Essays on Factors Affecting Approach of an Organization to Attract Talent Coursework

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The paper "Factors Affecting Approach of an Organization to Attract Talent" is a great example of management coursework.   In the current labour market, many organizations are facing challenges on matters relating to attracting and retaining a diverse and talented workforce. The organizations are also facing challenges on matters relating to recruitment and selection of employees. Factors affecting approach of an organization to attract talent There are several factors that affect an organization’ s approach to attract talent. These factors can be grouped as external and internal factors. The external factors that affect an organization’ s approach to attracting talent include the kind of competition for human resources, legal factors and social-culture factors.

Stiff competition in the labour market poses a challenge for organizations to attract talent. In many organizations around the world, there is stiff competition in hiring managerial talents that are either fresh or experienced. Many organizations are also making big changes so as to maintain their good workers. They provide their employees with good working condition and salaries. Legal factors, as another external factor, also pose a challenge for organizations to attract talent. It is believed that several legal provisions such as the Child Labour Act 1986, Employment Exchange Act 1959 and Mines Act 1986 provide constraint to free recruitment, thus affecting the organization’ s policies of attracting talent.

Lastly, as an external factor, social-culture factors do also pose a challenge for organizations to attract talent. It is believed that social-culture factors dictate the type of jobs to be given to a particular group of persons. In some cultures, for instance, women are usually prevented from being employed in areas that involve physical exertion. The internal factors that affect an organization’ s approach to attracting talent include the organization’ s size, business plan and image.

The approach used by an organization to attract talent will vary with its size. It is believed that small organizations cannot have similar staffing practices as those in big organizations. This, therefore, normally makes it hard for small organizations to attract staffs that are highly talented. The business plan of the organization directly impacts staffing operation. This is because it normally determines the kind of person to be employed in future.

Lastly, as an internal factor, organizational image impacts an organization’ s approach to attract talent. It is believed that the image of an organization greatly relies on staff facilities, such as training and development promotional policies, compensation incentives and working conditions. If these factors are good then more talented candidates will be attracted to the organization. Organizational benefits of attracting and retaining a diverse workforce Attracting and retaining a diverse workforce is beneficial to an organization in several ways. According to Quick and Nelson (2010), organizations can obtain five essential benefits through attracting and retaining a diverse workforce.

One of the benefits that the organization can gain from a diverse workforce is attracting and maintaining the best available talent. Attracting and retaining the best available talent is beneficial to the organization since it enhances production. It also adds a competitive advantage to the organization. Another benefit that the organization will gain from attracting and retaining a diverse workforce is enhanced creativity and problem-solving. It is believed that several solutions will be raised if different diverse minds work together. This is due to the fact that with diversity, individuals will come with their way of operating, thinking, solving problems and making of decisions.

Attracting and retaining a diverse workforce also assists an organization in improving its marketing plans through drawing on employee’ s insights from several cultural backgrounds. The fourth benefit is that diversity improves the flexibility of the organization. With diversity, organizations can challenge old assertions and become highly adaptable. Lastly, attracting and retaining a diverse workforce assists organizations to be more innovative and creative (Quick & Nelson, 2010).

References

Quick, C. J. & Nelson, L. D 2010, Organizational Behavior: Science, the Real World and You. Cengage Learning, 2010

Catano, M. V 2009, Recruitment and Selection in Canada: Nelson series in human resources management. Cengage Learning

Lange, A 2011, Recruitment practices and success for small and medium sized enterprises: Volume 118 of Aus der Reihe: e-fellows.net stipendiaten-wissen. GRIN Verlag

Compton, et al 2009, Morrissey Effective Recruitment and Selection Practices. CCH Australia Limited

Gartenstein, D 2013, Advantages & Disadvantages of Employee Selection Techniques. < http://www.ehow.com/info_7894739_advantages-disadvantages-employee-selection-techniques.html>

Goyal, A 2007, Purpose of Induction. < http://ezinearticles.com/?Purpose-of-Induction&id=428544>

Trevor, L, Ristow, A and Pearse,L , 2009, Human Resource Management,The Entrepreneurship Series. Juta and Company Ltd.

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