Personnel Policy in a Business

383 words | 2 page(s)

Whereas in the past the need to cut labor costs only happened during significant down turns, now this often needs to be done regularly. This means that downsizing or eliminating employees is not the best strategy to use first as it would result in constant shifts up and down of employee size. Such repetitive shifts would decrease stability of the work force as people are regularly added and eliminated. Additionally, companies often use seniority as a means of determining who to keep and who to lay off thus it would become difficult to attract quality applicants since they would be concerned about job security.

Employees who have a number of skills that are in demand and valued would likely sense a higher desirability of leaving, greater ease of leaving, and larger number of alternatives than other employees. The type of position is also important regarding the three primary causes of voluntary turnover. Employees who work in low-level, unskilled jobs would probably be more likely to sense a greater levels of desirability of leaving, while they would likely perceive lower levels of ease of leaving and a lower number of alternatives.

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The increase in outsourcing is largely due to companies shifting to a model of developing a core competency to obtain a competitive edge and outsourcing all functions that don’t contribute to that competency. Since staffing is not considered to add value to core competencies, outsourcing this function would benefit the company by helping increase their ability to focus on a single area. At the same time, with the focus on the core competency and trusting staffing functions to an outsourced vendor, there is a lack of control and a lack of knowledge about what is happening in regards to staffing due to it no longer being in-house.

Measuring the effectiveness of the recruitment process for entry level positions would include several quantitative measures. The number of applicants per vacancy would show the effectiveness of drawing potential employees to the business. The yield ratio would show the percentages of applicants who progress to various stages in the staffing process. Time lapse would indicate the amount of time between each stage of the staffing process. Retention rate would indicate the proportion of new hires who remain with the company after different periods of time.

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