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The 7 tips for planning the human resource of a company

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The 7 tips for planning the human resource of a company

Planning human resources cannot be arbitrary, but usually, it follows follow the steps according to Joseph T. Straub and Raymond F. Attner, such as the ones that we’d like to share with you. In the meantime, you can also hire Alberto Guth if you require the service of an experienced resource manager.

# 1 Human Resource Planning

Estimating human resource needs covering several activities, for example:

Determine the number of employees required in a particular work unit.
Determine the type of employee required.
Determine the number of employees to be employed in a particular work unit.
Determine how many employees can fill vacancies of a position, and so on.
# 2 Recruitment

The process of finding human resources that can fill a certain position in the organization or company. The process starts with an app search and ends when the app comes in.

# 3 Selection

The process of selecting all the apps collected as a result of recruitment activities. The process starts with the collected application and sees which one best matches the available positions.

# 4 Conducting Assessment

The evaluation process of worker performance, as well as a step indicating human resource planning activities.

# 5 Training

Giving knowledge or skills to the workers so they can do their work. Continuous training can even provide long-term effects for the company.

Aims to balance job demands with the capabilities of its workers.

# 6 Orientation

The process of introducing workers to jobs and positions when just starting work or mutated as well as when changes occur.

Usually includes the process of socialization and employee orientation programs with several objectives.

# 7 Award, Promotion, Transfer, Demotion

This process is the result of an employee’s contribution to an organization or company.

Rewards: awarded for the purpose of retaining workers with productive results alias maintaining workers’ productivity.
Promotion: given if the worker is considered able to work better than his current work needs with the aim of adjusting the ability of workers with their work.

Transfers or mutations: are provided when the worker is judged to be inadequate for his work and must move to a more suitable location or other position.

Demotion: given when the performance of workers considered less satisfactory so that given another position that is more appropriate to its ability.

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