Report on People Resourcing Strategy

1. Introduction Of People Resourcing Strategy

Ooredoo is the telecommunication organization that works internationally and the headquarters of the company situated in Doha Qatar. The company is effectively providing wireline, wires as well as mobile services. The company is more focused on the people resourcing so, this document is discussing about “People Resourcing Strategy” which have become important phenomena among all growing and professional organizations in the modern time. “People Resource Strategy” will be discussed with the great details which includes what are the factors involved in its grand strategy and how it plays positive role into the organizational success and growth. The studies would also be discussing its benefits to the firm and how these strategies help the employee in the organization. This study also includes the recommendations made about the topic where recommendations would help how to further improve in it.

2. Objects of the Study Of People Resourcing Strategy

There is some important objective of this study which are provided below.

·         Critically examining of people resourcing strategies in the legal, ethical as well as competitive environment including examining the labor market trends.

·         Another main objective is to analyze effectiveness and the HR strategies role to attract, select, develop, retain and motivate people in Ooredoo. 

·         Critically examining and analyzing the employment life cycle

3. Literature Review Of People Resourcing Strategy

There have been several studies conducted on “People Resourcing Strategies” which presents the theories, variety of literature and content discussed in the following.

Employee Recruiting Criteria / Strategy

Employees and human resource is the most valuable asset in any organization which actually contributes majorly into the organizational success. Therefore, the resourcing strategy holds its lots of significance and it is critically important. Studies describes that any organization must be having well-defined, clear and better recruiting strategy which ensures that the best applicant is chosen and appointed as an employee in organization having excellent capabilities and talent to benefit the business (Anthony, 2020). Head of department for which new employee is going to be recruited, he must explain about who would be the best candidate in terms having explaining what qualities and qualification must be possessed that top candidate, accordingly HR conducts the interview and both hires the best candidate.

Once, It is well-defined that what makes the candidate to become potential employee, things starts to be moving into the right direction. If the mistake is committed on first step, it would lead to organizational disruption from the beginning (Bubenik, 2019).

Training Sessions Of People Resourcing Strategy

To ensure implementing “People Resourcing Strategies” which turns out to be good for the business then employer have to be keep conducting training sessions for employees. Employers must consider it as the investment because once employees are possessed with advanced and modern skills after the training, they can show more work productivity increased by multiple times. It is very critical for the competitive organizations and especially when there is stiff competition in the industry that adopts the modern latest technologies and also ensures that its workforce is conversant with the modern working techniques. In this situation, training sessions by qualified professionals are going to help you a lot in becoming the highly competitive organization which is also working for innovation (Carosella, 2020).

Every employer wants their employees to be more efficient, show quality and productive work. This helps the employer to better achieving the organizational goals with the help of those employees who knows modern business practices, because the world have become global village and every local business has to be competing with the international level organizations. It needs to ensure that every time when new technologies takes place, good organization would ensure manage training session to learn the updated latest technology and bring the advancement in skill. In the modern time, no organization can survive if they do not go for modern technologies and latest job knowledge (Carosella, 2020).

The out-dated practices and skills reduces the efficiency very much which leads to increase in cost of production, low quality, late supply chains and ultimately non-satisfaction of employees which further leads to losing the employee (Kislik, 2019).

Attractive Incentives, Salaries and Rewards

There is no doubt left in the motivational theory that even the high performing brilliant employees would stop performing well if they do not have incentives and rewards from employees. Therefore, literature and studies explain that it has to be right and appropriate employee motivational strategy to keep all employees motivated towards work and showing higher productivity. Employer have to announce incentives and cash rewards for the employees who goes extra mile to achieve their goals and helps a lot to achieve one bigger goal of organization. These extra ordinary employees should be stand out from ordinary employees, so that they also feel motivated and other low performing employees take the wish of to be outstanding next time (Skilbeck, 2019).

Moreover, these rewards must not be limited to the cash or monetary rewards, it must also be including the non-cash rewards such as work recognition from top management, allow flexible working hours and other arrangements, offer those extra holidays and other type of relaxation. Employees are not only looking for cash rewards but they want an amusement and balanced life, which employer ensures through providing them flexibility at workplace. It is also critical because once the employee is not motivated in the job, his productivity starts declining rapidly and he becomes the liability for organization. At the time of allocating funds for motivational incentives, this think needs to be in the mind that when non-motivated employees leaves the job, it takes months replacing him which causes huge financial loss of the organization. Therefore, all motivation funds can actually help in saving more financial resources to avoid turnover (Anthony, 2020).

Talent Management Strategies Of People Resourcing Strategy

Every progressive and competitive business organization needs to maintain the strategic human resource in the organization which can help in making the organization highly competitive and innovate something to enjoy the competitive advantage. Employer cannot afford losing highly talented and skilful employee to the competitor’s organization; it makes the employer putting every effort to retain the strategic base of those talented employees who can replace the next top management without losing the market share (Schindler, 2019). Therefore, they implement “Talent Management Strategies” which further introduces several small minor policies to support one big policy. They offer highly attractive and better salaries package, incentives and benefits to those top performing employees who needs to be retained.

They design job promotion packages for top performing employees so that they can reach the managerial job position and keep learning how management behaves, work, think and build the strategies to leading the organization. This is how top performing employees starts learning so that they can replace their senior management (Lopez, 2018). This is called “Talent Management Strategy” which plays critical role into the organizational sustainability and become the market leader. Human resource is actually the top resource of organization which manages the other types of resources such as raw-material, technology, capital and land. The real game changer is human resource and if they are talented, brilliant and skilful then that organization is going to be successful without any doubt.

Therefore, never let your top performing employee go to the competitor organization. All growing organization needs to maintain “Strategic Human Resource” because when employees are not prepared to replace its top leadership, it harms the business very much. This strategic human resource base is developed as preparing future leadership which can replace in the future. A leadership shift must be made in such a manner where operations do not be stopped or do not have to face any type of disruptions (Skilbeck, 2019).

4. Issues and challenges Of People Resourcing Strategy

Some important issues and challenges in the employment lifecycle are discussed in this document. Some notable challenges are discussed in this section.

In the employment lifecycle, some important issue may occur that are related with the employee training, selection, monitoring as well as their termination. The employees are attracted towards the company to apply for job in Ooredoo. In the selection process, there can be more employees who have applied in the company. In this situation, the human resources may face problems to identify the right person for the job. So, they have to divide the selection process in different stages and then they will have to train their employees. The issue in the training is that the company is providing the training to their employees on the resources of the company but most of them will be terminated in the selection process and the company has to find other person for particular position. after completing all of the stages of employment lifecycle, when employees start working in the company then there is a high risk in youngster that they can leave the company because they might got offer from another place. In this situation, employee turnover or employee theft problem may occur.

5. Critical Analysis Of People Resourcing Strategy
Build Career Paths Of People Resourcing Strategy

“Ooredoo” is highly competitive international telecommunication company which builds the career paths for its employer. Its top management has been offering managerial level job position for its highly performing officer level employees. The benefit of such planning career paths, it always keeps the officer motivated and interested in staying with the “Ooredoo” and to be working for the “Ooredoo” (Carosella, 2020). This officer knows that even I could not hire for managerial job position, the next year I still have this opportunity to avail and probably I gained the managerial position. Therefore, they stay with the organization and it also decreases the employee’s turnover which is also good for smooth operations (Anthony, 2020).

In the “Career Paths”, “Ooredoo” management has clearly stated the criteria of being applicable and eligible for this plan and how to apply for managerial job position. Its management ensures that this is total transparent plan where employees clearly knows what they are expected to become a good candidate for the position. They do not want any kind of de-motivation and non-satisfaction of the employees with the system. “Build Career Paths” have also been attracting outside employees to become part of “Ooredoo” and apply for managerial job position in later years. The question is what causing the “Ooredoo” management to implement “Build Career Path” strategy, as it have already mentioned above that they want to retain its top performing employees, reduce the employee turnover, attract the outside talent from the industry and keep the employees motivated as they still have opportunity in next year (Skilbeck, 2019).

5.1 Recruitment, selection and induction of new staff

“Ooredoo” is one of the leading telecommunication company which have implemented most modern and technological based business practices. They have developed psychological based aptitude tests and competitions in order to evaluate job candidates. These psychological based tests helps the management to examine the employees capability of taking stress, to what extent they can work under pressure and whether or not they can be working in highly challenging environment (Anthony, 2020). They have developed highly expensive Simulators in which candidates have to be making decisions while applying their professional knowledge. These simulators are developed by professional through applying industrial knowledge; if candidates pass the simulator test then he filters to the further screening.

This whole screening process is very expensive and “Ooredoo” management spends huge financial resources in order to ensure that they have hired best candidate possible. This makes them performing outstanding because they know the critical importance of “People Resourcing Strategy”, there are several other big firms and organizations having big capital but they do not much care about such resourcing strategies. Here again the question is what causing its management to spend huge financial resources on recruiting, the answer is because they believe in effective “People Resource Strategy” and they know that employees are the one who is going to be game changer and helpful in gaining the market share. Therefore, the first step towards resource recruitment must be in right direction, money should not be an issue (Schindler, 2019).

Training Sessions by Highly Professional Industrial Experts

“Ooredoo” top management has not been compromising on spending financial resources to ensure good results and effective “People Resourcing Strategy”. Its management has been paying top industrial experts to come and provide the professional training to their employees. They want best person of the industry to help in getting their employees trained about the job and provide industrial knowledge. There are not several companies like “Ooredoo” which spends too much financial resources on such kind of training (Lopez, 2018).

Its management wants its employees to be up-graded with the current job knowledge and skills. Its management is working on advancement of its employees, they can learn using new latest technologies in order to perform job functions show the more productivity and contribute into making organizational size bigger and bigger. It is said that the employees of “Ooredoo” enjoying the most advanced industrial skills and this is the reason “Ooredoo” have become the innovative telecommunication organization. Its employees ensure high service quality level and its users are also quite satisfactory with the performance (Harte, 2019). This all could be made possible due to highly effective “People Resource Strategy” implemented by its management. It is important to mention here that these professional trainer and industry experts’ charges huge money from “Ooredoo” management basis on each visit, it could be multiple visits and lectures during training.

5.2 Monitoring Performance and Rewarding

“Ooredoo” management has been offering performance-based rewards, they have designed highly effective and efficient motivational plan. They have offered high rate of incentives, benefits, housing benefit, car and even luxury facilities to its top performing managers and employees. They know that only good performers make the difference and helpful in becoming market leader, having major market share and to achieve competitive advantage. Furthermore, they know that if we do not offer them attractive incentives, they are going away to the competitors (Anthony, 2020). They would offer them highly attractive rewards and then they would never come back. The loss of Skilled and top performing human resource is the biggest and real loss for any business organization (Schindler, 2019).

The management of “Ooredoo” understands this very well and they have allocated millions of dollars funds separately to keep their employees motivated and behave well. They know that how to make the best usage of these funds, how to arrange holidays for its employees to keep them motivated and how to express that this “Ooredoo” organization actually cares about its employees. The cause of implementing this aggressive strategy is all for the best interest of “Ooredoo” organization (Harte, 2019). They do not believe in “carrot and stick” policy rather they believe in keep the employees motivated through respect and rewards. They also conduct performance appraisal sessions for its weak employees where HR manager helps them to identify their weaknesses and advise them how they can ensure to become high performer. This is the very professional approach where they do not disrespect its employees in the first place. They apply all professional and respect-based practices to keep them back on track of performance (Skilbeck, 2019).

5.3 Retaining staff and managing their absents Of People Resourcing Strategy

In the company, the managers of the company are focusing to retain the staff as well as manage their absents. The HR of the company focus to hire the right persons for the job and to retain the staff, they have created the policies to manage their works as well as their absents. In the policy, the company has hired more people as well as their assistants manage their works if the main employee is not present. In simple words, peers or replacement of employees is performed in the company to manage the work as well as to manage the absenteeism in the company, the HR has created the policy that they are allowed to take twenty to twenty-three leaves a year. If an employee will take more than defined leaves then the deduction from their salaries will be done.

5.4 releasing staff through redundancy, retirement or dismissal

In the releasing staff through redundancy, retirement or dismissal, Ooredoo managers have also developed the policy. The company is doing business in effective way but there is issue of the redundancy always be there. Some employee may take more leaves or they may absent or not working well then the managers of the company have to hire another person for the particular post and in the severe cases, the most annoying person will be terminated from the company. On the other hand, a respective employee has completed its tenure of job in the company as well as very beneficial for the company but he now wants retirement then the company offers him benefits the release.

5.5 workplace equality, diversity and well-being.

Every person and employee in the company has been provided the equal values in the company because the environment of the company is diverse and supports every person’s cultures and values. Company is also providing the gender equality in which every man and woman can perform their works easily in the respectful manner.

4. Recommendations Of People Resourcing Strategy

There are various recommendations made to the “Ooredoo” organization in the context of “People Resourcing Strategy”, discussed in the following.

Culture of Self-Respect Of People Resourcing Strategy

It is recommended that they should be ensuring to strictly implement the culture of “Self-Respect” in the organization. Almost all employees also feel comfortable for working those business organizations where they are treated respectfully and their opinion is also considered by the senior management. Mostly employee would leave the job even they are paying quite well but they have no respect in the organization. Self-Respect is the first and most condition for all employees to be dealt with regardless anything else (Anthony, 2020). Once, its management ensures this and everyone is respecting each other, then even the top performer who does not get incentives would not feel de-motivated. Sometimes, cash rewards are not everything but other subjective things matters a lot.

Transparency in System Of People Resourcing Strategy

It is studied that transparent system in business organization is very critical to keep the employee motivated. When the system is not transparent, employees would never get to know that why one of its colleagues get promoted, enjoying more incentives and cash rewards. They would definitely think that this does not happen on merit based system and it was rather based on favoritism (Bubenik, 2019). There are chances that it was merit based but management do not have any proofs to prove that these promotions or cash rewards were merit based. Therefore, it is recommended to implement fully transparent system which lets the employee know why they could not be chosen for managerial job position or could not get the incentives. This would make them working harder for next time and they would also get to know with their weaknesses.

Transfer the Knowledge Culture

There should be supportive organizational culture where senior employees have courage and ethics to transfer their knowledge and experiences to the junior employees as this is in the collective interest. Management and experienced must be pushed to go sit with the juniors, help them in learning and share own experiences with them. Unfortunately, most organizations do not have such productive culture because there is always politics at workplace, no one would want to share his learning and knowledge, because he wants to stay at top and enjoying the all benefits from employer (Carosella, 2020).

5. Conclusion Of People Resourcing Strategy

It is concluded that “People Resource Strategy” is established and implement in the though behind that human resource is the most critical resource among all and there must be policies and plan for managing own human capital in line with the business plan and activities. Policies must be supporting stable human resource growth plan, where employees have been having training, up gradation of skills and also motivated. “Ooredoo” is the big telecommunication company which management knows the critical significance of valuable human resource and otherwise they become the liability, this is the reason they spend a lot of recruitment strategies and employees development plan. They always want to keep its strategic employees upgraded with latest skills and job knowledge practice.

They ensure that its employee’s productivity and quality is much higher comparing to the industrial averages. The management of “Ooredoo” also want its employees to offer something innovative which helps in gaining the competitive advantage in the industry like telecommunications which having stiff competition. It is also concluded that employer must not commit any kind of inequality or discrimination among the employees which is purely against the “People Resourcing Strategy”, no worker or employee want to keep working for such a firm which do not believe in merit and rather promoting favoritism. Employees do not feel their future secure in such firms and they start looking for working in other organizations. Eventually, it becomes the great loss for management and not employees.

In the contrary, “Ooredoo” is such a firm which offers transparent system, its policies about promotion, recruitment and incentivize is crystal clear. Every employee knows what kind of skills, qualification and experience is required to get promoted.   

REFERENCES Of People Resourcing Strategy

Anthony. (2020, February 03). Five Recommendations For Human Resource Management. Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/forbesbusinesscouncil/2020/02/03/five-recommendations-for-human-resource-management/#3cbf580539ed

Bubenik, S. (2019, February 18). Can HR Strategies Create A Competitive Advantage For Your Company? Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/scholleybubenik/2019/02/18/can-hr-strategies-create-a-competitive-advantage-for-your-company/#48ea59f65856

Carosella, C. (2020, March 27). Why Gender Equality Matters In Business Success. Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/forbesnonprofitcouncil/2020/03/27/why-gender-equality-matters-in-business-success/#6e660409669c

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Kislik, L. (2019, April 01). Here Are 3 Ways HR Can Improve Its Credibility. Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/lizkislik/2019/08/01/here-are-3-ways-hr-can-improve-its-credibility/#5e8a52697350

Link, J. (2019, August 15). The Difference Between Workplace Equity And Equality, And Why It Matters. Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/forbeshumanresourcescouncil/2019/08/15/the-difference-between-workplace-equity-and-equality-and-why-it-matters/#523534ed3d31

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Skilbeck, R. (2019, February 12). Six Strategies To Maintain Employee Motivation. Retrieved April 17, 2020, from Forbes: https://www.forbes.com/sites/rebeccaskilbeck/2019/02/12/six-strategies-to-maintain-employee-motivation/#701260fb1d35