Strategic staffing handbook for Pontius Media Consortium

Strategic Staffing Handbook

The purpose of the staffing handbook is to provide a manual of procedures and tools for properly selecting and hiring the right people at Pontius Media Consortium, the right way. These guidelines will facilitate the company's primary goal of acquiring, maintaining and retaining a diverse workforce as well as utilize their skills, knowledge and talents in order maximize their potential.

According to Bechet (2005) "Strategic staffing is the process of identifying and addressing the staffing implications of business strategies plans. Better still, strategic staffing can be defined as the process of identifying and addressing the staffing implications of change." The process is necessary for organization in order for them to aid them in the identification and addressing of the various staffing implications of strategies and business plans. Through the implementation of the process, various organizations can ensure that they possess the right number of staff, with the necessary capabilities at the appropriate time. The effective implementation of the process gives rise to two main outputs or rather deliverables. These are:

Staffing strategies-This describes what will happen to the organization in the long-term. This is done across an extensive planning period so as to address the critical issues of staffing.

Staff plans-These are put in place in order to describe the specific and short-term tactical plans, the staff actions to be implemented in the foreseeable future. This is within a given period of planning.

Bechet (2005)explained that some organizations do carry out a routine development of their workforce statistics. This entails measures such as the average service and average age. Such moves have been documented to translate to data that can be described to as actionable. More sophisticated firms may combine these data with an intention of developing a forecast of the requirements of their future workforce. These companies do add forecasts in their staffing movement. These include elements such as attrition, transfers as well as transfers. The projection attained provides a comprehensive approach that can be used in order to identify the full range of actions that are required to run the organization.

Benefits of staffing handbook

Helps in the development of clear and well defined standards that aid in th reduction of employee disputes

Helps in the demonstration of a commitment to the organization's commitment to the treatment of personnel.

Helps in the reduction of chances of various unintentional illegal behavior

Inform the new as well as the old employees of the policies of the company

Helps in the promotion of a consistent management

What to keep in mind when coming up with a strategic staffing process

The following procedures were followed when designing the strategic staffing handbook (Bridge Connections, 2010).

Definition of the critical staffing issues as well as identification of specific areas of focus. This is because the strategic staffing process would only be successful if focus is placed upon a relatively smaller number of critical staffing matters. The focus was therefore not to be focused on the entire organization. The most critical issues were therefore the ones that were prioritized when developing this handbook.

A definition of all the staffing gaps as well as surpluses is necessary in order for the handbook to be meaningful.

A development of staffing strategies is necessary in order to ensure that the staffing gaps and surpluses are reviewed thoroughly. This is based on the calculation of the staffing model that is preferred.

A definition of the staffing plans is appropriate so as to enable the examination of the various staffing strategies .This definition is necessary in order to bring our specific staffing actions that would allow for the organization to meet all its staffing needs and to effectively and efficiently run in the given planning periods.

Thesis statement

The purpose of the staffing handbook is to provide a manual of procedures and tools for properly selecting and hiring the right people, the right way. These guidelines will facilitate the company's primary goal of acquiring, maintaining and retaining a diverse workforce as well as utilize their skills, knowledge and talents to maximize their potential.

8. Ensuring that appropriate communication goes on at all the staff levels

9. The maintenance and development of leading edge Human Resource systems as well as processes that are aimed at addressing the effective management of the employees.

Recruiting Strategy

Pontius Media Consortium employs an effective recruitment strategy in order to realize maximum productivity from our staff while ensuring that there is harmony between staff and management.

The strategy employed at PMC is the 'we find you' strategy. This is an approach that uses a systematic approach in order to identify the appropriate candidate who possesses the required qualities. This is because PMC is very clear with its requirements which are necessary in enabling it to find the individuals who fit our requirements. The company provides certain proactive scholarships as well as mentorships so as to mold the various candidates in accordance to our strict requirements.

Managing of Recruitment

The recruitment of PMC is managed by our in-house Human Resources personnel as well as select external consultants. The external consultants are engaged under special circumstances.

Description of Job Analysis process and its principal role

Job analysis is used in the detailed identification and determination of job duties as well as requirements. It also brings out the relative importance of the duties given for the job in question. It involves the making of judgments regarding a certain job on the basis of the data that is collected.

Purposes of Job analysis

Job analysis is used in the establishment and documentation of the level of 'job relatedness' of certain employment procedures such as:

Training

Selection

Compensation

Performance appraisal

Step 1: Involves the definition of the aims of making use of analysis information regarding each and every job. This is then followed by a determination of the most appropriate and suitable types information gathering techniques.

Step 2: Involves the gathering of information on the basis of the structure diagram of the organization, requisite documents, authority of the company, worshops, departments, job description and the technology process diagram

Step 3: Involves the selection of the most specific positions and the identification of the key points to be used in the job analysis so as to save time and money. This is particularly relevant when analyzing similar jobs.

Step 4: Involves the application of different methods in the gathering of information to be used in the job analysis process. This is dependent on the requirements of the accuracy of the information. This also relies on the financial capacity as well as the types of operations within the company departments. One or a combination of these approaches/methods is applied in order to gather the information: timing, interview, observation or questionnaire.

Step 5: Involves the checking and the verification of the information that is gathered. The accuracy of the information that is gathered in step 4 is verified by the HR staff.

Look at the appendix for a sample job analysis form

Importance of posting a position

Job posting which is an integral recruitment process has several importances:

It allows for the contacting of a wide base of applicants who are from different background and hence encourages competitiveness which integral in the choosing of the best employees.

It gives a fair opportunity to all applicants in the recruitment process

Gives the company a chance to source workers from different parts of the world. This is accelerated by the use of technologies such as the internet.

Application forms

All application forms must be sent to the company headquarters. They must be reviewed by the HR panel who are actively involved in the interviewing process.

Screening of employees

Employees are screen prior to being accepted into the firm for:

Educational background

Drug use

Previous employment

Health status

Criminal records

Credit checks

Criminal background

Elements that should be included

The recruitment process should include IQ testing, family size and area of residence.