Staffing Handbook
STAFFING HANDBOOK
RIVER’S BEND DUDE RANCH
Handbook Date: | 12/2011 |
OUR DEFINITION OF STRATEGIC STAFFING River’s Bend Dude Ranch believes that strategic staffing is the process of identifying and addressing the staffing implications of our business plans and strategies, or even better, as the process of identifying and addressing the staffing implications of change. The impact on staffing should be defined, or at least discussed, whenever changes to our business plans are being considered whether them being near-term or longer-term. Strategic staffing should include the following: * Defining the staffing numbers and capabilities of the employees who will be needed at a particular point in the future to implement plans effectively including how the staff should be organized and deployed. * Identifying the staffing resources that are currently available. * Projecting the “supply” of talent that will be available at that point in the future for which requirements have been defined, for example; factoring in the effects of turnovers, retirements, planned movement, etc. * Identifying differences between anticipated demand and forecasted supply. * Developing and implementing staffing plans/actions needed to close talent gaps and eliminate surpluses.
Successful strategic staffing process lies not in how these steps are defined but how they are developed and implemented that counts.
JOB ANALYSIS
OUR APPROACH TO THE JOB ANALYSIS PROCESS
We define job analysis as a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for that given job. It’s important to remember that the analysis is conducted of the job, not the person. This will establish and document the job relatedness of employment procedures for us. The job analysis will also be used to determine what training needs we will need for that job, what compensation (skill level, job factors, work
RIVER’S BEND DUDE RANCH
Handbook Date: | 12/2011 |
OUR DEFINITION OF STRATEGIC STAFFING River’s Bend Dude Ranch believes that strategic staffing is the process of identifying and addressing the staffing implications of our business plans and strategies, or even better, as the process of identifying and addressing the staffing implications of change. The impact on staffing should be defined, or at least discussed, whenever changes to our business plans are being considered whether them being near-term or longer-term. Strategic staffing should include the following: * Defining the staffing numbers and capabilities of the employees who will be needed at a particular point in the future to implement plans effectively including how the staff should be organized and deployed. * Identifying the staffing resources that are currently available. * Projecting the “supply” of talent that will be available at that point in the future for which requirements have been defined, for example; factoring in the effects of turnovers, retirements, planned movement, etc. * Identifying differences between anticipated demand and forecasted supply. * Developing and implementing staffing plans/actions needed to close talent gaps and eliminate surpluses.
Successful strategic staffing process lies not in how these steps are defined but how they are developed and implemented that counts.
JOB ANALYSIS
OUR APPROACH TO THE JOB ANALYSIS PROCESS
We define job analysis as a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for that given job. It’s important to remember that the analysis is conducted of the job, not the person. This will establish and document the job relatedness of employment procedures for us. The job analysis will also be used to determine what training needs we will need for that job, what compensation (skill level, job factors, work
References: Microsoft Office Templates, Application for Employment, 2011. Provided by Wiz at Biz, Microsoft Partner. Retrieved December 7, 2011 from http://office.microsoft.com/en-us/templates/CT010144575.aspx?tl=2#ai:TC030003081|