3RTO Web
Resourcing Talent – (3RTO)
Activity 1
Diversity means variety. Diversity is about “valuing everyone as individuals, as employees, customers and clients” (CIPD 2010a).
The benefits of diverse workforce are immense. Since the primary purposes of an organisation are to survive and develop so that it continue to provide the best possible service for its public or provide the highest return to its shareholders, in order to achieve this, the organisation needs a knowledgeable and competent workforce. It is a huge advantage if organisation has access to a diverse workforce as this means they have access to a wide range of people with a variety of views, abilities and outlooks – all of which can enhance the business. This people will bring “fresh” ideas into organisation and will more likely to cope better with challenging situations which is extremely important for any business in a current economic environment.
Ensuring that the organisation has the right resource, capability and talent to achieve immediate and strategic ambitions now and in the future is the main goal of resourcing and talent planing.
There are many different factors that affect an organisations approach to attracting talent:
unemployment diversity skill shortages demographics work life balance
For example, for a larger organisation it would be much easier to find and attract the potential candidate as they would be more financially able to advertise a post to get a larger number of applicants.
Skill shortages – organisations are competing for people who possess exceptional knowledge and rare competences. Knowledge of not one but two or three foreign languages is a common practice nowadays. Labour market conditions have an affect - supply and demand of labour is of a huge importance in affecting recruitment process.
It is worth mentioning here an hourglass-shaped labour market - where there 's work at the top and at the bottom but without mid-level jobs. This is quite an issue at
Activity 1
Diversity means variety. Diversity is about “valuing everyone as individuals, as employees, customers and clients” (CIPD 2010a).
The benefits of diverse workforce are immense. Since the primary purposes of an organisation are to survive and develop so that it continue to provide the best possible service for its public or provide the highest return to its shareholders, in order to achieve this, the organisation needs a knowledgeable and competent workforce. It is a huge advantage if organisation has access to a diverse workforce as this means they have access to a wide range of people with a variety of views, abilities and outlooks – all of which can enhance the business. This people will bring “fresh” ideas into organisation and will more likely to cope better with challenging situations which is extremely important for any business in a current economic environment.
Ensuring that the organisation has the right resource, capability and talent to achieve immediate and strategic ambitions now and in the future is the main goal of resourcing and talent planing.
There are many different factors that affect an organisations approach to attracting talent:
unemployment diversity skill shortages demographics work life balance
For example, for a larger organisation it would be much easier to find and attract the potential candidate as they would be more financially able to advertise a post to get a larger number of applicants.
Skill shortages – organisations are competing for people who possess exceptional knowledge and rare competences. Knowledge of not one but two or three foreign languages is a common practice nowadays. Labour market conditions have an affect - supply and demand of labour is of a huge importance in affecting recruitment process.
It is worth mentioning here an hourglass-shaped labour market - where there 's work at the top and at the bottom but without mid-level jobs. This is quite an issue at
References: HR Magazine – Katie Jacobs, 16 February 2015, available http://www.hrmagazine.co.uk/hr/features/1149707/job-quality-hourglass-labour-market Malcom Martin, Fiona Whiting (2013). Human Resource Practice CIPD Factsheet “Selection methods”, September 2013, available on www.cipd.co.uk