Fostering talent experience through staffing
Lindholm, Tiina (2022)
Lindholm, Tiina
2022
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2022060315112
https://urn.fi/URN:NBN:fi:amk-2022060315112
Tiivistelmä
The work expectations of today’s employees are demanding, and the competition for acquiring talent is high. The recent COVID-19 pandemic has had a major impact on the work life and has caused employees to reorganize their priorities. Further, a vast wave of resignations has occurred throughout the globe, a phenomenon called the Great Resignation. This phenomenon has arisen also in the case company of this thesis. It has become increasingly difficult to retain the current talent in the company, and to respond to the growing employee expectations.
The issue can be tackled from several perspectives, but this thesis aims to specifically investigate the challenge from the perspective of staffing function and to discover how staffing can improve the employee experience. The goal was to find concrete development actions for the company that could further foster the talent experience.
The key concepts of this thesis are staffing, employee experience, employee motivation and purpose of work. Literature of these central concepts was reviewed to discover the areas where staffing can influence the talent experience. Furthermore, secondary research was conducted by reviewing the results from the previous company surveys, where staffing and talent experience had been evaluated. This background work formed the basis for the planning of the primary research, conducted as a questionnaire.
The survey provided insight to the researcher and for the case company, and the results supported the hypothesis the researcher and the company had. The research indicates that the employees do not want to be considered as “resources”, but as employees actively in charge of their career development. They want to share the same values as their employer. They value autonomy, purpose, constant learning, and open communication. The main stakeholder for the career development of the employees, is the coach. Thus, the coaches and the staffing team need to have a close relationship to effectively communicate the skills and needs of the employees. Furthermore, the tools and communication of staffing are on a proficient level, but there are possibilities to further utilize them more effectively.
The issue can be tackled from several perspectives, but this thesis aims to specifically investigate the challenge from the perspective of staffing function and to discover how staffing can improve the employee experience. The goal was to find concrete development actions for the company that could further foster the talent experience.
The key concepts of this thesis are staffing, employee experience, employee motivation and purpose of work. Literature of these central concepts was reviewed to discover the areas where staffing can influence the talent experience. Furthermore, secondary research was conducted by reviewing the results from the previous company surveys, where staffing and talent experience had been evaluated. This background work formed the basis for the planning of the primary research, conducted as a questionnaire.
The survey provided insight to the researcher and for the case company, and the results supported the hypothesis the researcher and the company had. The research indicates that the employees do not want to be considered as “resources”, but as employees actively in charge of their career development. They want to share the same values as their employer. They value autonomy, purpose, constant learning, and open communication. The main stakeholder for the career development of the employees, is the coach. Thus, the coaches and the staffing team need to have a close relationship to effectively communicate the skills and needs of the employees. Furthermore, the tools and communication of staffing are on a proficient level, but there are possibilities to further utilize them more effectively.