Hsm 220 Week 7 Checkpoint
Changing Personnel Profiles
Kris Krumwiede
HSM/220 – Human Services Administration: So You Want to Help People
4/28/2013
Veronica Cole
The four steps that an organization should take when changing its personnel profile are as follows: 1. Project personnel needs 2. Plan for achieving the desired personnel profile 3. Implement changes necessary to achieve the plan’s goals and objectives 4. Monitor and evaluate the effects of changes
An organization has to make a format for the information gathered. There are a few questions that should be considered. What are the minimum qualifications? What are the educational and experience requirements? Are there any special personal characteristics needed for the jobs? Knowing how well the current staff fits the new profile is essential when gathering the needed information. Gathering employee information for the current workers makes it easier to keep track of what each employee can do to benefit the organization. While gathering information the organization has to know how many positions are available in the agency. Past information that is gathered can help keep track of this type of information. Making a plan for achieving the desired personnel profile is how the second step should be done. There are six approaches in step 2. 1. Job enlargement 2. Job enrichment 3. Job rotation 4. Creating teams 5. Varying working conditions 6. Using technology
Each one of these approaches breaks the routine of job descriptions available. Different people have different types of skills. One way to find these skills are to let the employees try different types of jobs. Marketing, counseling, office work, and financial rewards are just a few different skills that employees have to offer. Keeping the employees working in the same position hinders the available skills that employees never get a chance to show their
Kris Krumwiede
HSM/220 – Human Services Administration: So You Want to Help People
4/28/2013
Veronica Cole
The four steps that an organization should take when changing its personnel profile are as follows: 1. Project personnel needs 2. Plan for achieving the desired personnel profile 3. Implement changes necessary to achieve the plan’s goals and objectives 4. Monitor and evaluate the effects of changes
An organization has to make a format for the information gathered. There are a few questions that should be considered. What are the minimum qualifications? What are the educational and experience requirements? Are there any special personal characteristics needed for the jobs? Knowing how well the current staff fits the new profile is essential when gathering the needed information. Gathering employee information for the current workers makes it easier to keep track of what each employee can do to benefit the organization. While gathering information the organization has to know how many positions are available in the agency. Past information that is gathered can help keep track of this type of information. Making a plan for achieving the desired personnel profile is how the second step should be done. There are six approaches in step 2. 1. Job enlargement 2. Job enrichment 3. Job rotation 4. Creating teams 5. Varying working conditions 6. Using technology
Each one of these approaches breaks the routine of job descriptions available. Different people have different types of skills. One way to find these skills are to let the employees try different types of jobs. Marketing, counseling, office work, and financial rewards are just a few different skills that employees have to offer. Keeping the employees working in the same position hinders the available skills that employees never get a chance to show their