CIPD Resourcing Talent 3RTO
1.1
Many factors contribute to a diverse workforce this maximises the potential of all employees, which benefits the organisation reaching its goals both internally and externally.
Skills and Knowledge: Increases productivity and creativity along with different problem solving approach. Employees to feel at ease in their job role as a shortage of skills and knowledge can increase employee’s workload making it unmanageable. Employees can feel appreciated; tend to feel loyal to the organisation which helps retain employees
Discrimination: Diverse workforce encourages applicants from different ethnicity and disability to apply to vacancies without fear of discrimination. Clients tend to be loyal when there is a diverse workforce as they also are from diverse background which improves employee –client relationship.
Competitive: Diverse workforce makes us more competitive as a mixture of age, gender, experiences, ethnicity, and skills all contribute to helping the organisation’s growth and goals.
1.2
Business Objectives
Budget has a huge impact attracting talent. We are currently doing more in-house promotions, freeze pay increase at least for this year, keeping outsourcing to a minimum .We tend to recruit Healthcare Assistants with psychology background as that is cheaper than paying Psychology Assistants.
Lack of engagement /commitment impact on attracting talent. Having failed in trying to motivate employees through CPD, PDP, in-house promotions, and activities to boost morale we have now outsourced our vacancies. This means more time and money will be spent on restructuring our recruitment methods
Economic Environment
Political: Increase of retirement age the employees will tend to stay in their job role longer .Which contributes to our retention levels, in-house promotion saving on out sourcing.
Legislation: With increased minimum wage, looked at how we can re-structure departments and use multi-skilled staff, change job role and distribute
Many factors contribute to a diverse workforce this maximises the potential of all employees, which benefits the organisation reaching its goals both internally and externally.
Skills and Knowledge: Increases productivity and creativity along with different problem solving approach. Employees to feel at ease in their job role as a shortage of skills and knowledge can increase employee’s workload making it unmanageable. Employees can feel appreciated; tend to feel loyal to the organisation which helps retain employees
Discrimination: Diverse workforce encourages applicants from different ethnicity and disability to apply to vacancies without fear of discrimination. Clients tend to be loyal when there is a diverse workforce as they also are from diverse background which improves employee –client relationship.
Competitive: Diverse workforce makes us more competitive as a mixture of age, gender, experiences, ethnicity, and skills all contribute to helping the organisation’s growth and goals.
1.2
Business Objectives
Budget has a huge impact attracting talent. We are currently doing more in-house promotions, freeze pay increase at least for this year, keeping outsourcing to a minimum .We tend to recruit Healthcare Assistants with psychology background as that is cheaper than paying Psychology Assistants.
Lack of engagement /commitment impact on attracting talent. Having failed in trying to motivate employees through CPD, PDP, in-house promotions, and activities to boost morale we have now outsourced our vacancies. This means more time and money will be spent on restructuring our recruitment methods
Economic Environment
Political: Increase of retirement age the employees will tend to stay in their job role longer .Which contributes to our retention levels, in-house promotion saving on out sourcing.
Legislation: With increased minimum wage, looked at how we can re-structure departments and use multi-skilled staff, change job role and distribute