Workforce Planning

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Module 3 CT - Option 1 - Workforce Planning
Edna Hunter
Colorado State University Global Campus
Managing Human Resources
HRM500
Dr. C. Miller
April 25, 2016

Module 3 CT - Option 1 - Workforce Planning
Introduction
Hiring strategy should have a clear plan as to the positions needed, compensation and benefit packages available and the organization’s share of costs as well as the employees’ share, goals of the organization including values and ethics. Adhering to applicable laws and workplace regulations is a necessary requirement (Reed & Bogardus, 2012). Developing job descriptions and exploring ways to revise current job descriptions and recognize the skills needed for the positions should be on the top of the list of tasks. Gauge the skill sets of current employees and seek employees with the correct skill sets. Use inside resources as well as outside resources to seek out talented potential employees.
Selection Procedures
Hiring practices of today must change with the current workforce requirements. Previously, the selection process relied upon hiring the person with the expertise to perform the requirements of the position for which they were hiring (Bowen, Ledford, & Nathan, 1991). In the past organizations did not consider the qualities and features of the organization and have disregarded the potential employees’ characteristics, rather hiring bodies to fill the slots.
There is a new approach to hiring that is based upon hiring employees that are a total fit into the culture of the organization (Bowen et al., 1991). Although the new hiring practice may be time and labor intensive, the new hire would not simply be hired because they have the desired skills but because they fit in with the culture of an organization and their values and ethics. Employees may be interviewed several times and simple applications would not be an…...

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