An organization has to have a plan for the future; future needs of clients, staff, and community. This plan is called a personnel profile. According to Kettner (2002), there are four steps involved in making a personnel profile: (1) conduct a current human resources audit, (2) forecast human resource supply and demand, (3) develop and implement an action plan, and (4) control and evaluate these procedures (p.235). I will summarize what each of these four steps are and how to put them into action for an organization.
Conducting a human resource audit will help to project personnel needs according to the objectives and goals of the organization. The organization needs to look at the expectations and qualification each job position will require. The plan has to cover all personnel needed to run the organization to meet the required goals and carry out all obligations of the company. Knowing what are the minimum qualifications each employee will need will help in the hiring process. Once all this has been developed then the organization must look at the current employees to see how well they fit the profile. This will let the company see where changes need to be made.
[...] There are two ways in which to accomplish this. The first approach presumes all records are kept for applicants for the positions and a viable scoring system is in place for these applicants. By examining the applicants, who are hired, rankings the human service manager can determine if the person will help achieve the desired objective. The second approach is to examine the personnel profile which is desired, taking in account the balance of demographics the agency wishes to accomplish. [...]
[...] In conclusion, the agency needs to consider what their goals and objectives are, where the future of the organization is going, what changes need to be made, and the demographic balance which will be required. After considering all of these things and completing these four steps the organization will have a personnel profile which will meet the needs of their consumers now and into the near future. References Kettner, P. M. (2002). Achieving Excellence in the Management of Human Service Organizations. : Allyn and Bacon, an imprint of Pearson Education, Inc. [...]
[...] Sometimes though outside persons may need to be hired to fill the positions. Now once first two steps have been completed, develop and implement an action plan which will become needed in order to achieve the goals and objectives of the plan. This means deciding the strategies and tactics which the company will use to create the goals, objectives, and activities they wish to carry out. When looking at how to achieve long-range goals and objectives the company must focus on future employment of people which will help to cover demographic and skill diversity. [...]
[...] This plan is called a personnel profile. According to Kettner (2002), there are four steps involved in making a personnel profile: conduct a current human resources audit, forecast human resource supply and demand, develop and implement an action plan, and control and evaluate these procedures (p.235). I will summarize what each of these four steps are and how to put them into action for an organization. Conducting a human resource audit will help to project personnel needs according to the objectives and goals of the organization. [...]
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