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Determine the need through the study of the current status of existing staffThen comes the role of the study of the development of the company and needs assessmentGood selection of well thought through standards for staff candidates
Defining the number (staffing levels) and
types (capabilities) of employees who will be needed at a particular poi nt in the future to implement plans effectively (often including how that staff should be organized and deployed); • Identifying the staffing resources that are currently available; •Projecting the “supply” of tal ent that will be available at th at point in the future for which requirements have been defined (e.g., factoring in the effects of turnover, retirements, planned movement, etc.); • Identifying differences between antic ipated demand and forecasted supply; and •Developing and implementing staffing pl ans/actions needed to close talent gaps and eliminate surpluses.
Of course by the possibilities of the organization and the beginning of the administrative structure and responsibilities
A questionnaire for employees who are working now and I know their needs as people and then circulate Thread
Morality - Secretariat - experience - work under pressure - Cooperation
