the organization. Decisions are then made on what steps should be taken to promote,
redeploy, and as necessary provide additional experience and training to, eligible
staff. Plans can also be made to make better use of existing employees, which may
include flexibility arrangements as discussed later, or home working.
The recruitment plan
This will incorporate:
● the numbers and types of employees required to make up any deficits, when they
are needed;
● the likely sources of candidates – schools, colleges of further education, universi-
ties, advertising, the internet etc;
● plans for tapping alternative sources, such as part-timers, or widening the
recruitment net to include, for example, more women re-entering the labour
market;
● how the recruitment programme will be conducted.
Employer of choice plans
The recruitment plan should include plans for attracting good candidates by
ensuring that the organization will become an ‘employer of choice’. This could be
achieved by such means as generally improving the image of the company as an
employer (the employer brand) and by offering:
● better remuneration packages;
● more opportunities for learning, development and careers;
● enhanced future employability because of the reputation of the organization as
one that employs and develops high quality people, well as the learning opportu-
nities it provides;
● employment conditions which address work–life balance issues by, for example,
adapting working hours and arrangements and leave policies, and providing
child care facilities or vouchers to meet the needs of those with domestic respon-
sibilities;
● better facilities and scope for knowledge workers, such as research and develop-
ment scientists or engineers or IT specialists;
● ‘golden hellos’ (sums of money paid upfront to recruits);
● generous relocation payments.
Human resource planning ❚ 383