Hiring and Development Plan essay part 2

 Hiring and Development Plan essay part 1

Conducting a preliminary interview with candidates

After screening the candidates’ resumes and applications, I will conduct a preliminary interview with the candidates for the required job position in order to select and hire a candidate who meets the needs of our company. I know that a preliminary interview can help to identify some misfits that have not been mentioned in the application forms or resumes (Aswathappa, 2005; Byars, 2010).

Selection tests

Selection tests are used to find out more important information about the candidates for the open position. Those candidates who pass a screening procedure and a preliminary interview should be called for selection tests. As a Human Relations Manager for the company, I will use selection tests to “determine the applicant’s ability, aptitude and personality” (Aswathappa, 2005, p. 160). There are several types of selection tests, including ability tests, aptitude tests, personality tests, interest tests, graphology tests, polygraph tests and other types of selection tests. I will use personality tests, which help to measure and evaluate the candidate’s motivation to perform his/her duties in a proper way and ability tests, which help to determine the ability of a candidate to perform the required tasks. Some of the issues that will be discussed in the selection tests for the candidates include occupational interests, personality factors, technical and non-technical skills, temperamental adaptability, etc.

Creating a Development Plan

It is known that an employee development plan provides the so-called “roadmap” to improvement of current job performance and increases the chances for career advancement. Employee development plans can be viewed as a combination of the key items the employee should be ready to improve upon, and the items the company is focused upon (Byars, 2010).  Actually, a development plan is focused on the areas, which require improvement in the employees’ performance.

As a Human Relations Manager, I am responsible for the development of an effective individual development plan. This plan helps to identify the best candidates for career advancement and enhanced developmental opportunities. I realize that employees are motivated to perform their duties and tasks, providing the highest levels of job performance, if they evaluate the positive recognition coming from their managers and colleagues (Byars, 2010).  I will be focused on development planning to meet the needs of our company and ensure that all employees are adapted to the technician and non-technical needs of the company. I realize that flexibility and integration can help to increase employee productivity, improve the company’s efficiency and develop the company’s knowledge and employee awareness of the total commitment to achieve the established goals (Aswathappa, 2005; Byars, 2010).

            An effective employee development plan shows the key processes, procedures and methods of identifying the needs of employees and their skill gaps. A well-developed employee development plan helps to improve job efficiency and effectiveness (Aswathappa, 2005; Byars, 2010).

Employee Development Plan

1. The key development objectives

In this section, it is very important to formulate the major development objectives through a comprehensive assessment of the key needs and capabilities of the company. It is necessary to assess the current status of the company, e.g. how the company operates on the competitive market, what the company does better than other companies, and asses the abilities of the employee to perform these tasks in a proper way. This analysis can help to identify the criteria against which the effectiveness and efficiency of the employee development program can be evaluated.

2. The basic information about an employee:
3. The employee name
4. The employee position

• The employee department

3. The employee skills’ assessment
4. The employee skills

In this section of the plan, it is very important to identify the employee skills and knowledge, including handling technical challenge skillfully, lack of creativity and originality in presenting new ideas, demonstrating the high degree of intellectual effectiveness, poor ability in solving conflicts, poor communication skills, etc.

1. The employee skills rating

In this section, it is necessary to determine the employee’s computer skills and people management skills.

• The employee development aspirations

In this section, it is necessary to describe the required knowledge and skills, stating in detail what skills the employee should develop. As a Human Relations Manager, I will be focused on communication skills, leadership skills and technical skills.

4. The detailed action plan
5. The detailed development program

In this section of the development plan, it is very important to determine the appropriate development program aimed at enhancing the employee’s skills and abilities. There are several types of employee development programs, including various training courses, mentoring, etc.

As a Human Relations Manager for the company, I will use special development programs aimed at encouraging the employee’s growth and career development; improving the employee’s skills, abilities and knowledge that can be effectively and immediately applied to the required tasks; increasing the employee’s motivation and job satisfaction; creating an effective network of co-employees for problem-solving, decision-making and support;  and promoting  communication practices and planning throughout the company’s department networks.

1. The improvement plan

In this section, it is necessary to identify the areas of employee deficiency, as well as the areas of the company’s focus. This improvement plan should become a roadmap for the employee on how the methods used to advance the employee to a better position. It is very important to identify the actions the employee should take to improve, including the training programs provided by the company.

• The development course

In this section, it would be better to identify the methods used for the employee development. As a Human Relations Manager, I will use the following training and development methods: on the job methods, simulations, lectures, conferences and seminars, as well as role-playing.

Conclusion

            Thus, it is necessary to conclude that Human Relations Managers should be equipped with an effective hiring plan, which can guarantee the higher percentage of selecting and hiring top employees for the required job positions. Employee development plan helps to empower employees to perform their duties in a proper way and take responsibility for their personal and professional growth. An employee development plan can be viewed as an effective document created by Human Relations Managers to outline the employee’s objectives, activities, achievements, resources and targets regarding his/her development at the professional and individual levels. As a Human Relations Manager for the company, I have developed an effective employee development plan to meet the company’s needs and achieve the established goals. I have used various methods to model the behavior of the employee I encouraged. I discussed and created an effective employee development plan, which corresponds to the performance planning cycle adopted by the company. I have endorsed the employee to attend lectures, classes and other activities aimed at supporting the established development goals. In addition, I have discussed the key employee development aspirations that can be used to support the employee’s new ideas and methods. Moreover, I believe that it is necessary to provide a comprehensive behavioral feedback on the employee performance and discuss the most appropriate ways to improve and develop employee performance in the nearest future. Thus, the employee development plan discussed in this paper provides massive opportunities for the employees to develop the required skills, abilities and attitudes through effective mentoring, cross-training sessions, training courses, skill assessment programs and other methods and approaches.

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