Hiring the wrong person for the job can have a devastating effect on an organisation. Therefore it is essential that Human Resource professionals develop strategies and plans when filling a vacancy. The human resource department must ensure that incumbent filling the vacancy will be the right fit for the organisation. According to Nankervis et al. (2014), an “HR strategy should be cognisant of the business strategy and responsive to the dynamic environment in which organisations operate” (Nankervis et al., 2014, p.96). This means that human resources must see the bigger picture than just a departmental hire; the hiring decision should also consider organisational needs. Without effective planning and employment strategies, the organisation could suffer financially from an unfit placement. So finding the right candidate is essential.
When filling vacancies, many critical issues must be addressed. Two of these important issues are Strategic HRP Human Resource Planning and Labour demand forecasting. These issues can determine the success or failure of an organisation. Strategic HRP involves the organisation and the human resource process as a whole. It includes talent demand and process review. Labour demand forecasting is more focused on measurable outcomes. Nankervis et al. (2014) states that “labour demand forecasting is the process of predicting the numbers and characteristics of future employees” (Nankervis et al., p. 173). When these issues are addressed and properly planned, then HR can begin searching for a candidate. It is important however to consider who will fill the vacancy. Human Resource professionals must determine if their needs require an internal or external candidate. They can review the candidates’ skills against the organisation’s needs and audits. Nankervis et al. (2014), explains that these skill audits are derived from “organisational audits that represent comprehensive analyses” (Nankervis et al., p. 152). HR professionals must diligently review their employee plans, audits, strategies and organizational needs when filling a vacancy to determine the compatibility to the organization.
Reference List
Nankervis, A., Baird, M., Coffee, J., and Shields, J., 2014, Human Resource Management: Strategy and Practice. 8th edn. South Melbourne, Australia: Cengage Learning.
