Recruitment and Hr
1.2 Explain factors that affect an organisations approach to talent planning:
There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will mean an organisation will no longer have the funds to support financing new positions and find themselves having to scale back a recruitment drive. A change in wages may, however, mean that the role is more attractive to candidates and will be filled more quickly. Internal factors and business objectives such as graduate schemes or internships can also affect talent planning, it may mean that recruitment timescales are changed due to the academic year, it may also mean training for more senior members of staff in order for them to become effective mentors to young graduates starting out in their careers. An organistation’s reputation can also have an effect on talent planning, for example since 2011 the company that I work for has been on the Guardian300’s top Graduate Employers. From a talent attraction point of view this has been incredibly useful and we have found that the level and quantity of talent that we are attracting has grown exponentially since our profile has been raised.
1.1 Organisational benefits of having diverse workforce:
In order for an organisation to be profitable, successful and develop in an ever-changing economy it must have a diverse workforce. Diversity means having a variety of different people
There are obviously many different factors that affect an organistions approach to talent planning. External factors such as the economic environment can have a massive effect in how an organisation resources and retains talent. For example, in times of high unemployment it is far easier to attract high levels of talent, as there are many unemployed suitable candidates in the job market. Similarly it is easier to retain staff as they are less likely to leave due tot the difficulty of finding new suitable employment. Political factors such as changes to minimum wage may also have an effect on talent planning, it may be that an increase in minimum wage will mean an organisation will no longer have the funds to support financing new positions and find themselves having to scale back a recruitment drive. A change in wages may, however, mean that the role is more attractive to candidates and will be filled more quickly. Internal factors and business objectives such as graduate schemes or internships can also affect talent planning, it may mean that recruitment timescales are changed due to the academic year, it may also mean training for more senior members of staff in order for them to become effective mentors to young graduates starting out in their careers. An organistation’s reputation can also have an effect on talent planning, for example since 2011 the company that I work for has been on the Guardian300’s top Graduate Employers. From a talent attraction point of view this has been incredibly useful and we have found that the level and quantity of talent that we are attracting has grown exponentially since our profile has been raised.
1.1 Organisational benefits of having diverse workforce:
In order for an organisation to be profitable, successful and develop in an ever-changing economy it must have a diverse workforce. Diversity means having a variety of different people