Recruiting,
Training, and
Supervision
Presented by: Annie L. Montanez
What is Recruiting
Recruitment refers to the
process of identifying, attracting,
interviewing, selecting, hiring and
onboarding employees. In other
words, it involves everything from
the identification of a staffing
need to filling it. Depending on the
size of an organization,
recruitment is the responsibility
of a range of workers.
Training
is defined as a planned set of
activities for imparting knowledge
to employees, such that it leads
to a growth in job skills required
for organizational growth. These
could be technical, vocational, or
management skills.
Supervision
refers to individuals who work
under the direct oversight of a
supervisor or manager. These
employees are guided, monitored,
and evaluated by their supervisors
to ensure they perform their
tasks effectively and meet the
organization's standards and
goals.
The factors to
consider in Recruiting
and Promoting
employees
For Recruiting:
1. Job Requirements:
Clearly define the skills, qualifications, and experience
needed for the role.
2. Cultural Fit:
Assess whether candidates align with the organization's
values and culture.
3. Diversity and Inclusion:
Aim for a diverse candidate pool to enhance creativity
and innovation.
4. Candidate Experience:
Ensure a positive experience during the application
process, as it reflects on your brand.
For Recruiting:
5. Assessment Methods:
Utilize interviews, assessments, and reference checks
to evaluate candidates comprehensively.
6. Employer Branding:
Communicate your company’s mission, vision, and
benefits effectively to attract top talent.
7. Recruitment Channels:
Use various channels (job boards, social media,
employee referrals) to reach potential candidates.
For Promoting:
1. Performance Metrics:
Evaluate past performance and contributions to the
organization.
2. Skill Development:
Consider whether the employee has demonstrated
growth and the ability to take on new challenges.
3. Leadership Potential:
Assess the employee’s leadership skills and potential to
lead teams effectively.
4. Feedback and Peer Reviews:
Gather input from colleagues and supervisors to
understand the employee's impact on the team.
For Promoting:
5. Training and Development Opportunities:
Identify if the employee has taken advantage of
development opportunities to enhance their skills.
6. Organizational Needs:
Align promotions with the current and future needs of the
organization.
7. Retention Strategy:
Consider how promotions can enhance retention,
motivation, and employee satisfaction.
8.Transparency and Fairness:
Ensure the promotion process is transparent and equitable
to foster trust within the team.
THANK YOU
Jorey-Deo F. Missiona
4FMD
DISCUSS THE
IMPORTANCE OF
REDUCED TURNOVER
AND DEVELOPING
CAREER PLANS FOR
EMPLOYEES. 1
Reducing Turnover
The term ‘reducing turnover’ refers to the
strategies undertaken by organizations to
decrease the number of employees leaving
the company. It includes initiatives like:
Improving job satisfaction.
Enhancing working conditions.
Offering competitive compensation.
Fostering positive organizational culture.
The goal is to improve the retention of skilled and
experienced employees. As a result, it minimizes
turnover costs and disruptions associated with
turnover rates.
2
Examples
Employee Engagement Programs: Companies can
implement virtual engagement programs which are
easy to use and access.
Career Development Opportunities: Provide
employees with clear career paths and
developmental opportunities that align with their
aspirations. 3
Examples
Competitive Compensation Packages: Offer salaries that
match the industry standards and benefits that stand out from
your competitors.
Work-Life Balance Initiatives: Aim at improving work-life
balance, which will help reduce turnover. You can provide
flexible working hours, remote work options, etc., which will
help your cause. 4
Examples
Effective Onboarding: Work on
a smoother onboarding process
that will not overwhelm the new
hires.
5
Benefit /
Importance
Reducing turnover has
several significant
benefits that will help
an organization in the
long run. A few of them
include: 6
Cost Savings: A lower turnover rate
reduces costs related to recruiting,
hiring, and training new employees.
Improved Productivity: With reduced
turnover, experienced employees
stay longer.
7
Enhanced Employee Morale: A consistent
team promotes a favorable workplace
atmosphere, increasing staff motivation
and involvement.
Better Customer Relationships: Employees with long
tenure with an organization often build strong
relationships with clients. They know their needs and
prioritize loyal customers by providing them with the 8
best customer experience.
Knowledge Retention: Reducing
turnover ensures that critical knowledge
and skills remain within the
organization. This ensures that there is
higher efficiency and continued
authenticity in work. 9
Why is a career development
plan important?
The main purpose is to provide you with a
roadmap for your future that'll help you
make well informed decisions about your
career, and also future career moves.
10
Whose Responsibility in
Employee Development?
Employee development programs are pivotal
for organizational success. By elevating
employees’ current skills and capabilities,
companies experience reduced turnover
rates, improved job satisfaction, and the
ability to expand with a skilled workforce.
11
Whose Responsibility in Employee Development?
1. Leaders Take 2. Leaders Take a 3. Leaders Empower
Charge of Hands-off Employees to Take
Employee Approach to Ownership of Their
Development Employee Professional Growth
Plans Development 12
Thank you !!
13
Jorey-Deo F. Missiona 4FMD
