Managing Recruitment

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MANAGING RECRUITMENT
UNDERSTAND HUMAN RESOURCE PLANNING IN AN ORGANISATION
“If you fail to plan, you plan to fail”…..Winston Churchill The Chartered Institute of Personnel and Development” have defined human resource planning as… “a core process of human resource management that is shaped by the organisational strategy and ensures the right number of people with the right skills, in the right place at the right time to deliver short and long term organisational objectives ….without a workforce plan it is impossible to understand how viable it is to execute your chosen business strategy” (Reflections on Workforce Planning – 2010) It may be argued that HR planning is the base upon which all other HR activities sit as it involves forecasting what the future human resource needs are of an organisation and subsequently what needs to be done to meet those needs. In order for an organisation to meet both its short and long term goals it is essential to have the right staff in place. Human resource planning should encompass the following:

* Reduce staffing costs by anticipating both shortages and surpluses of staff and ensuring that adequate steps are taken to minimize these issues * It should contribute to the overall strategic business development plan * Development plans for employees which mutually benefit them and the organisation and succession plans for either internal promotions or to replace those who move onto other organisations * Evaluation of existing policies and procedures to ensure compliance with ever changing legislation and also to develop in line with future requirements At All Saviour’s Girls School HR planning is completed at senior level with the Governing Body. A number of factors are taken into consideration in planning the future HR requirements in a school: * The school is growing over the next three years to take in an increase of 100 students – a key aim in the plan is to have the right teaching staff in place for the right subjects, with the right qualifications as soon as they are required * Development of staff is crucial to retain the best teaching/support staff at the school. The school has committed to CPD in its plan and in creating an environment where staff feel valued * Population trends are considered. The school is based in a local community and primary school pupil numbers are key in ascertaining the growth of the school to accommodate future numbers * Changes in technology and teaching strategies are key in the school HR plan. The curriculum is currently undergoing many changes under the current government and we must have the right staff in place to deliver these changes * Changes to legislation, for instance abolition of the default retirement age. can impact on planning as the workforce now live longer and are less likely to retire It could be considered that there are four steps required to effectively plan the human resources of an organisation and these are: * Gathering and analyzing data regarding requirements – SWOT analysis provides a good starting point in looking at environmental factors. For the school this would be birth rates in the local community, changes to education delivery, changes to legislation that may impact and skills of staff * Establishing objectives, policies and relevant procedures – this may be around how the school recruits, trains and retains staff either by internal promotion or externally. Other areas may be working in partnership with other schools or using contract staff * Developing and then implementing action plans to deliver the vision – these plans should include numbers of staff, when they are needed, skills and training * Evaluation of the plan – results, staffing costs against budget forecasting etc. All employers have a legal responsibility to ensure that there is no unlawful discrimination in the recruitment process. Equality of opportunity is an integral part of recruitment and selection and...
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