others. Resourcing therefore entails a number of methods utilized by employers in resourcing in a way that enables them to achieve their key goals (Taylor 2019). It involves staffing, performance, administration and change management. 

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