workforce planning

You may  have the sense of hearing of 'HR' also known as Human Resources or if you are in a mostly supportive organisation it may be called 'Human Remains'. This department is involved in supporting managers to help get the most out of their people. 

A High Performance Workforce - Key Principle

Building a High Performance Workforce

To build a high performance workforce - organizations require to think beyond the typical performance management system. A high performance culture is much more than filling in evaluation forms and following a performance management process. It is not a quick fix and it requires commitment to creating a sustainable approach to performance improvement. It is a culture that goes beyond short term metrics and one that must include a range of organizational, managerial and employee principles.

1. Organizational Principles:

1a. The Performance Management Approach. Be clear on the expected principles of performance. This ensures that all employees understand what is expected of them in their role and how their role contributes to the success of the organization. Any system for provided that feedback should allow for numerous sources of feedback - not just the direct line manager.

1b. A High Performance Culture. Ensure there is a regular and open communication of business performance data. Managers and leaders should make a clear dissimilarity between employees making good and poor contributions. They should give confidence employees to take suitable risks and remove the fear of breakdown.

2. Managerial Principles:

2a. Communication with employees. Managers should set plain and consistent expectations and try not to constantly change plans and priorities. Using a coaching style of management helps your people find solutions to business problems. Managers should provide the resources needed by their people to allow them to be successful.

2b. Official Assessment. The emphasis should be on the positive aspects of performance. Performance weaknesses should only be talk about when the manager has also thought of specific suggestions for improving performance. Formal reviews should also include a discussion and agreed actions involving to your employees' medium- to long-term career ambitions.

2c. Informal Comment. Informal comment should be make available on a regular basis. The most powerful driver of high performance is comment which is specific, timely, perfect and balanced and comes from a knowledgeable source.

3. Employee Principles:

3a. Day to day work. Take some time to offer the big picture for your people. Help them understand how their roles and current assignments contribute to organizational success. People who understand and enjoy their work deliver greater contributions - so take time to carefully match people to their roles.

3b. Opportunities. Understand your people's force and then look to provide them with opportunities to utilize those strengths. Timely training and on-the-job coaching provides the most effective learning. Any learning and development provided should be related to people's assignments and their role.

Concept Of Recruitment

Recruitment is an vital function of an organization because it clutchs together manager and worker.

An essential part of the gaining component of human resource management, it is the procedure of judgment right people for right positions at the right time. It is concerned with classifying and attracting a pool of capable candidates to fulfill human resource requirements of an organization.

Recruitment should place and attract a suitably large pool of qualified candidates for job vacancies. The more the applications received the better is the chance of recruiting “right” Person.

·         Resource of Recruitment

Recruitment seek out to generate a pool of right candidates for job vacancies.

There are two main source of recruitment.

1.    Internal Source of Recruitment

2.    External Source of Recruitment

                                                                                                                  

1.  Internal Source of Recruitment

     potential qualified candidates are found within the org to fill up job vacancies. Many Organizations follow the practice of recruiting from internal sources. Promotions And transfers serve as key sources for internal recruitment.

Advantages                    Disadvantages

Better Selection                               Limited choice

Morale Building                               In breeding

Adaptability                                      Preference

Mgmt. Dev                                         Limited Opportunities

Cost Effective                                     Superiority based

 Obligation

2.   External Source of Recruitement

     Competent candidates are involved to apply for job position. This Source is commonly used to make recruitment for entry level jobs and skilled jobs.

Advantages                           Disadvantages

Better Selection                                        Limited choice

Morale Building                                         In breeding

Adaptability                                                Favoritism

Mgmt. Dev                                                  Limited Opportunities

Cost Effective                                               Seniority based

          Commitment

·        Methods of Recruitment

1.   Internal Methods

          Job posting

Employee appointment

Human resource

Record search

2.   External Methods

Marketing

Employment exchange

 Appointment

Trade unions

Labours service provider

1.  Internal Methods of Recruitment

JOB POSTING

This involves announcing job opening to all current employees. Position, location, pay scale & qualification are described. The means used for announcing the job vacancies can be:

Bulletin boards

Newspaper

Circular

E-mails

EMPLOYEE REFERRAL

This is nomination by superiors. Supervisors generally recommend best qualified candidates for the vacant jobs. This recruitment by “word of mouth” .

Advantage 

Temporary or casual employees can also be referred by permanent employees.

Disadvantage

This method may confuse friendship with job performance competence.

Human Resource Inventory Search

It is a search of skills account of human resources currently employed in the organization. The information included in the inventory about each employee is:

Personal: Name,age,Sex,marital status

Educational qualification/professional qualification

Training undertaken/special skills

Employment experience/current position held/superiority

Performance ratings

Salary level

Potential

Languages spoken

Job and location preferences

External Methods of Recruitment

Promotion

The most common method for external recruiting, advertising, reaches a much wider audience through carious media

Advertising Medias:

Print-newspaper, magazines, internet

Visual-billboard poster

Audio: visual-radio,tv

Employment Exchanges

They maintain a databank of job seekers and job vacancies. They furnish a list of appropriate candidates to prospective employers, such employment exchanges are funded by the state.

Employee Referrals( word of mouth recruiting)

Current employees suggest their friends and relatives from outside the org for “hard to find” job skills. Such applicants tend to be better qualified fir the jobs.

Trade unions

Trade unions serve job referrals for recruitment of semi skilled workers. They maintain a databank of unemployed members.

Labour service provider

Labour service provider serve as the substitute source of recruitment of workers. They charge commissions for their services.

Recruitment as the Most Important Aspect of Human Resource Management

Human Resource Management theories focus on methods of recruitment and selection and emphasize the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training.

Examples of recruitment strategies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of candidates. Small and medium sized enterprises (SMEs) also focal point on interviews and judgment with accent on job analysis, emotional intellect in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company as well as an adverse effect on its productivity and unsuitable levels of employment or skills. Insufficient recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be enhanced by following management theories. The recruitment process could be improved in complexity with psychological tests, personal interviews, etc. Suggestion for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.

Recruitment is however not just a simple selection process and requires management assessment making and general planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would particularly look for potential candidates competent of team work as being a team player would be vital in any junior management situation.

Human Management resource approach within any business organisation are focused on meeting business objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits. The process of recruitment does not however end with application and selection of the right people but involves maintaining and keep hold of the employees chosen. In spite of a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstruction in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply general theories within specific organizational circumstance.

Management Development Training

The require for and significance of well-organized management development training is often secondary by excited managerial who are so focused on make sure that nothing goes defectively wrong, that they miss the opportunity to guarantee that far more things go wonderfully well. Executives do need to hit the numbers and attain the goals they have agreed, or been set, whether it be by keen savers or other parties. And above all throughout or following a depression.

There are many customs, other than straight classroom based management training to develop your existing and talented managers. They include:

- One to one instruction with colleagues (same and different teams and departments)

- Peer group training with colleagues (same and different teams and departments)

- Group learning with direct manager

- Group learning with key inner customers & stakeholders(90 minutes per session)

- Self-drected learning with internal HR/Training team or believed peer

- Real-time, on the job instruction

Management Development training and instruction doesn't have to take the person out of the business. They can learn so much contained by your business - but only if they are allowed the time and space to undertake such learning. And remember, just because a manager is sat at their desk tapping their pen on the desk or even staring out of their office window, it doesn't essentially mean they are avoiding their farm duties. It might just mean that they are thoughts, or even learning.

The most successful management development training typically includes a combination of all of the points detailed before. How often have you involve yourself in a training programme, thought that the ideas and perceptions were absolutely incredible, and then, not applied your learning? We've all done it I suppose. But this isn't management development - it's budget mis-management.

I have make possible thousands of management training programmes across the globe. But whilst so many different factors influence just how effective the learning will be, one major sticking point often appears. And that's participants examination in with the office on their mobile phone. Why do they do this? Well, there's a number of reasons including a desire to ensure that all is running efficiently, a desire to show their deputy that they care about them, a desire to demonstrate self-importance to their deputy....'Oh, you can manage without me can you?' and finally, a deep fixed fear that something will go wrong and they'll be the one who has to sort it out.

For now though, keep in mind that developing managers isn't all about sending them on training courses and having them return motivated for a few days, or hours, depending on the quality of the learning. It's more about providing an profusion of well-considered options from which they can select their preferred method/s of learning. In adding to this, it's down to the line manager to ensure that time and space is allocated well in advance to allow the manager to immerse themselves in a valuable learning which will benefit them as an individual and of course, your organisation too.

Importance of Recruitment And Selection Process

You will discover that any successful business will have at its core resourceful and caring employees who have full job satisfaction and a perfect fit for the jobs they are commended with. This is not an easy task to achieve and full credit goes to the selection and recruitment processes that the company has in put. On the opposing, if these processes are not holded efficiently, the wrong sort of sluggish employee appointments can prove incurable even to a well established business.

It is of greatest importance for an employer to be absolutely clear on what they expect an employee to be. The expertise required for the job should be detailed as accurately as possible. Transferable skills which the company could use also justify a point out. So the chances of zeroing in on the right candidate increase greatly if the vacancy advertised is very specific as to the requirements. If recruitment agency service is choosed for by the employer, the agency or the advisor should get very specific instructions from the employer.

It is necessary that an exact framework for shortlisting applicants for a vacancy is formulated in advance. This is the first step of the selection and recruitment process. This necessitate that the employers are very clear as to what sort of qualifications and experience they expect to see on the CV of the possible employee. The process of selection and recruitment needs to spell out very clearly the total requirements vis-a-vis qualifications and qualities necessary to fill the vacancy. Based on this one can shortlist the candidates. The next step is to take a decision on the number of interviews and/or presentation needed to finally decide on the employee.

If the employers give very concise and accurate explanation of what they expect the employees to be, the recruitment consultant or the agency can choose a candidate very easily. The recruitment consultant or the agency also needs to have knowledge of the employers in-built processes of selection of the true candidates.

Finally, it is in the strength of things that a feedback is make available on the interview by the interviewer either to the applicant or the agency through which he has come. Before proceeding with the interview which may or may not be followed by a presentation, the interviewer on behalf of the company should have reached a decision as to what package of wage he is willing to offer to the right person. This is a very vital but easily overlooked point in the process of selection and recruitment. The employers would do well to remember that the potential candidate would most definitely be sizing up the prospective employer as well during the selection and recruitment process.

Importance of Recruitment And Selection Process

You will discover that any successful business will have at its core resourceful and caring employees who have full job satisfaction and a perfect fit for the jobs they are commended with. This is not an easy task to achieve and full credit goes to the selection and recruitment processes that the company has in put. On the opposing, if these processes are not holded efficiently, the wrong sort of sluggish employee appointments can prove incurable even to a well established business.

It is of greatest importance for an employer to be absolutely clear on what they expect an employee to be. The expertise required for the job should be detailed as accurately as possible. Transferable skills which the company could use also justify a point out. So the chances of zeroing in on the right candidate increase greatly if the vacancy advertised is very specific as to the requirements. If recruitment agency service is choosed for by the employer, the agency or the advisor should get very specific instructions from the employer.

It is necessary that an exact framework for shortlisting applicants for a vacancy is formulated in advance. This is the first step of the selection and recruitment process. This necessitate that the employers are very clear as to what sort of qualifications and experience they expect to see on the CV of the possible employee. The process of selection and recruitment needs to spell out very clearly the total requirements vis-a-vis qualifications and qualities necessary to fill the vacancy. Based on this one can shortlist the candidates. The next step is to take a decision on the number of interviews and/or presentation needed to finally decide on the employee.

If the employers give very concise and accurate explanation of what they expect the employees to be, the recruitment consultant or the agency can choose a candidate very easily. The recruitment consultant or the agency also needs to have knowledge of the employers in-built processes of selection of the true candidates.

Finally, it is in the strength of things that a feedback is make available on the interview by the interviewer either to the applicant or the agency through which he has come. Before proceeding with the interview which may or may not be followed by a presentation, the interviewer on behalf of the company should have reached a decision as to what package of wage he is willing to offer to the right person. This is a very vital but easily overlooked point in the process of selection and recruitment. The employers would do well to remember that the potential candidate would most definitely be sizing up the prospective employer as well during the selection and recruitment process.

Recruitment And Selection Process

The most important job of a Human Resources individual is the selection and hiring/recruitment of employees. It cannot be liability that the achievement of any firm depends on the quality of human resources or talents in that firm. This is why it is very important for any human resources expert to be very sure of hiring the right staff without cooperation anything from the beginning. The questions behind your mind while foundation for talents should be can these staff deliver? What are their strengths? Can they fit into the corporate goal and objectives of the firm? What are their competencies? Can they be trained? Can they pursue the vision of the firm? What values are they bringing into the organization? Are they coming to use our firm as a learning ground and move on with their career somewhere else? Can we count on them to fit into the succession plan of the company? Etc. Answers to these questions and more are why selection and recruitment seems to be an difficult task. It cannot be argued that most applicants fake their qualifications and experiences just to impress interviewers and get the job. It is very important then for interviewers to look away from the physical to determine how suitable an applicant is. This brings us to the issue of the capability analysis of those to be interviewed. Competency test is always one of the important selection strategies. This is because it goes beyond what eyes can see. It checks the behaviours of the candidates as well as their characteristics, which influences and drives their performance on the job. A competency can then be seen as the underlying characteristics of a person which enables him to deliver or not deliver superior performances in a given job, role or situation.

The competency of a candidate can be seen in his abilities, educational qualifications, Knowledge, abilities, success, strengths, social roles, self image, Traits and Motives. Where the candidate's skills, educational qualifications, knowledge, abilities, achievements, strengths and weaknesses can be easily identified, his Traits and Motives are always out of sight in the core of the candidate. The Motive and Traits of different candidates are always what separates the chaff from the juice. This then means that interviewers should pay more attention during selection exercises in the motives and traits of candidates more than their qualifications and experiences.

When there is an opening in a firm, it is always very important for the Human resources department to check secretly if there is any accessible staff that can fit perfectly into that location. While placing the advert, it is also very important for the HR person to know the job requirements for that position, the educational qualification needed, number of years of experiences on the job, the job explanation, the gender of the person needed etc. These will help in knowing the satisfied of the advert placement.

It is also constantly very significant for the advert to identify that each candidate should have his profile and career outline in the first page of the resume. This will make the short-listing job simple.