Objective:
• To identify replacement needs
• Providing opportunities for high caliber workers (retention)
• To increase the pool of promoted employees
• To support the implementation of the business plan
• To guide individuals in their career path
• Encouraging the growth of diverse groups
• Improving ability to respond to changing environmental demands
• Improve employee morale
• To deal with the effects of downsizing, attrition, retirements
Operative Authority :
- Management
- Human Resource
- Head Of The Department
Operating Process :
- If an employee is not available, then one must always be skilled and ready to act as a Replacement
- Assess potential vacancies in leadership and other key positions (those of retirement age)?
- Which posts / departments / departments are most affected?)
- Assess current employees’ readiness to handle positions
- Develop strategies to meet these needs based on skill gaps
[jetpack_subscription_form
subscribe_placeholder=”Email Address”
show_subscribers_total=”false”
button_on_newline=”true”
submit_button_text=”Subscribe”
custom_background_emailfield_color=”undefined”
custom_background_button_color=”undefined”
custom_text_button_color=”undefined”
custom_font_size=”16″
custom_border_radius=”0″
custom_border_weight=”1″
custom_border_color=”undefined”
custom_padding=”15″
custom_spacing=”10″
submit_button_classes=”has-text-color has-background-color has-background has-bright-red-background-color”
email_field_classes=””
show_only_email_and_button=”true”
]
Leave a Reply