10 23 staff planning failing to plan is planning to

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2.3. Staff Planning “Failing to plan is planning to fail” a pre-requisite to any efforts to recruit and select employees, is an assessment of the organization’s needs for employees. Staff planning is a forecast of the numbers and kinds of employees is an assessment the organization will need in each position over a given period of time Questions that must be answered include: How many and what kinds of clients will be served? What kind of services will be needed to serve the clients? Where exactly will these clients be allocated and what existing staff will be available to serve them? 11
What support services will be needed to serve the clients and for the activities, to be undertaken What level of funding will be available? What types and how many people will need to be hired? An error in recruitment projections will result in expensive and disruptive overstaffing or understaffing of the organization Final hiring requirements are determined by comparing organization’s future human resource needs with the number of those already employed who will remain with the organization Be mindful of, retirements, resignations, dismissals, deaths Identify employees for possible intrasystem movement (promotions, transfers, demotions, etc) 12
3 . Recruitment and Selection 3.1. Recruitment One of the most important efforts organizations leaders make is to successfully match human resource demands will human resource supply The process begins with developing ways to attract qualified people to apply to open positions within the organization. Potential Sources are: Vacancy announcements Advertisements Employment agencies University Visits Professional Organizations Employee referrals, Job fairs incentive programs, etc. The Single most important factor in attracting qualified candidates is the reputation and in image of the organization. 13
Other factors that influence any recruitment plan are affirmative action and equal employment opportunity, professional negotiations, salary and fringe benefits, institutional policy, employment continuity, employee relations, staff development, availability of opportunity, and the work itself Both equity and excellence must be goals for recruiting and hiring employees. The main sources for recruiting candidates are the internal and external Internal o Filling open positions within inside Candidates has may benefits: 1. There is really no substitute for knowing a candidate’s Strengths and weaknesses- It is therefore safer to promote employers from within since you are likely to have a more accurate view of the person’s skills, than you would an outsider. 2. Inside candidates may also be more committed to the organization 3. Moral may rise, to the extent that employees see promotions as rewards for loyalty and competence.

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