Job advertisement essay
Every year business conditions are becoming more stringent. Accordingly, it is reflected in the requirements to the personnel of each particular company, first and foremost, to those people who are responsible for hiring personnel and managing it. In any case, the job search for an HR specialist is a valuable experience in itself. In concern of the choice of the company, there are many moments that characterize each concrete situation.
In this paper, I am going to analyze a vacant position in Linc Energy. This organization offers a job of recruitment advisor, which is surely a great opportunity to apply the obtained human resource knowledge towards the practice in a large business structure. This diverse and challenging position will involve all aspects of internal recruitment, but requires a minimum of 5 years experience in technical recruitment with internal recruitment experience being highly regarded, which makes the offer even more challenging for my career life in the next five years. This paper will present an overview of Linc Energy, and focus on the role of recruitment advisor, as well as the possible strategies applied at this position for the sake of organization.
Linc Energy Overview
The company Linc Energy is an innovative, progressive energy producer, an Australian manufacturer of new clean fuel. Linc Energy is a leading company in Australia on the application of the technology of clean coal, and uses an underground coal gasification technology (UCG) to convert difficultly minable (unprofitable) coal deposits into synthetic gas. Nowadays, synthetic gas is the ideal raw material for the production of gas-liquid synthetic fuels, as well as is acceptable for gas turbine power generation (Linc Energy – Fueling Our Future, 2011).
Managed by a successful entrepreneur Peter Bond who is the chief executive and managing director of the company, Linc Energy anticipates becoming a major player in the market for clean energy, diesel and jet fuel production. Technological processes of UCG and GTL are seen cost-effective in turning difficultly minable huge deposits of coal into the ultrapure liquid fuel. The unique combination of UCG and GTL technology processes owned Linc Engineering is the first in the world and has the potential to become a significant alternative source of energy
In the nearest future, the world may face an energy crisis due to the global reduction in oil fields and the increasing volume of consumption in such developing countries as China or India. Linc Energy now possesses a unique research capability to ensure a viable, more environmentally sustainable source of liquid fuels and energy available in the foreseeable future. In particular, Linc Energy provides a valuable opportunity for the countries rich in coal but poor in oil, for example, Australia, USA, China or India (Linc Energy – Fueling Our Future, 2011).
The company develops actively, and therefore, is expecting to hire highly effective managers ready to deal with the peculiarities of energy market. In order to comply with the demands, the candidate needs to effectively apply the knowledge of human resources principles and practices, knowledge of employment legislation, as well as skills in managing external recruitment agencies and other suppliers to deliver cost effective and timely services. To achieve organizational success at the position of recruitment advisor at Linc Energy, I will be focused on the three key areas: integrating HR Personnel Planning into the strategic plans of Linc Energy, prognosing future needs for personnel and planning personnel training.
Integrating HR Personnel Planning into the strategic plans of the organization
The first task of staff planning lies in transferring the existing goals and plans of the organization to the specific needs of skilled employees, i.e. deduce the unknown quantity of employees needed from the equation of Linc Energy management plans, and determine the time at which they will be requested. As soon as these unknowns are found, it is necessary to draw up plans of achieving the fulfillment of these needs within HR Personnel Planning.
Long-term success of any organization clearly depends on the availability of employees in the necessary time and at properly selected positions. Organizational strategies for achieving these goals are relevant only when people with corresponding talent and skills are involved in achieving these goals.
Thus, HR Personnel Planning will include: 1) forecasting the future needs of the organization in personnel; 2) studying the labor market (the market of skilled labor) and the program of activities for its development; 3) analysis of the system of employment in the organization; 4) development of programs and activities for staff development (Daley, 2005).
In carrying out HR Personnel Planning in Linc Energy, the following objectives can be set: a) recruitment and retention of the personnel of right quality and quantity; b) using the potential of the staff in the best way; c) being able to anticipate the problems that arise because of possible excess or shortage of staff. Although HR Personnel Planning methodically has much in common with other areas of planning, it yet differs from them in some important respects. Problems with integrating HR Personnel Planning into the strategy of the whole company are typically due to (Daley, 2005; Majeed, 2009):
– The difficulty of staff planning, determined by the complexity of predicting employment behavior, potential conflicts, etc. The possibility of using personnel in future and their future attitude to work is projected with a high degree of uncertainty. In connection with this, they become unreliable elements in the planning process. In addition, the members of the organization might resist to being the objects of planning, disagree with the results of planning and respond to it so that it couldn’t exclude the possibility of conflict.
– A dual system of economic goals in the personnel policy. While at planning of marketing, investment and other spheres the purposes of planning affect economic aspects, at personnel planning components of social efficiency are added. If in other areas the company can operate on quantitative values, the data for staff planning are primarily qualitative in nature (data on capabilities, evaluation of the work done, etc.).
Thus, HR Personnel Planning is fully effective only if it is integrated into the overall planning process. As an integrated part of planning, human resource planning has the task of providing workplaces at the right time and in the required amount in accordance with the abilities of employees and their inclinations.
Prognosing future needs for personnel in Linc Energy
Forecasting organization’s staff demand can be conducted using a range of methods (separately or in combination). Methods for forecasting personnel demand can to be based either on judgments, or mathematic calculations.
Judgments include estimations of managers and Delphi methodology. Using the method of managers’ estimations, managers provide the assessments of future staffing needs. Such estimations can be done either by top management and passed down, or by managers of lower level and passed up for further considerations. However, the most successful would be a combination of these two variants (Clardy, 2008; Majeed, 2009).
Mathematical methods include a variety of statistical techniques and modeling methods. Statistical techniques use historical data for projecting future conditions. Extrapolation can be considered one of them – the simplest and most popular method that consists in applying the current situation (ratios) to the future. The advantage of this method consists in its accessibility. Its weakness is its inability to take into account the changes caused by the development of the company and external environment. Hence, this method is efficient for short-term planning only and for companies with a stable structure, which work in relatively stable external conditions (Majeed, 2009). Modeling techniques usually present a simplified overview of personnel needs of the organization. By changing the input data, staff branches can be checked for various scenarios of staff demands (Clardy, 2008).
Planning personnel training
Personnel training and retraining planning is designed to use its own human production resources without seeking for new, highly qualified staff at the external labor market. Moreover, this kind of planning creates the conditions for worker’s mobility and self-regulation, accelerates the adaptation process to changeable production conditions.
Training planning should take into account:
– The required number of trainees;
– The number of existing employees who need to be trained or retrained;
– New training courses or the costs for existing ones (Freyens, 2010).
This is a qualitative component of workforce planning. It includes all the efforts of organizations to maintain an appropriate level of knowledge among the staff or to improve the qualification level through additional training (Freyens, 2010).
Planning of skill level growth is of great importance in conducting the production measures associated with personnel. On the one hand, it allows using a company’s own reserves of manpower with a higher degree of success than it could have been reached by the search for new staff; on the other hand, it gives the individual worker the best chance for self-actualization.
Conclusion
Concluding the abovementioned facts, taking a recruitment advisor position in Linc Energy is a challenging and responsible step, containing a precious opportunity to apply the theoretical knowledge in human recourse practices into the practical work. This can definitely improve my knowledge and experience in HR sphere.
Besides, Linc Energy has already passed the stage of its formation and has grown to a significant player on the market. And the task of the HR-department employee in a large business structure, above all, lies in supporting the existing system in stability and fulfilling one’s direct functions, simultaneously making efforts to introduce one’s own ideas. Thus, I am going to contribute to the organization in three major directions – integrating HR Personnel Planning into the strategic plans of Linc Energy, prognosing future needs for personnel and planning personnel training, and believe that this contribution is able to assist the company in achieving the goal it sets.
