Human Resources Planning & Talent Acquisition

Workforce Planning & Talent Management

Workforce re-cultivation involves strategic internal investigation and planning to predict the labor force and human talent required for the realization of future organizational actions.

Strategic Workforce Planning

Strategic workforce planning aims to align human capital with organizational goals, ensuring the right talent is available when needed.

Key Workforce Planning Models

• Demand-based model: Estimates demand for products or services, accounting for productivity increases from technological changes.
• Substitution model: Focuses on replacing positions.
• Flow model: Characterizes the flow of people into and out of the organization.
• Integrated planning model: Considers planned workload volume, technological changes, supply conditions, customer behavior, and career planning within the organization.

Effective Employee Selection Process

The selection process aims to solve two primary problems:

1. Fitness of the person in the role: Ensuring the candidate's skills and personality align with job requirements.
2. Efficiency of the role: Maximizing the productivity and effectiveness of the position.

Gathering Job Information

Collecting comprehensive information about a job is crucial for effective selection:

1. Description and analysis of the job: An inventory of intrinsic aspects of the role.
2. Application of the critical incidents technique: Identifying specific behaviors that are crucial for success or failure in the job.
3. Staff requirements: The supervisor specifies the necessary prerequisites for the role.
4. Analysis of the position in the market: Checking how similar companies define and structure such roles, especially when an organization lacks a prior definition.
5. Working hypothesis: An approximation of the job content.

The Selection Interview Process

The selection interview is a subjective process involving stimulus and response, often followed by a classification interview after verification.

Types of Selection Interviews

• Fully standardized interview: Uses pre-set questions.
• Standardized questions in mind: Standardized, but with open questions.
• Structured interview: Aims to achieve a specific response rate.
• Non-directed interview: A free-flowing conversation.

Stages of a Selection Interview

1. Preparation
2. Atmosphere setting
3. Development of the interview
4. Termination of the interview
5. Evaluation of the candidate

Selection Process Sequences

Selection processes can vary in complexity:

• Selection in one step
• Two-step sequence selection
• Selection sequence in three stages
• Selection sequence in four or more stages

Evaluating Selection Outcomes

Evaluation of results focuses on efficacy and efficiency, considering factors such as:

• Costs (e.g., recruitment, training)
• Personnel turnover
• Operational costs

Comprehensive Performance Evaluation

360-Degree Performance Review

In a 360-degree review, the person is evaluated by their entire environment, including peers, subordinates, supervisors, and sometimes even customers.

Traditional Performance Appraisal Methods

• Graphic rating scales method
• Forced choice method
• Inventory method
• Field review method
• Critical incident method
• Mixed method