Recruitment And Retention

Strategies for Recruitment and Retention

Strategies for Recruitment and Retention

Outline

What is our objective?

What HR strategies must we develop to achieve this objective, given the circumstances?

What are the skills we need?

How many staff members did the organization needs to achieve its strategic goals?

What are the positions to be filled?

What skill sets people should they have?

What will the impact of external environment on our needs for human resources?

What positions should we create?

What new skills we need?

Does our current employee have the skills?

Current employees can they use their skills?

Do we have enough managers or supervisors?

Our current practices of HR management are adequate in light of our future needs?

HR Strategic Planning

HR strategic planning, which is an important component of strategic HR management integrates the HR's overall strategic plan of your organization. Most organizations of medium and large size have a strategic plan to guide them so they can fully realize their mission. Organizations systematically develop financial plans to help them achieve their goals and it is equally important - though less common - to develop plans concerning personnel. (Watson, 2001).

Strategic HR planning is threefold

Ensure that the organization has adequate human resources to enable it to achieve its strategic objectives and implement operational plans - she can count "at the right time" over the "right people" with "good skills.

HR provides strategic planning the future needs of the organization in HR management. We can do this exercise after analyzing the human resources available to the organization, the external labor market and the impact that the organization of the trends for the future in regard to human resources. The analysis on the management of external resources, as well as the development of future scenarios, strategic planning and characterizes the different operational planning. The basic questions to be asked for strategic planning are:

Corresponding HR management standard:

The organization has a process for review of staffing requirements, together with developing a plan to address those needs (Ulrich, 2003).

HR Strategic Planning Process

The HR strategic planning process includes four steps:

Evaluation of current human resource capacity

Future needs in human resources

Gap Analysis

Development of HR strategies to support organizational strategies

Evaluation of current human resource capacity

The first step in strategic HR planning is to assess, in light of the strategic plan of the organization, the capacity of its existing human resources. We must identify qualifications, skills and abilities of staff and can therefore take stock of individual skills.

This inventory should not consider only the skills to fill a particular position - the need to enumerate all the skills that were demonstrated. For example, recreational activities or volunteer may indicate specific skills that could be an asset to the organization. We should also note the level of education, degrees and training certificates earned (Ulrich, 1998).

The performance appraisal form of a staff member may also be examined to determine whether that person is ready and willing to assume greater responsibilities and to learn about their career plans.

Future needs in human resources

The next step is to forecast future human resource needs based on strategic goals of the ...