Part 2: Outline WORKFORCE PLANNING AND EMPLOYMENT (26%) The processes of planning, developing, implementing, administering, and performing ongoing evaluation of recruiting, hiring, orientation, and organizational exit to ensure that the workforce will meet the organizations goals and objectives. Responsibilities in Workforce Planning and Management Identify staffing requirements to meet the goals and objectives of the organization. Conduct job analyses to write job descriptions and develop job competencies. Identify and document the essential job functions for positions. Establish hiring criteria based on the competencies needed. Assess internal workforce, labor market, and recruitment agencies to determine the availability of qualified applicants. Identify internal and external recruitment methods and implement them within the context of the organizations goals and objectives. Develop strategies to market the organization to potential applicants. Establish selection procedures, including interviewing, testing, and reference and background checking. Implement selection procedures, including interviewing, testing, and reference and background checking. Develop and/or extend employment offers. Perform or administer post-offer employment activities (for example, employment agreements, completion of I-9 verification form, relocation agreements, and medical examinations. Facilitate and/or administer the process by which non-US citizens can legally work in the United States. Design, facilitate, and/or conduct the orientation process, including review of performance standards for new hires and transfers. Evaluate selection and employment processes for effectiveness and implement changes if indicated (for example, employee retention). Develop a succession planning process. Develop and implement the organizational exit process, including unemployment insurance claim responses. Develop, implement, manage, and evaluate affirmative action program(s) as may be required. Knowledge in Workforce Planning and Management Knowledge of federal/state/local employment-related laws (for example, Title VII, ADA, ADEA, Vietnam Veterans, WARN) and regulations (for example, EEOC Uniform Guidelines on Employee Selection Procedures) Knowledge of immigration laws (for example, visas, I-9) Knowledge of quantitative analyses required to assess past and future staffing (for example, cost benefit analysis, costs-per-hire, selection ratios, adverse impact) Knowledge of recruitment methods and sources Knowledge of staffing alternatives (for example, telecommuting, outsourcing) Knowledge of planning techniques (for example, succession planning, forecasting) Knowledge of reliability and validity of selection tests/tools/methods Knowledge of use and interpretation of selection tests (for example, psychological/personality, cognitive, and motor/physical assessments) Knowledge of interviewing techniques Knowledge of relocation practices Knowledge of impact of compensation and benefits plans on recruitment and retention Knowledge of international HR and implications of international workforce for workforce planning and employment Knowledge of downsizing and outplacement Knowledge of internal workforce planning and employment policies, practices, and procedures
Posted on: Thu, 06 Nov 2014 02:49:44 +0000
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