Concept and Brief Description
To plan for an organization’s human resource needs, you first need to determine your personnel forecasting. By knowing your company’s strategy, you can start to build positions that will implement that strategy efficiently. Through analysis and good judgment, the planner needs to determine the supply and demand for various positions. They can look at several indicators to predict labor needs. To reduce a surplus of labor in your company, downsizing, pay reductions, and demotions are a very expedient way but also very costly to current employee motivation and loyalty. Transferring employees and sharing work are fast methods that are less severe. Hiring freezes, natural attrition, and early retirement packages is a slower method but less painful than layoffs. It can be easier to have a slimmer size of employees and either require them to work overtime, or hire temps during the busy season. Recruiting for positions can come from within the organization or by offering attractive salaries to hire from outside the company. There are many sources to compare and select job applicants. Some of the best come from recommendations. The recruiter has many roles. The quality and quantity of his recruits depends highly on his personal and ethical behavior.
Emotional Hook
We’ve all been hired, fired, or quit a job. If we know going into those jobs what we found out within the first two weeks of actually working, how would we have acted differently? Is it better to get a job that will “do for now” or wait for the “perfect job” that fits our personality and work style?
Key Points To Elicit In Discussion
Will how you compensate your employees have an effect on the applicants that apply? Will how you pay your recruiter? Will his pay have an effect on the quality of his recruits?
Facilitative Question
What is the best plan of action for staffing your new company?
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