staffing acc's philosophy maintain high selection standards –meet the business needs of the...

StaffingACC's Philosophy

Maintain high Selection Standards– Meet the Business Needs of the Company

– Short Term & Long Term

"Promote from within"– Priority on internal recruitment

– not only the best candidate but also who can benefit most from one assignment

"Equal Employment Opportunity" Promote international nature of its workforce

StaffingPolicy

Planning– Annual Budget

– Authorisation For Commitment

Personnel Requisition Approval before recruitment Vacancies

– Job description & Candidate Profile

– Job Posting

Recruitment Process Responsibility shared by HR & line management

First level of supervision involvement Interviewers trained & prepared

StaffingPolicy

International Transfers &Assignments– European-wide

– Company-wide

Salary & Benefits – In accordance with ACC's Compensation Policies

– Normally not negotiable

StaffingOutline of Staffing System

Identify Staffing Needs – Business Plans & Authorisation For Commitment– Staffing Review

Identify Candidates – Internally

» Staffing Review» Job Posting

– Externally» Candidate databases & relation with Universities» Advert / agencies

Assess / Select– Internally: Development System & Interviews– Externally: Psychological Assessments & Interviews

Recruit & orient employee

StaffingRecruitment Process

Planning / Establishment of recruitment need– Annual budget

– Authorisation For Commitment

Recruitment Initiation– Job definition

– Personnel Requisition

– Approval according to budget or AFC

– Job Grading

– Definition of Candidate Profile

Staffing Recruitment Process

Sourcing– Internal

» Job Posting» Staffing Review

– External» Spontaneous candidates» Old internships» Targeted Universities / Institutions» Job Fairs» Advert Campaign» National Employment Agencies ( if existing )» Search Firm

Design and Prepare the Hiring Team– Minimum of Direct Supervisor, Manager & HR– Also Other Function representative, Colleague ...

StaffingRecruitment Process

Consulting Services– Search– Management Assessment– Psychotechnical Assessment ( for operators )

Selection and recruitment– Selection on C.V. or internal biographies– Application form – Interview & Assessment– References Checking & Employment Eligibility– Decision– Medical Screening– Work Contract– Rejection Letters

StaffingRecruitment Process

Orientation– First day

– First few months

Probationary Period– Evaluation before end of the period

– Decision

StaffingManager Role

Reviews his organisation Plans & budgets Design Job Description & Candidate Profile Gains the requested Approvals Shares the recruitment responsibility with HR Orients the new employee

StaffingH.R. Role

Coordinates staffing plans Insures that approvals are delivered Approves the recruitment method Insures that interviewers are trained Shares the recruitment responsibilty with Manager Makes Salary / Benefits Offer Prepares contract

StaffingJob Description / Candidate Profile

Job Description– Check that Structure always matches organisation requirements

– Ensure consistency between epectations & candidate's preferences

– Evaluate Job Grade

Candidate Profile– Recruit for more than the current Vacancy

» Employee Development within the Company

» Achieve other objectives reinforcing skills or technics within the team preparing replacement ...

– Design the Profile

» Ideal Experience Profile

» Ideal Personal Characteristics

StaffingJob Posting

Supplement the Company's Career Development Programs Opportunity for all Employees to apply for Vacancy

– After 12 months in current Job– After 18 months for Exempt– Shorter delay if Supervisor Approval

All Job Vacancies posted( Up to D Grade )– all positions internal to a location– Exempt positions European-Wide

Exception to Policy– Position assigned to employee affected by organisational Change or

returning from leave of absence– Position part of a specific Development Program– Position part of a Job Ladder – Position assigned in the best interests of Employee & Company

StaffingBenefits of Job Posting

To the Employee– Opportunity to show his interest

– To get a clearer picture of the organisation

To the Supervisor– To get motivated Candidates

– To produce candidates not already identified

To the Company– To promote the management of one's own career

– To emphasize openness

StaffingOrientation

Provide to new hired Employee– Help to develop relationship with Supervisor & Colleagues

– Clarification on role expected & resources

– Undesrstanding of Company's Business, Mission & Business Practices

New Hire Interview ( not linked with probationary period )– Confidential & not mandatory

– Detect & correct potential Issues

– Provide information on global Organisation & Recruitment Process

StaffingExit Interview

Encourage terminating Employee to share their Experience– Strongly recommended but not mandatory

– Open Discussion

Allows Organisation & Supervision Improvements– Broad Interview, not limited to reasons for leaving

– Conducted by HR & communicated to Supervisor & Management

Staffing Staffing Review Scope

Review of Individuals & Organisation Two Sorts of Review

– Review regularly an Organisation ( 12 - 24 months )

– With a particular Focus or "Theme"

Initiated by Senior Management ( not necessarly ) Managed at different levels from bottom to top

– plant

– Europe-Wide

– Company-Wide ( not necessarly )

Normally targeted to Exempt Employee

StaffingStaffing Review Process

Discuss Individuals– Key Strengths

» In current Job» Potential Characteristics

– Issues» Weaknesses / Potential derailers» Unknown Skills to be tested

– What Actions have been taken from last Review– Specific Focus on Employees who have developed as far as they can on

current Job & need to move Identify Organisational Issues

– Competencies or lake of– HeadCount suitability– Shortage or Overflow of replacement Candidates– Structure of organisation

StaffingStaffing Review Outcomes

Design Plans for Individuals– What Experience and/or Training is necessary including Jobs– Next possible Move; Now or With Development

Design Succession Planning– Design Succession Chart for each Managerial Position

» Incumbent's Perspective : N / WD» List of replacement Candidates: N / WD

– Specific Focus on Key Positions

Design Plans for Organisation– Plans for "Cascade Moves"– Outside specific Recruitment– Organisation Changes

StaffingStaffing Review Roles

Role of Manager– Reviews his Employees ( refer Developing Employee ) &

organisation– Communicates decision / plans to Employee after Review

Completion– Implement Plans

HR Role– Prepares Review– Reviews

» Vacancy List» Ad Hoc Assignments» Short Term Assignments

– Monitors & Tracks Development & Placement Actions