While organisations know about the value of succession planning as a tool to sustain their business models and to retain talent, many organisations still end up needing to find outside talent to fill senior positions. Lack of proper and thought out succession planning is one of the biggest challenges facing organisations. The other reason is job-hopping that put succession planning into disarray for many organisations. Circumstances change more than anticipated and whatever talent was previously identified is no longer adequate. Effective succession management is the result of cultivating the talent to populate a succession plan that works when actually applied. For this reason, it is essential that the effort is invested in cultivating talent and not merely in populating plans. The plans will be weak if the actual cultivating or growth of talented people is not strong. Organisations need to make an effort to actively cultivate talent to ensure that future talent gaps are avoided. In most organisations the immediate talent requirements cannot be adequately met from within. This creates a time demand operationally on line managers and the human resources teams supporting them to constantly be focused on external recruitment, which can be very time consuming. In addition, external placements require intensive induction and training for their new organisation and take time to become productive. Recruitment agencies offer more flexibility and can help organisations when they are pressed for time. It is time that recruiters were placed in a relationship more central to the succession planning process rather than on the margins. Most organisations leave recruiters entirely out of the succession planning process, bringing them in only at the last moment to fill urgent positions. Recruiters can help in the succession planning by; contributing to the overall talent plan and projections on a variety of possible staffing scenarios and create and maintain flexible talent pools. In a typical organisation, the cultivation period to grow talent to a first-line supervisory or specialist levels roughly takes three to five years, depending on the sector and excluding any prior formal qualifications required. So the failure to have readily available internal talent to meet current requirements is a failure of the leadership of the organisation to have identified talent with the potential to cultivate and prepare this talent for future requirements. Organisations then find themselves with limited staff and they are even less likely to begin the cultivation process. In this way the vicious cycle is perpetuated. Another concern is that the morale of employees can be affected when outside appointments are made. Organisations should strive to source and select entry-level staff that has the potential to move up the ranks of the organisation and use them as a key talent pool from where talent can be grown and cultivated.
See more at www.mystudent4life.com
Monday, June 28, 2010
Saturday, June 12, 2010
Job Search Fundamentals
One of the important things job seekers need to know about job search is to learn the fundamentals. Learning the fundamentals will serve you well in your job search and in understanding what employers are looking for in new employees.
Here are tips to learn and know as you research and prepare for your job hunting.
Recruitment
Hiring Managers uses various recruitment tools to attract people to the organisation. The recruitment can be done internally or externally. Different methods of recruitment are used such as newspapers, radio, internet, recruitment agencies etc.
Selection
Steps in selection process
• Screening
All applications are screened to ascertain whether they meet the requirements of the specific vacancy. The ultimate goal is to select the right person for the right job in the right position. The procedure followed is weighting or comparing the applicant’s resume against the job description and the inherent requirements of the job.
• Pre-employment testing
Candidates for certain posts can also be required to undergo aptitude tests.
• Interviews
The most suitable candidates are invited for interviews.
The main purpose of the interview is to check whether the resume is a true reflection of all the qualities and qualifications of the candidate, and whether the candidate is a perfect fit for the position. Successful candidates are informed where and when to report for work.
Induction Programme
Once a suitable candidate has been selected, it’s time for the organisation to put the new recruit through the induction programme. An induction is a formal way of introducing a new employee to his new job environment.
Information which the newcomer requires can be divided into two categories;
• Job related information which describes what the job entails and how it is to be done.
• General information that includes a great deal of information concerning the organisation as a whole.
An induction programme serves:
• To acquaint new employees with job procedure
• To acquaint new employees with business goals
• To establish relationships with co-workers
• To create a sense of belonging amongst employees
• To inform new employees about their rights
• To identify basic job responsibilities
Induction programme include all information which newcomers will need to do the job. There are different induction programme packages for different groups of employees.
Career Path
There are two types of career path, horizontal and vertical career path.
Horizontal career path:
• Horizontal career path should be followed by people who are new in the work environment.
• Horizontal career path should also be considered should a business be new and does not have a fixed career path.
• Once you are employed in a new Organisation you should make career path predictions for one to two years into the future.
• You must know and be prepared that you will be moving sideways instead of upwards
• This means that you will be working in different positions while you are acquiring experience.
• You might also move to a lower level position for your qualifications, just as long as you can gain valuable experience.
• Do not join an organisation and view it as a lifetime employment.
• You should join an organisation to get opportunities to develop new skills, which will make you more employable and diverse.
Vertical career path:
• When planning for a vertical career path you should have acquired some skills, knowledge and experience.
• You have to continue growing your skills and accepting more responsibilities in order to reach your target position.
• Your career path will depend on the present and future demands of the organisation you work for.
• If the organisation is expanding and growing then there is the opportunity for you to follow the vertical career path.
• Your personal career goals need to be clearly laid down – such as becoming the Director of HR in 5 years.
• You also need to have plan ‘B’ should things not go according to plan.
• Remember to have time frames for each goal.
With the career path in place, you will be more career focused and be striving to fulfil your goals.
Advantages and disadvantages of internal promotion/recruitment
Advantages:
• Current employees already know the rules, regulations and culture of the organisation.
• Employees have understanding of how the organisation operates and do not need an induction programme.
• The organisation knows employees and have detailed records from previous supervisors
• Offering opportunities to internal employees may boost the morale of the staff members.
• Allowing employees to move vertically and horizontally within the organisation could reduce the possibility of her looking for another job.
• A positive image is created in the organisation
Disadvantages:
• No new or fresh ideas are brought into the organisation
• The job advertised may require skills not currently available within the organisation
• Promotion of an internal employee could cause resentment amongst other employees, who may feel they deserve the post more than the promoted employee.
• The number of applicants from which to choose may be too high or limited.
• It is possible to promote less qualified employees than those from outside of the organisation, in order to comply with the internal recruitment policy or the Employment Equity Act.
• Most internal applicants have been stagnant in their posts for so long and will not positively contribute any new ideas.
• Harden negative attitudes of internal employees cannot be changed by promotion.
• Lazy employees cannot suddenly change into ‘star’ employees because they have been promoted.
• Contagious negative habits and behaviour by one negative employee can easily be passed on to other divisions.
Advantages and disadvantages of external promotion/recruitment
Advantages:
A wide choice of candidates could attract skilled applicants and put the organisation in a better position.
Where recruitment agency has been used, candidates might have passed the initial screening done by recruitment agency and save the organisation time and money.
Organisations that use employment agencies are more often guaranteed to receive only the best and skilled applicants.
Disadvantages:
Recruitment agencies do not always understand the culture of the organisation and inherent requirements of the post.
New recruits more often need to be trained.
It could cost the organisation a lot of money to screen a large number of candidates.
Advertising in the print media attract a large number of unsuitable applicants particularly for low level positions.
Once you’re hired, prepare to learn. If there are some specific skills that you need to brush up on, and your organisation provides opportunity for you to get sent out to seminars and conferences grab it. If they are open to letting you learn the different department’s operations, volunteer yourself. The more you know the better are the opportunities that open for you. Don’t be afraid to ask questions. It is better to ask questions than to make costly mistakes. Understand the culture of the organisation and try to adapt and conform as quickly as possible. Finally, master your craft by performing your work in an excellent way. Remember that if you are great at your job, then you are a prized commodity.
See more at www.mystudent4life.com
Here are tips to learn and know as you research and prepare for your job hunting.
Recruitment
Hiring Managers uses various recruitment tools to attract people to the organisation. The recruitment can be done internally or externally. Different methods of recruitment are used such as newspapers, radio, internet, recruitment agencies etc.
Selection
Steps in selection process
• Screening
All applications are screened to ascertain whether they meet the requirements of the specific vacancy. The ultimate goal is to select the right person for the right job in the right position. The procedure followed is weighting or comparing the applicant’s resume against the job description and the inherent requirements of the job.
• Pre-employment testing
Candidates for certain posts can also be required to undergo aptitude tests.
• Interviews
The most suitable candidates are invited for interviews.
The main purpose of the interview is to check whether the resume is a true reflection of all the qualities and qualifications of the candidate, and whether the candidate is a perfect fit for the position. Successful candidates are informed where and when to report for work.
Induction Programme
Once a suitable candidate has been selected, it’s time for the organisation to put the new recruit through the induction programme. An induction is a formal way of introducing a new employee to his new job environment.
Information which the newcomer requires can be divided into two categories;
• Job related information which describes what the job entails and how it is to be done.
• General information that includes a great deal of information concerning the organisation as a whole.
An induction programme serves:
• To acquaint new employees with job procedure
• To acquaint new employees with business goals
• To establish relationships with co-workers
• To create a sense of belonging amongst employees
• To inform new employees about their rights
• To identify basic job responsibilities
Induction programme include all information which newcomers will need to do the job. There are different induction programme packages for different groups of employees.
Career Path
There are two types of career path, horizontal and vertical career path.
Horizontal career path:
• Horizontal career path should be followed by people who are new in the work environment.
• Horizontal career path should also be considered should a business be new and does not have a fixed career path.
• Once you are employed in a new Organisation you should make career path predictions for one to two years into the future.
• You must know and be prepared that you will be moving sideways instead of upwards
• This means that you will be working in different positions while you are acquiring experience.
• You might also move to a lower level position for your qualifications, just as long as you can gain valuable experience.
• Do not join an organisation and view it as a lifetime employment.
• You should join an organisation to get opportunities to develop new skills, which will make you more employable and diverse.
Vertical career path:
• When planning for a vertical career path you should have acquired some skills, knowledge and experience.
• You have to continue growing your skills and accepting more responsibilities in order to reach your target position.
• Your career path will depend on the present and future demands of the organisation you work for.
• If the organisation is expanding and growing then there is the opportunity for you to follow the vertical career path.
• Your personal career goals need to be clearly laid down – such as becoming the Director of HR in 5 years.
• You also need to have plan ‘B’ should things not go according to plan.
• Remember to have time frames for each goal.
With the career path in place, you will be more career focused and be striving to fulfil your goals.
Advantages and disadvantages of internal promotion/recruitment
Advantages:
• Current employees already know the rules, regulations and culture of the organisation.
• Employees have understanding of how the organisation operates and do not need an induction programme.
• The organisation knows employees and have detailed records from previous supervisors
• Offering opportunities to internal employees may boost the morale of the staff members.
• Allowing employees to move vertically and horizontally within the organisation could reduce the possibility of her looking for another job.
• A positive image is created in the organisation
Disadvantages:
• No new or fresh ideas are brought into the organisation
• The job advertised may require skills not currently available within the organisation
• Promotion of an internal employee could cause resentment amongst other employees, who may feel they deserve the post more than the promoted employee.
• The number of applicants from which to choose may be too high or limited.
• It is possible to promote less qualified employees than those from outside of the organisation, in order to comply with the internal recruitment policy or the Employment Equity Act.
• Most internal applicants have been stagnant in their posts for so long and will not positively contribute any new ideas.
• Harden negative attitudes of internal employees cannot be changed by promotion.
• Lazy employees cannot suddenly change into ‘star’ employees because they have been promoted.
• Contagious negative habits and behaviour by one negative employee can easily be passed on to other divisions.
Advantages and disadvantages of external promotion/recruitment
Advantages:
A wide choice of candidates could attract skilled applicants and put the organisation in a better position.
Where recruitment agency has been used, candidates might have passed the initial screening done by recruitment agency and save the organisation time and money.
Organisations that use employment agencies are more often guaranteed to receive only the best and skilled applicants.
Disadvantages:
Recruitment agencies do not always understand the culture of the organisation and inherent requirements of the post.
New recruits more often need to be trained.
It could cost the organisation a lot of money to screen a large number of candidates.
Advertising in the print media attract a large number of unsuitable applicants particularly for low level positions.
Once you’re hired, prepare to learn. If there are some specific skills that you need to brush up on, and your organisation provides opportunity for you to get sent out to seminars and conferences grab it. If they are open to letting you learn the different department’s operations, volunteer yourself. The more you know the better are the opportunities that open for you. Don’t be afraid to ask questions. It is better to ask questions than to make costly mistakes. Understand the culture of the organisation and try to adapt and conform as quickly as possible. Finally, master your craft by performing your work in an excellent way. Remember that if you are great at your job, then you are a prized commodity.
See more at www.mystudent4life.com
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