Human resource planning is of crucial significance to an organization for formulating and implementing strategy for achieving its goals. For the past twenty odd years, it is being seen that organisations are trying to match the characteristics of their people with their business strategies. Considering that employees play the most pivotal part in making a business successful, when expansion or growth is aimed at as a part of business strategy the personality traits, skills, perspectives, ability, values and knowledge of employees become crucial. Therein comes a need to adopt a strategic approach to Human Resources, in particular the recruitment and selection process.
Finding and hiring the right people is often cited as the number one concern of businesses today. This is because we are all competing for the best and brightest workers. In every organization, the critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals.
At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally.
In this unit, we will lay the important foundation for the course: aligning recruitment and selection practices with your overall company strategy. We will apply the framework of systems theory to understand the interdependent components of the organization and how our plan is affected by internal and external environmental factors. We will explore the importance of workforce planning and, finally, conclude this topic with a look at the core components of the hiring process: job design, job analysis,and job descriptions.2. Recruitment: Finding the Best Candidates
In this unit, we take a look at the macro-level strategic considerations in recruiting. We also will examine what makes an effective recruiter, along with where to find prospective employees. Current issues in recruiting are discussed, such as using social media and mobile technology. We then take time to focus on important legal and ethical issues in recruiting, and we wrap up this course with a look at recruitment from a global perspective.
Whether you are an HR professional or in talent development, my guess is that you’ve been hearing a lot of banter about the terms metrics, analytics, and big data over the last year or two. However, perhaps the most important “people decision” being made in organizations—employee selection—is late to show up to this data-centric party.
Virtually everyone has acknowledged the fact that getting the right people in the right jobs is critical to business success. But how to get the right people continues to elude many.
In this unit, we examine the selection process.
Like the first two units, we start from:
- the big picture – what is selection and how do we tie it to strategic goals?
- Exploration of the important legal considerations (your country/ state . laws) and other best practices in selection, such as avoiding biases and conducting background checks.
- Examination of a number of different selection tools you can use to make a better hiring decisions.
- Summary: creating and presenting offers to candidates, and analyzing our hiring process for effectiveness.
Onboarding has long been a standard means by which organizations get new employees oriented and on the path to success. In this era of full employment, however, employers have become keenly aware of the importance of onboarding, as employees can easily find another job if the experience fails to meet their expectations.
In course four we will be talking about bringing on your new hire. Having just recruited and hired a new employee, you want to be sure that new employee gets up to speed as quickly as possible and becomes an engaged and excited member of your team. course four will talk about how to work through a great onboarding process and why that matters to an employee’s engagement with the organization.
|Weekdays||09:00 AM — 05:00 PM|
|No. of Days:||5|
|No. of Participants:||20|
Kenvision Techniks is Kenya’s leading consultancy enterprise in business information management and media communication. Launched in the year 2004 and incorporated in 2007, Kenvision’s vision is to be a market leader in information and knowledge management and media communication facilitation
b. What Kenvision Techniks does
Kenvision provides professional guidance to business organisations in the area of information management We restructure clients’ records and other information systems where the systems have failed and establishing information systems where none exist.
We offer the following specific services in Records Management:
- File Management (Both Electronic & Paper)
- Migration to Electronic Records Management
- Web Content Management
- Email management
- EDRMS Project design Formulation and Implementation
- Corporate Information policy formulation
- Corporate information needs analysis (information auditing)
- EDRMS Software Procurement
- Document management and workflow systems
- Design and build Taxonomies & Business Classification Schemes
- Records Management
- Knowledge Management ...