The acquisition of a competent workforce motivated and involved in social and economic success of the company, work teams , support personnel , the HR department and the individual himself in the organization.
The issue of retention is important, young people are more sensitive to balancing work / life private or occupant of increasingly positions unrelated to their qualification as soon as they leave the labor market is more favorable to their aspirations. The issue of the ability to attract qualified people to make the right decisions regarding the selection is a key to success in a competitive environment . Recruitment is an opening to the outside . It is a screening tool , and consequently factor marginalization of individuals.
Recruitment is strategic for the company as it is the first time the integration of employees and it determines the beginning of other HR processes such as integration , compensation, evaluation, training to retain employees. Despite the use of selection techniques to streamline recruitment, there are failures.
Sommaire de l'étude de cas
Extraits de l'étude de cas
[...] The repository enables a hierarchy of employee performance . For the construction of repositories , skills , which are activities performed , expressed as action verbs. The standard shall be limited to the most important tasks or activities to allow the necessary freedom for creativity. In addition, a sheet containing all the activities necessary for a position is irrelevant to the difficulty in identifying the agent specifically adapted to the position described . The repository is based on the skill level of the job rather than the job . [...]
[...] The authorization of recruitment involves the process of defining the position and profile. Anticipating the needs of labor is not essentially new in the management of personnel. The first practical management planning predated the GPEC The 1960s saw the emergence of workforce planning and strategic planning and management planning careers ( Jardillier18 book , " the personnel planning " in 1972). Note the influence of the human relations school ( seen in the introduction to the subject organizations) on forward planning skills (GPC) and the management of jobs and skills (GPEC ) in which are taken into account needs of the employee. [...]
[...] This implies a logical monitoring and forecasting resources. Note: an organic law is that which specifies the conditions under which the Constitution , it has a higher authority than ordinary laws . Article L 320-2 of the Labour Code " in companies and groups of undertakings within the meaning of II of Article L. 439-1 which occupy at least three hundred employees , as well as businesses and Community-scale groups under the second and third paragraphs of Article L. 439-6 comprising at least one establishment or undertaking hundred and fifty employees in France , the employer is required to engage every three years negotiations concerning on how information and consultation of the works council on the strategy of the company and its expected effects on employment and wages. [...]
[...] L322 - State aid agreement to replace employees in training. Feature: EDEC , Engagement Development Employment and Skills . Agreement between the State , the social partners ( trade unions and professional ) Professional or organizations may implement with the state, within a contractual framework , the development commitments of employment and skills ( EDEC ) for anticipating and accompany the evolution of jobs and qualifications. The objective of the agreements entered into , which can be annual or multi-year , is to anticipate the employment effects of economic changes , to prevent the risk of inadequate employment of employed and meet the development needs the skills of employees and businesses. [...]
[...] The qualitative adaptation meets the needs of forecast skills of the company considering the changes in technology , modes of organizations, consumer expectations . Demand recruitment resulting is then evaluated by the HR department that determines whether the need is real or if it can be gained productivity with existing staff ( no recruitment or internal mobility). If the skills are not available internally , external recruitment is envisaged. This raises questions of the nature of the employment contract that will be offered : CSD , acting , stage . and outsourcing opportunities . [...]
À propos de l'auteur
Gerson Bernini T.Contrôleur de gestion juniorRessources humaines - GRHRecruitment and integration