Concept of Full Production Contract - Essay Example

Resource plan: staffing, facilities, equipment, experts Strategic Staffing Strategic staffing is defined as the processof ascertaining and addressing the staffing effects of business plans and strategies. It is part of the essential management function of establishing a profitable and effective business. The other essential management functions include planning, motivating, and controlling. The organization should always implement an effective staffing process in order to succeed. The impact of change on the staff should be clearly defined to ensure good performance by employees in an organization. Strategic planning emphasizes on the long term impact process including the business orientation process. Strategic staffing process includes defining the type and number of employees needed at a particular period. These ensure that the business plans of the organization are effectively implemented. The process also helps in identifying the staffing resources at present. In addition, the organization periodically reviews its performance in long and short term periods. New employees are trained, recruitments take place, and promotions to the old staff are effectively implemented (Bachet, 2002). Job analysis is often a procedure by which relevant information is acquired about a job. It is a systematic and comprehensive study of information concerning the operations and responsibilities of a job. A vital concept job scrutiny is that the analysis is directed on the job, not the person. Job analysis is often carried out to establish ‘job relatedness’ of the employment procedures. The target procedures contain training, performance appraisals, selection and compensation. It spells out what the employee does the level of education, skills, and training requirements. In addition, the incumbent acquires a simple questionnaire to pinpoint job duties, equipment used, work environments and relationships. This helps in conducting effective interviews on the incumbents. The performance review of job analysis is often used to develop evaluation criteria, goals and objectives, length of probationary periods, and performance standards among others. Organizations should clearly define duties and responsibilities assigned to the employees to avoid confusion that can result to poor performance. When conducting a job analysis, one has to follow certain procedures. First and foremost, identify the specific purpose of job analysis and select the method to be used. One can review expels of other similar jobs in order to select an appropriate method of a job analysis. The organization should train the analyst to enhance performance. Prepare the process by communicating to the organization and document. Data collection is often done on job activities and working condition among many other things. Ensure that all data collected is reviewed and verified to avoid confusion and common errors. Finally, develop a job specification and description according to the goals set. The description is retrieved from the job analysis information, outlining the responsibilities, working conditions and activities. On the other hand, job specification encapsulates personal skills, qualities and background required to do the job. Job posting can be related to an advertisement. Once a vacancy and job position is established, one can start the recruitment process. One should aim at attracting the right people to your organization. The job posting procedure should contain accurate information with an honest view of the position being advertised. The process should be effective enough to capture someone’s interest to take up the position. It should also encourage them to do self-assessment of whether they are qualified for the position. One of the elements of developing job posting includes helping a candidate understand the organization. The description should outline the goals, objectives, and the culture of the organization. It should also specify the requirements and qualification of the role. In addition, job posting should indicate the appropriate application process to be followed such as through mail. Job deadlines should also be indicated to avoid delays. Example a job posting is as follows, Oxfam International located in Chicago advertises for the position of a nutritionist. The applicant should have five years of experience with a Bachelor in nutrition (Nicholas & Preston, 2004) Employers in many organizations require applicants of new jobs advertised to complete an application form. These enables the employer to have reliable data on file for prospective applicants. The application forms contain various columns for fill in data such personal information, education levels and experience. The forms may vary depending on what the organization want in an employer. They are sometimes used to determine the recruitment and employment procedure. An example of an application form is shown below: Personal information, Names of applicant------------------------------------- Residential Address----------------------- City, zip code----------------------------- Personal phone number---------------------- Are you authorized to work in the United States of America? If no please explain? Have you ever been convicted of felony within the previous five years? I f yes please explain? Position applied for----------- Indicate the date, you are available to start working? Education background Name of school-Degree obtained. ----------------------------------------------------------------------- Skills and qualifications: Licenses, skills and awards -------------------------------------------------------------------- Employment history Indicate your present and last position Position title------------------------ Responsibilities------------------- Supervisor: ----------------------- Email: --------------------------- Phone: ------------------ Interviews are often an important part of the recruitment process. The organization should strive to plan and conduct good interviews in order to recruit effective workers. The interview process usually varies among various organization depending on their planning and priorities. As a job seeker, one should thoroughly research about the specific company before the day of the interview. Examples of interview questions one may be asked include: Why did you leave you previous job? What did you like or hate about your previous job? What are your weaknesses? Employment personality assessments are often used for different purposes such as training, customer care testing, and applicant screening and career assessment. Good pre-employment assessment provides predicable outcomes before one is officially employed. Structured questionnaires are used during the assessment process. In addition, certified employment tools and assessment tools should also use by the organization in carrying the process. The organization can use the physiological profile in the testing and assessment process that comprises of the non-invasive pre-employment testing and the clinically psychological testing (Philips & Gully, 2009). References Mooney, Tim and Brinkerhoff. Courageous training: Bold actions for business results. San Francisco: Berret-Koehler publishers, 2008. Print. Robertson, Suzanne and Robertson, James. Training for dummies. California: Addison-Wesley Professional, 1999. Print. Stolovitch, Harold and Erica, Keeps. Telling ain’t training. American Society for Training & Development. Virginia: American Society for Training & Development, 2011. Print. Read More