Globalization has changed the style that businesses around the world adapt and the concept of employee resourcing is one fine example of this change that how organizations are using the concept of employee resourcing and getting the desired results.
This ever-shifting business environment has also given the recruiter a complex challenge, that how the need of the human resources can be managed? How to meet current staffing needs and how to cater futuristic needs? The brunt of meeting these challenges will obviously fall on human resource departments or employee resourcing departments in large organizations and on managers in small organizations.
The answer to this challenge is employee resourcing. Employee resourcing is a part of human resource management that ensures that the organization gets and holds the human resources needed and employs them effectively in getting optimum results. Employee resourcing can be considered an integral part because it deals with welcoming people in an organization and if they are not performing well or they are of no interest to the company then releasing them.
Following are the main guidelines that are mostly followed by employee resourcing organization in order to hire or fire employees. These processes may vary from country to country and organization to organization.
Human resource planning deals with the subject of getting the workforce to the organization as per their requirement and needs and to keep an eye on the need and demand of the organization in terms of human resources for the future (De Feis, 1987). Human resource planning practitioners anticipate and predicts future business environmental demands on an organization and provide the necessarily qualified workers to fulfill the requirement of the organization and also coming up with the business needs and demands.