Before the recruitment and selection of employees, we as Human Care Resource Agency consider the actual needs of your organization by thinking about the big picture of your business needs. The process of recruiting and selecting involves interested candidates making the application, resume screening, screening call, assessment test, in person interviewing, background checks, reference checks, decision and job offer.
Our basic human resource management services we provide include recruitment and selection, performance management, learning and development, succession planning, compensation and benefits, human resources information systems, and Human Resource data and analytics services.
We develop dedicated learning and development objectives and programs, modify programs as required by law and the organization itself. We carry out follow-ups of each completed training to evaluate and measure results. We also plan, organize, facilitate, and order relevant supplies for employee training and development events.
Our succession plans help your organization remain on track by identifying very critical positions in the organization and creating talent pipeline, by preparing employees to fill vacancies in their organization as others retire or move on. We ensure that the successor is an employee with the knowledge, abilities, and skills to fill a vacant position until a permanent replacement can be identified.
Succession plans assists in ensuring business continuity and performance, specifically during times of shifting leadership and change. In the absence of an identified successor within an organization, succession planning can assist identify the skills, knowledge and training required in a future external candidate.
Lack of an identifiable succession plan for critical roles places an enormous risk to the organization. Such include loss of mission critical knowledge that might never be recovered. In addition, it results in naming a successor who lacks commitment, personal drive, knowledge, skills and training required to perform the job successfully. Lastly, it wastes time spent getting a new successor and possible disruptions to workplace processes, protocols, and workflows.
STEP 1. Identify Key Areas and Positions
Key areas and positions are those that are critical to the organization's operational activities and strategic objectives.
• Identify which positions, if left vacant, would make it very problematic to achieve current and future business goals
• Identify which positions, if left vacant, would be detrimental to the health, safety, or security of the workforce.
STEP 2. Identify Capabilities for Key Areas and Positions
To establish selection criteria, focus employee development efforts, and set performance expectations, you need to determine the capabilities required for the key areas and positions identified in Step 1.
• Identify the relevant knowledge, skills (including language), abilities, and competencies needed to achieve business goals
• Use the Key Leadership Competencies profile
• Inform employees about key areas and positions and required capabilities
STEP 3. Identify Interested Employees and Assess Them Against Capabilities
Determine who is interested in and has the potential to fill key areas and positions.
• Discuss career plans and interests with employees
• Identify the key areas and positions that are vulnerable and the candidates who are ready to advance or whose skills and competencies could be developed within the required time frame
• Ensure that a sufficient number of bilingual candidates and members of designated groups are in feeder groups for key areas and positions
STEP 4. Develop and Implement Succession and Knowledge Transfer Plans
Incorporate strategies for learning, training, development, and the transfer of corporate knowledge into your succession planning and management.
• Define the learning, training, and development experiences that your organization requires for leadership positions and other key areas and positions
• Link employees' learning plans to the knowledge, skills (including language), and abilities required for current and future roles
• Discuss with employees how they can pass on their corporate knowledge
STEP 5. Evaluate Effectiveness
Evaluate and monitor your succession planning and management efforts to ensure the following:
• Succession plans for all key areas and positions are developed;
• Key positions are filled quickly;
• New employees in key positions perform effectively; and
• Members of designated groups are adequately represented in feeder groups for key areas and positions
