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Workforce Planning Process Map

The document outlines a 4 step recruitment process: 1) Workforce planning to determine if there is a staffing need through environmental scanning and gap analysis. 2) Preparing to recruit by designing the role and obtaining approvals if there is a need. 3) A selection process to hire candidates. 4) Final appointment of a candidate if selected through the process.

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AbdulSamad
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80 views

Workforce Planning Process Map

The document outlines a 4 step recruitment process: 1) Workforce planning to determine if there is a staffing need through environmental scanning and gap analysis. 2) Preparing to recruit by designing the role and obtaining approvals if there is a need. 3) A selection process to hire candidates. 4) Final appointment of a candidate if selected through the process.

Uploaded by

AbdulSamad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as RTF, PDF, TXT or read online on Scribd
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RECRUITMENT PROCESS (link to process overview)

1. Workforce Planning
Triggers for workforce planning

Staff vacancy Change in internal or


Opportunity to re-shape external environment
or re-invigorate Social Economic
your workforce Political Technological
Annual Planning Cycle Environmental

Is there a gap between the appropriate profile of your work area and your current staffing profile?

When deciding on the appropriate staffing profile, be forward thinking (5 years plus). Construct a
profile that will strengthen and prepare your work area for the future. Scan your environment, do a
SWOT analysis and consider (amongst other things):
· The strategic and operational plans of The University, your faculty/division and your work area
· Workloads, staff to student ratios and anticipated changes in student or client demand
· Anticipated changes in discipline emphasis and/or activities
· Research strengths, weaknesses & emerging areas and the need for critical mass
· Budget/funding forecasts
· The state of the current and future labour market
When assessing your current staffing profile, consider:
· The potential and performance of existing staff (incorporate discipline strength)
· Employment terms of existing staff (e.g. fixed/ongoing, salary levels, funding sources)
· Anticipated retirements, resignations, contract ends and other career plans of existing staff
· Succession plans and the need to provide development opportunities to potential leaders

Yes No No further action required

Is a new staff member


needed to help fill the gap? No Remember, there are other interventions available, such as -
Training & Development Job re-design
Organisational Restructure Succession Planning
Yes Performance management
Seek assistance from Human Resources

Vacant
existing role New role

Design the role


Consider the elements of good job design-
Skill variety Task identity Task significance Autonomy Feedback

Obtain approval to fill vacancy/create new position from Approved Delegate

2. Preparing To Recruit (link to detailed process map)

3. Selection Process (link to detailed process map)


4. Appointment

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