Operations Improvement Plan

The Human Resources (HR) department needs an improved hiring strategy for ensuring that the most suitable internal and external candidates are successfully recruited to fill staffing needs in the organization. Since the current recruiting process has not been effective or comprehensive in terms of identifying the most qualified candidates, the improved strategy will incorporate new procedures to ensure that the recruitment process yields ôknowledge workersö who bring with them the knowledge that the organization needs. Often, the optimal candidates are those that are already part of the organization and that have acquired the knowledge necessary to respond to organizational needs but are omitted from the recruitment process because HR does not have sufficient information on internal employees to suggest them for positions.

One of the most difficult jobs HR has is to select candidates that will be successful not only in meeting current organizational needs but also future needs that have not been identified yet. TodayÆs organizations und

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iewed our plans and progress to that point. Walker & Bechet stress ômanaging the overall supply and flow of talent, relative to changing organizational needs,ö and we realized that a list of qualifications sitting in a database would not fill that need. We had to devise a fluid and responsive system for managing continually changing needs and an active flow of talent. To that end, we developed profiles of the types of people we knew we would need to hire and matched those with all of the jobs that would open up in the foreseeable future. This gave us a standard to measure applicants against that would provide a realistic appraisal of their potential success. Then, we developed system requirements for reengineering the HR computer system to allow matching and cross-matching of skills, personal qualities, background, and other factors with job requirements, corporate goals, and other factors that we could specify. The system needed to be flexible enough to accept ad hoc qualifiers but also capable of making precise determinations and providing reliable lists of candidates when detailed job specifications were input. We included a requirement for what-if scenarios, metrics calculations, and visibility into an online recruitmen
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Approximate Word count = 3454
Approximate Pages = 14 (250 words per page)

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