Skills Management -1

Skills Management is part of process of HRM Management. Skills Management is the practice of understanding, developing and deploying people and their skills. Well-implemented skills management should identify the skills that job roles require, the skills of individual employees, and any gap between the two.
Overview
The skills involved can be defined by the organization concerned, or by third party institutions. They are usually defined in terms of a skills framework, also known as a competency framework or skills matrix. This consists of a list of skills, and a grading system, with a definition of what it means to be at particular level for a given skill. (For an example of a mature skills framework, see the Skills Framework for the Information Age, a technical IT skills framework owned by a British not-for-profit organization.)
To be most useful, skills management needs to be conducted as an ongoing process, with individuals assessing and updating their recorded skill sets regularly. These updates should occur at least as frequently as employees' regular line manager reviews, and certainly when their skill sets have changed.
Skills management systems record the results of this process in a database, and allow analysis of the data.
we talk more about skills management in next post.

Ref: agents website design, insurane crm, wikipedia

Recruitment

We are talking here HRM and process of HRM. We talked about Workforce planning in our previous post. As a part of Processes of HRM, today we are going to talk about Recruitment.

Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters.

The recruitment industry:
The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organisation’s application process. As a general rule, the agencies are paid by the companies, not the candidates. The industries practice of information asymmetry and recruiters' varying capabilities in assessing candidate quality produces the negative economic impacts described by The Market for Lemons.

The Recruitment Process
These are three main recruiting stages. Three main recruiting stages are as under.

• Sourcing--Sourcing involves 1) advertising and 2) recruiting research.
  
• Screening & selection
  
• Onboarding

ref: agents website design, insurance software, wikipedia

Workforce planning

Strategic Workforce Planning involves analyzing and forecasting the talent that companies need to execute their business strategy, proactively rather than reactively, it is a critical strategic activity, enabling the organization to identify, develop and sustain the workforce skills it needs to successfully accomplish its strategic intent whilst balancing career and lifestyle goals of its employees.

Strategic Workforce Planning is a relatively new management process that is being used increasingly to help control labour costs, assess talent needs, make informed business decisions, and assess talent market risks as part of overall enterprise risk management. Strategic workforce planning is aimed at helping companies make sure they have the right people in the right place at the right time and at the right price

Through Strategic Workforce Planning organizations gain insight into what people the organization will need, and what people will be available to meet those needs. In creating this understanding of the gaps between an organization’s demand and the available workforce supply, organizations will be able to create and target programmes, approaches and develop strategies to close the gaps.

ref: wikipedia, agents website design, insurance software