Employee Resourcing Strategy

Presented By
NARGIS AKTER
ID:1509002
TANVIR AHMED
ID:1509091
What is Employee Resource Strategy?
 Strategic employee resourcing is about ensuring
that the organization obtains and retains the
people it needs to achieve its business goals.

 Resourcing is what organizations do to ensure

that they have the people they need.

 Resourcing strategy is concerned with

identifying how many and what sort of people
are required and making plans to obtain and
retain them and to employ them efficiently.
Rationale of this Strategy
 The concept that the strategic capability of a firm depends
on its resource capability in the shape of people (the
resource-based view)

 Resourcing strategies exist to provide the people and skills

required to support the business strategy, but they should
also contribute to the formulation of that strategy.
Objectives
 Aims to ensure that the organization has the people it needs to achieve
its business goals.
• It is essentially about the integration of business and employee
resourcing strategies so that the latter contribute to the achievement of
the former.
• To ensure that a firm achieves competitive advantage by recruiting,
retaining and developing more capable people than its rivals.
• The organization attracts such people by being ‘the employer of choice’.
• It retains them by providing better opportunities and rewards than
others and by developing a positive psychological contract which
increases engagement and commitment and creates mutual trust.
• Furthermore, the organization deploys its people in ways that maximize
the added value they supply and develop their talents and skills.
Integrating business and resourcing
strategies
 the numbers of people required to meet business needs

 the skills and behavior required to support the achievement of business

strategies

 the impact of organizational restructuring as a result of

rationalization, decentralization, delayering, acquisitions, mergers,
technology – for example, cellular manufacturing

 plans for changing the culture of the organization in such areas as

ability to deliver, performance standards, quality, customer service,
teamworking and flexibility, which indicate the need for people with
different attitudes, beliefs and personal characteristics

 .
The components of employee resourcing
strategy
 Workforce planning
 Resourcing plans
 Retention strategy
 Flexibility strategy
 Talent management strategy
Company Profile
 Company Name: Dynamic Solution Innovators
(DSi).
 Founded in Bangladesh: 2001
 Client Base: Asia, England, France, and the
United States.
 Nature of Business: Service Technology.
 Focus of Business: Web enabled e-commerce and
ERP systems as well as wireless systems across a
broad range of industries.
 Product: Proficient and cost effective software.
Workforce planning
Workforce planning determines the human resources required by the
organization to achieve its strategic goals and prepares and implements programs
for satisfying those requirements.

In DSi the follow these steps:

• Demand forecasting – estimate future needs for people and
Competences. Every month in Team leads meeting they find out if any team have
a demand for new resource or not.

• Supply forecasting – estimate the supply of people by reference to analyses of

current resources and future availability. If any existing resource is available for
that demanded post ,then he is reallocated to that team.

• Forecasting requirements – analyze the demand and supply forecasts to

identify future deficits or surpluses with the help of models where appropriate.
• Action planning – prepare plans to deal with forecast deficits through internal
promotion, training or external recruitment.
Resourcing plans
Retention strategy

 Counseling with employees once in 2/3 months to find out

if they are facing any problems or not. If yes what are they
and HR try to resolve it.
 Reviews performance and on the basis of evaluation on
that, yearly DSi give appraisal to employees.
 To give scope of learning new technologies, several training
programs are conducted in office.
 For career development, seniors give advice and guidance
to the juniors on career paths.
 From company, promotion is given on the basis of
performance.
 Provides opportunities to employees to provide their ideas
on improving work systems.
Flexibility strategy

 The aims of the flexibility strategy is be to provide for

greater operational and role flexibility. The steps to be
considered are:
• Take a radical look at traditional employment patterns
to find alternatives to full-time.
• Allowing working from home if needed.
• Multiskilling to increase the ability of people to switch
jobs or carry
• Out any of the tasks that have to be undertaken by
their team.
Talent management strategy

 Ensuring that the organization has the talented people

it requires to provide for management succession and
 meet present and future business needs
Conclusion
 HRP, in the broader meaning of the term, is one of the
fundamental strategic roles of the HR function.
 HR can make a major contribution to developing the
resource capability of the firm & therefore its strategic
capability by systematically reviewing the firm’s
strategic objectives & by ensuring that plans are made
that will ensure that the HR are available to meet those
objectives.