Workforce Planning and Recruitment Pack
Articles
- Introduction
- AC 2.1 Analysis of the impact of workforce planning in terms of forecasting demand for labour utilising both internal and external sources of supply.
- AC 2.2 An evaluation of the effectiveness of promotion/demotion rates, employee turnover rates, and critical incident analysis techniques used to support workforce planning.
- AC 2.3 An explanation of how the appraisal can be used to identify who is interested in progression, managing contingency, and mitigating risks through OcMara developing their talent pools
- AC 2.4 Assessment of the use of social media and advertising to recruit employees. An assessment of interviews and job references as methods of selection.
- AC 4.1 Assessment of how OcMara could introduce zero-hours and contractor contracts for the new staff it is hoping to recruit
- AC 4.2 A discussion between the differences between expressed and implied terms of contracts, and what is meant by custom and practice
- AC 4.3 An explanation of how role information and socialisation can be included in effective onboarding programmes. An explanation of the benefits of onboarding, in terms of appreciation of the organisational culture and norms and employee effectiveness
- Conclusion
- References
