The process of recruitment and employee retention.

Management of the human component for technical projects is an important aspect. Creation of a workforce with skilled capability is a necessity in order to achieve improved operations and financial sustainability. This competency contributes to a successful project completion. Regrettably, there is no ready-made manual or automated solution to identify the core competency or skill set of a resource perfectly. The best now-a-days are the businesses which are dedicated to identifying and managing this requirement. 

The process of a competent assurance staffing goes through the following essential steps.

1. Planning Manpower

It is a qualitative as well as a quantitative approach of measuring the resources required in a business house. In this phase, a resource inventory is created. They are then evaluated for the  purpose of skill development and their future growth. 

2. Recruiting

In this process, potential employees are short listed and invited to apply their candidature for relevant jobs in the organization. This scientific approach results in higher productivity and better paychecks.

3. Selecting

Here, unpromising or damp candidates are eliminated and the best suitable candidate is chosen. This candidate may not be highly qualified or have the desired expertise level at that point of time. The main consideration here is if the employee has enough tenacity to grow and perform given the opportunities and work pressure.  

4. Placement

This step places the selected employee in the job position for which he has been selected. 

5. Training

This is an already established program, whereby the placed employee is trained. With the evolution of technology, this has become a continuous activity in order keep the employees and the company services at par with the new developments and the advanced requirements. Skilled trainers make this process effective, as the trial and error method of learning may result into a cause of loss and delay in product delivery.

6. Career Development and Economic Growth

Each employee need to be provided with possibilities for career development and corresponding growth. Absence of such routines frustrates them, ultimately stagnating their performance.  

7. Promoting

This upgrades an employee's rank, status with added responsibilities. Ideally, it should be accompanied by a hike in pay as well, but that is not always the case for reasons specific to each company.

8. Transferring

This step involves moving an employee from one location to another or one department to another. This happens between jobs of the same standard. It does not always mean an increase in pay, rank or responsibilities.

9. Conducting appraisals

Appraisals highlight the efficiency percentage of each employee. Generally an appraisal of an employee is performed by the immediate senior. This process appraises the performance, team spirit, managerial aptitude, versatility and future potentiality of the employee. A good appraisal provides motivation in the mind of the employees and generates their best efforts is every task assigned to them.

10. Estimating appropriate remuneration

It is relatively very difficult then all the above steps. Every aspect must be considered carefully and the wage must be systematically determined. 

11. Consider cross cultural limitations

For a successful application of the skill sets, the cross cultural sensitivities must also be considered. In the present times, when most of the communication is accomplished through international English, cultural issues still remain in play and care must be taken to respect them.

Conclusion

While staffing, the future perspective must be taken into consideration to improve and evolve the staffing process for recruiting quality resources.  Employee core competencies are not just industry dependent rather they depend on company goals, values and work culture.