How Does the Talent Pipeline Impact on the Employment Relationship - Essay Example

The involvement of recruiting and selection in the successful development of the employment relationship is explored in this study. Different approaches have been used in the literature for explaining the interaction between the recruiting/ selection processes and the employment relationship. All of these approaches lead to a particular assumption: both recruiting and selection are critical for the success of employment relationship; however, the level of involvement of these processes in employment relationship is not standardized being depended on the organization’s internal and external environment but also the skills and competencies of the individuals, i.e. the HR managers, who overview these processes. 2. Recruiting and selection and impact on employment relationship Recruiting and selection can highly influence the employment relationship.

As explained above, the specific processes are parts of the first component of the Talent Pipeline model, as developed by CIPD in 2006 (Figure 1, below); an alternative form of the Talent Pipeline, as developed in 2007 is also presented in Figure 2. The impact of these processes on employment relationship is analyzed below, using the views of the literature, as related to the particular subject. Figure 1 – The Talent Pipeline Figure 2 – The Talent Pipeline, CIPD 2007 CIPD 2006 (Source CIPD 2006) (Source: London Management Centre 2011) 2.

1 The recruiting process as part of the talent pipeline and its effects on employment relationship The impact of recruiting on the employment relationship cannot be doubted. In fact, it seems that the power of recruitment to affect the employment relationship is verified by the law. A critical example is ‘Conciliation and Arbitration Act 1904, Australia’ (Stewart 2011, p.143). The specific legislative text promotes the following idea: the recruitment process can directly affect the employment relationship (Stewart 2011); for this reason, a dispute related to the recruitment process should be characterized as ‘an industrial matter’ (Stewart 2011, p.143). Indeed, in the case Re Manufacturing Grocers (1986), the Court held that ‘an employment matter should be characterized as industrial only when it affects directly the employment relationship’ (Stewart 2011, p.143). It was also held that the recruiting process can be an industrial matter, since ‘it has the power to affect directly employment relations’ (Stewart 2011, p.143). The research of Guest and Conway (2002, quoted by Lewis, et al. 2003, p.15) verified the power of the recruitment process to impact the employment relationship.

In the context of the above research, 1300 HR managers were asked to mention the factors that are most likely to influence the psychological contrac