HR Planning
Strategic HR planning is imperative to the success of any business or organization. It is crucial that the knowledge, skills, and abilities of all employees are known and any additional upgrading and education to be updated and kept current in the HR records. The following is a guideline for management and employees to consider for forecasting future manpower requirements to maintain a competitive advantage in the marketplace.
Forecasting future HR requirements requires all management to work with the HR specialist to develop a plan every year for the following year based on market surveys and forecasts, keep apprised of manpower requirements on upcoming successfully bid projects, and know the manpower requirements of potential …show more content…
For the most part, upper level management and office staff is quite stable and we do not see any changes in the immediate future with these positions. If, however, we were needing to recruit for these positions, there are several different avenues that we can explore.
First and foremost, we would explore internal recruitment and developing the people within our organization. If it is determined that we do not currently have the expertise within the company, then we would recruit externally through different venues.
Once we have determined the requirements and skills for a job, the job posting would be sent through company intranet to all employees. It would also be posted on the bulletin boards where we have a designated area for Job Postings. If there is no internal interest within a specified period of time, then we would explore external recruiting.
Filling upper level management positions externally, would require approaching and engaging several agencies who specialize in executive searches. The companies that we use have a good track record of finding qualified …show more content…
The junior riggers can be recruited from technical educational institutions such as BCIT from the telecommunications equipment technician program.
All persons applying for any position within our company would require a cover letter and a resume. We ask that all persons applying to fill out our standard company application form.
We feel that we are a great company to work for. This is stated in our mission statement and our company culture is such that we have low turnover rates. We offer good compensation and benefits package. We have good salary benefits that compare with industry standards as well as flexible hours and vacations. We have good working conditions and nice facilities. Our equipment is well maintained and is in good working condition. People like to work here as we value all of our employees and we let them know
Strategic HR planning is imperative to the success of any business or organization. It is crucial that the knowledge, skills, and abilities of all employees are known and any additional upgrading and education to be updated and kept current in the HR records. The following is a guideline for management and employees to consider for forecasting future manpower requirements to maintain a competitive advantage in the marketplace.
Forecasting future HR requirements requires all management to work with the HR specialist to develop a plan every year for the following year based on market surveys and forecasts, keep apprised of manpower requirements on upcoming successfully bid projects, and know the manpower requirements of potential …show more content…
For the most part, upper level management and office staff is quite stable and we do not see any changes in the immediate future with these positions. If, however, we were needing to recruit for these positions, there are several different avenues that we can explore.
First and foremost, we would explore internal recruitment and developing the people within our organization. If it is determined that we do not currently have the expertise within the company, then we would recruit externally through different venues.
Once we have determined the requirements and skills for a job, the job posting would be sent through company intranet to all employees. It would also be posted on the bulletin boards where we have a designated area for Job Postings. If there is no internal interest within a specified period of time, then we would explore external recruiting.
Filling upper level management positions externally, would require approaching and engaging several agencies who specialize in executive searches. The companies that we use have a good track record of finding qualified …show more content…
The junior riggers can be recruited from technical educational institutions such as BCIT from the telecommunications equipment technician program.
All persons applying for any position within our company would require a cover letter and a resume. We ask that all persons applying to fill out our standard company application form.
We feel that we are a great company to work for. This is stated in our mission statement and our company culture is such that we have low turnover rates. We offer good compensation and benefits package. We have good salary benefits that compare with industry standards as well as flexible hours and vacations. We have good working conditions and nice facilities. Our equipment is well maintained and is in good working condition. People like to work here as we value all of our employees and we let them know