Human Resources
Over the last several years, the issue of employee compensation has been increasingly brought to the forefront. This is because globalization is requiring firms to have employees with specialized skills. In the case of the mid-level manager position, the ideal candidate must be able to meet the basic qualifications to include: a good communicator / listener, leadership, someone who can work well with others, a minimum of a four-year Bachelor's degree, at least three years business experiences, the ability to utilize technology, a quick learner and a person with a willingness to continually adjust.
At the same time, they must be flexible enough to deal with a host of challenges. To fully understand how this is occurring we will focus on: the job description, developing a recruiting plan, the selection strategy, job performance evaluation, compensation and possible training / development issues that need to be addressed. Once this takes place, is when we will show how this can help to find the most qualified individuals for the position. This is the point that firm will be able to address its needs and attract / retain talent that will help to keep them competitive in the future.
Introduction
One of the most common challenges that all companies will face is succession planning. In many cases, this will occur when someone is leaving the firm and is replaced by another candidate (either: internally or externally). This will create challenges in finding qualified employees who can consistently meet the changing needs of customers. To fully understand how this takes place requires conducting a job analysis and producing a description. This will be accomplished through looking at: the description, developing a recruiting plan, the selection strategy, the job performance evaluation, the compensation and possible training / development issues that need to be addressed. Together, these different elements will provide specific insights as to how the company can deal with new challenges and become more flexible.
The Job Analysis
A job analysis is when there is a focus on specific attributes that will help to improve the ability to attract the right kind of candidates. This means that actuaries must understand what skills, education and experience they are looking for. Evidence of this can be seen with observations from the article titled Understanding the Reality of Your Job which observed, "Job analysis is a useful technique for getting a firm grip on what really is important in your job so that you are able to find the best candidate. It helps you to cut through clutter and distraction to get to the heart of what you need to do. And it shows you the tasks you should remain focused on." This is illustrating how job analysis will help executives to determine the most qualified individual for the position. ("Understand the Reality of Your Job," 2012)
The Job Description
The job analysis reveals that we need someone who possesses a certain number of attributes. This is because the position of middle level manager will require a certain kind of mind set and specific skills. The most notable include: a good communicator / listener, leadership, someone who can work well with others, a minimum of a four-year Bachelor's degree, at least three years business experiences, the ability to utilize technology, a quick learner and a person with a willingness to continually adjust. These different elements are important, because they will help the individual to meet the requirements of the position and address the needs of customers. Over the course of time, this will allow the company to remain competitive and increase its profit margins.
Developing a Recruiting Plan
The development of a recruiting plan is a critical element in helping a firm to be able to advertise, identify and hire the right candidate for the position. This means that actuaries must engage in certain tactics that will actively increase exposure. At the same time, there must be an effective strategy that will push qualified candidates to inquire about the position. ("Volunteer Recruitment," 2011)
The best way to achieve this objective is to use a number of different tools in conjunction with each other. The most notable include
Attention: To reach out to the ideal person requires immediately catching their interest. This means that powerful words and images will be used to create a sense of wanting to learn more. ("Volunteer Recruitment," 2011)
Interest: Interest is when the individual's attention was caught. Now the person needs to see how this can address their needs and it will provide them with a sense of fulfillment. Moreover, everyone can understand how their employment with the firm,...
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