Discussion Reply- Response 1-2 paragraphs with 1-2 references

Jeffery

RESPONSE 1

For human resources professionals to develop an effective staffing plan, they must have a clear idea of their current configuration of their human resources, know where they are going in the future and if their current human resources relates to what will be needed, and implement programs that will address discrepancies between the present and future configuration (Noe et al., 2017, p. 192). In short, it is imperative HR managers know the current type of human resources talent they have and if that talent is sufficient for where the company is headed. And if not, what tools can be utilized to address and correct the differences.

From an external perspective, recruiters can implement the most obvious tool to fill key positions in a labor market experiencing talent shortages. The internet. Companies can use sites like LinkedIn, Montster.com, and Craigslist to recruit talent (Noe et al., 2017, p. 217). Or using a tab on the company’s own website to allow applicants to complete an application and submit their resume, allowing recruiters to review the information and source out qualified talent.

Filling a position internally is more cost effective for the company and the current employee already knows the company culture and what is expected from the person filling the position. However, if the current internal talent pool is unqualified for the position, an employee referral program can be used to encourage the company’s employees to refer people who they personally know are qualified to fill the position. Another solution is to train the current talent to fill a position they may not currently be qualified for.

Lastly, whichever method used to fill a talent shortage, it is crucial for HR realize that skills and experience can come from a variety of places, and adjust their hiring efforts accordingly (van Zadelhoff, 2017).

RESPONSE 2

The scenario that I am going to use is one that happened with the nonprofit that I work with. In regard to sourcing, I had to go through the volunteer base that I already had and had to see which volunteers were suitable for board positions and those who were qualified to run functions facilitate fundraising and not be on the board and volunteer at the same time. I was able to gather enough people to do board work and also have enough to be volunteers to sustain operations that could be divided evenly to ease workloads.

Knowledge of the labor markets is important to have in today's ever-changing landscape of HR. This information can not only help in acquiring the best employees you need, but this information can help with positioning staff appropriately ensuring that knowledge and talent is utilized efficiently from the employee. This also keeps business running smoothly, costs down and turnover at a minimum.

After reading the article "Cybersecurity Has a Serious Talent Shortage," Zadelhoff states: "if you are going to use the new collar approach to fill positions, you need to reexamine your workforce strategy, improve your engagement and outreach, have a support program for new hires and finally, focus on learning and upskilling." (van Zadelhoff, M. (2017). As stated above, the world of HR is ever-changing. When a manager or HR head can retain, train and teach and engage and help employees learn and develop stronger skills, this strategy can improve hiring and talent acquisition is put in the right areas with the right employees who must correct knowledge and know-how and get the job done.

Finally, from an internal perspective, leading indicators and transition matrices should be data that is looked at within an organization. (Noe et al., 2017, p. 195). Having this information on hand can show what can be available for the next few months to a year. With this data, there is less of a tendency to scout for talent if I really didn't have to.