There are many different factors that affect organisation’s approach to attracting talent. One factor is an expansion of the organisation. When an organisation expands, planning is vital as they do not want to end up with too much knowledge and skills in one area while not enough in another.
There was an assembly of demographic and separation data but as this is not detailed, I cannot see if other data was also looked at. If the internal landscape is not analyzed properly, when you begin your design, this can cause the entire plan to fail. Demographic and separation is not enough to create a solid plan. You also need education, training and certificate information, historical hiring trends, attrition trends, internal movement trends, performance history and retirement projections. Although often hard to gather, this information will be the most valuable tool and will ensure success in the end. “It’s rate for an organization to have all of the information needed to do a perfect workforce plan but your goal is not to have it perfect, your goal should be to become an expert on the composition and capabilities of your workforce”.
The first step in the process is to identify and define the problem at hand. During this step, all the information is gathered and looked over. This allows for the problem to be clearly identified and hopefully making the whole process easier. Step two of the process is to begin generating possible solutions. In this step, managers can begin formulating one or several potential solutions (Lombardi, Schermerhorn, & Kramer). Before going onto step three, some additional information may be required, because step three is when a plan of action is chosen. In the fourth step, the chosen plan is implemented. It is the responsibility of the manager to make sure this portion goes smoothly. Everyone on the team should know exactly what they should be doing. The final step in the process is to review the results. In reviewing the outcome of the action plan that has been chosen, you may find things that need to be altered and you may find things that are going perfectly. At this point the appropriate changes should be made.
Documentation of the plan of action for the employee should be completed. This documentation will provide a record of what has been tried, lessons learned, and the direction in which the employee should take to meet goals. This will help the employee gain knowledge and experience prior to taking on additional responsibilities. Thus, providing the employee with his/her strengths and weaknesses. Next the discussion for what the employee goals will be for the upcoming future should take place. New goals should be addressed. The employee should be willing to correct any performance issues.
Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis
Week two gave us an inside look on what the six steps are during the planning process. These steps are situational analysis, alternative goals and plans, goal and plan evaluation, goal and plan selection, implementation, and finally monitor and control. The step that Tina, Joanne, and Chris thought was most important in the planning process was the role of setting up alternative goals and plans. They believe it is always a good idea to have an alternative plan just in case the original plan did not achieve the intended goal. We all were able to agree that having a backup plan was a great way of running a business.
1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process:
This report has been written on Talent Planning, within this report the following will be indentified and assessed: At least four ways that affect the organisations approach to attracting talent, three organisation benefits of attracting and retaining a diverse workforce, three factors that affect an organisations approach to recruitment and selection methods, three purposes on induction and how they benefit individuals and organisations and I will include our organisations induction plans that will identify areas covered in the plans, including timelines and those involved in the process.
I am familiar with the Infantry and Cavalry division of the military structure and how to make this division of the US government functional is of crucial importance. First, by the very definition, the infantry and cavalry division of military service personnel requires a special mindset. It requires a person who understands that their life as well as others will be in a dangerous state and at any stage of conflict that has to be a mindset that the individual will be comfortable with. Regardless of the company for which one works, the staffing portion of any career is one
The planning process begins with a situation analysis of the external and internal forces affecting the organization. This examination helps identify and diagnose issues and problems and may bring to the surface alternative goals and plans for the firm. Next, the advantages and disadvantages of these goals and plans should be evaluated against one another. Once a set of goals and a plan have been selected, implementation involves communicating the plan to employees, allocating resources, and making certain that other systems such as rewards and budgets are supporting the plan. Finally, planning requires instituting control systems to monitor progress toward the goals.
Staffing has always been considered as the foundation for organizations' growth, development, survival, and competitive advantage. A successful staffing process may require effective advance preparation and planning in order to address support services required to advance organizational goals and workforce planning. Having read through the company's (Tanglewood) overview and job descriptions for the various positions, I think this topic offers an opportunity to explore some of the theoretical aspects of staffing organizations model in recommending some effective and efficient ways of employing the best personnel to fulfill the company's goals. The staffing plan or model to be used for this company is intended to monitor and control human capital
* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.
Workforce planning is defined as efficient function that is belonging to human resource management. This is actually work in a proper system format to determine as well as identify needs of the organization with respect to their size, knowledge, type, and capabilities of their workforce to gain related objectives. (Samdahl, 2012)