Figure 2. The People Resourcing Continuum

Definition: People Resourcing encompasses a range of complex and interrelated management functions and activities. This initiative will focus on providing advice and recommendations on actions/activities that can offer prompt and high impact solutions to common challenges or concerns. The core objective is to improve our capacity to efficiently and effectively place the right people in the right jobs at the right time.

The Government of Canada has several people resourcing methods in place. These include external resourcing, internal resourcing, departures, temporary departures and employee on boarding.

External resourcing is done primarily through three channels:

• Temporary recruitment – temporary help contracts, term contracts, student programs, interchange Canada and casual contracts;
• Collective recruitment – Post secondary, general, specialized/targeted/shortage and development programs; and
• Individual recruitment – general and specialized/targeted/shortage.

Internal resourcing is also done primarily through three channels:

• Temporary recruitment – assignments/secondments and acting appointments;
• Collective staffing – general, specialized/targeted/shortage and development programs; and
• Individual recruitment – general, specialized/targeted/shortage and student bridging.

Employee on Boarding is also very important within the Government of Canada’s people resourcing system. The HR business process drives employee on boarding and incubuses:

• Integrated HR planning;
• Classification;
• Staffing;
• Compensation;
• Employee development;
• Leadership, talent management and succession planning;
• Language assessment;
• Security clearance; and
• Orientation training.

The last part of the people resourcing continuum is departures. Departures include:

• Retirements;
• Exits in favour of other employers; and
• Temporary departures – such as, L.W.O.P., L.W.P and interchange.

Return to Figure 2. The People Resourcing Continuum