Identify 3 organizational benefits of resourcing and retaining a diverse workforce.

Following are the benefits of retaining and resourcing a diverse workforce:

1. Increased productivity.

2. Improved organizational reputation.

3. Diverse skills.

The very first benefit that my organization gets from retaining a diverse workforce is increased productivity. Employees from different backgrounds are able to introduce new ideas and concepts which other employees are not able to think about. In addition to it, by resourcing a diverse workforce, the organization gains a better reputation in the market and talents are attracted to the firm with different ethnicities with unique capabilities and skills. The third benefit of retaining a diverse workforce is that the organization is able to utilize a broad range of skills which are not only valuable but also rare. The management is enabled to utilize these talents to be productive and work on projects which were difficult for normal workers. This way, new skills are achieved by the organization from which it can take advantage (DeCenzo, Robbins, & Verhulst, 2016).

Consider the organization’s overall business objectives and economic environment, identifying 4 factors that affect an organization’s approach to attracting talent.

            With respect to the economic environment and objectives of the organization, following are the four factors which influence the approach of firm to attract talent:

· Career Development

· Flexible Working Hours

· Competent Wages

· Innovative Working Environment

The organization operates in the IT industry and career development is considered to be a significant factor which influences the approach to attract talents. My organization focuses on efficient career development opportunities and this approach helps the firm in attracting competent applicants. Other than development opportunities, employees also seek flexible working hours and my organization also considers this factor in attracting potential employees. For instance, whenever it comes to employee learning, there is no work pressure on employees. This strategy proves to be effective in not only attracting employees but also retaining them.

            Competent talents, in the market, require attractive wage packages and the HR department of my organization considers this fact important. When attracting talents, competent wages are promised to workers and this proves to be quite effective in talent attraction. The last and another important factor which is considered by the HR department is an innovative working environment for attracting talents. Throughout the organization, an innovative environment of working is established which helps employees in growing and learning new skills.

Describe 3 factors that affect your organization’s approach to recruitment and selection. This must include reference to your organization’s context, and to legal and ethical issues

From the perspective of HR department, three factors which influence recruitment and selection include:

1. Legal Approach to Selection

2. Cost-Effective Method

3. Promising Method of Selection

The very first factor which influences the approach of selection is legal approach to selection. For instance, any organization must comply with legal guidelines for choosing a method to target applicants and potential employees. In the region, my organization can choose almost any method of targeting employees and recruiting them. The second factor which influences this approach is cost-effectiveness of the method. My organization seeks the method which can fit in the specified budget. In accordance with the predetermined budget, the method is chosen. The last factor which influences the selection approach is the returns that it promises. From the options, the most promising one is selected (Ahammad, 2017).

Recruitment and Selection are critical components of resourcing talent within an organization. Describe and contrast 3 different methods of recruitment.

Three different recruitment methods include:

· Internal Recruitment.

· Social Media Advertisement.

· Print Media Advertisement.

Internal recruitment is concerned with not using any external method recruitment and choosing an existing employee within the organization. This candidate is promoted to a new position and wage is increased with other benefits. This is one of the most cost-effective methods of recruitment.

            Social media advertisement enables the HR department to target a broad range of talents through platforms of social media. In contrast with internal recruitment, this method is very time-consuming.

            Print media advertisement is concerned with advertising employment opportunities in newspapers and magazines. Compared to social media and internal recruitment, this method is more expensive and it is also time-consuming. In addition to it, this method targets only a specific number of people  (Noe, Hollenbeck, Gerhart, & Wright, Human resources management, 2015).

Describe and contrast 3 different methods of selection.

Three different selection methods include:

· Application Forms.

· Online Screening.

· Interviews

Selection through application forms is a traditional method of screening applicants and choosing the most eligible person. This method is one of the most cost-effective methods of selecting employees and the processes of HR are concerned with only sorting the applications.

Online screening is concerned with finding applicants from different websites and platforms. This is also a cost-effective method but in contrast with selection through applications, this method is more time-consuming but it enables reaching competent people.

Interviews is also a common method selecting employees. In contrast with selection through online screening and application forms, it enables the HR manager to interact directly with the applicant and determine whether or she is suitable for the position or not  (Guest, 2011).

References of Resourcing Talent and Organizational Benefits

Ahammad, T. (2017). Personnel Management to Human Resource Management (HRM): How HRM Functions? Journal of Modern Accounting and Auditing, 13(9), 412-420.

DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons.

Guest, D. E. (2011). Human resource management and performance: still searching for some answers. Human resource management journal, 21(1), 3-13.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resources management. Instructor.