While Job Analysis data may be collected from past information and previous training programs, the product of the analysis is a description or specifications of the new job, not necessarily of the person that needs to be hired for this role.
The company has already defined the new strategic plan and is assuming that managers will adjust to meet these new demands. In order for the managers to succeed they will need to determine a workforce planning system to use. Workforce planning is a process designed to anticipate and integrate the human resources response to an organizations strategic plan. It is in the best interest of everyone to be proactive and anticipate the workforce needs. Workforce planning is a systematic process for identifying, acquiring, developing, and retaining employees to meet the needs of the organization (County of Fairfax, Virginia, August, 2003). The workflow planning system will consist of strategic plans, identifying the resource objectives, forecasting the workforce demands, acquiring the resources based on inventory of skills, developing new skills for position and retaining objectives. The strategic planning of the workforce system will be primary dictated by the direction of the business and the overall organizations strategic plan. The forecasting should provide enough information to determine the type and number of new employees that are needed. The type of employee will determine what skills are needed to perform the job and if any additional training is required to get the person to the skillset needed to meet the qualifications for the position. Based on the needs of the employee a training program can be created and repeated as needed. A primary goal of the system will be to try and retain the good employees. This can be done by providing incentives and career planning for a long term goal.
We have defined the type of employee we need to the new team View More »