The personnel plan implies a tool that allows personnel of the personnel service to form the necessary staffing system of the enterprise with the help of legal entities and centers of financial responsibility.
Instructions
Step 1
Conduct in-depth analysis to identify recruiting needs and improve overall company staffing. At the same time, it is necessary to conduct such an assessment, according to the results of which you can learn about the effectiveness of labor rationing, labor costs, and the use of working time.
Step 2
Collect all the necessary information about personnel using specially designed questionnaires. You need to have certain data about your permanent employees: passport data, information about the place of residence, age and date of start of work. Then reflect in the collected questionnaires the following factors: qualification and maturity system of personnel, the proportion of disabled employees, employees, workers.
Step 3
Collect information on employee turnover and salary for each individual employee. Based on the results of the analysis, determine if there is any need for personnel in the near future. In the event that a full-time employee is needed, care should be taken to open a vacancy.
Step 4
Make a plan for recruiting staff for vacancies in the company. At the same time, try to take into account the implementation of adaptation measures. If necessary, plan for the release or reduction of staff and the most efficient use of staff.
Step 5
Develop activities in the plan for training and professional development of employees. Then plan the business career of the staff and, at the same time, take into account their official, professional promotion.
Step 6
Please note that the personnel plan should represent a certain time frame that will allow you to estimate the timing of a specific vacancy closing, to compare further recruitment.
Step 7
Decide how you can recruit the skills needed for the organization, while taking into account internal and external sources. Determine the amount of financial costs associated with finding qualified professionals through recruiting agencies.
