Question

You have just been hired as the Director of Recruiting for medium sized building supply company. You have been asked to develop a plan of action for recruiting over the next year. Based on your readings and your experience with the Markov Analysis assignment, describe the steps involved in the workforce planning process. Be sure to elaborate on any specific steps based on the industry and gear your response to the stakeholders in your new organization (hiring managers, department heads, executive leadership). Your response should be no more than 2 pages, double-spaced, but your grade is based on your communication regarding the plan and the use of your course materials to describe the steps in your process.

Answer 1

Markov Analysis is a systematic method used to forecast the resources of an organization whose future value is influenced only by its current position.in every organization have resources. The planning for the resources to the future the markove analysis is the best method. planning for the human resources the markov analysis is the common model.

                For HR planning there have four elements.

1)HR needs: understand how many people need at a specific time in future inside the company. Calculating the total number of people want for specific jobs in future.

2)HR internal work force: need to determine what might happen count current workforce between now and a specific time in future. Some people are hired, some retired, some terminated some promoted.

3)HR gaps: it is defining the gap between the future needs and future work force.

4)HR action plans.

The forecast of markove analysis is attempt to project   current and into the future workforce look like if mobility continues. markov analysis is use to study the floes of people through an organization, translate this stretcher in to mutually exclusive states and, determine probability of movement.

Five steps for efficient workforce planning

1)begin with a strategic plan

                collect all information for workforce planning process. Request organizations strategic plan for the time that plan to explore. Collecting the annual and business plan of organization. It should explore the projected needs for how to carry out goals, including the number of employees required. Exchange factors and take the suggestions with project leaders regarding the duration of engagement with new employees. define overall onboarding goals.

2)understand Current Workplace Profile             

take a deeper look at the current staff. Identify where frequent understaffing might occur in your organization. Find the reason for larger turnover rates in one department over another. Understand it. find the solutions as it is possible.

3) Develop an Action Plan

Identify strategies to help close the gaps. arranging a tool or technique to find the employee productivity accurately. May be Restructuring and outsourcing can provide prudent solutions. Additional recruitment, in-depth training, and technological investments are also put if there a want.

4) Implement Your Action Plan

In this step requires working with different departments and teams to bring the workforce efficiency plan to life. Discuss allotted budget with organizations accounting team or financial analyst. Communicate and market new positions available to the desired parties with the help of executive team, IT staff, and middle management.

5) Monitor, Evaluate, and Revise Your Plan

Monitoring and controlling the implementation of your plan to determine its effectiveness, as well as any weaknesses. This step makes adjustments to improve the results of workforce planning project.