Further, it understands the changes in the workforce with regard to demographics, skills, interests as well as performance. Workforce planning also capable of identifying various gaps in capability, as well as understanding the suitability of the current workforce for the purposes of future job needs. In addition, this process develops strategies, for example recruitment, retention as well as training for the purposes of addressing needs of staff, according to the gaps (1).
The general employment environment plays a major role in workforce recruitment and selection. For recruitment and selection processes to be successful the employment environment has to be inclusive, whereby, for example, there is support by staff for processes such as agency workforce diversity initiatives. Environment includes the external environment- this refers to the various factors that affect the ability of a manager to attract, as well as recruit new workforce. Employment environment refers to factors such as the style of management, work-life balance as well as learning and development factors.
For successful recruiting and selection to be achieved, the following processes and procedures are carried out. The first process involves short-listing. This involves making assessments of the applications of candidates to establish their suitability for the engineering post, which is done according to the job description and the person’s specification. After short-listing, persons are required to fill application blanks, which record qualifications, experiences as well as any other necessary specialty. This is an important selection process as it provides important information which can be used to properly identify the person and develop appropriate inferences with regard to his suitability. What follow is employment tests, which are carried out to match the physical, mental as well as temperamental pattern of the individual. These ...
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