Staff Planning
The staff planning cycle is best described as, what happens right from realising the company needs more workers, right up until the new employees retirement.
Firstly planning:
A lot of organising goes into deciding what type of candidate is right to hire and why; the management team need to come together to make an informed decision. Then processing the advertisement and getting it out there, trying to make sure the right type of people see it. During this time the management team may write up any company goals/objectives they may wish to achieve and why by hiring a new employee.
They will also compare the current staff- their skills, whether any of them should be promoted or if they aren’t meeting standards how to best handle that type of situation. New hires need to be from a specific market- do the company wish to hire school leavers, university graduates- education is a very big factor here as some people will be far more qualified, however some may be over qualified. Once this has all been discussed the management team need to come up with a suitable course of action.
Then Actions:
Assuming the management team have chosen to go ahead and make arrangements for the staffing plan to involve external hiring, they need a course of well justified actions. If they hire externally, they may need to promote someone and gossip of how much someone may be getting promoted can trigger competition within the office as the management team lay out a suitable pay rise and how much work will be done in order to justify it. If further training arrangements are needed for anybody interested in progression they will need a budget.
The management team should also consider staff that may be closing in on a suitable retirement pac...
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...the HR Department prior to being communicated with the applicant.
• All data of potential candidates gathered from the recruitment process should be filed accordingly or destroyed once a letter has been sent out asking the candidate if they would like to be kept on record for any future similar positions.
This procedure was designed by me as Office Manager, in order to make sure that all future job descriptions for Classic Interiors meet business requirements and are of a professional, efficient standard. This document also maintains the aim of having the potential employees being assessed against reliable and measurable standards at every stage. It ensures that the recruitment method is lawful, for example; following the Equality Act of 2010. Finally, the candidate may be assured it’s a genuine job offer, which helps the company grow and maintain its reputation.
Marbury v. Madison was a Supreme Court case to resolve the dispute of Marbury’s appointment in 1803. Before he left presidential office, John Adams made a set of last minute appointments. According to these, he named Federalists to the most of the positions. Among others, he appointed William Marbury “as a justice of the peace in the District of Columbia but failed to deliver Marbury’s commission before midnight” (Boyer 226). Marbury needed the notice of appointment; however, new secretary of state Republican John Madison refused to send it to him. As a result, Marbury asked the Supreme Court for help. The Chief of Justice, John Marshall, went back to available documents to find out what he was supposed to do. Finally, he presented that although Marbury has the right to the appointment, according to Constitution, no one has the right to force Madison to deliver Marbury’s commission.
The realistic recruitment message has advantages and disadvantages. The message informs applicant’s exactly what the job entails. This can lead to higher job satisfaction and lower turnover. Providing applicants with realistic details of the job allows them cope with the demands of the job (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 224). However, the message can also lead applicants to not apply for a position or to withdraw from the recruitment
Additionally, they should have a severance package ready for anyone who chooses not to stay with the company.
A unique experience that I had during my internship at Target was to aid in the development and strategy of workforce planning. According to a Society of Human Resource Management (SHRM) toolkit, written on December 21st, 2015, Practicing the Discipline of Workforce Planning, “workforce planning is the process an organization uses to analyze its workforce and determine the steps it must take to prepare for future staffing needs (SHRM, pg. 1).” Workforce planning was discussed in several courses I have taken at ISU, most prominently MQM 323 and MQM 221. There were three different ways in which I helped with workforce planning which was analyzing the open position report, scheduling team members, and recruiting and selecting potential team members.
This critical review will look at the skill of administering antipsychotic depot intramuscular injections. This skill was practised while I was on my psychiatric placement in a community setting. The setting will not be named for confidentiality reasons as set out by An Bord Altranais. According to An Bord Altranais (2008), under no circumstances may a student nurse disclose a health care facility’s identity in an assignment. Clinics were run twice a week in this particular community setting for patients with mental health problems such as schizophrenia and bipolar affective disorder to receive their depot intramuscular injections. This skill was chosen as the author was practising administering intramuscular injections almost on a daily basis but there is confusion around what is the best practice for administering depot intramuscular injections in the mental health setting.
Most people would say torture for children is illegal, yet homework is still being assigned today. Everyone can remember their high school and college years when many had to pull all-nighters studying and finishing that last project. However, to what purpose? How many people use Pythagorean Theorem every day? Alternatively, chemiosmosis? The assignments that teachers are giving to students for homework not only have no impact in students’ learning, it can harm them physically, mentally, and in their family life.
Still in the preparatory stage, review the details given in the vacancy and match up your skills to what they are looking for in a candidate. Pick out ...
The next step in the recruitment process involves attracting the potential employees, using various methods.
Recruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
Current employees are familiar with existing practices.... ... middle of paper ... ... Therefore, qualified internal employees should be promoted to fill vacancies and positions. Job positions should be posted internally so qualified employees are aware of existing vacancies.
Strategic workforce planning is the first component of human resources management (HRM) from which all other HR activities are derived from and flow out of. It is based on anticipated HR requirements from the perspective of the present HR environment. This requires a proactive posture, analyzing internal and external factors, to determine the most appropriate responses to future needs. Additionally, when formulating long-term proactive plans, an element of flexibility must be
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
The organisation can attract pool of potential and right candidate for the vacancies by posting the job vacancies in the internet but there might be a possibility of wrong interpretation of an employee data. With the help of internet recruitment there are possibilities of acquiring wrong information or less realistic information about the applicant. still many organisation uses internet recruitment in order to attract talented candidate from this challenging world and to advertise their career