Strategic Resourcing & Talent Management

  Resourcing the right people has always been essential for any organisation’s success. Over the years, the methods used to find and choose employees have changed and developed. Traditional approaches, which focused mainly on experience and followed a simple and gradual processes, are still used. However, newer approaches focus more on flexibility, understanding behaviour, and making sure right fit with the organization. Past Experience Human Capital Theory states that individuals build human capital (knowledge, skills, experience) over time. Past experience is seen as evidence of accumulated human capital, which should logically improve future productivity (Becker, 1964). The direct entry pilot scheme in British Airways, requires qualified service pilots from the Army Air Corps, Royal Air Force, Royal Marines and Royal Navy who have completed their minimum service (British Airways, 2025). One to One Interviews According to the Trait Theory of Personality, One-to-one intervie...

  Interviews have always been an important part of hiring because they let employers learn more about candidates than what’s on their resumes. But interviews also have some problems that can make resourcing less fair and accurate. Aware on these issues is important for creating a hiring process that is more fair and inclusive. The Halo Effect As per the theory of attribution, it is tend to attribute others’ behavior to personality traits rather than situational factors, often influenced by the halo effect. Positive general impressions can lead to internal attributions for successes, and negative impressions can lead to external attributions for failures (Ross, 1977). As HSBC UK focuses on fair and inclusive recruitment, the managers must complete training on how to deliver fair, bias free recruitment, before they can advertise new roles. Also, the HSBC UK states that they address potential bias if they identify it in their talent pipelines (HSBC, 2024). Horn Effect As per the...

  These are the key techniques which are used by an organizations to recognize and select most suitable candidate for a role. These methods ensure the resourcing aligns with goals of the concerned organization, strengthening the quality of their workforce and support for long term success of the organization. Structured Interviews Structured interviews are one of the most commonly used methods and reliable selection methods in resourcing. Here they use some standardized questions and scrolling system for everyone which helps make the process fair. Competency-based and behavioural interviews, which ask candidates to describe past experiences that demonstrate key skills are especially effective, since they use past behaviour as a predictor of future performance. According to the competency theory, competencies are underlying characteristics (skills, traits, motives) that lead to effective performance. The structured interviews often assess these core competencies systematically. ...

  When competitive business environment is considered, selecting a right talent is crucial for organizations. Organizations no longer hire merely to fill their vacancies and they hire to strengthen capabilities, build a positive culture and long term strategic advantage. In order to choose the right fit, employers need to recognize work force diversity, evolving education and training trends, and a strong alignment between Human Resource Management and overall business strategy. Embracing Diversity and Ensuring Equality A diverse workforce boosts innovation and strengths the organization. Organizations must actively promote equality while following employment laws concerning a fair recruitment process. This means having unbiased job descriptions, structured interviews, and clear anti-discrimination policies to ensure everyone has a fair chance. The Dilmah Ceylon Tea Company PLC value the diversity of the people with whom they work and the contributions the employees make. They h...