Good capacity management and up-to-date planning allow you to identify vacant positions in the short, medium and long term. This longer-term vision allows for the right person to be recruited at the right time and avoids costly layoffs because a permanent position would have been used when the need was short-term or walk people you may need later. On the other hand, when the demand for the position does not stop and it is necessary to recruit to account invoicing system hong kong carry out the projects of the company, then one can proceed to the recruitment of a permanent position.

Manage the skills and development of your employees

Skills management is about matching the needs of the business with the skills available. An instrument can assist track and optimize the administration of your skills by https://www.flex.hk/ . One method to do this is to ask workers to add their skills and levels to their profile as a first step, which will be followed by approval by the manager. Ideally, the manager and employee should meet to discuss current skills and develop.

To identify and bridge the gap between the skills required and the skills available, we recommend that you also follow the interest of your employees in developing certain skills, to match them with more advanced colleagues.

Practices for managing your human resources

Take into account the availability and skills in the assignment of employees

A good allocation of the company’s human resources takes into account key variables such as the availability of employees (to avoid overwork and/or the non-completion of activities) and the skills of employees (to ensure ‘assign the right employees to the right activities).

It is then possible to plan your efforts in a linear way, by hours per week, by the percentage of the time, or depending on availability.

Make sure the workload of your employees is adequate

Overworked work can lead to the depletion of your employees and have unfortunate consequences, both human and financial. You can view the workload by direction or position, and also get the details per employee to see how to reschedule certain activities.

Manage the hiring of employees as a project

How long does it take to recruit and train an employee? Who is responsible at each stage? You can create templates for each type of position to recruit and manage the tasks related to recruiting and training employees (announcement, interview, access, etc.). Project deliverables allow you to identify a manager and follow the different steps involved in recruiting. Reports then allow you to track progress. Also, you may find that it is more beneficial to do business with external resources (headhunters, agencies, etc.) to recruit certain types of positions that take a lot of time for your internal employees.

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