Determining staffing needs is an ongoing process as staffs resign or retire. At this stage planning of present and future staffing needs are considered. This stage is called Human Resource Planning.
1. Start by defining employee roles
Setting KRA’s for every employee in your organisation:
- Will make it easier to decide what is the workflow
- Will help you to Understand what you expect your employee to be able to do and what they will get out of the position
- Will help you analyse and evaluate the employee
- Will give you an evenly distributed understanding of Job Responsibilities of a particular Department.
- Will help you to analyse the gap between jobs, where you will identify the Job Requirement.
2. Start by identifying:
- The number of employees needed
- The role of each employee
- The skills, knowledge, attitudes and aptitudes needed for each position
- The opportunities and benefits a employee will get through the assignment
3. The next step is Job Analysis or specifying human resources needs.
- The job analysis is an outline of the duties or tasks that an employee will be expected to perform. The job analysis will consist of 2 parts: Job description and job specification.
- The job description outlines the employee’s duties, tasks and responsibilities.
- The job specification is a list of the key qualifications needed to perform a particular job in terms of education, skills and experience.
4. Employer’s respond to the recruitment need which they identified depending on various factors, such as:
- level of urgency;
- the available budget;
- the profile sought.
5. The employer will then decide whether to initiate an internal selection procedure or to recruit externally.